The PSI Post - March 2024

01 UPDATES

P.10 department news

02 SPOTLIGHTS

03 ARTICLES

P.20 spring defrost

P.22

keven’s kitchen

P.24 book nook

04

03

04 SEASONAL

P.26 hr bulletin

P.27 employee appreciation

a letter from the editor

Dear PSI Team,

Welcome back to the PSI Post! We’re so glad to have you with us to celebrate the warmer weather the best way we know how.

For our second issue, we wanted to shake off the dust and help you feel refreshed and ready for the new season. There’s nothing better than letting in the sunshine after a long winter, and we’ve gathered these wide-range of articles with that in mind.

Spring symbolizes many things, renewal, growth, resilience.

This quarter has been special for many reasons, from launching our new Podcast series, Byte-Sized to welcoming additions to the PSI team. We’re excited to share the best of the season as well as showcase unique missions and quite a few cleaned out closets.

Though we’re spread far and wide, it continues to be a privillege to connect with PSI-ers across the sectors, states, and subsidiaries. We hope you enjoy this edition many have poured their hard work into. We wish you a successful new quarter and a happy spring!

spring has sprung

updates

- Army Reserve Credentialing (Health)

- VA VHIE Bridge (Health)

- METC (Health)

- HMIS Topographical Geodetic Survey (NSS)

- Y-12 National Security Complex IS&S/Cyber BOA (FedCiv)

- MHS EITS Geographic Service Provider (GSP) (Health)

- North Chicago James A Lovell joint DoD and VA hospital system went live March 9 with the new EHR (Cerner Millenium) and our VA Enterprise Testing Team has been supporting round the clock

Other efforts:

- CMMI-Services ML3 Recertification

- ISO 9001, 20000, 27001, 14000 Recertifications

- Integration of Quarterline Paycom data to UKG

contract wins announcements & awards

HIREVETS Gold Medallion Award

PSI is proud to announce that we are a recipient of the Gold HireVets Medallion Award from the Department of Labor! This honor is a testament to the hard work all of our employees do everyday. We are thankful for this consideration as we continue to grow and support our Veteran workforce for the many years to come.

PSI Welcomes Jerry Ambrosh as New Chief Growth Officer

Read the full press release here on the website.

What is CMMC?

The Cybersecurity Maturity Model Certification (CMMC) program was launched by the DoD in response to the 9/11 attacks. The effort to protect Controlled Unclassified Information (CUI) began with Executive Order (EO) 13556 in 2019 but the CMMC program (v1.0) was stalled mainly due to being overly complex, costly, and difficult to implement. The DoD revised the program in 2021 (v2.0) and is going through the rulemaking process to formally establish the program. The Title 32 CFR 170 “CMMC Program” rule was released on December 26, 2023. The rulemaking process will continue with the Title 48 rule and the DFARS CMMC clause is expected to begin appearing in contracts in Q1 2025.

PSI is one of approximately 80,000 defense industrial base (DIB) contractors that will require CMMC Level 2 certification. CMMC Level 2 certification requires implementation and assessment of the 110 security controls defined in NIST SP 800-171r2. Although companies with the DFARS clause 252.204-7012 “Safeguarding Covered Defense Information and Cyber Incident Reporting” have been required to implement the NIST SP 800-171 security controls since 2017, CMMC requires an independent 3rd party assessment conducted by a CMMC 3rd Party Assessment Organization (3CPAO). DFARS 252. 204-7012 also requires that Cloud Service Providers (CSP) used by contractors handling CUI must be authorized at FedRAMP Moderate or equivalent. With the release of the December 26, 2023 memorandum, the DoD defined what FedRAMP Moderate equivalent means100% compliance with the 325 security controls in the FedRAMP Moderate NIST SP 800-53 catalog. CSPs must also comply with sections (c) through (g) of DFARS 252.204.7012, which concern cyber incident reporting, malicious software, media preservation and protection, access to additional information and equipment necessary for forensic analysis, and cyber incident damage assessment. Although Commercial M365 has an ATO for FedRAMP Moderate, Microsoft does not comply with the requirements in (c) through (g) and therefore directs customers requiring DFARS 252.204-7012 compliance to use their M365 Government Community Cloud (GCC) or GCC High if Export Administration Regulations or International Traffic in Arms Regulations (EAR/ITAR) information needs to be handled.

