AtlantiCare Leader Handbook

Leader Handbook Your Guide to Leadership Excellence

Last Updated: September 10, 2026

TABLE OF CONTENTS

Welcome Welcome to the AtlantiCare Leadership Team New Leader Orientation Program New Leader To-Do List Orientation Checklist in Fusion

Learning & Development AtlantiCare YOUniversity Talent Development Talent Planning 9 Box Assessments Assessment Tools, Goal Setting & Annual Review Overview

Our Culture and Core Values Vision 2030 Vision, Mission & Values 2026 Organizational Goals Our Culture and Core Values The AtlantiCare Experience

Fusion Introduction to Fusion Fusion Benefits Fusion Compensation Fusion Expenses Fusion HR Help Desk Fusion Learning for Leaders

What We're Proud Of 125 Years of Impact Just Culture: Fostering Accountability and Learning Just Culture Behavior Guide

Fusion Learning for Team Members Fusion Recruiting for Team Leaders Fusion Self-Service Fusion Talent for Leaders Fusion Talent for Team Members Fusion Case Management Help Desk or ServiceNow: Where Do I Go? Oracle Fusion Case Management SOP Inclusive Culture Serving Community & Health Equity Employee Resource Groups (ERGs) Compliance & Legal Compliance & Legal HIPAA Contracts & Ntracts Leave of Absence (LOA) Essential Work Requirements (EWRs) Setting Employee Health EWRs Managing Teams & Performance Conducting Meaningful Performance Evaluations SMART Goal Setting

Leadership Expectations Leader Expectations Leadership Competencies Accountable Approachable Coach

Collaborator Courageous Innovative

Leadership Philosophies Unreasonable Hospitality Communication Expectations Communication Tools

Human Resources Human Resources Talent Acquisition

Requisition Review Process for Aged Job Openings Position Review & Workforce Optimization (PRO) PRO Position Request Template People & Culture Workforce Relations Guide for Leaders Performance Management Benefits & Compensation Team Member Experience, Rewards & Recognition

Giving and Receiving Feedback Managing Remote/Hybrid Teams

Team Member Wellbeing & Support Employee Assistance Program (EAP) Health & Wellness Health Engagement LifeCenter Education Investment Program (EIP) Safety & Emergency Preparedness Crisis Management Leadership Resources PDCA (Plan, Do, Check, Act) PDCA Template Welcoming a New Senior Leader

Ntracts RLDatix UKG

Key Department Contacts Additional HR Information

Reference Guide Key AtlantiCare Terms & Acronyms Expense Account List

Get Connected AtlantiCare Email Fusion Mobile Instructions Together, We Rise Rise With Us Your Feedback Matters

WELCOME TO THE ATLANTICARE LEADERSHIP TEAM

To our newly hired and promoted leaders- congratulations. You are joining an incredible team of leaders, and I’m excited to see the impact you will make on AtlantiCare. We are not just in the business of delivering great healthcare; we are in the people business. At our core, the work is simple: we are people caring for people. We strive every day to deliver care with kindness and excellence to our patients, our community, while supporting each other. The dynamic nature of healthcare demands adaptability and resilience, but to achieve that, we must lead from a place of collaboration, communication and trust. I want you to feel empowered in your role, and I want your teams to feel that way, too. This is critical for us to achieve the high bar we have set for ourselves as part of Vision 2030 – our 6-year strategic plan designed to transform how we deliver healthcare. The plan is shaped by 4 strategic pillars: Serving Community Workforce Excellence These pillars are our north star as we transform as an organization, deliver value to those we serve, and most importantly, deliver excellence with each interaction. We aim to become the benchmark for excellence in healthcare, and your leadership and innovative thinking are crucial to executing this vision. To support you in this endeavor, we will provide you with the resources you need to succeed. Please know that your ideas are not just welcomed; they are highly anticipated and encouraged. Don’t hesitate to seek guidance from your senior leadership team when needed and, of course, my door is always open. Thank you for your leadership and for embracing the challenges and opportunities that lie ahead. Together, we will achieve extraordinary things and set new standards in healthcare excellence. Welcome to the team! Accelerating Transformation Growing Market Share/Access

Sincerely,

President & CEO

NEW LEADER ORIENTATION PROGRAM

The New Leader Orientation Program is here to help you as a new leader. It's designed to support your integration into AtlantiCare, ensuring you understand your role, embrace our culture, and have access to the essential resources for your success. You and your leader can use this to make sure you're hitting the key milestones in your onboarding journey. If you have any questions, feel free to reach out to YOUniversity@atlanticare.org. We're here to support you every step of the way as you begin your leadership journey at AtlantiCare.

Leadership Learning Experience

Operational Training Learn the essential tools, processes, and systems to succeed in your role.

Orientation & Introduction Get familiar with company culture, values, and key leadership expectations .

Building Relationships Advanced leadership skills, strategic planning, and performance management.

NEW LEADER TO-DO LIST

This checklist will help you to remember what you need to complete being a new employee to the organization.

Activity

Description

Deadline

Completed

New Team Member Orientation Online Modules

Complete the required New Team Member Orientation learning modules in Oracle Fusion Learning.

