| Leader Handbook | 1 |
| Your Guide to Leadership Excellence | 1 |
| WELCOME TO THE ATLANTICARE LEADERSHIP TEAM | 4 |
| 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: | 5 |
| Serving Community | 5 |
| Workforce Excellence | 5 |
| Accelerating Transformation | 5 |
| Growing Market Share/Access | 5 |
| 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! | 5 |
| Sincerely, | 5 |
| President & CEO | 5 |
| NEW LEADER | 6 |
| ORIENTATION PROGRAM | 6 |
| 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. | 6 |
| 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. | 6 |
| Leadership Learning Experience | 6 |
| Operational Training | 6 |
| Orientation & Introduction | 6 |
| Building Relationships | 6 |
| NEW LEADER TO-DO LIST | 7 |
| Activity | 7 |
| Description | 7 |
| Deadline | 7 |
| Completed | 7 |
| 1.Employee: Access Your Orientation Checklist | 8 |
| Option 1: Use Your Notification | 8 |
| Option 2: Access Through My Learning | 8 |
| 2. Meet With Your Leader | 8 |
| 3. Completion | 8 |
| Our Strategy: VISION 2030 | 10 |
| VISION, MISSION, VALUES | 13 |
| Mission | 13 |
| Vision | 13 |
| Values | 13 |
| 2026 • ORGANIZATIONAL GOALS | 14 |
| 5% | 14 |
| Number of Adults Screened | 14 |
| 920 | 14 |
| 1700 adults screened | 14 |
| 2,000 adults screened | 14 |
| 20% | 14 |
| Overall score in the Vizient Quality and Accountability (Q&A) Report | 14 |
| *score out of max of 100 | 14 |
| 20% | 14 |
| Great Place to Work Survey | 14 |
| “Taking everything into account, I would say this is a great place to work.” | 14 |
| 71% | 14 |
| 75% | 14 |
| 77% | 14 |
| 20% | 14 |
| Overall Patient Experience Index Score “Team worked together to care for you.” | 14 |
| 82.3 | 14 |
| 83.0 | 14 |
| 83.7 | 14 |
| 17.5% | 14 |
| Operating Margin (%) | 14 |
| 0% | 14 |
| 0.6% | 14 |
| 1.0% | 14 |
| 17.5% | 14 |
| Revenue | 14 |
| 1.32 B | 14 |
| 1.42 B | 14 |
| 1.49 B | 14 |
| Our Culture | 9 |
| and Core Values | 9 |
| The AtlantiCare Experience | 15 |
| Working Together to | 15 |
| Care for You | 15 |
| What is the AtlantiCare Experience? | 15 |
| Guiding Principles | 15 |
| Forbes Top Hospitals | 16 |
| 125 YEARS OF IMPACT | 17 |
| JUST CULTURE | 18 |
| FOSTERING ACCOUNTABILITY AND LEARNING | 18 |
| What is Just Culture? | 18 |
| Key Principles of Just Culture: | 18 |
| 1. Accountability with Fairness: | 18 |
| 2. Open Communication and Transparency: | 18 |
| 3. Learning and Improvement: | 18 |
| 4. Consistent and Fair Enforcement: | 18 |
| Why Just Culture Matters in Healthcare: | 19 |
| Your Role as a Leader in Just Culture: | 19 |
| Conclusion: | 19 |
| JUST CULTURE BEHAVIOR GUIDE | 20 |
| Team and Key Policies | 20 |
| Leadership Expectations | 21 |
| LEADER EXPECTATIONS | 22 |
| LEADERSHIP COMPETENCIES | 23 |
| Accountable | 23 |
| Approachable | 23 |
| Coach | 23 |
| Collaborator | 23 |
| Courageous | 23 |
| Innovator | 23 |
| ACCOUNTABLE | 24 |
| APPROACHABLE | 25 |
| COACH | 26 |
| COLLABORATOR | 27 |
| COURAGEOUS | 28 |
| INNOVATIVE | 29 |
| PHILOSOPHIES | 30 |
| Extreme Ownership | 30 |
| Unreasonable Hospitality | 30 |
| UNREASONABLE HOSPITALITY | 31 |
| Unreasonable Hospitality Will Guidara: The secret ingredients of great hospitality | 31 |
| COMMUNICATION EXPECTATIONS | 32 |
| AtlantiCare team members are expected to: | 32 |
| Our main internal communications channels include: | 32 |
| COMMUNICATION TOOLS | 33 |
| TOP COMMUNICATION TOOLS | 33 |
| AND WHEN YOU SHOULD USE THEM | 33 |
