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Suntiva's Quality Assurance Program:

• Executive Leadership.  Like most effective processes, quality starts with strong commitment from leadership.  For our customer engagements, this responsibility includes our executive team, and ultimately lies with our Responsible Executive. Our Responsible Executive will be the liaison to the Suntiva executive team, and will provide sponsorship for the Program and Task Manager(s) in service delivery.
  
• A Formalized Quality Assurance (QA) Manager and Program.  For large programs such as Seaport-e, we assign a Quality Assurance Manager for the program.  For Seaport-e, the Quality Assurance Manager brings significant experience in QA roles, and will serve as the Chair for our formal Program and Project Risk Reviews.  The QA Manager also provides a structure and process for all deliverable reviews. Our QA Manager serves as the executive sponsor for our Risk Management (RM) program, which follows our formal risk review process and covers risk areas to include relationships, deliverables, staffing, contracts, partnerships, and other factors as appropriate.
• Business Manager: Supporting Processes and Systems.  The Business Manager provides our project teams with a range of tools and supporting processes to ensure consistency and quality of delivery.  These include project kickoff templates and support, scheduling and reporting tools, risk management tools, and financial management tools.  All of these tools and processes are further supported by our SharePoint Portal and corporate Knowledge Base, which holds our standard templates and enables cross-team communications. 
• HR & Recruiting: The Right People, in the Right Job.  Even the best Quality Assurance program will fail if staff do not have the skills to succeed, or do not value/enjoy the role they play.  We are in constant communication with our staff to ensure the right ‘fit’ – from initial interviews and hiring to our year-round Performance Management Program.  Annual expectation setting with Suntiva’s professional staff is a two-way street; management communicates expectations, and staff members are given ample opportunity to communicate and document their own expectations, from short-term training and job growth to long-term career development objectives.