What is PSI DOING?

PSI employees handle a limited amount of CUI on PSI’s information technology assets. Most of the CUI handled by PSI employees is processed, received, and/or stored on government-furnished equipment (GFE) and networks. Types of CUI the PSI TM Department has seen in our environment has been limited to CPARs, DD-254s, and some procurement documents(e.g., CUI/SP-PROCURE). Per PSI security awareness training, CUI should be handled appropriately - store and transmit it encrypted and limit distribution to others inside and outside PSI to have the need to know the information. PSI is currently in the process of moving from an enterprisewide CMMC compliance effort to an enclave established in M365 GCC High. This will reduce the scope of the 3CPAO assessment, bring us in compliance with DFARS 252.204-7012, and reduce the cost and level of effort for to implement CMMC. We expect to have our CMMC Level 2 certification prior to Q1 2025 when the first RFPs with CMMC requirements are expected to appear.

For more information visit:

CMMC - What You Need to Know post in the NIST SP 800-171 and CMMC channel in the Cybersecurity Community of Excellence (CoE) Team.

department news

Live Trainings by the Technology Management Department

Learn New Skills and Enhance Your Productivity

We are excited to announce that in Q2, the TM department will begin offering live scheduled trainings on various topics related to our offerings of services and technologies. These trainings are designed to help you open new doors, learn new skills, improve your efficiency, and troubleshoot common issues. The trainings will be conducted via Microsoft Teams. You will also have the opportunity to ask questions and interact with the trainers. We will provide a feedback survey with the goal of continuous improvement.

The first training offering will be an introduction to the TM Department’s Capabilities and Services, and will take place in early to mid-April. Please be on the look-out for this announcement. We hope that you will take advantage of these trainings and enhance your knowledge and skills. If you have any questions or feedback, please contact the TM Training Team at tmtrainingteam@plan-sys.com

Annual Security Trainings in KnowBe4 Encouraging Compliance

It’s that time of year when the TM Department releases our annual security awareness training campaign. If you have not already done so, please log in to https://www.knowbe4.com with your PSI account to complete your training modules. These trainings are required to keep our organization in compliance so that we can continue to bid new work. Thank you for your cooperation!

The 2024 PSI Internship Program is Coming Soon!

Providing a Future-Building Opportunity for Bright Young Minds

PSI Pulse - April 17th

PSI is kicking off this year’s internship program with a call to action for managers. We anticipate the release of the Intern Request Form by COB April 4th. We will ask about your business need and what kind of work will be provided for your intern. A request for an intern is not a guarantee that one will be available. For this year’s program to be successful, the managers must adhere to the organizational vision for the program and be able to give their interns their full support. Further details of this program will be announced during the April 2024 Operations Meeting. Stay tuned for more updates coming soon!

Introducing: Byte-Sized

PSI’s new Podcast, Byte-Sized!

Hosted by the Marketing Trio: Bryan, Ashley, & Ariel! Our goal is give PSIers “byte-sized” information through discussing a wide range of topics on the industry, projects, and PSIers themselves. Every quarter, we will post a new episode right here in the PSI Post!

In this episode, we reflect on our time as interns, the transition to full-time, and even answer questions from current PSI interns!

Note: If you would like to be featured in Byte-Sized or submit a question for the mailbag, please contact us at marketingteam@plan-sys.com.

Episode 1: Ai & Andy acuna

MARCH 10-14

ATL had a large presence at the Waste Management Symposium, which celebrated 50 years of operation, in Phoenix, AZ in March of this year. The ATL Team took advantage of many networking opportunities to further strengthen ATL’s position and reach within the Department of Energy and overall Nuclear Waste Management Industry.

road map waste management

HIMMS

MARCH 11-15

PSI’s Health Sector Team attended this year’s Health Information & Management Systems Society (HIMSS) 2024 Conference to learn about new and emerging technologies within the Health industry. As well as, attend sessions with well-respected industry professionals to continue to strengthen PSI’s capabilties within the Health space and create opportunities for growth.