| 1. FACE-TO-FACE | 33 |
| 2. TEAMS | 33 |
| 3. PHONE CALL | 33 |
| 4. EMAIL | 33 |
| 5. MEETING | 33 |
| Human | 34 |
| Resources | 34 |
| HUMAN RESOURCES | 35 |
| REQUISITION REVIEW PROCESS FOR AGED JOB OPENINGS | 37 |
| 1. MONTHLY AUDIT & REPORTING | 37 |
| 2. PRO REVIEW & DECISION-MAKING | 37 |
| PRO will review aged positions monthly for: | 37 |
| Based on this assessment, requisitions will be: | 37 |
| 3. ONGOING MONITORING & OPTIMIZATION | 37 |
| Position Review & Workforce Optimization (PRO) | 38 |
| Position Approval Process for New Positions within Current Services Monday: | 38 |
| Monday Afternoon: | 38 |
| new, unbudgeted position requests | 38 |
| Tuesday Afternoon: | 38 |
| Wednesday: | 38 |
| Thursday: | 38 |
| New, unbudgeted positions: | 38 |
| Replacement positions: | 38 |
| Promotions (Senior Director and above): | 38 |
| Market adjustments: | 38 |
| Aged positions: | 38 |
| Friday: | 38 |
| Approval Process for New Business/Services | 38 |
| Questions? Contact Leigh Anne Lonergan llonergan@atlanticare.org | 38 |
| PRO POSITION REQUEST | 39 |
| TEMPLATE | 39 |
| SBAR | 39 |
| Situation: | 39 |
| Background: | 39 |
| Assessment: | 39 |
| Recommendation: | 39 |
| Measures of Success/ROI: | 39 |
| PEOPLE & CULTURE | 40 |
| Workforce Relations: Your Strategic Partner in Leadership: | 40 |
| Core Functions of Workforce Relations | 40 |
| How Workforce Relations Supports Leaders | 40 |
| When to Engage Workforce Relations | 40 |
| WORKFORCE RELATIONS | 41 |
| GUIDE FOR LEADERS | 41 |
| PERFORMANCE MANAGEMENT | 42 |
| Performance Management: Driving Excellence and Development: | 42 |
| For Performance Management resources, go to: | 42 |
| The Starfish About You Human Resources/YOUniversity Performance Mgmt | 42 |
| Key Components of Performance Management | 42 |
| BENEFITS & COMPENSATION | 43 |
| For Benefits resources, go to: | 43 |
| For full details on 2026 benefits, please refer to the AtlantiCare Benefits Booklet: | 43 |
| TEAM MEMBER EXPERIENCE/ REWARDS & RECOGNITION | 44 |
| Team Member Experience, Rewards, and Recognition | 44 |
| Experience | 44 |
| Awards | 45 |
| Recognition | 45 |
| Learning and Development | 46 |
| ATLANTICARE YOUNIVERSITY | 47 |
| AtlantiCare YOUniversity: Fostering Growth & Innovation | 47 |
| With AtlantiCare YOUniversity, you’ll have access to: | 47 |
| The Strategic Importance of Learning & Development | 47 |
| Click here to view the YOUniversity Catalog. | 47 |
| TALENT DEVELOPMENT | 48 |
| Key Areas: | 48 |
| Workforce | 48 |
| Planning | 48 |
| Talent | 48 |
| Acquisition | 48 |
| Talent | 48 |
| Development | 48 |
| Talent | 48 |
| Development | 48 |
| Retention & | 48 |
| Motivation | 48 |
| TALENT PLANNING | 49 |
| Components: | 49 |
| 9 BOX ASSESSMENTS | 49 |
| ASSESSMENT TOOLS | 50 |
| 2/13/26 | 50 |
| Nursing Annual Competencies | 50 |
| Completed electronically via Lippincott | 50 |
| HRPerformance@atlanticare.org | 50 |
| GOAL SETTING & ANNUAL REVIEW OVERVIEW | 50 |
| Goals are cascaded from organizational priorities to individual teams, ensuring alignment and accountability across all levels. | 50 |
| Best Practices: | 50 |
| Conduct quarterly goal reviews to monitor progress and make timely adjustments | 50 |
| Use scorecards to track performance and outcomes | 50 |
| Hold regular 1:1 meetings to ensure transparency and avoid surprises | 50 |
| Maintain flexibility to adjust goals as priorities shift | 50 |