Within 30 days of hire date

Within 30 days of hire date

Orientation Checklist

Complete the Orientation Checklist with your leader in Oracle Fusion.

Fusion Learning Journey

Complete your learning journey, payroll, tax, and direct deposit information in Oracle Fusion.

As soon as possible

Within 30 days of hire date

If you are eligible for benefits, enroll in your benefits through Oracle Fusion.

Benefits

Team members and benefit eligible spouses should register for a wellness account at wellness.atlanticare.org to earn wellness credits and stay up to date with upcoming health and well-being activities.

Wellness AtlantiCare

As soon as possible

ORIENTATION CHECKLIST IN FUSION

The Orientation Checklist in Fusion is used for new hires, transfers, rehires, and reinstatements.

1.Employee: Access Your Orientation Checklist

Your Orientation Checklist will be assigned to you in Fusion.

Option 1: Use Your Notification 1.Log in to Fusion. 2.Select the bell icon in the upper-right corner of the Fusion landing page. 3.Select the notification for your Orientation Checklist. Option 2: Access Through My Learning 1.From the Fusion landing page, select Me. 2.Select Learning and Development. 3.Select My Learning. 4.Locate your Orientation Checklist under your learning assignments. 5.Open the checklist and complete your assigned section. Once you have completed your section: 1.Meet with your Leader to review and complete the Orientation Checklist. 2.Your Leader will receive a notification when it is their turn to complete their portion. 3.Your Leader will access the checklist and complete the required section. 3. Completion Once both the employee and Leader sections are completed , your Fusion account will be updated to show the Orientation Checklist as Complete. 2. Meet With Your Leader

Remember Employee completes their section → Leader completes their section → Checklist is marked Complete

Our Culture and Core Values

Our Strategy: VISION 2030

VISION 2030 was launched in April 2024 as a guide for the future of AtlantiCare. It is our strategic plan and vision for what is to come for the organization. Work toward VISION 2030 has already begun with:

EXCELLENCE IN ACTION

LEADER TOOL KIT EXCELLENCE IN ACTION STRATEGY BEHIND THE CAMPAIGN: Excellence in Action is our promise to patients and our expectation of ourselves.

Excellence isn't a destination or a single achievement. It is demonstrated through the choices we make, the standards we uphold and the actions we take every day.

Every role matters. Every interaction matters. Every action matters.

Vision 2030 established where AtlantiCare is going. More than two years into that journey, the strategy is increasingly visible through the work happening across our organization: expanding capabilities, strengthening partnerships, investing in our workforce, transforming technology, growing access and elevating care. Excellence in Action gives us a common platform to: Celebrate the progress we're making Recognize the people driving it Reinforce the behaviors that sustain it Demonstrate what Vision 2030 looks like in practice Create greater connection between the employee experience and the patient experience YOUR ROLE: LEADING WITH EXCELLENCE: Leading with excellence means helping every team member understand the promise, see it in action and recognize how their own work helps bring it to life. • KNOW IT. I UNDERSTAND WHAT EXCELLENCE IN ACTION MEANS. Team members understand the platform, why AtlantiCare introduced it and how it connects to Vision 2030. • SEE IT. I RECOGNIZE EXCELLENCE IN ACTION AROUND ME. Team members can identify examples of excellence already happening across AtlantiCare, from major clinical achievements to everyday actions. • LIVE IT. I UNDERSTAND MY ROLE IN MAKING IT HAPPEN. Regardless of role, department or location, team members see how their individual actions contribute to the experience we provide each other and our patients. YOUR ROLE: SHARING AND CELEBRATING WHAT EXCELLENCE LOOKS LIKE: As a leader, you play a critical role in bringing the Five Dimensions of Excellence to life. Recognize examples of each of the following five dimensions whenever you see them, celebrate those behaviors and encourage your team to demonstrate them every day. The more consistently we ecognize and reinforce these dimensions, the more they become part of how we work, lead and care for those we serve. Submit here for team member recognition especially examples of Excellence!

FIVE DIMENSIONS OF EXCELLENCE Excellence in Action comes to life across five interconnected dimensions: QUALITY: Doing the right things, the right way and continually raising the standard. SAFETY: Creating an environment where patients and team members are protected, supported and empowered to speak up. SERVICE: Creating experiences that demonstrate responsiveness, compassion, respect and accountability. PERFORMANCE: Delivering results, improving how we work and making responsible use of our resources. PEOPLE: Building a culture where people can grow, contribute, collaborate and do their best work.

YOUR ROLE: BRINGING EXCELLENCE IN ACTION TO LIFE EVERY DAY: Use these prompts during huddles, team meetings and one-on-one conversations to help team members understand, recognize and demonstrate Excellence in Action.

KNOW IT Build understanding.

What does Excellence in Action mean to you? How does our work contribute to the experience we provide patients and one another? Which of the Five Dimensions of Excellence is most important in your role and why?

SEE IT Recognize excellence around us.

Where have you seen Excellence in Action this week? Who on our team demonstrated Excellence in Quality, Safety, Service, Performance or People? What everyday actions make the biggest difference for those we serve? Who deserves recognition today and why?