For more information visit: https://www.healthcareitnews.com/video/ai-healthcare-and-regulation-according-aws

APRIL 29-MAY 1

JUNE 25-28

Black History Month

Diversity, Equity, and Inclusion (DEI) has always been important and has become more prominent in the workplace, especially in the past few years. DEI encompasses a commitment to acknowledging, valuing, and celebrating the rich tapestry of human experiences, while breaking barriers that preserve inequality and marginalization. In light of Black History Month that happened in February, we asked a few Black PSIers about a moment in Black History that influenced their life and career.

“When the National Museum of African American History and Culture opened, I had learned about Black History in school and from stories that my grandmother told me, but to experience it on a full spectrum in the museum was simply life changing. It showed me how truly powerful my ancestors were and that I too held the power to do and get through anything!”

-Kristen McDuffie Communications Specialist

“Learning about these trailblazers, who overcame significant racial and gender barriers to contribute fundamentally to the field of technology influenced my sense of responsibility to break down barriers for others. Whether it’s through advocating for more inclusive hiring practices or simply being a mentor to the next generation of tech innovators.”

- Tamaira Heyward, Director of Enterprise Testing Services

“My truest and most constant motivation was given to me by my father. He told me, ‘Son, make enough money for your family and friends, the poor, the crooks, and the government, because they all are going to need or want some.’ My father is the reason I work hard, he is the reason I’m charitable.” - Clifton Brown, Windows Systems Engineer

“My cousin was the first African American Colonel in the United States Army. She learned that from my father who was her mentor. He told her, ‘Join the military and see the world.’ When she joined the military and saw the world, she realized that there are challenges in front of her. But all she needed to do was put her best foot forward and she rose from the rank of Second Lieutenant to first Black nurse Colonel in the United States Army.”

- Darryl Green, Founder, President, & CEO of The Green Technology Group

employee spotlight:

Darryl Green

In this interview with Darryl Green, CEO & Founder of TGTG, we discuss his recent Diversity in Business Award as well as his experience as a leader.

byte-sized episode 1: a.i. & andy acuna

In this first full length episode of Byte-Sized, we sit down with Andy Acuna to talk all things AI! From where it’s headed to what it can do (and if we all need to watch the Matrix again) we break down how AI is used at PSI and what benefits and considerations go into its application. Later, Andy tells us about his work as Chief Information Officer and what it takes to handle all those Help Desk tickets we submit (spoilers: yes, he does read them).

PSI Perspectives: All about A.I.

With Artificial Intelligence (AI) on the rise, there is much to uncover and learn about the technological advancement. Keven LeBlanc (COO) and Tamaira Heyward (Director of Enteprise Testing Services), created an AI Action Team to study the effectiveness and potential of AI for PSI. See how AI can transform the playing field for PSI.

News snippets highlight automation hysteria, a presidential commission on emerging technologies and economic progress, and the fear of technology rendering workers obsolete. No, we’re not referring to the AI boom of today... but we could be.

Instead, former President Lyndon B. Johnson made all these concerns in an address he gave in 1964. Fast forward to today, where recent breakthroughs in artificial intelligence (AI)— particularly, generative AI language models—have sparked heated discussions about the role of technology in the future of work.

Underneath the nervous chatter is a long history of humans and machines interfacing with the workplace. Post World War II, knowledge workers feared “electronic brains” would take over their jobs, while factory workers worried their jobs would be rendered obsolete. The recent advancements in AI have only amplified these concerns. Yet, despite the past 70 years of progress and perturbation, we have not seen this predicted reality play out. And while emerging technologies have eliminated certain professions, they have also created entirely new careers. AI systems, after all, depend on human intelligence—and on humans keeping them in check.

Understanding the different forms of intelligence is crucial. Humans possess General Intelligence (G), enabling us to learn, reason, and solve problems across various domains. On the other hand, Generative Artificial Intelligence (GenAI), exhibited by platforms like ChatGPT, allows AI systems to generate new material from trained data. GenAI excels at specific tasks but lacks the broad capabilities of human intelligence. This is why in the Fall last year, we formed an AI Action Team to review the landscape of current AI technologies and determine some potential first use cases to explore within PSI. This Action Team is comprised of members from all sectors and departments to ensure we have diversity of experience and focus.

