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Leadership Orientation

Leadership Orientation. Human Resources Website. Important Links Based on priorities. Important Links Check your compliance for various requirements. PART 1 – PATIENT EXPERIENCE LEADERSHIP ORIENTATION

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Leadership Orientation

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  1. Leadership Orientation

  2. Human Resources Website

  3. Important Links Based on priorities

  4. Important Links Check your compliance for various requirements

  5. PART 1 – PATIENT EXPERIENCE LEADERSHIP ORIENTATION • 2014 SCHEDULE: FEB 21; APR 11; JUN 20; AUG 15; OCT 17 8 AM – 12:30 PM • Learn how UCLA Health has raised patient satisfaction scores to the 98th percentile through recruitment, on boarding, recognition, rounding, communication and service recovery strategies. Become familiar with the available to that will assist you in leading your teams to success and how to sustain that success over time. • PART 2 – UCLA OPERATING SYSTEM • 2014 SCHEDULE: JAN 17; MAR 5; MAY 12; JUL 18; SEP 19; NOV 21 8 AM – 3:30 PM • This session will introduce Lean methodologies and tools such as A3s, A4s and performance boards to achieve continuous performance improvement. Develop successful teams through Active Daily Management techniques and by preparing your employees for success, connecting and engaging your staff and through improved prioritization and delegation skills.

  6. Steps for Onboarding: • Seek position approval • Create a Hiring Plan with your Recruiter • Review applications, selecting the most qualified applicants - After your Open Job has been Posted • We hope you will make a rapid hiring decision within 2 weeks of growing a sufficient applicant pool • Any Candidate strongly being considered should complete a livescan and a Skills Survey (references) after interviewing – JUST TELL US • Keep your recruiter informed of the candidates you have interviewed so that we can correctly inform them of their status • We do the rest! Now you can get ready for Day 1 in your department.

  7. Your Human Resources team will do the following: • Schedule new hire for New Employee Orientation • All new hires will begin their employment with UCLA Hospital System on a New Hire Orientation day • Schedule new hire for Pre-Employment Physical & New Hire Session • Process Photo ID badge, Proximity Access & Parking • Coordinate Training with CareConnect team • Directors and Managers stay up to date with the process through the Onboarding Dashboard and the Onboarding Coordinators

  8. Offboarding Process

  9. Offboarding Process

  10. Offboarding Process

  11. Retention & Recognition Program • Employee Non-Cash Awards and Other Gifts – G-41 • Employee recognition and retirement non-cash awards program: • Employee Recognition policy An item of tangible personal property may be awarded to an employee in recognition of his or her noteworthy work-related accomplishments. Such awards should be of minimal value. Examples include, but are not limited to, flowers, fruit, a book, a plaque, or similar item. In addition, a ticket to a sporting or cultural event (excluding a season ticket) or a one-month parking permit or transit pass may be provided to an employee as a recognition award. The cost of an employee recognition award is limited to the per-person amount set forth in Appendix A. • Employee recognition awards may not exceed $75 per person per calendar year. • An array of options is found online, such as:

  12. HR Applications

  13. Clinical Incentive Programs • Clinically Aligned Programs • CEMRP 2 – Clinical Enterprise Management Recognition Program 2 • Executive Director Level -- Tier A • Director Level -- Tier B • Manager Level – Tier C • Staff Level -- Tier C – up to $1000

  14. Clinical Incentive Programs – Executive Director & Director Level ELIGIBILTY • UCLA Health System employees in Department Head and Unit Director positions responsible for the fiscal and operational administration of a department or unit are eligible for the Director CIP. These individuals typically report to a Senior or Associate Director, with the exception of some directors of large units reporting to Department Heads directly. • A list of participants is defined and approved prior to the beginning of each fiscal year. • The List of Participants is verified and approved annually prior to the beginning of the fiscal year by the Staffing Resources Committee (SRC), which consists of the COO, CAO, CHRO, CNO, CFO, CIO and CMO and staffed by Human Resources and Finance. • All approved participants are notified of their participation by their Associate Directors for the upcoming fiscal year. • All approved participants complete the Performance Objectives Goal Grid listing goals in the following five areas: People, Quality & Service, Systems & Operations, Strategic Growth/Technology/Facilities and Finance. • Goals are aligned in support of the goals set by the respective Senior or Associate Director for each individual. • Performance Objective goal grids are due to Human Resources by July 31st of each year. • Performance Objective goals are reviewed and approved by the Senior and Associate Director team.

