AtlantiCare Leader Handbook

Great Catch Awards Managers may nominate employees who turn awareness into action by alerting us to Opportunity for Improvements (OFIs) in the areas of: privacy and security of patient information, patient safety, employee safety, and facility safety. Shining Stars This is an online recognition system that provides all employees the ability to send thank you messages to colleagues. Others have the opportunity to add accolades to that same message. Leaders also have access to award points to employees who go above and beyond in their performance and actions, and those points can then be cashed in for a variety of items or gift cards. Years of service honorees, customer experience awards, team awards and Twenty-Five Year Club recognition all go through Shining Stars. New employees also receive a Shining Star from HR within their first week of employment welcoming them to the organization. Team Awards Teams can submit Team Award applications for overall sustained improvement, innovation or special project implementation with high-quality results. Team awards are aligned and given within the Five B performance objective categories. Twenty-Five Year Club Employees who achieve 25 years with the organization join our Twenty-Five Year Club. This is an exclusive club whose members are recognized with a special insignia on their name badge, additional vacation time, and an annual celebration event. Telecommuting AtlantiCare recognizes telecommuting as a viable work modality that benefits both the employee and organization when properly applied. As AtlantiCare continues to grow in complexity, and technology becomes more available and cost-effective, there are increasing opportunities to utilize such arrangements. AtlantiCare will support appropriate roles/employees to work remotely (telecommute), as determined by leadership. The Telecommuting Policy is #4601 and can be found here or on the Policies site. Leader Expectation(s): Leaders should encourage a telecommuting arrangement if their staff are able to work remotely. Leaders should be familiar with the policy, have their staff complete it, and hold their staff accountable to what is outlined in the Telecommuting Agreement. Leaders should set clear expectations on staff availability and productivity. Virtual Teams/Employees With the availability of technology and the need to provide flexibility to our workforce we are seeing more virtual teams and employees across our organization. These are employees who work offsite and complete their tasks and responsibilities from a location that is not an AtlantiCare property. For information and resources on Telecommuting, you can go to the Telecommuting page on the HR Portal (The Starfish > About You > Human Resources > Telecommuting). There are various types of telecommuting work arrangements. See definitions below: • Telecommuting – The broad umbrella definition that encompasses any work that is performed at a non-AtlantiCare location • Work from Home (WFH) – Employee is scheduled to work part of their time remotely and part of their time at an AtlantiCare location

• Telework/100% Remote – Employee works remotely 100% of the time; typically out of a home office • There may be instances where employees do not want to consistently WFH 1-4 days a week, but they would like to occasionally do it.

Leader Expectation(s): Every employee who works remotely (full or part time) needs to complete an Employee Telecommuting Agreement, which is in the Telecommuting Policy. Leaders should set clear expectations, SMART goals, and quantifiable targets. Leaders should adopt best practices to keep the team together both professionally and personally. Resources to assist you with this can be found on the portal. 27