a.i. learning from humans

Artificial General Intelligence (AGI), envisioning human-like reasoning and wisdom in AI, remains a theory. While some models come close, they still rely heavily on data and human prompting, lacking independent reasoning. By contrast, Generative Artificial Intelligence (GenAI)—the intelligence exhibited by platforms like ChatGPT—allows an AI system to generate new material, be it audio, image, or text, from previously trained data. And thanks to advances in computing power, the speed at which information can be analyzed and content produced far surpasses that of any human. However, GenAI is a narrow kind of intelligence, lacking a broad range of basic human capabilities. GenAI models are designed to perform a specific task and to do that specific task well. So, while ChatGPT may be better than humans at synthesizing research quickly, it cannot intuit the subtleties and subtexts of relationship dynamics.

humans matter: uniquely human skills

The differences between humans and AI are not just within the breadth of abilities that humans demonstrate but also in unique and critical skills that AI programs have yet to exhibit. As we continue to unpack what AI means for the workplace and PSI, we should not overlook the intrinsic value of these qualities, which are critical to a healthy world and workplace— and uniquely human. Yet, it is also important to acknowledge that recent developments have rapidly escalated the progress in AI technology. While some argue that we will never reach AGI, the stark reality of vastly changing landscapes, adoption rates, and investments in the technology means that its capabilities should not be ignored. Nor should we ignore that humans and their incredible brains have developed these incredible tools. Humans and AI are closely connected and recognizing the complexity—and necessity—of this relationship will enable us to become better users of generative AI. Just as important, we will better understand the differences in human and AI capabilities.

key takeaways for companies

In March, our AI Action team presented to the Executive Team, providing recommendations for further exploration. Here are some key take-aways:

Informed Technology Use: Foster a nuanced approach to AI adoption by understanding the history of automation and artificial intelligence. Identify the business processes where the greatest value can be gained through GenAI support (those that lean toward research, pattern recognition, and collation of information).

Recognizing Limitations: Acknowledge the role of the human brain in developing GenAI technologies, emphasizing the ongoing value of understanding humans. Develop appropriate policies and governance to protect individuals and the company, especially with security and hallucination (nonsensical or inaccurate) concerns.

Understanding Use Cases: Examine specific use cases to grasp GenAI’s strengths and weaknesses compared to humans. This informed approach aids leaders in integrating AI effectively into their teams. We’ve narrowed down to three (3) focused in Business Development, Workforce Skills Inventory, and Marketing functions from the much larger list.

a.i. future in talent wellness

While we have focused on GenAI to support our business, biometric tools like voice recognition and fingerprint scanning are now part of our everyday lives. At the same time, AI—or artificial intelligence—is growing rapidly, helping businesses use technology to organize their work and make employees feel valued and motivated through Human-AI collaboration.

Stress from work, unclear roles, and toxic environments can make employees feel burnt out, leading to less productivity and higher turnover costing up to $300 billion a year in the US alone. An interesting thought exercise is to consider how AI and biometric devices can transform not just our personal health, but also to support employee welfare and happiness by contributing to productivity and overall well-being.

Experts say wearable devices with biometric sensors can track bodily signals in real time, helping businesses spot and deal with stress early. These signals provide a clear way to measure things like where attention is focused (for example, eye gaze) or levels of excitement (like changes in heart rate). With the increasing popularity of consumer wearables (over 20% adults use a wearable), tracking these metrics is possible outside of research laboratories. For example, one important measure that businesses could use is heart rate variability (HRV), which shows how stressed someone is by measuring the time between heartbeats. Many wearable devices can track HRV and give employees tips to reduce stress, like breathing exercises or mindfulness techniques. Users can also learn more about their stress levels and how they respond to different situations, which helps them manage stress better.

Organizations are entering a new era of workplace well-being, thanks to the combination of biometric data and AI technology. As businesses adapt to the digital age, these tools can help create strong, motivated, and successful teams. Embracing these changes can lead to happier employees and better results for businesses in the future. But if we are to make the most of wearable technology, business leaders need to plan carefully with clarity about the devices and how they’ll use employees’ data, and show that they take matters like employee stress and well-being seriously. By building this trust, experts say, companies can create a work environment where technology helps employees feel better and work better.