| Review engagement survey insights to inform goal relevance and employee experience | 50 |
| Embed goals into daily work and clearly tie them to organizational objectives to ensure they are meaningful and actionable | 50 |
| Fusion | 51 |
| INTRODUCTION TO FUSION | 52 |
| FUSION BENEFITS | 53 |
| FUSION COMPENSATION | 54 |
| FUSION EXPENSES | 55 |
| FUSION HR HELP DESK | 64 |
| FUSION LEARNING FOR LEADERS | 56 |
| FUSION LEARNING FOR TEAM MEMBERS | 57 |
| FUSION RECRUITING FOR TEAM LEADERS | 58 |
| FUSION SELF-SERVICE | 59 |
| FUSION TALENT FOR LEADERS | 60 |
| FUSION TALENT FOR TEAM MEMBERS | 61 |
| ORACLE FUSION CASE MANAGEMENT: | 62 |
| STANDARD OPERATING PROCEDURE | 62 |
| Case Creation | 62 |
| Corrective Action Cases | 62 |
| Managing a Corrective Action | 62 |
| HELP DESK OR SERVICENOW: WHERE DO I GO? | 65 |
| HR & Fusion Questions? → Help Desk | 65 |
| HR Systems Issues, HR Reports Needed, Fusion Access Requests → ServiceNow (SNOW) Ticket | 65 |
| *Avoid creating duplicate tickets for the same issue. Update the existing ticket | 65 |
| "If it's technology, access, or something is broken... SNOW it!" | 65 |
| Inclusive Culture | 66 |
| SERVING COMMUNITY | 67 |
| & HEALTH EQUITY | 67 |
| EMPLOYEE RESOURCE GROUPS (ERGS) | 68 |
| Membership criteria to be a part of a group: | 68 |
| Employee Resource Groups are another way AtlantiCare demonstrates its commitment to diversity and inclusion. | 68 |
| Compliance | 69 |
| and Legal | 69 |
| COMPLIANCE & LEGAL | 70 |
| Regulatory Compliance- Joint Commission & Others | 70 |
| Corporate Compliance/Compliance Line | 70 |
| Reporting Potential Compliance Concerns: | 70 |
| HIPAA | 71 |
| Employment Law | 71 |
| Contracts & Ntracts | 72 |
| Leave of Absence (LOA) | 72 |
| Short Term Disability: | 72 |
| Light Duty and Accommodations: | 72 |
| Workers’ Compensation: | 72 |
| ESSENTIAL WORK REQUIREMENTS | 73 |
| Employee Safety App (ESA): | 73 |
| Click here for additional EWR resources | 73 |
| To Set Employee Health EWRs for your department/area(s): | 74 |
| 1. | 74 |
| https://applications.atlanticare.org/ohs/managerosharequirements.aspx | 74 |
| 4. 5. | 74 |
| Answer the questions and click the Submit button | 74 |
| Check that the requirements set are what you would expect them to be (Level 1 educations are usually non- | 74 |
| clinical, Level 2 or 3 are more in-depth and clinically oriented) | 74 |
| If you need to edit or fix anything for a job code, repeat steps 1-5 | 74 |
| Repeat steps 1-5 for each job code | 74 |
| 6. | 74 |
| 7. | 74 |
| You can always go back in and make adjustments as needed by using the Set Department EWR | 74 |
| requirements (Leaders Only) option. | 74 |
| https://applications.atlanticare.org/OHS/default.aspx | 74 |
| Managing Teams and Performance | 75 |
| HOW TO CONDUCT MEANINGFUL PERFORMACE EVALUATIONS | 76 |
| Steps to Conduct a Meaningful Evaluation | 76 |
| SMART GOAL SETTING | 77 |
| What Are SMART Goals? | 77 |
| Steps to Setting SMART Goal | 77 |
| GIVING AND RECEIVING | 78 |
| FEEDBACK | 78 |
| MANAGING REMOTE/HYBRID TEAMS | 79 |
| Key Strategies | 79 |
| Team Member Well-Being and Support | 80 |
| EMPLOYEE ASSISTANCE PROGRAM (EAP) | 81 |
| Employee Assistance Program (EAP) | 81 |
| Key Details Leaders Should Know About the EAP | 81 |
| HEALTH & WELLNESS | 82 |
| Team Member Wellness Program | 82 |
| Eligibility & Rewards | 82 |
| Getting Started | 82 |
| Resources and Support | 82 |
| HEALTH ENGAGEMENT | 83 |
| LIFECENTER | 84 |
