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Nuance PaperPort Professional + Serial Key Nuance PaperPort Professional Final is a powerful document manager that allows you to manage, share or search for all types of documents including PDF, Word, Excel, text files, photos, scans and other types of files. Nuance Paperport (Windows) PaperPort aids users to effectively scan, organise, find and share documents (and photos). Tech Support had no support for version 12 so.
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On the PaperPort Help ribbon, click Release Notes and read the PaperPort Release Notes. Thank you for using our software portal. Free paperport 11.2 download 64 bit (Windows). PaperPort 12 does not run reliably on Win 7 PRO, 64. I have had nothing but trouble with NUANCE products since PaperPort 11 came out (It doesn't work on Vista).
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I still can't use it. I totally hate it. In order to get tech support to help me without paying I had to argue with them. Nuance PaperPort (sometimes referred to as PaperPort) was added by empkae in Sep 2020 and the latest update was made in Jun 2020. Final is a powerful document manager that allows you to manage, share or search for all types of documents including. NUANCE seems to have RIFed all of the ScanSoft developers that first brought PaperPort to market after they split from Kurzweil/Xerox.
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Searching for a $9 an hour part time office job, with possibility after 3 months to go full time with a raise and benefits? Look inside.
Data Entry Specialist -- part time, $9 an hour for 3 months, with possibility of a salary increase and full time employment at the end of the 3 months.
We are a local company that specializes in wholesale fashion, accessory, jewelry, and sporting goods. We currently have two open positions for Data Entry Specialists that will be managing our offerings to customers and other data entry work as required.
To apply for this position, the applicant should have the following skills:
- Ability to use Google and other search engines and websites well enough to find things that are difficult to find. We often need to find market pricing for goods, and you will need to differentiate between, for example, results on the front page that match your term but do not match the item, and results that match, exactly, the item you are looking for. The ideal applicant will be very careful in making sure that they have found precisely what they are looking for, and they should have the ability to verify this without help.
- Ability to use a computer for basic tasks such as e-mail, copy/pasting, saving and editing graphics, and using Microsoft Word, Excel, and Notepad. Note that experience with more detailed Excel functionality like VLOOKUP, LEFT, text to columns, basic sorting and searching, find/replace, and various other basic tools will be considered as important to the job.
- Ability to read, understand, and communicate in high quality English. If you have experience in business settings and/or the terminology used in the business and fashion worlds, this will be a plus.
- The ability to run a scanner to scan catalogs and paperwork, do basic image editing (highlighting, redacting, etc.) with experience in Nuance Paperport a plus.
- Conversion of files and data between various formats such as PDF, DOC/DOCX, XLS/XLSX, JPEG, and more.
- The ability to do basic data entry into our custom written ERP system. You will enter things like make, model, description, price, quantity, etc. into this Windows based program. The applicant may also print reports, highlight certain items based on criteria, or copy/paste information to and from other programs like Microsoft Excel. We require an employee that will take initiative to use their judgment and ability to find things when they're hard to find, to double check their work, and to ask questions when they're confused. Most of our work is not difficult, but it does require a high level of attention to detail. Making even a single mistake or typo can cost us thousands of dollars.
We are currently looking for two part time employees, for an initial period of three months. At the end of the three months, we will consider full time employment with benefits, part time employment, or to end the position, depending on the performance of the applicants. The pay during the three month period will be $9 an hour, with a performance evaluation at the end of the three months to consider a raise in per hour pay, based on performance. The shifts will most likely be from 9am-1pm, and from 2pm-6pm Monday through Friday. The hours are flexible in case of school or family life conflicts. We would prefer someone who can work within 9am-6pm scheduling generally, though, since that is when their coworkers will be in the office.
The applicant must be able to attend work in an office environment with relaxed business casual dress, and a friendly and hard-working culture. No lunch will be given or provided, since the initial employment will only be for four hours. A 15 minute break will be standard, and quick breaks for the restroom, drinks, etc. will not be monitored strictly. Disabilities are OK, as long as the applicant can use a computer!
Please e-mail us directly at dataentryspecialist AT piclv.com with a resume and a brief cover letter explaining your understanding and qualifications based on the requirements, and we will contact qualified applicants by e-mail to schedule an interview.
Edit : added shift time information.
(CANADA) 5 years in - my experience as an independent owner
Here is a stream of conscious thoughts from an independent owner 5 years in.
Location is a small community but where most residents commute to a larger city for work so my competition is still the big chains, Costco, Walmart, Shoppers, even though my employee pool is smaller and salary costs are higher. Total rented size 2500 sq feet. Aim was for focus on providing excellent pharmaceutical service and having just enough on the floor to cover basic needs.
If I had to do it over I would go for 3000 sq ft to have 2 consultation offices instead of 1 so that I could rent out the 2nd office to another health professional (dietitian, nutritionist, nurse, ect) to help bring in traffic. I would have a slightly larger storage room because I had no idea how much room stupid toilet paper, kleenex, paper towels and water bottles take up when a different brand is on sale every bloody week. I would consider having my compounding/preparation area set up for sterile products. I have already had to renovate to meet new guidelines (serious, stainless steel counters, gown, mask, hat to do a hemmoroid cream that the client is going to stick their finger in and wipe on their ass and that will expire in 28 days anyways!) - it might have made sense to to just put in a real fume hood and designate that corner for both compounding and sterile products as there are some good margins to be had and not many pharmacies do it. I'm happy having a personal office that is not shared with other pharmacist employees. I am happy having a computer workstation in the storage room. Could have used 1 more aisle on the floor.
