Part 4 - Iowa Medicaid Enterprise

RFP MED-12-001 | Technical ProposalIowa Medicaid Enterprise System Service Procurement | MMIS and Core MMIS OperationsKey Personnel Position Key Personnel Relevant Experience for IowaProject Manager for PMOQuality Assurance ManagerData Conversion ManagerInterface ManagerTesting ManagerDiana GroganKaren RowcliffeDev VijayJames SchlossArnab Datta• Three years of experience managing the project management and organizational change organizationsfor CNSI's MMIS projects• More than two years of experience using Microsoft Project• Six years of experience as Noridian's quality assurance manager, analyzing performance trends,communicating areas at risk, and developing and implementing performance improvement plans• More than 13 years of technical and functional expertise in developing client, server, and webapplications, including work on the CHAMPS, the state of Michigan's MMIS, and the MichiganEHR initiative• Master's degree in Industrial Engineering, University of Cincinnati, Cincinnati, Ohio• Bachelor's degree in Tech, Mechanical Engineering, Pondicherry University, India• 19 years of hands-on management and leadership experience including more than 10 years experiencewithin the IT industry, including working through the system development life cycle to bring theMichigan MMIS, the Community Health Automated Medicaid Processing System (CHAMPS), online• Bachelor's degree, University of South Florida, Tampa, Florida• More than nine years of diversified experience testing MMIS for Maine and Washington• Master's degree in computer sciences, University of Bridgeport, Bridgeport, CT• Bachelor's degree in electrical and electronics, University of Mysore, Mysore, Karnataka, India,Figure 7-2. Required Key Personnel at Contract Signing. The experience of our key personnel preparesthem to make the right decisions, implement the right solutions, and communicate the right message onyour new MMIS project.7.2.2 Department Approval of Key PersonnelRFP Section 5.2.6, Requirements a through dAs mentioned, Team Noridian has proposed names for seven of the key personnel for the start-up andimplementation phase. We are confident that the Department will find these individuals have theknowledge, capabilities, and skills required to complete the tasks to ensure a successful implementation.Upon approval by the Department (approval sought during contract negotiations), these key personnelwill be ready to begin work on the project.Throughout the project contract, if any key personnel position must be replaced, our recruitment processto find a comparable replacement will begin immediately. If the process is expected to go beyond 45days, Team Noridian will request in writing to the Department for an extension. We want to ensure the"right" person is selected to meet the Department's expectations. We welcome the Department tointerview possible candidates for any replacements. Once a candidate has been selected, we will proposethis individual to the Department for final approval.7.2.3 Changes to Contractor's Key PersonnelRFP Section 5.2.7, Requirements a and bWe have provided a team that we believe builds a great foundation to ensure a successful project. If oneof the key personnel must be changed, our account manager, Mr. Scott Hruska, will submit a writtenrequest to the Department for approval to replace the position, unless waived by the Department. We willfill the vacancy prior to the departure of the key personnel by immediately looking for a comparable,qualified person from existing resources. Noridian and CNSI both are experienced contractors with manyresources in many states, but if we cannot find a suitable replacement from existing resources, we willbegin the recruitment process. Unless unforeseen circumstances prevent it, we will find the replacementand have that person in place prior to the departure of the key personnel being replaced.We have a proven process when recruiting new hires. We maintain close relationships with local andnational recruitment and staffing firms who can quickly provide qualified individuals for consideration.These relationships are especially important when looking for candidates with specialized skills or inspecific geographic areas. Once candidates are identified, they go through a series of interviews withpeers and management before being presented to our customer. Through strong employee retention7 | 12