AtlantiCare Leader Handbook

Leader Handbook Your Guide to Leadership Excellence

TABLE OF CONTENTS

I. Welcome 1.Welcome from Michael Charlton, President & CEO 2.AtlantiCare Orientation Program 3.Our Work Matters

III. Team Member Well-Being & Support 1.Employee Assistance Program (EAP) 2.Health & Wellness IV. Crisis Management 1.Resources 2.Communication Protocols 3.Critical Incident Reporting and Support 4.Leadership Responsibilities in Crisis Response V. Leadership Resources 1.Tools and Systems Overview 2.Key Contacts VI. Commitment to Leadership Excellence 1.Rise With Us

4.Our Strategy: VISION 2030 5.Vision, Mission, and Values 6.2025 Organizational Goals II. Our Culture & Core Values 1.The AtlantiCare Experience 2.What’s My Why

3.What We’re Proud Of 4.125 Years of Impact 5.Just Culture

III. Leadership Expectations 1.Leadership Competencies 2.Philosophies 3.Unreasonable Hospitality 4.Communication Expectations IV. Human Resources & AtlantiCare Experience 1.Intro to HR and Experience: Who We Are and What We Do 2.Talent Acquisition & The Onboarding Process 3.People & Culture: HR Business Partners and Workforce Relations 4.Performance Management 5.Compensation and Benefits Overview 6.YOUniversity: Learning & Development 7.Team Member Experience: Rewards & Recognition V. Inclusive Culture 1.Fostering Diversity, Equity, and Inclusion 2.Employee Resource Groups (ERGs) I . Compliance & Legal 1.Key Laws and Regulations 2.Anti-Harassment and Discrimination Policies 3.Compliance Line 4.Handling Complaints and Grievances 5.Essential Work Requirements (EWRs) II. Managing Teams and Performance 1.How to Conduct Meaningful Performance Evaluations 2.SMART Goal Setting

3.Receiving and Giving Feedback 4.Managing Remote/Hybrid Teams

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

Accelerating Transformation Growing Market Share/Access

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!

Sincerely,

President & CEO

AtlantiCare ORIENTATION PROGRAM

The AtlantiCare 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.

Click here for your first 30 days checklist: New Leader Checklist

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.

LEADER LEARNING JOURNEY

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.

OUR WORK MATTERS

AtlantiCare's leaders play a critical role in ensuring that every team member understands their part of 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 Influence: By connecting each employee’s daily tasks to larger organizational objectives, leaders help team members see how their work directly influences the AtlantiCare Experience, operational efficiency, and the overall success of the organization. 3. Meaningful Communication : Effective communication is not just top-down. Leaders must also listen to employee feedback, fostering a culture of transparency and collaboration. This strengthens engagement and encourages employees to take ownership of their roles. 4. Recognition and Empowerment: Regularly acknowledging team member contributions and showing how their work advances the organization’s goals helps boost morale. Empowered employees are more likely to go above and beyond in fulfilling their responsibilities. 5. Continuous Learning and Development : Offering ongoing professional development, mentoring, and resources ensures that employees have the skills and knowledge needed to succeed. When team members feel supported, they are more likely to stay aligned with the strategic vision.

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

Our Strategy: VISION 2030

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

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

2025 • VISION 2030 STRATEGIC PILLARS

6173 (2023 full year)

Increase the % of primary care patients screening for SDOH.

30% increase

20% increase

5%

Patient Safety Index

20%

4 of 4

2 of 4

3 of 4

Taking everything into account, I would say this is a great place to work.

76

20%

77

75

AtlantiCare Team worked together to care for you.

80.3*

20%

81*

79.6*

Operating Margin

17.5%

0%**

0.6% 1.2%

Revenue Growth

17.5%

1.37 B

1.3 B

1.26 B***

Circuit Breaker: *Will be updated to reflect 2024 final feedback results. **9-million-dollar loss projected based on October 2024 results and will be updated once the year end is closed. ***Based on 2024 budget. Will update once 2024 closes. 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 2025 performance year.

Our Culture and Core Values

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’S MY WHY? All of our team members will find a card in their badge that includes AtlantiCare’s mission, vision and values, and asks the important question What’s Your Why? What drives you in your work here at AtlantiCare? What is the purpose that inspires you to bring your best every day? On the badge card, you’ll find a blank space where you can share your “Why”. Write it down and keep it in your badge holder as a constant reminder and daily inspiration.

WHAT WE’RE PROUD OF

4-Star CMS Rating 4-Star CMS Rating AtlantiCare Regional Medical Center has earned 4 Stars in the Centers for Medicare & Medicaid Services Overall Hospital Quality Star Rating- the highest rating of any acute care hospital in southern NJ.

