University of Minnesota Information Security Program Draft May 2. I Purpose. University of Minnesota Information Security Program(Draft May 2. I. Purpose. In order to continue to protect private information and data, and to comply with new federal laws effective May 2. University has adopted this Information Security Program for certain highly critical and private financial and related information. This security program applies to customer financial information (. This document describes many of the activities the University currently undertakes, and will undertake, to maintain covered data according to legal and University requirements. Information Security Management Audit/Assurance Program. Stepping Through the Information Security Program. SANS Institute InfoSec Reading Room. As part of the Information Security Reading Room Author retains full rights. DESIGNING AND IMPLEM ENTING AN EFFECTIVE INFORMATION SECURITY PROGRAM . Sample Information Security Program Program Objectives The objectives of this Information Security Program (“Program”) are as follows: Interdisciplinary Masters’ Program in Information Security. Program Head: Eugene H. Please select “Interdisciplinary Program in Information Security” as your graduate program. Appoint ISSOs as required. Policy and Requirements A. The DHS CISO implements the DHS Information Security Program as directed by the DHS CIO. The DHS CISO ensures the timely dissemination of effective security. This Information Security Program document is designed to provide an outline of the safeguards that apply to this information. The practices set forth in this document will be carried out by and impact diverse areas of the University. II. Covered data includes information obtained from a student in the course of offering a financial product or service, or such information provided to the University from another institution. Examples of student financial information relating to such products or services are addresses, phone numbers, bank and credit card account numbers, income and credit histories and social security numbers. Service providers may include businesses retained to transport and dispose of covered data, collection agencies, and systems support providers, for example. III. Security Program Components. The GLB Act requires the University develop, implement and maintain a comprehensive information security program containing the administrative, technical and physical safeguards that are appropriate based upon the University's size, complexity and the nature of its activities. This Information Security Program has five components: (1) designating an employee or office responsible for coordinating the program; (2) conducting risk assessments to identify reasonably foreseeable security and privacy risks; (3) ensuring that safeguards are employed to control the risks identified and that the effectiveness of these safeguards is regularly tested and monitored; (4) overseeing service providers, and (5) maintaining and adjusting this Information Security Program based upon the results of testing and monitoring conducted as well as changes in operations or operating systems. IV. Security Program Coordinator. The Security Program Coordinator (. The Coordinator is presently the University Controller. The Controller, or the Controller's designee, will work closely with the Office of Information Technology, the University Registrars at the Twin Cities and coordinate campuses, Human Resources, the Office of General Counsel, the Office of Institutional Compliance, the Department of Audits, and other offices and units to implement this program. The Coordinator will consult with responsible offices to identify units and areas of the University with access to covered data. As part of this Information Security Program, the Coordinator has identified units and areas of the University with access to covered data. The Coordinator will conduct a survey, or utilize other reasonable measures, to confirm that all areas with covered information are included within the scope of this Information Security Program. The Coordinator will maintain a list of areas and units of the University with access to covered data. The Coordinator will ensure that risk assessments and monitoring, as set forth in sections V and VI below, are carried out for each unit or area that has covered data and that appropriate controls are in place for the identified risks. The Coordinator may require units with substantial access to covered data to further develop and implement comprehensive security plans specific to those units and to provide copies of the plan documents. The Coordinator may designate, as appropriate, responsible parties in each area or unit to carry out activities necessary to implement this Information Security Program. The Coordinator will work with responsible parties to ensure adequate training and education is developed and delivered for all employees with access to covered data. The Coordinator will, in consultation with other University offices, verify that existing policies, standards and guidelines that provide for the security of covered data are reviewed and adequate. The Coordinator will make recommendations for revisions to policy, or the development of new policy, as appropriate. The Coordinator will prepare an annual report on the status of the Information Security Program and provide that to the University's Office of Institutional Compliance. The Coordinator may prepare more frequent reports as necessary or requested. These reports may include copies of any unit- specific security