Project Spotlight: AFSOC

1. How would you describe AFSOC and the work you do on this project?

AFSOC prepares specially trained Airmen for worldwide deployment and assignment for some of the military’s most important and often, clandestine operations. AFSOC commandos pride themselves on their specific skillsets and adaptability to operate in an ever-changing worldwide atmosphere. I work as an Airborne Mission Networking Field Support Representative (AbMN FSR) enabling some AFSOC assets to have secure satellite communications (SATCOM).

2. What is the mission of AFSOC and how does it align with your career goals?

AFSOC provides the nations specialized airpower, capable across the spectrum of conflict, anyplace, anytime, anywhere. Being a part of AFSOC has allowed me to travel extensively through CENTCOM, PACOM AND SOCSOUTH. These experiences and interactions with unique cultures around the world have made me a more well-rounded leader and has provided me with the insight and education to continue to serve as a civilian well beyond active duty retirement.

3. What hard and soft skills do you believe are required to work on a project like AFSOC?

Examples of hard skills for my job in AFSOC are education and experience in troubleshooting, networks, PCs, switches, and routers, as well as providing technical support and training. Soft skills such as understanding the aircraft/aircrew flow, adaptability and being able to improvise while working in high stress conditions such as a high operations tempo, inclement weather or otherwise austere conditions.

4. What is one unique lesson you’ve learned while working on AFSOC?

AFSOC is unique in and of itself. One of the most important lessons I’ve learned over the years is that even though there may be hundreds of hours of training and preparation for a relatively quick operation, the job is never complete until the paperwork is done!

5. Describe a normal working day for you.

Depending on the project, deployment, TDY or tasking, that can all be different. With my civilian job, home station can be pretty routine, launch aircraft, check email, head to Hulburt for training or giving training aircrew. Deployed is a lot of maintenance on the aircraft and the ESA hard rives, then launching the aircraft, sitting alert, training members. While TDY I have helped the CV22 finish a Link 16 modification and a MUOS during the day and then help launch flights at night. As a loadmaster in the military, my home station is mostly running reports on inspections, brief commanders on their Inspection Programs, while deployed its filled with day to day mission planning, contacting countries and SOF assets while being an instructor. That’s one of the reasons why I’ve really enjoyed with AFSOC. There’s always new technology, or something completely unexpected that comes up on a deployment to learn from and experience.

6. What is your biggest motivator to keep doing what you’re doing?

The people. I deploy a lot, for both jobs and there is sometimes an awkwardness upon return after being gone for so long. But at the end of the day, the people you work with and the connections you make are the most powerful motivator. AFSOC works as a well-oiled machine, and that only works because everyone is like family. From the support while working downrange, to the warm welcome you get when you come home, it makes up for the countless hours of work and preparation for our everyday operations.

tour of facility

7. Describe one of your proudest achievements in life. During a flight there was a loss of pressurization with 50 space available passengers traveling from England to America, with a stop over in St Johns Canada. I was able to address the inflight emergency by assisting everyone, performing healthcare and aid, assist with ground emergency when we landed, handled customs and ensured everyone had hotel accommodations. I ended up receiving an award for it.

rapid fire questions

What’s one word to describe AFSOC?

Capable

What’s one piece of advice you’d tell your younger self?

Don’t let your insecurities dictate your path in life.

What did you want to be when you were little?

Either a stay at home mom, or an international spy.

How did you come to come to work on this project?

I lived in Buffalo, and my friends and I were out on Sunday having some Mimosa watching the Bills. It was the end of April, and it started to snow so much, people were throwing snowballs.

I hate the cold and thought, there has to be a place that it doesn’t snow in April. Then, I texted my realtor, put my house on the market, and weirdly got routed to interview in a small squadron at Duke Air Force Base, Florida, and ended up getting the job. My background with IT and aircrew aligned me with the AbMN FSR job.

Darin Tompkins, keven leblanc, anne Majdecki

(from right to left)

Articles

Top 5 ways to Defrost for Spring

1. GET ACTIVE

While it’s great to spend long winter days at home with hot tea, books, or Netflix, spring calls for different programs. Time to go out and roam in nature!

2. SOAK IN THE SUNSHINE

Research has shown that light (or a lack of it) can affect your brain chemistry. Grab some Windex, open the binds, and let some mood-lifting sunshine in!

3. VISIT YOUR LOCAL FARMERS MARKET

Another amazing part of a new time of year means new produce that’s in season! Check out your local farmers market or produce section and see what’s in stock.

