Training development at famc
This presentation is the property of its rightful owner.
Sponsored Links
1 / 23

Training & Development at FAMC PowerPoint PPT Presentation


  • 44 Views
  • Uploaded on
  • Presentation posted in: General

Training & Development at FAMC. Components of Performance Management HR can assist you with each of these topics. Job Description. Job Requirements. Performance Appraisal. Orientation & Core Skills Validation. Annual Skills Validation of Critical Competencies.

Download Presentation

Training & Development at FAMC

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -

Presentation Transcript


Training development at famc

Training & Development at FAMC


Training development at famc

Components of Performance Management

HR can assist you with each of these topics

Job

Description

Job

Requirements

Performance

Appraisal

Orientation

&

Core Skills

Validation

Annual Skills

Validation of

Critical

Competencies


Training development at famc

Focus: Based on actual job expectations

and follows established criteria

Pathway To Insure Competency

Focus: Verification that employee

maintains all such requirements

as delineated in job description

Job Description

Focus: Based on competencies and

accountabilities identified in

job description

Licensure, credentialing,

and certification

Focus: Core skills required by employee

to perform job responsibilities

to FAMC standards

Performance Appraisal

Focus: High risk, problem-prone skills

required of employee to successfully

perform job responsibilities

Core Competency

Assessment

Focus: Is based on needs identified

through performance assessment,

trending data, & mandatory requirements

Annual Skills

Validation

Training


Training development at famc

Criteria for Job Descriptions/Performance Appraisals

Heading with a job title, FLSA status,

job number, organizational

information, and date of last revision

A dated statement signed by the employee

that he has read & understands the job

description and the expectations of his job

A brief position summary

Knowledge, skills, & abilities necessary

to meet performance expectations which are

based on identified customer populations

Required working conditions identified to

address ADA issues

Key components

to include in

Job Descriptions/

Performance Appraisals

Competencies required to successfully

perform the responsibilities of the job

Accountabilities and behaviors

that reflect FAMC mission and values

and which are expected of all employees


Blitz annual review

Blitz: Annual Review

  • Mandatory Training/Review by accrediting or regulatory agencies

    • Topics predetermined such as Fire Safety, Harassment, etc.

  • Critical Competencies identified by

    • Committees: Safety, Injury Prevention, etc.

    • Departments: Meets specific criteria as follows

    • YOU!


Training development at famc

Hierarchy Tool to Measure

CompetencyTraining Needs

Critical Processes

(fall in all 4 categories)

Lifting & Moving

Extremely Important Processes

(fall in 3 of 4 categories)

Very Important Processes

(fall in 2 of 4 categories)

  • Categories

  • High volume

  • High risk

  • Problem prone

  • High cost

Important Processes

(fall in 1 of categories)

(Katz,Green, 1992)


Training development at famc

Criteria To Identify Critical Competencies

Is it a high risk skill that is not

performed frequently enough

that an adequate level of

competency can be assured?

Is it a high risk skill that has

been identified as problem-

prone through incidents,

errors, complaints, etc?

High Risk Low Volume

If yes,

validate

at

Annual Skills

Training

High Risk Problem Prone

Is it a high risk skill that staff

have indicated a level of

discomfort in performing?

High Risk Staff Uncomfortable


Training development at famc

Job Application & References

Signed, current Job Description/

Performance Appraisals

Hospital-WideOrientation Checklist

Salary Information

Copy of current License

Disciplinary Actions

Documentation

Human Resources

Where

should

documentation

be

maintained?

Blitz Compliance Records

Continuing Education Rosters

Training Files on all Training

that is not department-specific

Moving to Swank

BLS/CPR Certification Records

Copy of Job Description

Copy of Performance Appraisal

Unit Specific Orientation Checklist

(New Employees or Veteran Staff

who have New Duties)

Validation Tools on Basic Core Skills &

Annual Assessment of Critical Skills

Documentation that demonstrates

that any deficiencies have been addressed

Training Files on all Training

done in the Department

(including how the need was

identified, methodology, program outline &

objectives, and copies of teaching aids)

Training

&

Development

Department


Training development at famc

Identify & measure

key competencies or

responsibilities

from job

description

Identify & rate

behaviors

that demonstrate

FAMC values

Performance

Appraisal

Help employee

identify &

build on

strengths

Develop an action

plan together

to improve

performance

Measuring Job Performance

What are FAMC’s 10 Values?