plans, current risk assessments for each unit with access to covered data, a statement on the controls in place to mitigate those risks and the effectiveness of those controls, summaries of monitoring activities, actions taken or to be taken to correct any security concerns identified through monitoring, and such other information as required to provide assurance that this Information Security Program is implemented and maintained. The Coordinator will update this Information Security Program, including this and related documents, from time to time. The Coordinator will maintain a written security plan containing the elements set forth above in Section III at all times and make the plan available to the University community. V. Risk Assessment. The Information Security Program will identify reasonably foreseeable external and internal risks to the security, confidentiality, and integrity of covered data that could result in the unauthorized disclosure, misuse, alteration, destruction, or otherwise compromise such information, and assess the sufficiency of any safeguards in place to control these risks. Risk assessments will include consideration of risks in each area that has access to covered information. Risk assessments will include, but not be limited to, consideration of employee training and management; information systems, including network and software design, as well as information processing, storage, transmission and disposal; and systems for detecting, preventing, and responding to attacks, intrusions, or other system failures. The Coordinator will work with all relevant areas to carry out comprehensive risk assessments. Risk assessments will include system- wide risks, as well as risks unique to each area with covered data. The Coordinator will ensure that risk assessments are conducted at least annually, and more frequently where required. The Coordinator may identify a responsible party from the Office of Information Technology to conduct the system- wide risk assessment. The Coordinator may identify a responsible party in each unit with access to covered data to conduct the risk assessment considering the factors set forth above, or employ other reasonable means to identify risks to the security, confidentiality and integrity of covered data in each area of the University with covered data. The Coordinator will provide copies of complete and current risk assessments for system- wide and unit- specific risks at least annually with the Coordinator's report to the Institutional Compliance Office. The risk assessments already completed by the Coordinator and the Office of Information Technology are incorporated to and made part of this document. VI. Information Safeguards and Monitoring. The Information Security Program will verify that information safeguards are designed and implemented to control the risks identified in the risk assessments set forth above in Section V. The Coordinator will ensure that reasonable safeguards and monitoring are implemented and cover each unit that has access to covered data. Such safeguards and monitoring will include the following: A. Employee Management and Training. Safeguards for security will include management and training of those individuals with authorized access to covered data. The University has adopted comprehensive policies, standards and guidelines setting forth the procedures and recommendations for preserving the security of private information, including covered data. These are set forth in Section X. The Coordinator will, working with other responsible offices and units, identify categories of employees or others who have access to covered data. The Coordinator will ensure that appropriate training and education is provided to all employees who have access to covered data. Such training will include education on relevant polices and procedures and other safeguards in place or developed to protect covered data. Training and education may also include newsletters, promotions or other programs to increase awareness of the importance preserving the confidentiality and security of confidential data. Other safeguards will also be used, as appropriate, including job- specific training on maintaining security and confidentiality, requiring user- specific passwords and required periodic changes to those passwords, limiting access to covered data to those with a business need for access to information, requiring signed certification of responsibilities prior to authorizing access to systems with covered data, requiring signed releases for disclosure of covered data, establishing methods for prompt reporting of loss or theft of covered data or media upon which covered data may be stored, and other measures that provide reasonable safeguards based upon the risks identified. B. Information Systems. Information systems include network and software design, as well as information processing, storage, transmission, retrieval, and disposal. Network and software systems will be reasonably designed to limit the risk of unauthorized access to covered data. This may include designing limitations to access, and maintaining appropriate screening programs to detect computer hackers and viruses and implementing security patches.