Starting out I was unprepared for the Human resource nightmares - honestly, it is 80-90% of the troubles I have in my pharmacy and I was completely unprepared for it. 5 years in we have it under control with an excellent policy and procedures manual but building it through trial and error has been an unbelievable amount of work.
Try and find a mentor or two to help guide you through the process. Pay them a consulting fee and it will be worth every penny. Try to get someone else's employment manual and procedures manual that you can modify to your needs. You want all your techs/pharmacists treating lost Rx, early narcotic renewal, insurance problems, ect the SAME UNIFORM way. You need to be a leader and set the standard for how your pharmacy is run and what sort of customer service you want to provide.
You also need help on setting up your front store (are you going to be pharmacy only, small floor, large floor?), managing your accounting, payroll, ect. Understand your labor laws and make sure you are signed up with all the relevant gov programs in advance of starting.
CONTROL your costs! At the beginning and even 5 years in I survey the floor and maintain control. If you are with a chain they are going to screw you on your stocks. They use you as a warehouse and fill your shelves from front to back. Yeah, I don't need 12 of every single variety of tylenol + every generic + + + when I am filling 25 Rx per day. And 14 fleet enemas, really?!? Stuff expires like crazy and you eat the cost. Instead, as an independent, I would stock only 2 of every item and as soon as 1 sells order a replacement which arrives with the next days order. This allows you to see what works in your area and what does not. High selling products get stocked in larger quantities. Any product that expires on the shelf without selling is removed from the planogram and never enters into my pharmacy again. Baby food, I'm down to just 1 for emergencies, I can't compete on prices with Costco/Walmart so I will use my shelf space for something else. Keep your planogram's up to date, "new" products are coming out all the time (they change the packaging and advertise the stupid cream as "new and improved" all the time!).
I also worked to find products not generally stocked by my competitors (bio/natural cosmetics, face creams, ect) that have a good margin 30-40% markup and sell really well in my well off area.
Paper products (klenex, toilet paper, ect) is a nightmare. Every week a different brand is on sale in the flyer so you have to have huge stock but make essentially no profit because it is a stupid loss leader. They are HUGE boxes and take up 50% of my storeroom space. After 1 year my total profit on ALL paper products is around $600 TOTAL. Makes me want to barf.
A good pharmacy technician is worth their weight in gold. Pay them well. I budgeted for a technician covering all hours from the start. Sure doing 30 Rx per day is totally fine with just the pharmacist but you have 3 clients and a doc on the phone during the afternoon "rush" and all of a sudden you are bottle-necked. You need those first clients to have excellent service right from the start so they switch from their established pharmacy. Back to techs, trying to get enough to cover all the evening hours and weekends is tough. You either try to get 2 full times to split evenings/weekends (and have high turnover because everyone hates evenings/weekends) or you have a core 9-5 team (better retention) and then have students cover evenings and weekends. Problem with students is training them is a bitch and turn over is high as well and you keep having to start from scratch which is draining. We have had best success by trying to get science/health program university students. They have core competencies, comfortable with calculations and can memorize drug names so after 3-6 months they are competent and with a 4 year bachelor you can hope to keep them a while to recoup your training investment. Be very discerning in interviews and we give them scenarios (looking for judgement) as well as practical tests (eg. calculate drug doses, ect). This lets us see how they thing, can they calculate, are they detail oriented. We do this for UNTRAINED techs and it has saved us several times from hiring someone who just can't do it at all. Interviewing trained techs get different interview questions (more detailed toward pharmacy operations) but they get the same practical questions and blister pack as we have found some supposed trained techs suck too.
Cut your losses quickly. Person can't handle criticism, is arrogant, can't calculate, ect. Get rid of them quickly in the probation period, it will only get worse. We have a concrete rule, if an employee starts coming home with us, their ass is fired (eg. we start talking about an employee repeatedly over dinner or in bed, they are GONE!)
For part-time techs we have had best success with hiring young, smart kids for the cashiers on the floor and finding out over the months/years who is smart, hard-working and then bring them into the lab part-time for training and then when there is lab tech sick call or turn-over you have an immediate, trained replacement ready to go. Our return on training investment is way higher on the kids we brought from floor to the lab than those who were hired directly into the lab.
Find out how your book-keeper and accountant wants your paperwork. I send all my paperwork to my book-keeper BUT I also scan EVERY SINGLE invoice/bill/gov form, ect, (using paperport) and file them electronically by folder then date. Eg. McKisson folder. 17-01-23.pdf. This saves your ass when you get audited or need to find a bill from 2 years ago instead of having to dig through 100's of pounds of banker boxes to find the paper. Also gives you a backup in case of fire/flood (I have local backup + encrypted cloud backup).
Good luck. I have had problems with anticipated community growth in my area not happening at the speed projected. Between the slow ramp up in prescriptions (110/day after 5 years), huge cuts by government, continued downward pressure from private insurance and competition from the big banners (Walmart, Costco, Shoppers) who use the pharmacy as a loss leader, it is VERY hard to make a profit offering quality pharmaceutical care. I've been profitable since year 3 but so far I would have been better off financially having stayed an employee. If a national pharmacare program comes out, if they switch to forcing clients to take 3 months at a time with only 1 dispensing fee, ect I will be in real trouble. After 6 years the bank will be paid off, after 8 years my personal and partners financial contribution will be paid back. BUT that will have been 8 years of taking $0 salary. I'm not sure I will ever recoup that 8 year, $960,000 salary loss given the way the pharmacy field is moving.
Add on the proposed Corp tax changes being proposed by Trudeau and you could say it is better to be an employee and when the key goes in the front door your brain can turn off.
Fun times. So to all those starting out. Good luck. We're all going to need it.