If you have to rate

them…and if you have to be

rated on them….you should

know them!

  • Service

  • Compassion

  • Integrity

  • Communication

  • Leadership

  • Flexibility

  • Teamwork

  • Commitment

  • Efficiency

  • Creativity & Innovation


Training development at famc

Top Ten Keys to Building a Productive Workforce

Have Fun

in the Workplace

PromoteAccountability

through the Use of Tools

Staffing Effectiveness

Ensure Quality

Live Your

Core Values

PEOPLE

PROCESS

Promote

Efficiency

Establish

FairPolicies

Support Workforce Flexibility

Communicate

LEADERSHIP

Build Relationships

Select the Right People


Training development at famc

Support Workforce Flexibility

People

  • Leverage the skills staff have

  • Offer job enhancement

  • Challenge traditional roles

  • Be flexible about volume changes

  • Balance staff needs

    • Four-hour shifts, seasonal shifts, shift bidding

  • Manage staffing shortages

  • Curse of the Vanishing Employees Video addresses these issues


Training development at famc

Have Fun in the Workplace

People

  • Laughter is good medicine

  • Acknowledge that people are more than employees

  • Create an environment that fosters creativity

  • Celebrate

  • Reward and recognize

    • Know what it means

    • Goals and incentives

    • The small things are important

    • Everyone should participate

    • Offer education


Training development at famc

Live Your Core Values

People

  • Do you remember what our values are?

    • Service

    • Compassion

    • Integrity

    • Communication

    • Leadership

    • Flexibility

    • Teamwork

    • Commitment

    • Efficiency

    • Creativity & Innovation


Training development at famc

Promote Efficiency

Process

  • Streamline

  • Redesign/innovative adaptation

    • “If it’s not invented here, it can’t be any good” syndrome

  • Review processes

  • CROP Program


Training development at famc

Promote Efficiency (cont.)

Process

  • Involve employees in search for best practices

  • Meetings, travel, email (Telehealth)

  • Work toward a common goal (target)

  • Right patient, right staff, right place, right time


Training development at famc

Establish Fair Policies

Process

  • Align your human resource practices with your objectives

    • Fairness

    • Equity

    • Consistency

  • Balance control and guidance

  • Ensure policies are in place and enforced fairly across the organization

    • Not all staff are created equal. You may not be able to be as lenient with one staff meember as another…why? Because they do not handle autonomy in the same fashion, etc.

  • We encourage a “no layoff” policy

    • Transition and Assistance Policies


Training development at famc

Promote Accountability through the Use of Tools

Process

  • Develop tools and audit functions that hold directors/managers /staff accountable

    • One of the quickest ways to lose credibility with staff

  • Measure quality results

  • Share productivity results, quality results, and plan for improvement with all levels of the organization


Training development at famc

Select the Right People

Leadership

  • Hire good people up front

    • Interview skills

    • Mission oriented

  • Ability to communicate

  • Right people, right place, right time

  • Evaluate those who are barriers to efficiency and workplace well-being

  • Downsizing, attrition, hiring freeze

  • Transition center

  • Retention and recruitment strategies

  • Promote right behavior, retain high performers


Training development at famc

Positive Leadership Lessons

Leadership

  • Frequent, repetitive communication

  • Set the lineup, pick the teams

  • Encouragement, feedback, cheerleading

  • Clear away obstacles, anticipate problems

  • Welcome the shakeout—let your process identify winners and losers

  • You are the role model (Leadership Pickles Video on Friday)

  • Visibility—rounds on patients, staff, and physicians

  • Work across disciplines—no silos


Training development at famc

Negative Leadership Lessons

Leadership

  • Threats and chest pounding

  • Layoffs

  • Across-the-board cuts

  • Hiring freezes

  • Deadline extensions

  • Management salary cuts

  • Involvement in politics and conflict


Training development at famc

Attributes of Successful Change Processes

Leadership

  • Comprehensive and orchestrated

  • Inclusive

  • Delegation and accountability

  • Open, honest and documented

  • Communicate, communicate, communicate!

  • Brevity and urgency

  • Momentum


Training development at famc

HomeworkIdentify 3 Training NeedsThese can be Individual NeedsDepartmental NeedsOrganizational NeedsList how you identified them from the grids and hierarchy provided


  • Login