AtlantiCare Leader Handbook

on file; however, the proof is not a copy of the license because generally we are not allowed to store copies of licenses. Each licensing body has its own website that we use to verify and document proof by creating a screen shot for the employee’s file. As a courtesy, HR provides a list of employees with upcoming renewals. This is called the “EWR Report” and is located here (The Starfish > About You > Essential Work Requirements). Leader Expectation(s): Leaders are expected to monitor the EWR Report routinely and then primary source their employees’ licensure when needed. Leaders print the screen shot of proof, initial and date it, and then return it to the employee so they can upload it into SuccessFactors. Upon hire, HR will handle the primary sourcing. Leaders are then responsible for primary sourcing renewals. A valid license is necessary for many of our positions and it is the leader’s responsibility to verify and ensure that the employee meets the requirements of the job. If an employee has not renewed their license timely, they must be removed from the schedule and the discipline process may be appropriate. Orientation Checklists All new employees are required to complete an Orientation Checklist within their first 30 days. Additionally, any existing employees who transfer to a new location must also complete a new Orientation Checklist. An Orientation Checklist is a list of all the different things an employee should be oriented to in order to be successful and work safely on their unit. Employees sign off in SuccessFactors on each component of the checklist as it is completed. This document becomes an important part of the employee’s file for compliance purposes. Leader Expectation(s): Leaders are expected to properly orient all new employees and complete the orientation checklist with them in SuccessFactors in a timely manner. Preliminary Performance Evaluations All new employees are required to have a Preliminary Performance Evaluation. This is due within 90 days for full- and part-time employees and within 180 days for pool employees. Additionally, any existing employees that move into a new job title must also receive a Preliminary Performance Evaluation. This evaluation is intended to document that the new employee has successfully completed their preliminary period and is competent to do their job. The Preliminary Performance Evaluation is made up of an evaluation on values, technical proficiencies, Environment of Care (if applicable), and the A&E Tool. This is all done on paper and the tools are accessed through HR Relevance. Once the evaluation is complete, it is to be sent to HR. This document becomes an important part of the employee’s file for compliance purposes. Leader Expectation(s): Leaders are expected to properly evaluate all new employees and complete the Preliminary Performance Evaluations for them in a timely manner and forward to HR. This evaluation should be meaningful and set the tone for frequent and open performance discussions in the future. Annual Evaluations The Annual Evaluation is the formal component of ongoing employee feedback. It is designed to measure performance in technical skill, behavior, goal achievement, and competencies. This process is meant to benefit the employee by acknowledging their accomplishments, strengths, and opportunities for improvement. Our regulatory bodies (i.e. Joint Commission) require documented performance evaluations. Leader Expectation(s): Leader Expectation(s): Leaders are expected to have ongoing and meaningful feedback with their staff throughout the year, not just at the annual evaluation. Leaders are expected to complete the annual evaluation process fairly and in a timely manner.

Location on Starfish: SuccessFactors Competencies

Competencies are the skill sets required for each position. Many of our regulatory bodies require proof that employees can perform the competencies necessary for their position. Competencies are proof of competence to perform your job. Each job has an Assessment and Evaluation (A&E) Tool that lists competencies. During the 35