LIVE IT Put excellence into practice.

What is one thing we can do better to strengthen excellence on our team? What behaviors should we continue because they reflect our best work? What barriers can we remove to help people succeed? How can each of us demonstrate Excellence in Action this week?

QUICK DISCUSSION BY DIMENSION Quality What does raising the standard look like in our area? Safety How do we create an environment where team members and patients feel safe? Service What can we do to make every interaction more responsive, compassionate and respectful? Performance What barriers are preventing us from performing at our best and how can we address them? People How can we help one another grow, contribute and do our best work? CLOSE EVERY DISCUSSION WITH: "What did Excellence in Action look like here today, and how will we demonstrate it tomorrow?"

Campaign Assets:

Email Signature And Linkedin Backgrounds Excellence in Action TV Spot

VISION, MISSION, VALUES

Mission We make a difference in health and healing, one person at a time, through caring and trusting relationships.

Vision Building healthy communities together.

Values Safety, Teamwork, Integrity, Respect, Service, Inclusion

SullivanCotter found AtlantiCare’s goals to be aligned with common market practices and the overall organizational strategy.

2026 • ORGANIZATIONAL GOALS

Payout Scale

Weight

Strategic Pillar

Measure

Overall scores - City Campus and Mainland Campus 920 (data through 11.17.2025) Baseline will be updated with 2025 Year-End performance.

1700 adults screened

2,000 adults screened

Number of Adults Screened

5%

Overall score in the Vizient Quality and Accountability (Q&A) Report *score out of max of 100

Improve each campus’s overall score by 7%

Improve each campus’s overall score by 10%

20%

Great Place to Work Survey “Taking everything into account, I would say this is a great place to work.”

20%

77%

75%

71%

Overall Patient Experience Index Score “Team worked together to care for you.”

82.3

83.0

83.7

20%

1

17.5%

Operating Margin (%)

0.6% 1.0%

0%

1

Revenue

17.5%

1.49 B

2

1.42 B

1.32 B

1.The FY2026 was approved by the AtlantiCare Executive Compensation Committee on December 11, 2025. 2.Based on FY2025 Projected Revenue. To be updated with FY2025 year-end performance once available.

Circuit Breaker: If there is a margin less than breakeven 0.0% the end of the year, a circuit breaker will be triggered resulting in no leadership incentive payout for the 2026 performance year.

The AtlantiCare Experience Working Together to Care for You

What is the AtlantiCare Experience? Guiding Principles We are clear & kind in all we do.

By being clear & kind, people feel respected. Respected people are empowered people. We want this for every person, every time.

WHAT WE’RE PROUD OF

Forbes Top Hospitals AtlantiCare is proud to be named to the Forbes Top Hospitals 2026 list, a national distinction recognizing hospitals that deliver exceptional, high-value care across the United States.

Great Place to Work

AtlantiCare has been certified as a Great Place to Work, a prestigious recognition based on employee feedback and workplace culture. This certification highlights AtlantiCare's commitment to fostering an inclusive, engaging, and supportive environment for its team members—making it a standout employer in southern New Jersey.

Magnet Magnet AtlantiCare Regional Medical Center (ARMC) achieves American Nurses Credentialing Center’s Magnet Recognition Program® designation for fifth consecutive time. ARMC became the 105th hospital in the nation to attain status as a Magnet™ designated hospital in 2004 and was re designated in 2008, 2013, 2018, and 2023.

125 Years of Impact AtlantiCare celebrates 125 years of making an impact. AtlantiCare’s over 6,500 physicians, staff, trustees and volunteers provide quality care and services to our patients and community every day. Awards and Recognition.

125 YEARS OF IMPACT On November 30, 2023, AtlantiCare celebrated 125 year of service to the community. From humble beginnings in a 10-bed hospital in Atlantic City, AtlantiCare has grown to encompass over 100 locations across South Jersey and employed over 6,500 team members. The organization continues to demonstrate exceptional innovation and excellence to meet the evolving needs of the region. AtlantiCare continues to celebrate its 125 of years of impact throughout 2024 with a variety of events and activities.

JUST CULTURE FOSTERING ACCOUNTABILITY AND LEARNING

What is Just Culture? Just Culture is a foundational principle that balances accountability with a supportive environment, encouraging transparency, learning, and continuous improvement within our organization. In a Just Culture, the focus is on understanding the underlying factors that contribute to errors or adverse events rather than placing blame solely on individuals.

Key Principles of Just Culture:

1. Accountability with Fairness: System-Based Approach: Recognizes that errors often result from systemic issues such as inadequate training, flawed processes, or insufficient resources. Leaders are encouraged to identify and address these root causes to prevent future incidents. Individual Accountability: While systemic factors are considered, individuals are also held accountable for their actions, especially in cases of willful negligence or intentional misconduct. The goal is to differentiate between human error, at-risk behavior, and reckless behavior. 2. Open Communication and Transparency: Encouraging Reporting: Employees are empowered to report mistakes, near-misses, and safety concerns without fear of unjust punishment. This openness helps in identifying patterns and areas needing improvement. Non-Punitive Response: Responses to reported incidents focus on understanding and correcting the issue rather than punitive measures, fostering a culture of trust and safety. 3. Learning and Improvement: Continuous Learning: Each incident is viewed as an opportunity to learn and enhance our systems and practices. Lessons learned are shared organization-wide to promote collective growth. Supportive Environment: Providing support to individuals involved in incidents helps maintain morale and encourages ongoing engagement in safety initiatives. 4. Consistent and Fair Enforcement: Clear Guidelines: Policies and procedures related to Just Culture are clearly defined and consistently applied across the organization. Leaders are trained to make fair and objective decisions. Balanced Approach: Ensures that responses to incidents are proportionate to the nature and context of the behavior, maintaining fairness and integrity in all actions.