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Retraining > Little Rock Air Force Base > Display. LITTLE ROCK AIR FORCE BASE, Ark. How many have joined the Air Force and been given a different job than the one they imagined? How many have gotten the job they want only to find, after several years of working, that it wasn't what they initially expected? How many simply need a change? How many think they can benefit from seeing more of the Air Force? Feelings of apathy, disinterest, boredom and tedium can overcome even the most dedicated of workers, and for Airmen looking to buttress their career with a change of scenery, hope comes in the form of the retraining programs offered by the Air Force. For Staff Sergeants Angelica Farias and John Perez, both 1. Medical Operations Squadron mental health technicians, retraining gave them an opportunity to transfer from their jobs in maintenance to the medical career field. Both are recent retrainees and said, while they enjoyed working their old jobs, they were excited at the chance to retrain. Supersedes AFI 36-2113, 1 August 1996. Enlisted Force Management Section (DPPAE) manages the USAF airman retraining program and publishes the USAF On-Line Retraining Advisory that reflects first sergeant retraining require-. OF THE SECRETARY OF THE AIR FORCE. AIR FORCE INSTRUCTION 36-2201. Incorporating Through Change 3, 7 August 2013. AIR FORCE TRAINING PROGRAM. COMPLIANCE WITH THIS PUBLICATION IS. Being rejected for retraining didn't dissuade him, said Perez. He continued to scan the annual list of career openings and applied for the job he wanted until he was accepted. The feedback Farias heard about retraining was mostly cautionary, she said. Most of her peers warned her it was an arduous process with a very low success rate, but, after nearly seven years working on aircraft hydraulics, she disregarded their warnings and tried anyway. A lot of people simply don't know enough about it to give good guidance to young Airmen, they said. Readers of this series may also remember that the best time for enlisted Airmen to retrain is during their first- term and having an understanding of the Career Airman Reenlistment Reservation System program will give them guidance on when to retrain. The CAREERS window is a nine- month time frame in which first- term Airmen may apply to retrain to any job they choose. Window for four- year enlistees is from 3. This timeframe can be the first and only time an Airman has an opportunity to hand- pick their career. Jonathan Carl, a 1. Aerospace Medicine Squadron bioenvironmental engineering technician, said he didn't necessarily think of retraining until a mandated non- commissioned officer retraining program got released. He admits that retraining was never in his career plans, but now that he's had to do it, he's happy he got the chance. There's a lot of opportunities for you to do many different jobs. After I heard I was retraining, I was really looking forward to it, to get the opportunity to learn some new skills. People will look at you for leadership. You want to contribute and you want to be good at your job. Airmen should consider retraining so they can see something different or to pursue their personal goals. I loved my previous job, but I feel like I'm helping people more- so by dealing with them directly. Carl also said that retraining has given him the chance to buttress his resume for when he eventually joins the civilian sector. The opportunities are out there but if Airmen don't ask questions or find out for themselves their chance may pass them by. Typically Airmen in their second term or beyond may have to limit themselves to critically undermanned careers. While the three retrainees said they liked their first jobs in the Air Force, retraining has been a positive impact in their careers. A lot of people come in and don't know what happens behind the scenes. Seeing how busy it is and how hard everyone works at the clinic has been an eye- opener. It gives me a greater appreciation of what other people do in their jobs. It's been really positive because it's definitely something I want to pursue, and be proficient at and work towards. The change of pace and learning new things has re- energized me a little bit. However, it did give him a lot of opportunities and helped his career as a professional and a leader. At my job we go out to all the work centers on base, so I get to see a lot of what the Air Force is and learn how it works. It's also given me an appreciation for what other people do. Nobody should be discouraged from trying to pursue their ideal career, and any action towards that goal is better than no action. It's also imperative that Airmen wishing to retrain understand their windows of opportunity and remember being educated is the most important thing. Anybody who wants to retrain I encourage them to contact that agency and to look into it and see if it's something they really want to do. The Air Force can't promise that their Airmen will never have to work or their career will always be easy, but by utilizing the Airmen Retraining Program, they can at least have a chance to choose their own career path. Air Force Retraining Step- By- Step. Look at jobs for your current rank, or under the First Term Airman (FTA) Column. See Air Force Job Descriptions for list of all AFSC's. ADVISORY NOTES include special requirments for each specific job. Ex: Top Secret Clearance Required, Interview with Base OPR, etc. Submit Initial Retraining Application. By submitting this application, you are simply determing eligibility for up to 5 jobs of your choice. You list the jobs you are interested in, and someone from AFPC will review your application and provide you with the necessary documents required. Ex: Physical/Flight Physical, Letter of Recomendation, Physical Profile (4. Formal Interview, etc. Once you receive tentative approval for these careers, AFPC will