| Safety & Emergency Preparedness | 88 |
| Leadership Resources | 90 |
| PDCA (Plan, Do, Check, Act) | 91 |
| PDCA TEMPLATE | 92 |
| Before They Start | 94 |
| Build a Strong First Experience | 94 |
| Before Day 1 | 94 |
| Click here for Resources | 94 |
| Ntracts | 95 |
| Watch this video on how to navigate Ntracts: | 95 |
| RLDatix | 93 |
| UKG | 96 |
| Watch this video on how to navigate UKG: | 96 |
| UKG Pay Practices Education | 96 |
| Pay Practices | 96 |
| ADDITIONAL HR INFORMATION | 98 |
| Click this link to view the Human Resources Handbook | 98 |
| KEY ATLANTICARE | 99 |
| TERMS/ACRONYMS | 99 |
| = AtlantiCare-specific or frequently referenced in internal conversations | 99 |
| ACLS – Advanced Cardiovascular Life Support | 99 |
| APP – Advanced Practice Provider | 99 |
| CISM – Critical Incident Stress Management | 99 |
| CMS – Centers for Medicare & Medicaid Services | 99 |
| CPI – Crisis Prevention Institute | 99 |
| CTICU – Cardiothoracic Intensive Care Unit | 100 |
| DMHAS – Division of Mental Health and Addiction Services | 100 |
| EWR–EssentialWork Requirements | 100 |
| FQHC – Federally Qualified Health Center | 100 |
| HVU – Heart and Vascular Unit | 100 |
| = AtlantiCare-specific or frequently referenced in internal conversations | 101 |
| IR – Interventional Radiology | 101 |
| NJHA – New Jersey Hospital Association | 101 |
| PALS – Pediatric Advanced Life Support | 101 |
| Performance Ratings | 101 |
| LOA – Leave of Absence | 101 |
| = AtlantiCare-specific or frequently referenced in internal conversations | 102 |
| STS– Sharethe Success | 102 |
| PTO – Paid Time Off | 102 |
| Req – Requisition | 102 |
| JCAHO – The Joint Commission | 102 |
| HIPAA – Health Insurance Portability and Accountability Act | 102 |
| EXPENSE ACCOUNT LIST | 103 |
| Expense Account | 103 |
| Description | 103 |
| 17 - 17 ATLANTICARE HEALTH ENGAGEMENT | 103 |
| Account Type | 103 |
| Inactive? | 103 |
| 5530 5531 5532 5570 6010 6017 6020 6021 6029 6030 6031 6032 6033 6034 6035 6036 6040 6041 6042 6044 6046 6050 6051 6060 6061 6065 6070 6075 6076 6077 6078 6085 6090 6091 6200 6210 6245 6260 6400 6405 6410 6415 6420 | 103 |
| PMPM REVENUE SHARED SAVINGS REVENUE INFRASTRUCTURE SUPPORT OTHER INCOME ADM SUPPORT DIRECTORS & MANAGERS PHYSICIANS SUPERVISORS DIETITIAN SECRETARY LAB TECH (NON ASCP) LAB TECH (ASCP) MED TECH (NON ASCP) MED TECH (ASCP) PHILEBOTOMIST LAB SENIOR TECH ADMISSIONS CLERK E.R. REGISTRATION REGISTRATION CLERK CREDIT CLERK DIETARY SUPPORT NURSE CLINICIAN ADVANCED NURSE PRACTITIONER RN NURSE ANESTHESIST LPN SUPPORT TECHNICIANS AIDES & ATTENDENTS PATIENT SERVICE ASSOCIATE ADMINISTRATIVE ASSOCIATE PATIENT CARE ASSOCIATE HEALTH UNIT COORDINATOR GRANT EMPLOYEE GRANT - OTHER SICK/VAC/HOLIDAY ACCRUAL GAIN SHARING SALARY OFFSET TEMPORARY SERVICES FRINGE BENEFITS FICA TAX WORKMEN'S COMP UNEMPLOYMENT GROUP INS | 103 |
| Revenue Revenue Revenue Revenue Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense Expense | 103 |
| N N N N N N N N N N N Y Y N Y N Y N Y Y N N N N N N N N Y N N N N N N N N N N N N N N | 103 |
| Expense Account | 104 |
| Description | 104 |
| Account Type | 104 |
| Inactive? | 104 |
