SECTION 2 Question 1 (35 points) Create a BPMN diagram of the following process. Use Pools...

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SECTION 2 Question 1 (35 points) Create a BPMN diagram of the following process. Use Pools and Lanes. Be sure to use proper grammar and syntax. Consider opportunities to use the tools you’ve just learned – including collapsed sub-processes, ad-hoc sub-processes, event-based gateways, and attached events. Hiring an Early Childhood Educator The hiring process at a daycare starts with the Daycare Director determining that there is a need. If the hiring need is due to a staffing shortfall, the Director moves forward with the process by posting an advertisement in the local newspaper. If the hiring need is above and beyond approved staffing levels, the Director must send to the Board of Directors a formal request to hire a new employee. The Board of Director will evaluate the request using an official process that we are not privy to. If the new hire request is approved, the Director places an advertisement in the local newspaper. If it is not approved, the Director may end the process or he/she may escalate the request and petition for an in- camera meeting with the board to plead his/her case. The in- camera meeting may result in a change of heart from the Board or it may not. Either way, this meeting proceeds with its own well-defined workflow that we will not be describing in detail for this process. Once an ad is placed in the local newspaper, the Director waits to receive applications. If no qualified applicants apply within the first week, the Director will post the advertisement in a national newspaper and with an online job posting site. If qualified applicants do apply within the first week, the Director contacts the qualified applicants and schedules an interview with each. The interview process is a standard "call" process that includes a series of questions and decisions that we will not detail in this workflow but we must note the existence of the process. In some cases, if the Director feels that it would be helpful, he/she may invite the Assistant Director to join in the interview process. Candidates that pass the interview process will be run through a series of background tests by HR. The tests include a police check, an education confirmation check, and a child registry check. In some instances the candidate will also be given a personality test to ensure that they will be a good fit for the team. Candidates that do not pass the tests will be notified that they have not been selected for the job. Candidates that do pass the test will be given a second interview that will be led by the Board of Directors. The Board of Director will make recommendations to the Director. The Director will review all recommendations and select their preferred hire. The Director will call the prospective hire and offer them the position. If the candidate accepts the offer, the Director confirms a start date, notifies HR of the new hire, sends a welcome letter to the candidate, and notifies the rest of the staff of the new hire. If the candidate does not accept the offer, the Director selects a new candidate and makes an offer to that candidate. Once a final hire teways, anu alla Hiring an Early Childhood Educator The hiring process at a daycare starts with the Daycare Director determining that there is a need. If the hiring need is due to a staffing shortfall, the Director moves forward with the process by posting an advertisement in the local newspaper. If the hiring need is above and beyond approved staffing levels, the Director must send to the Board of Directors a formal request to hire a new employee. The Board of Director will evaluate the request using an official process that we are not privy to. If the new hire request is approved, the Director places an advertisement in the local newspaper. If it is not approved, the Director may end the process or he/she may escalate the request and petition for an in- camera meeting with the board to plead his/her case. The in- camera meeting may result in a change of heart from the Board or it may not. Either way, this meeting proceeds with its own well-defined workflow that we will not be describing in detail for this process. Once an ad is placed in the local newspaper, the Director waits to receive applications. If no qualified applicants apply within the first week, the Director will post the advertisement in a national newspaper and with an online job posting site. If qualified applicants do apply within the first week, the Director contacts the qualified applicants and schedules an interview with each. The interview process is a standard "call" process that includes a series of questions and decisions that we will not detail in this workflow but we must note the existence of the process. In some cases, if the Director feels that it would be helpful, he/she may invite the Assistant Director to join in the interview process. Candidates that pass the interview process will be run through a series of background tests by HR. The tests include a police check, an education confirmation check, and a child registry check. In some instances the candidate will also be given a personality test to ensure that they will be a good fit for the team. Candidates that do not pass the tests will be notified that they have not been selected for the job. Candidates that do pass the test will be given a second interview that will be led by the Board of Directors. The Board of Director will make recommendations to the Director. The Director will review all recommendations and select their preferred hire. The Director will call the prospective hire and offer them the position. If the candidate accepts the offer, the Director confirms a start date, notifies HR of the new hire, sends a welcome letter to the candidate, and notifies the rest of the staff of the new hire. If the candidate does not accept the offer, the Director selects a new candidate and makes an offer to that candidate. Once a final hire is made, the Director notifies all remaining candidates that they were not selected and the process ends. NOTE: This process can be cancelled by the Director or the Board at any time. Remember, there's more than one way to build this workflow. Try to make it as clear as you can and include the tools that you have been introduced to. Simplicity and clarity are always appreciated. SECTION 2 Question 1 (35 points) Create a BPMN diagram