Healthagen – System Procedures


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As a human resources professional with more than 20 years of experience in the industry for companies like UnitedHealth Group and ABB, Incorporated, Tanya Taupier has received a great deal of training in human resource programs and procedures. As human resources partner with Aetna, Tanya Taupier has also worked with internal clients such as Healthagen.

Designed to help provide advisory services and help overcome challenges encountered by biotech and pharmaceutical companies, Healthagen is a partner with Aetna to give more immediate access and response to health claims data. Healthagen is able to provide data such as provider engagement, population health, and analytics that can help Aetna make more informed provider decisions.

Healthagen uses a systematic approach that includes defining the scope of the population affected in a particular data field, along with setting program fundamentals to be validated and conducting research based on the parameters given. This systematic approach gives Healthagen the needed information on the study group and allows for modification of parameters if more information is needed.


Coach U’s CEP Provides a Foundational Coaching Education

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Coach U’s CEP

Tanya Taupier, the vice president of human resources at Aetna, holds a bachelor’s in human resources management from Western New England University. To supplement her formal education and two decades of experience, Tanya Taupier has also completed the Advanced Coaching Program and Core Essentials Program through Coach U.

Since 1992, Coach U has been providing numerous coach training services and programs, including its Core Essentials Program (CEP). This 77-hour program is the first part of the International Coach Federation’s (ICF) Accredited Coach Training Program track (ACTP), and is designed to help individuals develop their foundational coaching skills and competencies. Individuals who wish to blend Coach U styles with other training programs, communicate with others more effectively, or offer more professional coaching services to clients can all benefit from completing Coach U’s CEP.

CEP is available as a self-paced, home-based program through TeleClass or as an accelerated face-to-face program. Regardless of the format selected, professionals who enroll learn about everything from critical coaching models and popular coaching myths to Coach U’s nine guiding principles. Participants are also taught about marketing themselves in both internal and external settings and finding their first as well as new clients. This information is largely provided through the program’s core courses, and individuals can further tailor their experience to fit their needs through CEP electives.

Once they enroll in CEP, individuals have 15 months to complete the program. Upon its completion, individuals can take Coach U’s Advanced Coaching Program (ACP) or Advanced Corporate Coaching Program (ACCP) to further expand their knowledge.

Forms of Executive Compensation

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Executive Compensation

A resident of Connecticut, Tanya Taupier has over a decade of experience in human resources and business strategy. Currently vice president of human resources at Aetna, Tanya Taupier has expertise in areas that range from leadership development and talent metrics to executive compensation and evaluation.

Often approved by a board of directors, executive compensation refers to the financial package provided to leadership staff within an organization. Executive compensation typically prioritizes retention of high performers and includes incentives to promote achievement.

Components of executive compensation include the pay package, such as salary, as well as equity payments, performance bonuses, and vesting timeframes. In terms of the pay package, there are several different forms that can be implemented. Cash compensation is the most common. However, options grants, deferred compensation, long-term incentives, and retirement packages are also used to maximize tax benefits. In addition, a variety of executive perks such as first-class transportation can be implemented.

Strategic Talent Metrics

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Talent Metrics

Tanya Taupier holds the title of vice president of human resources at Aetna, a health insurance firm in Hartford, Connecticut. A certified Project Management Professional, Tanya Taupier has developed human resource procedures and talent metrics to maximize leadership development and identify underperformers.

Talent metrics, also known as human resource metrics, are measures that help to evaluate human resources and employee performance. It is important that performance measures are aligned with an organization’s strategic goals, such as revenue or sales, to ensure consistency across business units and get the attention of executive leadership staff. Some examples of measurable talent metrics that are strategically aligned include:

New hire performance, retention, and failure rates, which can be measured with established metrics such as terminations, sales, or customer service data.

Measurements at the employee level, such as revenue or job applications per employee.

Vacancy impact on revenues, which measures the number of days a position is vacant and its impact on financials.

Productivity surveys and assessments.

Changes in knowledge and skill gaps that are present within an organization.

Aetna Aims to Change Workplace Culture with New Mindfulness Center

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Tanya Taupier has more than 20 years of experience in the fields of human resources and human capital. Drawing on this experience, Tanya Taupier is the vice president of human resources at the headquarters of Aetna in Hartford, Connecticut.

On June 1, 2017, Aetna opened its first ever Mindfulness Center in Hartford. The introduction of the center follows successful efforts by Aetna to lower stress levels among employees through mindfulness-based programs.

The practice of mindfulness involves maintaining a state of heightened awareness of the present moment. Grounded in neuroscientific principles, mindfulness has been shown to reduce stress levels.

At the Mindfulness Center, employees can participate in mindfulness activities three or four times a week. Not limited to personnel in Hartford, Aetna allows staff members elsewhere to access the center virtually. In the future, the company plans to add courses at the center, where it also intends to welcome outside speakers.

Aetna’s focus on mindfulness is part of the company’s goal to change workplace culture for the better. The opening of the center also highlights the company’s commitment to the health of its employees.

History of Les Miserables

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Les Miserables

Tanya Taupier currently works as executive director of human resources at Aetna in Connecticut. One of Tanya Taupier’s favorite activities is seeing Broadway musicals, including classics such as Les Miserables and Phantom of the Opera.

One of the most prolific stage productions of the 20th and 21st centuries, Les Miserables has been translated into 21 languages and produced in twice as many countries since its debut in the 1980s. It started life as a simple concept album, and nearly ended in obscurity after a few months of performances in a Parisian sports arena. A co-production with the Royal Shakespeare Company in London, however, launched the musical to its tremendous heights.

Despite weak reviews from critics upon its 1985 debut, it has proven itself with considerable staying power, including thirty years of productions at the West End. The American production on Broadway did not last this long, but was ultimately performed more than 6,600 times over the course of sixteen years, winning eight Tony Awards during this time. More recently, a film version has renewed interest in this classic musical.

Four Benefits of Organic Foods


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Organic Foods

A human resources professional with more two decades of experience, Tanya Taupier serves as the executive director of human resources for Aetna in Hartford, Connecticut. Tanya Taupier maintains an interest in healthy eating and organic foods lacking in genetically modified organisms. Organic foods offer a number of benefits, including:

1. No harmful additives or chemicals. Organic foods typically lack additives, hormones, and other potentially harmful chemicals often found in conventional foods. Crops use natural fertilizers like manure or compost in place of synthetic, petroleum-based fertilizers, and animals raised for food do not receive growth hormones. Furthermore, the organic label necessitates livestock receive access to outdoor environments and prevents disease though requirements for healthy diets and clean housing.

2. Lower pesticide levels. To control pests and weeds, conventional farming methods use herbicides, fungicides, and insecticides, which may leave behind residue on foods consumed by humans. Organic farming practices rely on more natural weed- and pest-control methods, such as hand weeding and the introduction of predatory birds and insects.

3. Richer nutrients. A 2016 European study found that organic meats and milk possess higher levels of certain nutrients than their conventionally farmed counterparts. For instance, the study found that organic milk and meat products contained up to 50 percent more of nutrients like omega-3 fatty acids.

4. Better for the environment. Often focused on sustainability, organic farming practices reduce pollution, conserve water, and improve soil quality. Furthermore, because organic farming uses fewer pesticides and harmful chemicals, it poses less of a risk to nearby wildlife.