| HOSPITAL/MM PREMIUM HEALTH BENEFIT ADMIN DENTAL PRESCRIPTION PROGRAM PART B PREMIUMS PENSION (403)B MATCHING PROGRAM DEFINED CONTRIBUTION PLAN PENSION PLAN SERVICES TEMP DISABILITY INSURANCE LONG TERM DISABILITY TUITION-NON TAXABLE TUITION-TAXABLE SERP IC EXP GEN AHSV STAT & OFFICE SUPPLIES BOOKS & PERIODICALS EDUCATIONAL MAT'L FORMS/PRINTING SHIPPING INTERNAL MKTING/COMMUNICATIONS ATLANTICARE MERCHANDISE CLEANING SUPPLIES SOFTWARE NON-CAPITAL HARDWARE COMPUTER SUPPLIES TONER ATLANTICARE WEB SITE TRAVEL & SEMINARS STAFF TRAVEL / ORG MEETINGS TRAINING EXPENSE INTERDIVISIONAL TRAVEL BUSINESS MEALS PHOTOGRAPHY/VIDEO PRODUCTION EMPLOYMENT ADVERTISING DISPLAYS,BROCHURES & ADS MARKETING AWARDS/RECOGNITION COMMUNITY EVENTS CONTACT CENTER COMMUNITY RELATIONS / ADS EMPLOYEE RECRUITING RELOCATION EXPENSE MEMBERSHIP/ASSOC DUES | 104 |
| N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N N | 104 |
| Expense Account | 105 |
| Description | 105 |
| Account Type | 105 |
| Inactive? | 105 |
| Expense Account | 106 |
| Description | 106 |
| Account Type | 106 |
| Inactive? | 106 |
| RECORD RETENTION CATERING MED/SURG SUPPLY-NON CHARGABLE FND FUNDED EXPENDITURES INTEREST EXPENSE DEPR - MARJOR MOVABLE BUILDING FINISH COST COMPUTER SOFTWARE COMPUTER HARDWARE | 106 |
| N N N N N N N N N | 106 |
| Extraction: | 106 |
| Get Connected | 107 |
| ATLANTICARE | 108 |
| EMAIL | 108 |
| Read Your Message | 109 |
| Resetting Your Password | 109 |
| FUSION MOBILE INSTRUCTIONS | 111 |
| Step 2: Download Fusion Mobile App | 112 |
| Step 3: Fusion Application Registration | 112 |
| Step 4: Authenticate AtlantiCare Credentials | 113 |
| Enter your AtlantiCare email address on the Microsoft page. | 113 |
| Enter your AtlantiCare email and password on the AtlantiCare page. | 113 |
| Authenticate using the Imprivata app, make sure you approve the alert that pops up on top of your screen (you may have to swipe down on the alert to approve). | 113 |
| Step 5: Use Fusion | 114 |
| Together, We Rise | 115 |
| RISE WITH US | 116 |
| www.atlanticare.org | 118 |
| TABLE OF CONTENTS | 2 |
| Welcome | 2 |
| Our Culture and Core Values | 2 |
| Leadership Expectations | 2 |
| Human Resources | 2 |
| Learning & Development | 2 |
| Fusion | 2 |
| Inclusive Culture | 2 |
| Compliance & Legal | 2 |
| HIPAA | 2 |
| Managing Teams & Performance | 2 |
| CLINICAL RISK MANAGEMENT | 89 |
| Team Member Wellbeing & Support | 3 |
| Safety & Emergency Preparedness | 3 |
| Leadership Resources | 3 |
| UKG | 3 |
| Reference Guide | 3 |
| Get Connected | 3 |
| Together, We Rise | 3 |
| KEY DEPARTMENT CONTACTS | 97 |
| If you have a general question that falls within the below contacts, please utilize the below contacts: | 97 |
| Additional Fields | 63 |
| Generating & Issuing a Corrective Action Document: | 63 |
| EXCELLENCE IN ACTION | 11 |
| LEADER TOOL KIT EXCELLENCE IN ACTION | 11 |
| STRATEGY BEHIND THE CAMPAIGN: | 11 |
| Excellence in Action is our promise to patients and our expectation of ourselves. | 11 |
| YOUR ROLE: LEADING WITH EXCELLENCE: | 11 |
| YOUR ROLE: SHARING AND CELEBRATING WHAT EXCELLENCE LOOKS LIKE: | 11 |
| FIVE DIMENSIONS OF EXCELLENCE | 12 |
| YOUR ROLE: BRINGING EXCELLENCE IN ACTION TO LIFE EVERY DAY: | 12 |
| KNOW IT | 12 |
| Build understanding. | 12 |
| SEE IT | 12 |
| Recognize excellence around us. | 12 |
| LIVE IT | 12 |
| Put excellence into practice. | 12 |
| QUICK DISCUSSION BY DIMENSION | 12 |
| Quality | 12 |
| Safety | 12 |
| Service | 12 |
| CLOSE EVERY DISCUSSION WITH: | 12 |
| "What did Excellence in Action look like here today, and how will we demonstrate it tomorrow?" | 12 |
| Campaign Assets: | 12 |
| Email Signature And Linkedin Backgrounds | 12 |
| Excellence in Action TV Spot | 12 |