Why Just Culture Matters in Healthcare: Enhances Patient Safety: By addressing systemic issues and encouraging the reporting of errors, Just Culture directly contributes to safer patient care and better health outcomes. Builds Trust: Fosters a trusting environment where team members feel valued and supported, leading to higher engagement and job satisfaction. Promotes Continuous Improvement: Creates a dynamic workplace where continuous learning and adaptation are integral, ensuring that the organization remains resilient and responsive to change. Your Role as a Leader in Just Culture: Model the Behavior: Demonstrate fairness, openness, and a commitment to learning in all your interactions and decision-making processes. Encourage Reporting: Create an environment where team members feel safe to report mistakes and share feedback without fear of undue repercussions. Focus on Solutions: When incidents occur, lead the effort to identify root causes and implement effective solutions rather than assigning blame. Support Your Team: Provide the necessary resources, training, and support to help your team members succeed and grow from their experiences. Conclusion: Embracing Just Culture is essential for cultivating a workplace where safety, accountability, and continuous improvement thrive. As leaders, your commitment to these principles ensures that our organization not only meets the highest standards of patient care but also supports and empowers every team member to achieve their full potential.

JUST CULTURE BEHAVIOR GUIDE

The workforce relations team manages and maintains positive relationships between employees and the organization.

Team and Key Policies

Just Culture: Behavior Guide

Leadership Expectations

LEADER EXPECTATIONS

AtlantiCare's leaders play a critical role in ensuring that every team member understands their importance in achieving the organization's strategy and goals. Effective communication from leadership helps align individual efforts with the broader organizational mission, creating a sense of purpose and belonging. Here are key points of focus for AtlantiCare’s leadership in communicating the importance of each team member's role: 1. Clarity of Mission and Vision: Leaders must clearly articulate AtlantiCare’s overarching goals, values, and strategic direction. When team members understand the “why” behind their work, they are more engaged and feel a higher sense of purpose. 2. Everyone Has Impact : By connecting each team member’s daily tasks to larger organizational objectives, leaders help team members see how their work directly influences the AtlantiCare Experience and the overall success of the organization. 3. Clear and Kind Communication : AtlantiCare leaders must role model clear and kind communication. This strengthens engagement and encourages team members to take ownership of their roles. Effective communication is not just top-down. Leaders must also listen to team member feedback, fostering a culture of transparency and collaboration. 4. Respect and Empowerment: Consistently acknowledge team members' contributions and show how their work advances the organization’s to create an engaging work environment. Empowered team members are more likely to feel connected to the organization. Challenge yourself to follow the “5 to 1” rule: for every 1 piece of constructive feedback, there must be 5 pieces of positive feedback. 5. Continuous Learning and Development: Offer ongoing professional development, coaching, mentoring, and resources to ensure that team members have the skills and knowledge needed to succeed. When team members feel supported, they are more likely to stay aligned with the strategic vision. Both team members and leaders should take advantage of the opportunities provided through AtlantiCare YOUniversity catalog: 2026 Catalog

By embedding these leadership practices, AtlantiCare leaders can ensure that all team members feel valued, respected, empowered, and integral to the organization’s success.

LEADERSHIP COMPETENCIES

At AtlantiCare, effective leadership is the cornerstone of our success. As a new leader, you play a vital role in shaping our organizational culture and driving excellence across our teams. To help guide your leadership journey, we’ve identified key competencies that align with our values and vision. These competencies— Accountable, Approachable, Coach, Collaborator, Courageous, and Innovative —are designed to empower you to lead with purpose, inspire others, and create an environment where both our people and our organization thrive. Each competency highlights essential behaviors and mindsets that are critical for success in your role as a leader. By developing and embodying these qualities, you will foster a collaborative, forward-thinking culture that propels AtlantiCare toward continued growth and excellence. Let this section serve as your roadmap to not only meet but exceed the expectations of your leadership position, ensuring that your contributions drive lasting impact.

Accountable

Approachable

Coach

Collaborator

Courageous

Innovator

ACCOUNTABLE

Holds themselves and others accountable and responsible in a kind way

Insightful decision maker

Follows through and delivers on decisions

Keeps the team on track

Guides organizational processes

Follows compliance and regulatory standards (HR requirements, job requirements, performance, budgets, goals, quality, safety, etc.)

