AtlantiCare Leader Handbook

preliminary performance review these competencies are evaluated. Ongoing competencies are evaluated each year. Some areas complete the A&E Tool each year and other areas (i.e. nursing) use the Donna Wright method for competency evaluation. Leader Expectation(s): Leaders are expected to keep their A&E Tools current for each of their jobs. They are also expected to complete the A&E during preliminary evaluations and also complete annual competency assessment using either the A&E Tool or Donna Wright methodology.

Location on Starfish: Performance Management & Goal Setting Goal Setting

Goal setting is an important practice, particularly in the workplace. Research has found that setting strong goals, both Target and Stretch, boosts performance by motivating people to increase their effort and inducing stronger focus to help them prioritize their work. Leader and staff goals are tracked in SuccessFactors. Organizational goals (otherwise known as our Big Dot Goals) are set annually to prioritize and guide our efforts. Department goals are set by department leaders and are intended to align with the Big Dot Goals. Individual goals also align with Big Dot Goals and are measured annually during the performance management process. Example: • Organizational Goal: Employee Engagement score.

• Department Goal: Accomplishing action plans related to improving Employee Engagement such as increasing recognition on the unit with Shining Stars. • Leader Goal: The Employee Engagement score for their department. • Staff Goal: An average number of Shining Stars given out per month.

Leader Expectation(s): Leaders are expected to understand SMART Goal Setting (Specific, Measurable, Attainable, Realistic, and Timely) as well as how to align/cascade organizational goals to the employee level. Leaders should set appropriate goals. Employees should generally have an 80% chance of reaching their Target goal and a 20% chance of reaching their Stretch goal.

Location on Starfish: Performance Management & Goal Setting Multiple Jobs

Employees who work part time or pool positions may hold multiple jobs within AtlantiCare. The secondary position will always be pool and can have a different title, department, supervisor, and pay rate than the primary position. When the secondary position is in the same business unit as their primary position all pay will show on the same pay stub. However, when the secondary position is in a different business unit, the employee will get separate pay stubs andW-2 forms. Hours worked between the two positions are considered together for the computation of overtime. For that reason, we strongly suggest the leaders of employees that hold multiple jobs communicate frequently. Most employees who hold multiple jobs will receive a performance evaluation from each of their supervisors. Leader Expectation(s): Leaders should know when they have employees who have multiple jobs and collaborate with the other supervisor for purposes of scheduling and avoiding overtime. Employee Files HR maintains an employee file for every active employee as well as every terminated employee based on record retention policies. Employees are permitted to review their file but must make a formal request with HR to do so. Files contain resume, application, background check information, offer letter, orientation checklist, performance reviews, disciplinary actions, job changes, and licenses/certifications/primary sources. Leader Expectation(s): Leaders are encouraged to keep their own employee files with notes such as accomplishments, coaching, difficult conversations, career goals, and so on. Those do not have to be sent to HR; 36