4. REFRESH YOUR SPACE

Think of spring cleaning as not something of an obligation, or a necessary evil for obvious health reasons, but as a ritual welcoming a new chapter.

5. START A NEW HOBBY

Longer hours, more sunlight, a general feeling of freshness and new energies, spring is the ideal time to get going with your hustling.

Cleaning Contest!

Out with the old and in with the new!

This spring we tasked PSI-ers to break out their brooms and organize a space in their hourse. Enjoy the fruits of their labor, and hopefully get inspired to clean your own junk drawer!

LAUREN GILSTRAP

SHANNON SOKOLOWSKI

ARIEL RONAYNE

KAREN MCCOY

VINCENT URICK-BROKUS

BRYAN LY

ASHLEY SESE

SHIANNA SMITH

Keven’s Kitchen

Short ribs with Blackberry Chipotle Sauce

ingredients

1 pound blackberries

2 teaspoons sweet smoked paprika

3 tablespoons vegetable oil

1 tablespoon minced garlic

1 medium onion, finely chopped, plus 1/4 cup minced

1/4 cup tomato paste

1 cup apple cider vinegar

1 cup packed light brown sugar

1/4 cup soy sauce

3 tablespoons seeded and minced chipotles in adobo sauce

2 tablespoons Dijon mustard

1 teaspoon ground cumin

Conventional Method

Light a grill. In a large bowl, toss the blackberries with the pimentón . Spread berries in a perforated grill pan or in a foil pan with holes poked in it. Grill over moderately high heat, tossing, until berries start to burst, 3 to 5 minutes.

In a saucepan, heat the 3 tablespoons of vegetable oil. Add the garlic and cook over moderately low heat, stirring, until just golden. Add the chopped onion and cook over moderate heat, stirring, until softened and just starting to brown, about 7 minutes. Stir in the tomato paste and cook until glossy, about 2 minutes. Add the blackberries, vinegar, brown sugar, soy sauce, chipotles, mustard and cumin and bring just to a boil. Simmer over moderately low heat, stirring, until slightly thickened and the berries are very tender, about 20 minutes.

Transfer the sauce to a blender and let cool slightly, then puree until smooth. Strain through a fine sieve into a bowl, discarding the solids. Season the sauce with salt and pepper and let cool completely. Spoon 1 cup of the sauce into a bowl and stir in the minced onion, the olive oil and the 2 tablespoons of oregano. Reserve the remaining sauce for grilled chicken or pork.

Light the grill and oil the grate. Season the ribs with salt and pepper and brush with the blackberry sauce. Grill over high heat, turning once, until charred, 3 minutes. Grill for 2 minutes more, turning and basting with more sauce, until glazed. Garnish ribs with radishes, chopped oregano, serve hot. Blackberry sauce can be refrigerated.

Kosher salt

Pepper

2 tablespoons extra-virgin olive oil

2 tablespoons finely chopped oregano

4 1/2 pounds flanken-cut beef short Ribs (1/3-inch thick)

Thinly sliced radishes, for garnish

Pressure cooker method

Finely mince onion and garlic or put in a food processor and pulse until finely minced.

In multicooker with sauté setting, add oil and short ribs and brown. Add all other ingredients and set to pressure cook on high for 40 minutes. Let steam release naturally.

Cover a baking sheet with foil. When ribs done, remove and place on foil lined baking tray. With the sauce in multicooker, mash the blackberries. Set to reduce for 10 minutes. Add a corn starch slurry and let reduce and thicken for 10 minutes. Spread sauce on ribs like a glaze.

Broil on 500° for 6-8 minutes until glaze sets on ribs.

Book Nook

The Psi Post

BestSellers print hardcover

Calling all book lovers! Need some new recommendations for your To-Be-Read list? Look no further! Check out some of our most anticipated reads for this year below!

this week weeks on list last week

1

2 3

4

5

team picks

THE WOMEN, by Kristin Hannah. (Pan Macmillan) The story of one woman gone to war, but it shines a light on the story of all women who put themselves in harm’s way to help others.

SUPERCOMMUNICATIONS, by Charles Duhigg. (Random House) Explains that great, successful conversations follow from a concrete set of skills — a set of skills anyone can learn.