Reflects on strengths and opportunities to improve as a leader

Responds in a resourceful manner to obstacles and shifting circumstances

Makes sound and timely decisions; brings others into the process as is appropriate to arrive at the best possible decision

APPROACHABLE

Always has an open-door policy

Friendly, good-natured, easy to talk to

Receives and delivers messages thoughtfully

Communicates honestly through successes and challenges

Self-aware

Assumes positive intent when receiving and giving feedback

Transparent and authentic

Brings a high level of positive energy to their work each day

COACH

A role model that leads with a servant heart

Builds hope, optimism, and confidence

Consistently manages up by supporting organizational decisions and policies

Provides meaningful, candid, specific, and timely feedback

Promotes equity in advancements, aware of team's diverse skill sets, ensures diverse representation in all areas

Creates opportunities and nurtures future leaders’ development

Shares knowledge with the team to support growth and development

A visible leader who engages with team members and patients on a regular basis through rounding and regular 1:1’s

Aware of their team’s career goals and provides opportunities to utilize, enhance, and expand talents

COLLABORATOR

Builds quality relationships within their team, the organization, and our community

Takes time to get to know people

Compassionate, promotes connectedness, encourages harmony

Practices empathy, authenticity, and vulnerability; fosters environment that encourages their team to do the same

Balances relationships and results

Expresses gratitude

Leaves others feeling heard

Encourages others to share ideas and values diversity of thought

Reads people and situations accurately

COURAGEOUS

Humble enough to openly seek feedback

Confident, yet willing to learn from and make changes based off of feedback

Respectfully disagrees and voices concerns with the group when necessary

Doesn’t shy away from conflict

Communicates timely in a respectful and direct way

Willing to have difficult conversations in a timely, respectful manner

Comfortable with making difficult decisions

Reads people and situations accurately

INNOVATIVE

Strives to remove roadblocks to success so that the team can be more effective

Takes initiative to create positive change based on patient and team feedback

Agile

Challenges the status quo

Thinks strategically and executes strategies effectively

Encourages educated risk

Continuously learning and stays current on best practices

Implements and embraces change

Communicates effectively through change

PHILOSOPHIES

At AtlantiCare, our leadership philosophies guide how we approach challenges, build relationships, and create meaningful experiences. They reflect our commitment to both personal accountability and extraordinary service. Two core philosophies—Extreme Ownership and Unreasonable Hospitality—shape our leadership culture, emphasizing the importance of taking full responsibility for outcomes and going above and beyond in every interaction. Extreme Ownership Recognize that leadership is the most important factor in the success or failure of any team Connect the principles of combat leadership to everyday leadership challenges Apply Extreme Ownership principles directly to your world Unreasonable Hospitality The pursuit of unreasonable hospitality involves seeking out ways to create extraordinary experiences and giving people more than they could ever possibly expect.

UNREASONABLE HOSPITALITY

At AtlantiCare, Unreasonable Hospitality is more than just a service standard—it’s a mindset. We believe in going above and beyond, creating extraordinary experiences that leave a lasting impression on everyone we serve. This philosophy encourages leaders to find opportunities in every interaction to exceed expectations, building meaningful connections and elevating our culture of care. By embracing Unreasonable Hospitality, you’ll inspire your teams to create moments that are not only memorable but truly transformative for our patients, colleagues, and community.

Unreasonable Hospitality

Will Guidara: The secret ingredients of great hospitality

COMMUNICATION EXPECTATIONS

At AtlantiCare, effective communication is essential for ensuring quality care, operational efficiency, and a positive work environment.

AtlantiCare team members are expected to: Communicate clearly, respectfully, and professionally with colleagues, patients, and visitors. Use appropriate channels, such as email, messaging platforms, or in-person conversations, based on the urgency and nature of the communication. Maintain confidentiality, particularly regarding patient information and internal matters. Provide timely responses to requests and inquiries to support collaboration and efficient workflows. Stay informed about organizational updates, policies, and initiatives through internal communication platforms. Engage in active listening to enhance team collaboration and contribute to problem-solving efforts. These expectations promote a culture of transparency, respect, and efficiency in delivering exceptional care and service across the system.

At AtlantiCare, we utilize several key communication platforms to keep team members informed, connected, and engaged.

Our main internal communications channels include:

The Starfish: This team member intranet serves as the central hub for organizational updates, policies, procedures, and resources. Team members can access news, announcements, and essential tools for daily operations.

Outlook Email: Email is a primary communication tool for sharing important information, formal updates, and one on-one communication. Team members are expected to monitor their inboxes regularly for organizational updates and departmental communications.

Microsoft Teams : Teams is used for virtual meetings, chat, and collaboration. It enables quick and efficient communication within and across departments, promoting a seamless and responsive work environment.

Digital Signage: Located throughout ARMC Mainland, City and Hammonton ED, digital signage is team member facing only and shares important news, announcements and recognition.

COMMUNICATION TOOLS

TOP COMMUNICATION TOOLS AND WHEN YOU SHOULD USE THEM To ensure the best results for clarity, collaboration, and communication, use these channels in the following priority order.

1. FACE-TO-FACE

2. TEAMS

3. PHONE CALL

4. EMAIL

5. MEETING

Face-to-face communication should be your go-to form of communication when possible. Use face-to face communication for matters of importance, for instance, job issues, complaints, confidentiality, performance discussions and expectations. This method can help you to avoid misunderstandings and ensure all parties are on the same page.

