Posts Tagged Professional
The Chicago School Of Professional Psychology – Psychology In Chicago
Global connectivity, conflicts and other crises throughout the world have exponentially increased the need for professionals with cross-cultural expertise. In response, The Chicago School of Professional Psychology (TCSPP)’s Chicago campus will have an expanded offering of programs starting January 2011, allowing students to better study Psychology in Chicago.
The on-ground International Psychology Ph.D. program is a 60-credit post-master’s program designed for working professionals, with coursework on weekends and evenings. Students participate in two required field experiences at international sites, and also benefit from the Center for International Studies and the Center for Multicultural and Diversity Studies at the Chicago Campus, plus a variety of research and community- based hands on learning opportunities throughout Chicago area.
“We are looking at a new kind of professional who is uniquely qualified to apply psychological principles to address the challenges of an increasingly interconnected, diverse and rapidly changing world,” said Dr. Amanda Kim, lead faculty for the on-ground International Psychology Ph.D. program. “As psychologists, we have an opportunity to make a positive global impact not just on individuals, but on communities, systems, and policy. Students in the program have the commitment-and are now gaining the skills sets-to do so.”
The program offers two concentrations allowing student to study Psychology in Chicago: Organizations and Systems, and Trauma Services.
The Organizations and Systems concentration prepares graduates to design, evaluate, and lead international programs for multinational corporations, international NGOs and faith-based organizations, the United Nations and other governmental agencies.
The Trauma Services concentration is designed for educators, medical personnel, and mental health professionals who are involved with organizations that provide first response and direct client care to populations affected by natural disaster, conflict and other trauma. Graduates might assist organizations and agencies in developing prevention and preparedness training, launch grass-roots initiatives to provide mental health support services in the aftermath of traumatic events, advocate for increased awareness of and support for international mental health needs, and/or work with immigrant and refugee populations at home and abroad.
PEO or ASO: Professional Employer Organizations vs Administrative Service Organizations
As an entrepreneur, you may often find yourself doing things that you never wanted to do. You want to focus on your business, however, “employee business” keeps getting in the way. Most companies find that by offloading some of this busy work it allows them far more time to spend on increasing revenue allowing their business to fare better in the long run. Unlike outsourced payroll, both the PEO and ASO offer additional services to relieve you from administrative work, however deciding which way to go can be a challenging process.
The ASO provides administrative services for your organization such as processing payroll, performing direct deposits, and filing payroll taxes. Like outsourced payroll, the filing is under you federal employer’s ID number (FEIN).
However, unlike outsourced payroll, the ASO will provide assistance with questions concerning compliance and legal concerns, access to insurance, worker’s comp, and medical and dental benefits. These offerings and costs are based on your employee base and employment risks associated with them remaining in your organization. The ASO provides the small business employer, “employment related” relief for businesses with 50 or more employees.
PEO’s offers similar services to the ASO, however, the offering is actually more comprehensive. Unlike ASOs, PEOs take on a level of shared risk with your business. Because of this risk, the Professional employers organization will assume responsibility for employment, government compliance regarding issues such as new hire state reporting, filing and paying taxes to the proper entities, unemployment claims administration, and worker’s comp issues. PEO’s also provide access to pooled employee medical, dental, and other related healthcare plans. This pooling ideally provides smaller future cost increases to your business. As you know, one significant claim can considerably increase your fees; the PEO can absorb these costs against a larger company base. Traditionally, the PEO contract states that all services are accomplished and performed by the PEO using their FEIN, a key difference from the ASO. Small business owners may believe they are giving up control to the PEO, however, after reviewing the PEO agreement, the responsibilities of the employer and that of the PEO can easily be defined. For example, the small business owner will continue to make hire, fire, and salary decisions yet can take advantage of risk transferrence on to the PEO.
PEOs are excellent for companies having 1 – 50 employees or for those groups that have many small pockets of employees across the United States. That being said, there are still many companies that have much larger employee counts that derive and enjoy great benefits from PEO’s.
Deciding whether to go with a PEO or an ASO from an outsourced payroll model is truly up to the individual employer. A rule of thumb is to take into effect employee count when making your decision. The bottom line is that you are in control no matter which direction you pursue. First, identify which features would free up your time the most, the Peo services Selection Tool by PEOcompare.com is a great place to start. Second, contact fellow small business owners and ask for feedback on their opinion on PEO’s vs ASO’s. Either way you decide to go, this type of service will almost always benefit your company in the long run.