AtlantiCare Leader Handbook

Terminations Leaders should notify HR as soon as they know of the upcoming termination, not wait for the employee’s last day. Forward any resignation letters or emails to HR so a copy can be kept in the employment file. HR processes the termination and then notifies key people and systems throughout AtlantiCare (i.e. turning off email and badge access on their last day). Submit the termination notice to HR via HR Relevance and include the reason for termination, last day of work, and if the employee is eligible for rehire. Typically if an employee is terminated for cause (i.e. fired) they are not eligible for rehire. They are also not eligible for rehire if they did not provide sufficient notice, which must equal at least 2-5 weeks, depending on their job level and length of employment. Employees are only considered “retired”when they are ending employment after at least 10 years of service and are age 55 or older. AtlantiCare recognizes retirees with a small celebration. Preliminary Evaluation and A&E Tool Directory Leaders use this directory to find the documents needed to complete an employee’s preliminary evaluation. The evaluation includes an assessment of the general values and technical competencies AtlantiCare expects of all employees, a review of the Environment of Care, and job-specific competency assessment using the Assessment and Evaluation (A&E) tool. All new employees, whether they are external new hires or internal transfers, are required to have a preliminary job evaluation. Full- and Part-time employees have a preliminary evaluation within 90 days, pool employees within 180 days. Department Locations AtlantiCare is required to report the work location of our employees for government reporting purposes. HR tracks the main address for each of our cost centers. If there is a new address, leaders use HR Relevance to notify HR of the change. Employee Anniversary & Years of Service Reports We expect our leaders to recognize their employees and celebrate them when they achieve milestones in their employment with us. Starting at five years of service (YOS) with the organization and continuing in five year increments (5, 10, 15, 20, 25 etc.), we honor our years of service employees with a commemorative starfish pin, an acknowledgement in Shining Stars with a message from our CEO as well as messages that the employee’s leader and colleagues have been invited to add. The YOS report is posted on The Starfish at the beginning of every calendar year so leaders have the opportunity to know who, how many years, and when their employees will be celebrating their work anniversary dates. Leader Expectation(s): Leaders access HR Relevance by going to The Starfish > Leader’s Toolbox. Use your AtlantiCare network login to verify that you are a leader and can access HR Relevance. Utilize the various sections within HR Relevance when appropriate. When submitting employee terminations and status changes, please ensure they are submitted in a timely manner. Backdated status changes, especially those impacting pay and benefits, are not typically approved. Role Descriptions and Assessment & Evaluation (A&E) Tools Role descriptions are made up of three components: (1) a job description of the duties of the role, typically in paragraph form; (2) the minimum job requirements of the role, which usually include education, license/certifications, years of experience, physical demands of the role, etc.; and (3) the Assessment & Evaluation (A&E) tool. Even though leaders own their role descriptions, HR houses all current versions of role descriptions on the S:Drive, which managers can access. To maintain consistency, HR provides requirements/recommendations that are incorporated into the role descriptions (i.e. Directors are typically required to have a Master’s degree). The A&E tool lists all of the competencies required for the position. Leaders review the A&E tool with their staff as a way to track competence. Leaders list the date and method they use to determine competence. Leaders can use HR Relevance to help them create or update their A&E Tools. For more information see Competencies. Leader Expectation(s): Leaders own the role descriptions for their areas, so it is their responsibility to keep them accurate and up to date. All role descriptions should be reviewed annually for accuracy. Find role descriptions 33