Microsoft Teams is a collaboration app that can be used for quick check-ins, day-to-day work, real-time collaboration, and sharing large files. It is also ideal for video conversations when team members are working remotely or in different office locations.

Use a phone call as an alternative when in person or Teams is not an option. Phone calls are excellent for clarifying communications and asking questions. Phone calls help avoid miscommunication and misinterpretation.

Email is useful to document conversations or to

Meetings are effective when they serve a clear purpose and involve the right people. Always share an agenda or clearly communicate the meeting’s purpose and objectives, and document key

send a large amount of detailed information or attachments. However, email can be a risk for misinterpretation. Be clear and concise when using email and if a response is needed, consider adding your specific request and timing.

takeaways and next steps in a follow-up communication to ensure alignment.

Human Resources

HUMAN RESOURCES

At AtlantiCare, people are at the center of everything we do. As part of our commitment to being an employer of choice, we are committed to ensuring that every team member has a space to thrive as their authentic self.

Our HR team is here to empower you in your role as a leader, equipping you with the tools, resources, and support needed to effectively guide and grow your teams, including:

Strategic Partnership: Whether it’s workforce planning, talent acquisition, or organizational development, we are here to help you achieve your objectives while co-creating a culture of collaboration and innovation.

Learning & Development : Professional growth is essential for individual and organizational success. Through our Education Investment Program, leadership development courses, and other training opportunities, we aim to help every team member build skills and advance their careers. Fairness & Consistency : From performance evaluations to policy adherence, we are committed to ensuring consistency and equity across the organization. We will partner with you to address challenges and implement solutions that are aligned with AtlantiCare’s values and compliance standards. Resources & Key HR Processes: To support you in your leadership role, we have streamlined key HR processes and made valuable resources readily accessible in the following section. We encourage you to actively collaborate with your HR Business Partner (HRBP), who will serve as your primary point of contact and a trusted advisor, offering tailored support for the unique needs of your department. Together, we can build a workplace that attracts, retains, and develops top talent while delivering exceptional care to our patients and communities. Thank you for your partnership and leadership in making AtlantiCare a great place to work for all.

Sincerely,

Chief Human Resources Officer

TALENT ACQUISITION

Talent acquisition is more than just filling open positions—it’s about identifying, attracting, and hiring individuals who align with our organization’s values, contribute to our mission, and will grow with us over time. As a leader, your involvement in the talent acquisition process is crucial in ensuring that we bring in team members who are not only qualified but also a cultural fit for AtlantiCare.

For Talent Acquisition resources, go to: The Starfish About You

Human Resources/YOUniversity

Talent Acquisition

Below are key terms and processes regarding Talent Acquisition: 1. Review the Job Description Confirm that the job description accurately reflects current responsibilities, qualifications, and reporting structure. If updates are needed, collaborate with TA Partner, and submit a help desk ticket via Fusion. 2. Initiate the Requisition in Fusion Complete and submit the requisition within Fusion. Ensure all required fields— FTE, location, Department, Position code, justification etc. —are accurate. Approval Flow - Select the level of approval (VP or AVP) based on your department’s leadership structure. 3. Recruitment Approval & Intake Conversation Once the requisition is fully approved, the Talent Acquisition Partner (TA Partner) will schedule an intake meeting to review job responsibilities, qualifications, compensation parameters, and hiring strategy. TA Partner will finalize job posting for career sites 4. Candidate Sourcing, Screening & Eligibility Review The TA Partner reviews and screens applicants against minimum job requirements and shares qualified candidates. Internal candidates are screened for performance history and eligibility. Rehire candidates are reviewed for rehire eligibility, previous performance, and record status. 5. Leader Interviews & Candidate Selection Leader reviews qualified candidates provided by the TA Partner. Leader conducts interviews and identifies the finalist for offer. Leader communicates hiring decisions and feedback to the TA Partner within 24-48 hours. 6. Offer Process TA Partner confirms offer details with the leader, including pay, shift, schedule, and start date. TA Partner submits offer letter for approval from Hiring Manager within Fusion Once approval is received, TA Partner extends the offer and initiates onboarding steps once accepted. 7. Onboarding & Pre-Hire Requirements TA Partner transitions the candidate to onboarding after offer acceptance. Background Check, Reference Check, Occupational health clearance and more are required prior to start date; this process typically takes at least 4 weeks. Leader prepares for the new hire’s arrival by organizing workspace, system access, equipment needs, and schedule. 8. Communication Expectations TA Partner will provide regular recruitment updates throughout the recruitment process via email and/or regularly scheduled meetings with the leader. To keep the hiring process moving smoothly, leaders are encouraged to respond to candidate submissions and TA communications within 24 hours.