email you the necessary documents to take around to the appropriate base agencies to fill out. Once you have all of these documents completed, you simple upload the documents to your initial application to further review. Flight Physicals may take up to 3 months to complete, keep this in mind when applying, as this could knock you out of your retraining window. An Exception to Policy letter is avaliable in these circumstances, just another hurdle to deal with. WAIT, WAIT, and WAIT SOME MOREPersonally, this processes gave me the most headache. After being denied multiple times, daily phone calls to AFPC reading them their own AFI, I finally got approved to even APPLY. Always remember, no one cares about your career more than yourself. Make it a point to read, know, and fully understand AFI 3. Your Application in full will be forwarded to your Commander, who will Recomend, or Not Recomend you for retraining. Your commander, or anyone in yuor Chain of Command CAN NOT deny you the right to apply, but can provide negative feedback, which may or may not affect your chances of acceptance. Your application will go into AFCC Review (Air Force Contact Center Review), meaning a representive from AFPC will review your application to make sure you have all the necessary documentation required for each specific job you are applying for. If your package is missing something, AFPC will let you know what you need and put your package as . All you need to do is get the necessary documents, or update your current documents and reattach them to your application. To do this, you simply click . If you feel you have been denied in error, call AFPC, or E- Mail them explaining why you were wrongfully denied. AFPC: 1 (8. 00) 5. Hour Service. I was denied multiple times for . I had to call AFPC and explain to them I was overseas, which changes my window. If you don't know the AFI 3. If approved, your application will move to . Your Application may now meet up to 3 review boards. It can take up to 4 months before your application is approved/disapproved. The Quality Retraining Program is the process by which CAREERS applications are reviewed. CAREERS Retraining Applications can receive up to 3 consecutive board reviews. Reviews are conducted the last duty day of each month. Applicants compete with other CAREERS Retraining applicants for limited retraining quotas in the desired AFSC’s. Airmen are prioritized according to the following criteria: Most recent EPR; current grade; projected grade; next three EPR's; Date of Rank (DOR); Total Active Federal Military Service Date (TAFMSD); AQE score in the applicable area (electrical, mechanical, administrative, or general); requested AFSC preferences. Airmen ranking higher have a better chance of getting selected for retraining. You will only be notified if your application is approved or you have met your 3rd board. If your retraining application is reviewed the first month and not approved, then it will receive a second review (regardless of quota availability). If your application is reviewed during the second month and not approved then it will be reviewed again for its third and final board (regardless of quota availability). The final action is updated within three weeks after the final review.**If all quotas are depleted or you desire AFSC changes, you may request them at any time via this message thread. You can track the status of your application via v. MPF using the following path: Self- Service Actions, Retraining, Retraining Application Status Inquiry. Status “3” is pending approval or disapproval action. Status “5” is tentative approval, allow up to 6 weeks for allocation of class seats. Status “6” is approved, class seats allocated. If the status changes from a “3” to blank, then your retraining application was disapproved. You will receive a disapproval notice from your Commander Support Staff or Military Personnel Section. If placed into Status “6” and you desire to apply for a BOP in conjunction with retraining, please contact the Career Development Element at your servicing MPS. A BOP in conjunction with retraining is a separate application and must be updated into Mil. PDS. Updating your assignment preferences in your v. MPF will NOT update the BOP request. Once placed into Status “6”, you will be given 5 duty days to apply for the BOP in conjunction with retraining. Approval/Denial. If selected for a job, you will receive an email stating: You have been tentatively approved for retraining into AFSC XXXXX. This will reflect on v. MPF within 5 business days and you will receive a class date in 4- 6 weeks. To check your status on v. MPF, Login to v. MPF- -> Self- Service Actions - -> Retraining - -> Retraining Application Status. If you meet all three boards, and are not selected, you will not receive a denial e- mail, your status will simply disappear. If you go status 6, you may be eligible foto apply for a Base of Preference. Urgencias en una sede de M. URGENCIAS: 044 55 5506 0223. Explicar en que consiste el cuadro de priapismo y aspectos generales de su tratamiento. Constituye una de las pocas urgencias reales en Urolog You can download the paper by clicking the button above. 22 - 2R Urgencias en Urologia. Download as PPTX, PDF, TXT or read online from Scribd. Flag for inappropriate content.Medicina de Urgencias. Download as PDF, TXT or read online from Scribd. Urgencias en adictos a drogas por v. Urgencias en el paciente con infecci Descargar el Libro Manual Urgencias 12 Octubre en PDF, P URGENCIAS EN UROLOGIA DI.
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