THE MORNINGSIDE, by Tea Obreht. (Random House) A novel about the stories we tell—and the stories we refuse to tell—to make sense of where we came from and who we hope we might become.

REAL AMERICANS, by Rachel Khong. (Knopf) A profound tale of class and striving, race and visibility, and family and inheritance—a story of trust, forgiveness, and finally coming home.

THE STORM WE MADE, by Vanessa Chan. (Simon & Schuster) An ordinary housewife becomes an unlikely spy—and her dark secrets will test even the most unbreakable ties.

Keven’s Picks special edition

Nonfiction – To Name the Bigger Lie, by Sara Viren.

In this memoir, Viren tells the story of how her wife Marta — like Viren, a professor at Arizona State University — was anonymously accused of sexually harassing female students in 2019. The memoir has the page-turning quality of a thriller, but instead of tracking down culprits and solving mysteries, Viren methodically untangles knotty philosophical tensions in pursuit of what is real.

4

Fiction – Liberation Day, by George Saunders. This collection of short stories remind the reader of the various prisons – economic, psychological and spiritual – which we build for ourselves. In all, these characters are not redeemed or saved, they do not transcend: the hint is in the title – these stories are about liberation.

hr bulletin

Employee Assistance Program

At some point, we all need help coping or making difficult decisions. The Employee Assistance Program (EAP) makes it easy to access support, guidance and resources. EAP is there for you and your family. It’s confidential — information will be released only with your permission or as required by law.

Health Advocate, is the vendor that provides our EAP services. Their professionals can help with referrals to support groups, a network counselor, community resources or your health plan. If necessary, their professionals can connect you to emergency services.

To access the EAP, go to healthadvocate.com/standard3 or call Toll Free # 888-293-6948.

EAP Services can help with:

• Depression, grief, loss and emotional well-being

• Family, marital and other relationship issues

• Life improvement and goal-setting

• Addictions such as alcohol and drug abuse

• Stress or anxiety with work or family

• Financial and legal concerns

• Identity theft resolution

• Online will preparation & other legal documents

FinPath: Financial Coaching & 401(k) Advising

If you’re stressed about money or just want to manage your financial life better, FinPath is just for you—and it’s completely free! Here’s what you have access to:

• 1:1 confidential meetings with Financial Wellness Coaches via phone, email, video chat, or any other way you prefer

• Live and on-demand courses on topics that matter most to you, such as preparing for a financial shock or tips for maximizing your paycheck

• Financial health tools to help you achieve goals, manage debt, get control of your spending, plan for emergencies – and more

• Monthly opportunities to win gift cards

To participate, visit www.finpathwellness.com and click the Register button on the top right corner. Then register using your PSI Enterprises email address.

Below you can find more detailed information on our EAP, as well as an employee discount program, “Perks at Work”.

EAP-Employee Program Description 22192

EAP Employer Overview of Services 17207

EAP Employer Flyer 17201 Perks at Work Instructions

Bonus Financial Topic: Your Complete Guide to Buying a Car in 2024

Don’t make a big car-buying decision this year until you watch this month’s 5-minute lesson, “Welcome to Buying a Car: Know Before You Go”. This brief video will review what you need to prepare and how to put yourself in the best position for the most informed car-buying experience.

HUB

HUB, PSI’s 401(k) advisor, provides 401(k) advisement and educational resources on utilizing your 401(k)-retirement plan with Empower. PSI Enterprise employees may receive individualized advice on their retirement planning needs by contacting Financial Advisor, Francisco Abril. If you have any questions or need to speak with someone in reference to your specific financial situation, please schedule a meeting with Francisco Abril here Also, you have access to the library of financial education resources for your reference here

Upcoming Calendar

Memorial Day

May 27

Juneteenth* June 19

Independence Day July 4

*floating holiday

Join us on LinkedIn!

Participate in PSI’s LinkedIn community and share with us what makes PSI a great place, YOU! Use #WeArePSI and share your PSI Pride to show us all the amazing things you do! Team dinners, team outings, volunteering, you name it!

employee appreciation

On March 1st, PSI celebrated YOU during Employee Appreciation Day!

“We hope everyday, in small and large ways, throughout the organization, that you are shown appreciation from executives, managers, and teammates- it is richly deserved.”

- Keven LeBlanc, COO