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. 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. Key Principles of Just Culture:

JUST CULTURE FOSTERING ACCOUNTABILITY AND LEARNING

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: New Leader ER Education

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: 2025 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 channels include:

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

AtlantiCare Workplace: Designed for team collaboration, AtlantiCare Workplace allows team members to communicate in real-time, share updates, and collaborate on projects across departments. It fosters a community atmosphere where employees can connect and engage with colleagues. 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.

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:

I. Job Requisition and Posting Creating a Job Requisition- often called a “req,” Work closely with your Talent Acquisition Partner to ensure that job requisitions accurately reflect the qualifications, skills, and experience needed for each position. Ensure that job descriptions align with both technical competencies and behavioral expectations (e.g., teamwork, adaptability, communication). II. Job Posting Details about that III. Recruitment Strategies Internal and External Recruitment: Diversity, Equity, & Inclusion: Sourcing Channels: IV. Candidate Selection Process: Details about that Interview Guide V. Candidate Experience Guidelines around that VI. Extending Offers Guidelines around that VII. Onboarding Process Transition/welcome to the organization Integration First 90 days- prelim period VIII. Metrics & Continuous Improvement Key metrics to track

Feedback and Improvement: Continuously seek feedback from new hires, HR, and your team about the hiring process to identify areas for improvement. Your engagement in this process will ensure our talent acquisition strategies evolve and improve over time.

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 (Donna Michael-Ziereis, Hak Kim, Glen Stoll, Kevin McDonnell, Christine Carson and Helene Burns) for review.

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

HR Business Partner (HRBP) & Workforce Relations: Your Strategic Partners in Leadership: The Workforce Relations team are your strategic allies in managing team dynamics, fostering a positive work environment, and ensuring compliance with labor laws and organizational policies. These teams are here to help you navigate complex employee issues, support workforce planning, and maintain strong, respectful relationships between employees and leadership. Understanding their roles and how to engage them is essential for effective leadership. Workforce Relations: The Workforce Relations team is focused on maintaining a healthy, respectful work environment by ensuring compliance with labor laws, organizational policies, and resolving employee disputes. They are a resource for handling more complex employee relations issues and ensuring fair and consistent treatment of all team members.

For People & Culture resources, go to:

The Starfish

About You

Human Resources/YOUniversity

People & Culture

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.

PERFORMANCE MANAGEMENT This guide outlines the key assessments used to evaluate team member and leader performance, competency, and development throughout the year. Designed to ensure consistency and excellence, these tools align with AtlantiCare’s commitment to fostering growth, maintaining compliance, and achieving organizational goals. Below, you’ll find detailed information about each assessment, including its purpose, due dates, and the expectations for both leaders and team members.

ATLANTICARE ASSESSMENT TOOLS 2025

Team Member Expectation

Leader Expectation

Assessment

Home*

Purpose

Due Date

1. Leader completes 2.Employee Signs 3.Leader Signs

Team member sits with leader when they complete & sign.

Orientation Checklist

Orients all new hires to their dept/location.

30 days from hire/transfer

HR Relevance

Annual Review: Team Member

Evaluates Performance/ Impacts Merit

ADP

12/18/24

2/27/25

12/18/24

Annual Review: Leader/Provider

ADP

Evaluates Performance

12/18/24

1/31/25

12/18/24

Evaluates Leader Goal Completion/ Impacts Bonus

Annual Review: Leader Goal Plan

Review & rate goal completion

1.Import goals to form 2.Evaluate goal completion

ADP

1/15/25

1.Print from HR Relevance 2.Go to S: Drive, print A&E Tool/SOP 3.Complete 4.Send to ABurnside@AtlantiCare. org

HR Relevance (paper format)

Evaluates team member competency

90 days - full time 6 months - PT/Pool

Prelim

Signature

Illustrates competency & performance improvement

Complete, date, initial, & sign

On Nursing Unit (paper format) & Healthstream

Nursing Annual Education

10/31

Review, date & sign

*formerly found in SuccessFactors

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 2025 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.

TEAM MEMBER EXPERIENCE/ REWARDS & RECOGNITION (Continued)

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. Shining Stars The Shining Stars platform at AtlantiCare is an innovative recognition tool designed to empower team members to celebrate each other’s achievements and contributions in real-time. Through the platform, team members can give and receive recognition for exceptional work, collaboration, and living AtlantiCare’s values. This peer-to-peer recognition helps build a culture of appreciation, boosting morale and engagement across the organization. The platform also tracks points earned from recognition, which can be redeemed for rewards, making it a fun and rewarding way to acknowledge efforts and foster a sense of community.

Learning and Development

ATLANTICARE YOU NIVERSITY

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.

TALENT DEVELOPMENT We focus on how we recruit, develop, and retain talent to meet evolving organizational needs. Our approach is both strategic and forward-looking, ensuring we prepare the organization for current demands and future growth. Key Areas: Anticipating future talent needs and aligning workforce capabilities with strategic goals. Sourcing top talent through innovative attraction strategies, including internship programs and early career pipelines. Investing in education, leadership training, and mentoring to build a resilient and skilled workforce. Creating a culture that supports career growth, recognizes contributions, and fosters long-term engagement.