of the following process. Use Pools and Lanes. Be sure to use proper grammar and syntax. Consider opportunities to use the tools you’ve just learned – including collapsed sub-processes, ad-hoc sub-processes, event-based gateways, and attached events. Hiring an Early Childhood Educator The hiring process at a daycare starts with the Daycare Director determining that there is a need. If the hiring need is due to a staffing shortfall, the Director moves forward with the process by posting an advertisement in the local newspaper. If the hiring need is above and beyond approved staffing levels, the Director must send to the Board of Directors a formal request to hire a new employee. The Board of Director will evaluate the request using an official process that we are not privy to. If the new hire request is approved, the Director places an advertisement in the local newspaper. If it is not approved, the Director may end the process or he/she may escalate the request and petition for an in- camera meeting with the board to plead his/her case. The in- camera meeting may result in a change of heart from the Board or it may not. Either way, this meeting proceeds with its own well-defined workflow that we will not be describing in detail for this process. Once an ad is placed in the local newspaper, the Director waits to receive applications. If no qualified applicants apply within the first week, the Director will post the advertisement in a national newspaper and with an online job posting site. If qualified applicants do apply within the first week, the Director contacts the qualified applicants and schedules an interview with each. The interview process is a standard "call" process that includes a series of questions and decisions that we will not detail in this workflow but we must note the existence of the process. In some cases, if the Director feels that it would be helpful, he/she may invite the Assistant Director to join in the interview process. Candidates that pass the interview process will be run through a series of background tests by HR. The tests include a police check, an education confirmation check, and a child registry check. In some instances the candidate will also be given a personality test to ensure that they will be a good fit for the team. Candidates that do not pass the tests will be notified that they have not been selected for the job. Candidates that do pass the test will be given a second interview that will be led by the Board of Directors. The Board of Director will make recommendations to the Director. The Director will review all recommendations and select their preferred hire. The Director will call the prospective hire and offer them the position. If the candidate accepts the offer, the Director confirms a start date, notifies HR of the new hire, sends a welcome letter to the candidate, and notifies the rest of the staff of the new hire. If the candidate does not accept the offer, the Director selects a new candidate and makes an offer to that candidate. Once a final hire teways, anu alla Hiring an Early Childhood Educator The hiring process at a daycare starts with the Daycare Director determining that there is a need. If the hiring need is due to a staffing shortfall, the Director moves forward with the process by posting an advertisement in the local newspaper. If the hiring need is above and beyond approved staffing levels, the Director must send to the Board of Directors a formal request to hire a new employee. The Board of Director will evaluate the request using an official process that we are not privy to. If the new hire request is approved, the Director places an advertisement in the local newspaper. If it is not approved, the Director may end the process or he/she may escalate the request and petition for an in- camera meeting with the board to plead his/her case. The in- camera meeting may result in a change of heart from the Board or it may not. Either way, this meeting proceeds with its own well-defined workflow that we will not be describing in detail for this process. Once an ad is placed in the local newspaper, the Director waits to receive applications. If no qualified applicants apply within the first week, the Director will post the advertisement in a national newspaper and with an online job posting site. If qualified applicants do apply within the first week, the Director contacts the qualified applicants and schedules an interview with each. The interview process is a standard "call" process that includes a series of questions and decisions that we will not detail in this workflow but we must note the existence of the process. In some cases, if the Director feels that it would be helpful, he/she may invite the Assistant Director to join in the interview process. Candidates that pass the interview process will be run through a series of background tests by HR. The tests include a police check, an education confirmation check, and a child registry check. In some instances the candidate will also be given a personality test to ensure that they will be a good fit for the team. Candidates that do not pass the tests will be notified that they have not been selected for the job. Candidates that do pass the test will be given a second interview that will be led by the Board of Directors. The Board of Director will make recommendations to the Director. The Director will review all recommendations and select their preferred hire. The Director will call the prospective hire and offer them the position. If the candidate accepts the offer, the Director confirms a start date, notifies HR of the new hire, sends a welcome letter to the candidate, and notifies the rest of the staff of the new hire. If the candidate does not accept the offer, the Director selects a new candidate and makes an offer to that candidate. Once a final hire is made, the Director notifies all remaining candidates that they were not selected and the process ends. NOTE: This process can be cancelled by the Director or the Board at any time. Remember, there's more than one way to build this workflow. Try to make it as clear as you can and include the tools that you have been introduced to. Simplicity and clarity are always appreciated.

Answer rating: 100% (QA)

Using BPMN Pool and Lane In business process modeling a BPMN pool represents a participant who takes part in a process It is visually a rectangular box that can contain flow objects like BPMN task and ... View the full answer