REQUISITION REVIEW PROCESS FOR AGED JOB OPENINGS 1. MONTHLY AUDIT & REPORTING

Talent Acquisition (TA) will generate a report listing all job requisitions open for six months or more and share it with VP/AVPs for review at the beginning of every month. 2. PRO REVIEW & DECISION-MAKING PRO will review aged positions monthly for: Continued Need: Does the role still align with current business priorities? Recruitment Challenges: What have the challenges been and can we utilize other internal resources to fill the needs of the role? Based on this assessment, requisitions will be:

Cancelled - No longer needed or viable Placed On Hold - Paused for next steps Approved - Continue recruitment

3. ONGOING MONITORING & OPTIMIZATION

PRO will review positions at 6 months, those approved will be evaluated again at 1 year. VPs and department leaders will receive quarterly reports of all open requisitions to ensure continuous improvement. Insights from these reviews will inform broader recruitment strategies and workforce planning.

Position Review & Workforce Optimization (PRO) PRO helps ensure that AtlantiCar e is filling positions thought fully, balancing staffing needs with financial stability and an efficient organizational structure. The updated process for approvals can be found below.

Position Approval Process for New Positions within Current Services Monday:

The PRO team pulls relevant data (e.g., budgeted FTEs, budgeted and current volumes, HOC reports) for all requests. Data is shared with VPs for review.

Monday Afternoon:

new, unbudgeted position requests

For

, department leaders are responsible for downloading and completing

the SBAR template located on the Talent Acquisition portal. Leaders must return the completed SBAR by Tuesday afternoon.

Tuesday Afternoon:

Department leaders submit completed SBARs.

Wednesday:

SBAR is sent back to the department leader with the finance data. All position data and SBARs are compiled and sent to the Executive Oversight Committee

Thursday:

The Executive Oversight Committee meets to review position requests:

New, unbudgeted positions: Replacement positions: organization's leveling guide.

Designated leaders present justification for approval. These may not require detailed discussion and must be justified using the

Promotions (Senior Director and above): be justified using the organization's leveling guide.

All requests outside of posted vacancies will be reviewed and must

Market adjustments: Aged positions:

Any adjustments outside the compensation schedule must be approved. Positions posted for longer than six months will be assessed for continued need.

Friday: All approved positions will be posted by EOD, ensuring a weekly turnaround. Position Exceptions - Certain positions will be automatically approved and posted, including:

Bedside nursing staff positions. Hard-to-fill positions, such as those with a lack of qualified applicants, high vacancy rates, lengthy time-to-fill, or departments relying on agency staffing. Departments with high vacancy rates—these will be considered urgent and replacement positions will be posted immediately.

Approval Process for New Business/Services

Questions? Contact Leigh Anne Lonergan llonergan@atlanticare.org

PRO POSITION REQUEST TEMPLATE

SBAR

Situation: Include type of position request: Budget Replacement, Budget Add, Budget Replacement with changes to current position. Include budget information- budgeted volumes, current volumes, budgeted FTEs, etc.

Background:

Assessment: Include appropriate justification i.e. volume growth, revenue growth, new service, hours of care, quality issue, safety issue, compliance issue, service issue, other locations to support, etc. Include any attempts made to improve efficiency in process and/or workflow to avoid the need for this FTE

Recommendation:

Measures of Success/ROI: Include specific measures that will improve due to adding this position. i.e. overtime reduction, reduction in agency expense, additional volume supported, process flow impact, etc.

PEOPLE & CULTURE

Workforce Relations: Your Strategic Partner in Leadership: Workforce Relations serves as a strategic partner to leaders, helping to maintain an engaged, productive, and supportive work environment. The team supports leaders in navigating team member concerns, strengthening team dynamics, and upholding organizational standards.

Core Functions of Workforce Relations Workforce Relations focuses on promoting a respectful, safe, and equitable workplace by: Ensuring adherence to labor laws, regulatory requirements, and organizational policies Supporting leaders in addressing complex team member relations issues Facilitating fair, consistent, and timely resolution of workplace concerns Helping maintain strong, trusting relationships How Workforce Relations Supports Leaders Leaders can rely on Workforce Relations for guidance in areas such as: Coaching through sensitive or high ‑ risk team member situations Interpreting policies and applying them consistently

Managing performance, conduct, and behavioral concerns Supporting workforce planning and organizational change Providing tools and strategies to foster positive team culture

When to Engage Workforce Relations Leaders should involve Workforce Relations when:

Team member issues escalate beyond routine coaching Policy interpretation or compliance questions arise Conflicts require neutral facilitation or investigation Consistency and fairness need to be ensured across teams Decisions may carry legal, ethical, or organizational risk

WORKFORCE RELATIONS GUIDE FOR LEADERS

Click here to open the Workforce Relations Guide:

For additional resources Click Here

PERFORMANCE MANAGEMENT

Performance Management: Driving Excellence and Development: Effective performance management is one of the most important responsibilities of a leader in a healthcare organization. It's about more than just annual reviews—it's an ongoing process of setting expectations, providing feedback, developing talent, and driving continuous improvement. A well-executed performance management system helps improve patient outcomes, boosts employee engagement, and ensures that team members are aligned with organizational goals and values.

The Performance Management process should be approached holistically, focusing not only on results but also on behaviors that contribute to a healthy, collaborative work environment.