Workforce Planning

Talent Acquisition

Talent Development

Talent Development

Retention & Motivation

TALENT PLANNING

Our planning ensures alignment with organizational goals and supports employee growth.

Components: Completion of 9 Box Assessments in ADP Talent Calibrations for consistency Professional Growth Plans to support knowledge transfer Standardization across departments Supervisor-led Talent Planning

9 BOX ASSESSMENTS

Used to evaluate employee performance and potential, guiding development and succession planning.

ASSESSMENT TOOLS

GOAL SETTING FOR 2026

Goals are cascaded from organizational priorities to individual teams, ensuring alignment and accountability across all levels.

Best Practices: Quarterly goal reviews to monitor progress and make timely adjustments Use of scorecards to track performance and outcomes Regular 1:1 meetings to ensure transparency and avoid surprises Flexibility to adjust goals as priorities shift Engagement survey insights reviewed to inform goal relevance and employee experience Goals should be embedded in your daily work and clearly tied to organizational objectives, making them meaningful and actionable

YOU NIVERSITY LEARNING HUB

Your central resource for professional development.

Access the Catalog: YOUniversity Catalog

Navigation Path: Starfish → About You → HR/YOUniversity → YOUniversity

Submit a Learning Request: Learning and Development Request Form

Navigation Path: Starfish → Self-Service Portal → Log In → Scroll Down to L&D

NEW LEADER ORIENTATION (NLO) Support for new leaders through structured onboarding.

Resources:

AtlantiCare Orientation Program (AOP) AOP Checklist

CONTACT INFORMATION

For questions or support, reach out to: YOUniversity: YOUniversity@atlanticare.org HR Performance: HRPerformance@atlanticare.org

Inclusive Culture

Fostering an Inclusive Culture

Fostering an Inclusive Culture helps team members bring their authentic selves to work each day, feel valued and included, and therefore help them perform their best. It increases employee engagement, produces higher employee productivity and collaboration, empowers employees to openly share their ideas and feedback, enables effective problem solving, and generates innovation and growth. Leader Expectation(s) : Leaders are expected to support and champion this work. Leaders will be expected to encourage their staff to participate in Employee Resource Groups (ERGs), and attend Diversity events. Leaders should actively seek to form diverse teams that have diversity in thought. They should know what CultureVision is, how to use it, and encourage their teams to do the same. Diversity is the representation of all our varied identities and differences (race, ethnicity, gender, disability, sexual orientation, gender identity, national origin, socio-economic status, religion, thinking and communication styles, etc.), collectively and as individuals. Equity seeks to ensure fair treatment, equality of opportunity, and fairness in access to information and resources for all. I nclusion builds a culture of belonging by actively inviting the contribution and participation of all people. Affirmative Action AtlantiCare is an equal opportunity employer that takes affirmative action to employ and advance in employment individuals without regard to age, race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status or disability. CultureVision CultureVision is a competency database that provides knowledge on topics such as: language and communication; diet and nutrition; beliefs; religion and spirituality on various cultures and communities. Diversity Events Activities spearheaded and/or supported by our ERGs assist us with creating an enriching and inclusive workplace for our employees. Refer to the Diversity, Equity, and Inclusion page on The Starfish (Starfish > Teams > Diversity & Inclusion) for an update on events.

EMPLOYEE RESOURCE GROUPS (ERGS)

Membership criteria to be a part of a group: Employee must have completed three months of service at AtlantiCare Employee must obtain their Manager’s approval Employee must not have any disciplinary action in the past 6 months prior to applying to become an ERG member Employee Resource Groups are another way AtlantiCare demonstrates its commitment to diversity and inclusion. ALMA (AtlantiCare Latinos Moving Ahead) 1. APEG (Asian Pacific Employee Group) 2. CAARE (Creating Accessibility, Awareness, Respect and Empowerment) 3. LEGACY (Leadership, Empowerment, Generations, AtlantiCare and You) 4. HONORS (Helping Our military with Navigation, Opportunities, Resources and Support) 5. PATHS (Peace, Acceptance, Trust, Healing and Spirituality) 6. PRIDE (Promoting Respect, Individuality, Diversity and Equality) 7. LEADS (Leadership, Education, Advocacy, Diversity, Support) 8. HOPE (Helping Others achieve Personal Excellence) 9. BALANCE (Building Active Lifestyles Around Nutrition, Community & Exercise) 10. EARTHS (Environmentally Active Resource Team for Healthcare Sustainability) 11. At the heart of our Diversity, Equity and Inclusion strategy are our Employee Resource Groups (ERG). The groups are formed around common identities but are open to all employees. The Diversity, Equity and Inclusion Council will work with the ERGs to assure there is alignment of goals and initiatives. The ERGs will be the vehicle through which many initiatives will be vetted.