  15. Clinical Incentive Programs – Manager Level ELIGIBILITY • UCLA Health System staff in department/unit manager positions who meet the criteria established below and are not participating in the Director Level CIP are eligible to participate in the plan. • A list of participants is defined and approved prior to the beginning of each fiscal year. MSP Members • All MSP Members who do not meet the participation criteria for the Director CEMRP are eligible to participate in the Management Incentive Plan based on their classification. PSS Members: • PSS members who are classified in PSS grades 4 – 7 with some exceptions in the PSS grades 2 and 3 or ITP equivalents, may be eligible to participate in the Management Incentive Award Program if they meet one of the following: • The employee is designated as a bona fide supervisor with authority to hire, dismiss, evaluate, promote, or reclassify, or effectively recommend such actions; and the employee is responsible for budget preparation, monitoring and is able to affect budget outcomes that directly impact the departmental bottom line or • The majority of the employee's assignment is insti­tutional in scope versus intradepartmental and the employee is able to affect performance outcomes that directly impact Operating Gain.

  16. CIP – Director & Manager Level • GOAL SETTING PROCESS • All approved participants complete the Performance Objectives Goal Grid listing goals in the following five areas: People, Quality & Service, Systems & Operations, Strategic Growth/Technology/Facilities and Finance. • Goals are aligned in support of the goals set by the respective Senior or Associate Director for each individual. • Performance Objective goal grids are due to Human Resources by July 31st of each year. • Performance Objective goals are reviewed and approved by the Senior and Associate Director team.

  17. UCLA Health Wellness Initiative • Annual Wellness Events • February: i♥WALKING week • April: March for Babies Walk • May: UC Walks Day • August: Passport to Wellness Health Fair (WW, SM, FPG) • October: American Heart Association’s Heart Walk, UC Food Day • Wellness Communication • Wednesday Wellness e-blasts – wellness topics/tips and events promoted • Wellness Website www.wellness.healthcare.ucla.edu • Lunchtime Workshops – Monthly • Smoke-Free Initiative Lunch n’ Learns Nutrition – RRUCLA Dining Commons • Heart Healthy Assessment (January-June) • Dining Commons nutrition facts are online • Posters around Dining Commons provide education on portion sizing, exercise, and good nutrition • “Greening up” – Dining Commons is stocked with biodegradable cutlery and Styrofoam has been eliminated • Providing healthy sustainable foods during National Nutrition Month and UC Food Day • Increase whole grain options (Brown rice, whole grain hamburger buns, high fiber breakfast cereal) • Healthy green salad and fruit alternatives at the Grill • No fried foods 34

  18. CONTACTS FOR NEW LEADERS ESSENTIAL CONTACTS FOR NEW LEADERS Human Resources Overview HR Directors are always available to meet with you to cover what you’ll need to know to navigate successfully at UCLA Health. Feel free to call them whenever the need arises. Maure Gardner, (310) 794-0523 mgardner@mednet.ucla.edu Director, Compensation, Labor Relations , DGSOM Employee Relations & Workforce Administration Robin Ludewig, (310) 794-6296 rludewig@mednet.ucla.edu Director HR Planning , Talent Acquisition & Training Jeri Simpson, (310) 828-0346 jsimpson@mednet.ucla.edu Director, Employee Relations, SMUCLA HR, Occupational Health & Benefits

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