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The challenges of developing and delivering a computer-based simulation of the patient management environment were signi cant, but this was only part of the effort required to produce a useful assessment tool In order for the system to be useful for licensure evaluation, it had to be possible to quantify examinee responses as an indication of pro ciency: it was not only necessary to collect meaningful examinee responses; it was necessary to score them During much of the period in which Primum was being developed, effort was also underway to create scoring procedures The evolution of these procedures was associated with dramatic changes; four conceptually different systems were developed Each of these scoring procedures required that the simulation system be able to capture examinee responses and compare them to a key The procedures differed in which information was used to calculate the scores and how that information was aggregated The simplest and earliest procedures were based on the scoring approaches that had been applied to PMPs administered on paper Although there were many variations on this theme, the basic approach is that examinees are given points for selecting keyed actions that were identi ed as bene cial for management and points are lost for ordered actions that are non-indicated and may be dangerous to the patient The main problem with this approach was that test-wise examinees could sometimes achieve adequate scores by ordering non-intrusive procedures and avoiding potentially risky procedures Adequate scores did not necessarily re ect adequate management A second scoring procedure that was examined applied the Rasch model to the response patterns based on the key (Julian and Wright, 1988) More than any of the others, this approach is purely data driven It provided an implicit weighting for items based on the likelihood that examinees of a given pro ciency level would order those actions Both of these approaches were limited by the fact that the resulting scores may not show a strong correspondence to the judgments that expert clinicians would make if they reviewed the associated examinee performances The nal two scoring approaches that were studied share in common the fact that they are both explicit efforts to model that expert judgment Again, both approaches begin with items that could be quanti ed based on a kind of key Content experts reviewed case material and identi ed actions that would be bene cial for the given case presentation This de nition of bene cial was process rather than outcomes based in that bene cial items were those that would be appropriate for patients with a given presentation For example, diagnostic tests that would rule out reasonable differential diagnoses may be considered as bene cial as those that would identify the speci c problem that would ultimately prove to be the correct answer In addition to identifying those actions that would be considered bene cial, content experts categorized the non-indicated actions based on their level of potential risk to the patient (or level of invasiveness) These latter two procedures differed in terms of how the scored actions were combined to create an aggregate score The rst of these procedures used linear regression For this.



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The policy repository is used for storing the policies created by users through the policy management tool The policy decision point (PDP) is responsible for interpreting the various policies de ned by the administrators through the policy management tool The PDP then instructs the network to take appropriate actions based on the current state so that the policies speci ed by the administrators can be enforced throughout the network The PDP may receive input from the network regarding the current state of the network and may be noti ed by the network about speci c events that may require recon guration of the network For example the PDP may be noti ed when network devices fail, when the performance of the network degrades, and when cyber attacks are detected On receiving such notitifaction, the PDP can recon gure the network so that the policies can be enforced under the new network conditions The policy enforcement points (PEPs) are responsible for implementing the decisions that the PDP makes for recon guring the network PEPs are usually network devices such as routers, radios, and rewalls, that can implement the actions required for ensuring that the policies are enforced across the network In some instances, however, it might not be possible to satisfy the policies This occurs when the PEPs do not have the capabilities required for enforcing the policies de ned by the users

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Upon returning from a leave of absence, an employee must be given the same or equivalent job, with the same level of pay and benefits that he or she had before the leave However, no additional leave or seniority accrues during the term of an employee s leave of absence In certain cases where job restoration would cause significant economic damage to an employer, key positions will not be restored to returning employees A key position is defined as a salaried employee whose pay is in the top ten percent of all employees

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It is common practice for a company to provide group term life insurance to its employees as part of a standard benefit package This requires some extra reporting from a tax perspective, however If the amount of the life insurance benefit exceeds $50,000, the company must report the incremental cost of the life insurance over $50,000 (to the extent that the employee is not paying for the additional insurance) on the employee s W-2 form as taxable income In the less common case where the company provides life insurance that results in some amount of cash surrender value, then the cost of this permanent benefit to the employee must also be included in the employee s W-2 form The only case in which these costs are not included on an employee s W-2 form is when the company is the beneficiary of the policy, rather than the employee The opposite situation arises if the company is providing life insurance only to a few key employees, rather than to all employees; in this case, the entire cost of the insurance must be reported on the employee s W-2 form as taxable income

There are an enormous variety of retirement plans available, each of which has a slightly different treatment under the tax laws, resulting in varying levels of investment risk to the employee or different levels of administrative activity In this section, we will give a brief overview of each type of retirement plan A qualified retirement plan is one that is designed to observe all of the requirements of the Employee Retirement Income Security Act (ERISA), as well as all related IRS rulings By observing these requirements, an employer can immediately deduct allowable contributions to the plan on behalf of plan participants Also, income earned by the plan is not taxable to the plan In addition, participants can exclude from taxable income any contributions they make to the plan, until such time as they choose to withdraw the funds from the plan Finally, distributions to participants can, in some cases, be rolled over into an Individual Retirement Account (IRA), thereby prolonging the deferral of taxable income There are two types of qualified retirement plans: Defined Contribution Plan This is a plan in which the employer is liable for a payment into the plan of a specific size, but not for the size of the resulting payments from the plan to participants Thus, the participant bears the risk of

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