For Performance Management resources, go to: The Starfish About You

Human Resources/YOUniversity

Performance Mgmt

Key Components of Performance Management

1. Setting Clear Expectations Job Descriptions : Ensure each team member has an up-to-date job description that clearly outlines their roles, responsibilities, and performance expectations. This serves as the foundation for evaluating performance. SMART Goals : Work with your team members to set Specific, Measurable, Achievable, Relevant, and Time bound (SMART) goals. These goals should align with both the individual’s job responsibilities and the broader organizational objectives. Behavioral Expectations: In addition to setting performance targets, establish clear behavioral expectations. This includes teamwork, communication, professionalism, and alignment with the organization’s core values (e.g., patient care, empathy, integrity). Alignment with Organizational Goals: Regularly communicate how individual and team goals support the larger mission and vision of the healthcare organization. This ensures that team members understand their contribution to overall success.

BENEFITS & COMPENSATION

For Benefits resources, go to: The Starfish About You

Human Resources/YOUniversity

Benefits

As a leader at AtlantiCare, you and your team are eligible for a comprehensive benefits package. This includes health, dental, and vision insurance, as well as life and disability coverage. We also offer competitive retirement savings options, including a 401(k) with employer match, and additional perks like tuition assistance and wellness programs.

For full details on 2026 benefits, please refer to the AtlantiCare Benefits Booklet:

TEAM MEMBER EXPERIENCE/ REWARDS & RECOGNITION

Team Member Experience, Rewards, and Recognition At AtlantiCare, the Team Member Experience, Rewards, and Recognition program is designed to celebrate and support our staff in every aspect of their work and well-being. We provide a variety of initiatives to foster engagement, show appreciation, and highlight accomplishments. This includes team member appreciation events, recognition programs, wellness initiatives, and awards that celebrate individual and team successes. By focusing on creating a positive and supportive work environment, we ensure that our team members feel valued and motivated, contributing to an enriching workplace culture aligned with our VISION 2030 goals. Experience AtlantiCare’s Experience and Engagement Team is dedicated to fostering team member recognition and creating a vibrant workplace culture through a variety of organization-wide events and initiatives. From Team Member Appreciation Lunches and the exciting AtlantiCare's Got Talent showcase to the annual Team Member Art Show, the team organizes events that celebrate the diverse talents and contributions of our staff. Additionally, they host engaging contests, giveaways, and other creative initiatives that keep team members connected and appreciated. These events not only recognize individual and team achievements but also enhance camaraderie, making AtlantiCare a place where everyone feels valued.

Awards At AtlantiCare, we believe in recognizing excellence across all areas of our organization through a variety of prestigious awards. The Great Catch Award highlights individuals or teams who demonstrate outstanding commitment to safety and quality, ensuring the highest standards of care for our patients. The DAISY Award honors extraordinary nurses who go above and beyond in delivering compassionate care and making a difference in the lives of their patients.

Recognition At AtlantiCare, team leaders play a crucial role in fostering a culture of appreciation by actively facilitating their own team member recognition programs. Leaders are encouraged to regularly acknowledge their team’s efforts and successes, whether through personal notes, shout-outs during team meetings, or creative recognition initiatives tailored to their group. By celebrating individual and team accomplishments, leaders help boost morale, strengthen team dynamics, and ensure that each team member feels valued for their contributions, enhancing overall engagement and aligning with AtlantiCare’s commitment to a positive work environment.

Learning and Development

ATLANTICARE YOUNIVERSITY

AtlantiCare YOUniversity: Fostering Growth & Innovation

AtlantiCare YOUniversity is focused on fostering growth and innovation within our organization. This initiative is rooted in our commitment to supporting team members’ career development and providing opportunities for continuous learning. With AtlantiCare YOUniversity, you’ll have access to: Professional Development Courses: Learn a variety of relevant skills to help you work efficiently and communicate effectively with others. Leadership Initiatives: Participate in programs to enhance your leadership abilities. Education Assistance Programs: Explore options for financial aid for higher education. Career Growth Pathways: Discover clear paths for advancement, including mentorship. External Training Programs: Access community-facing programs to help strengthen the AtlantiCare workforce.

AtlantiCare YOUniversity will be instrumental in achieving our Vision 2030 goals, with plans for expansion in the coming years. Thank you for your dedication, and we look forward to your continued success with us.

The Strategic Importance of Learning & Development

Healthcare organizations must invest in Learning and Development to keep pace with medical advancements, regulatory changes, and the evolving needs of patients. L&D programs are designed to: Enhance Competence & Skills: By providing employees with ongoing training, certifications, and upskilling opportunities, the organization ensures that they can deliver the highest quality of care. Promote Employee Engagement & Retention: Team members who have access to professional development opportunities are more likely to feel engaged, supported, and committed to the organization. Ensure Compliance & Safety: Healthcare environments are heavily regulated. Training programs help ensure compliance with industry regulations (e.g., HIPAA, OSHA) and promote patient and employee safety. Develop Future Leaders: Leadership development programs help build a pipeline of future leaders, ensuring that the organization can sustain leadership continuity and navigate succession planning. Drive Innovation: Encouraging continuous learning fosters a culture of innovation, where team members are empowered to explore new ideas, adopt best practices, and enhance patient care and operational efficiency.

Click here to view the YOUniversity Catalog.