Documenting Fairness and Equal Opportunity November 18, 2008 - PowerPoint PPT Presentation

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Documenting Fairness and Equal Opportunity November 18, 2008

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  1. Documenting Fairness and Equal Opportunity November 18, 2008

  2. IF A=B • If employees are treated fairly they are motivated to do their best and • If being treated fairly means being treated equally and enjoying equal opportunity to succeed, • Then employees are motivated when work related policies and procedures are guided by equal employment opportunity concepts of consistency and objectivity.

  3. Conclusions • Employee’s first experience with the Health Center is when they apply for an opening. • Applicants must be treated fairly in the application process. • The application process must be governed by equal opportunity procedures and processes. • Applicants who are treated fairly become motivated employees. • Motivated employees produce excellent work. • Organizations with motivated employees enjoy a competitive edge.

  4. Fair/EE0 Employment Process • All employment related decisions are based on the position qualifications and requirements. • The position qualifications are logically derived from the position duties and responsibilities and can be matched to the business reason. • Recruitment strategies and sources are based on knowledge of where to find candidates with the requisite qualifications. • Selection procedures are defined according to methods that best elicit information about the candidate’s qualifications and performance predictability in the position.

  5. Fair Employment Process • Selection procedures are applied to all candidates. Candidates advance to the next level of evaluation according to results of objective screenings. • Successful applicant is the person who best documented and demonstrated possession of the required knowledge, skills and abilities of the position.

  6. Documenting the Process Results • What evaluation step did the applicant fail to pass ? • What was the purpose of the particular evaluation step ? What applicant qualifications were being reviewed ? • What did you learn about the applicant related to the position requirements in this step ?

  7. First Step: Initial Screeningfor minimum requirements • Staff Nurse :‘possess , maintain, eligible for current RN license ‘ • Nurse Practitioner :’ RN and Nurse Practitioner Program, valid CT license, APN certification • Nurse Anesthetist : ‘ RN + 2 post-grad in Anesthesia, certification and license APRN

  8. The Interview • Design the questions knowing the answers you want • What are the questions you can ask that will tell you if the candidate has the following knowledge ? • Staff Nurse ‘ knowledge of principles and practices of nursing ; relevant policies; procedures ; • Nurse Practitioner ‘ considerable knowledge of fetal and neonatal and adult anatomy and physiology ‘ • Nurse Anesthetist ‘considerable knowledge of different disciplines and diseases states..’

  9. Interviewing for ‘ soft skills ‘ • ‘ interpersonal skills ‘ ASK :When in a professional setting were you a member or leader of a team ? LOOK FOR : for an example that aligns with what you need ( ie., emergency setting, extreme pressure ) ( cooperator, take –charge )

  10. Designing the Interview Questions • ‘ oral and written communication skills ‘ ASK: Please give an example of a time you presented medical information to individuals or a group. LOOK FOR : specific experience in communicating area of expertise )

  11. Interview Questions • ‘ ..using established standards of care which include physician prescribed therapies and common nursing measures ‘ ASK :In this position you would be expected to…please tell me how you understand the phrases ‘ established standards of care ‘.

  12. Where is this documented ?iHiring ‘My Reqs ‘ • Result for this Req and Comments Records results of the screening/evaluation process Must accurately reflect the fair and equitable process used • Candidate who did not meet position requirements : “ candidate did not possess current RN license“ “ did not have certification as a Neonatal Nurse Practitioner“ • Candidate who was not interviewed : “ candidate indicated not available until July, 2009” “ candidate did not have preferred requirements of ….“ “ candidate did not rank in top five using weighted results of resume, first screening review “

  13. Applicant Screening and Evaluation Activities(Sample Tool) Evaluation Matrix 13

  14. iHiring My Reqs- Examples • Candidate who was interviewed and not selected: “ candidate stated that he preferred to work independently, this position is for a team-lead “ “ candidate could not identify experience in oral presentations of medical information, this position responsible for …. “ “ candidate was not able to articulate an understanding of common nursing measures “ • Candidate who was selected : “ candidate received highest composite score ” “ candidate was able to demonstrate knowledge of all relevant procedures applicable to administration of anesthetics “ “ candidate displayed 8 years of experience as a Neonatal Nurse Practitioner , five of which were Level III NICU APRN ‘

  15. Concrete and Objective Explanations • Results of a fair and open process • No comments based on feelings and emotions ‘ felt the candidate could not handle the demands of the position ‘ ‘ not a good fit ‘ • No vague and subjective comments ‘ lacked relevant experience’ ‘ did not appear interested in the position ‘

  16. Office of Diversity and EquityUConn Health Center • Located at Munson Road • Phone number is 679-3563 • http://diversity.uchc.edu • THANK YOU !