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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.

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Training development at famc

Components of Performance Management

HR can assist you with each of these topics









Core Skills


Annual Skills

Validation of



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


Focus: Is based on needs identified

through performance assessment,

trending data, & mandatory requirements

Annual Skills



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,



Annual Skills


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


Human Resources






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 at famc

Identify & measure

key competencies or


from job


Identify & rate


that demonstrate

FAMC values



Help employee

identify &

build on


Develop an action

plan together

to improve


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


through the Use of Tools

Staffing Effectiveness

Ensure Quality

Live Your

Core Values







Support Workforce Flexibility



Build Relationships

Select the Right People

Training development at famc

Support Workforce Flexibility


  • 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


  • 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


  • Do you remember what our values are?

    • Service

    • Compassion

    • Integrity

    • Communication

    • Leadership

    • Flexibility

    • Teamwork

    • Commitment

    • Efficiency

    • Creativity & Innovation

Training development at famc

Promote Efficiency


  • 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.)


  • 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


  • 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


  • 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


  • 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


  • 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


  • 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


  • 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