Policy Manual sample

MDT Home Health Care Agency, Inc. POLICY ON EMPLOYEE EVALUATION (PERFORMANCE EVALUATIONS) It is the policy of MDT Home Health Care Agency, Inc. that all our employees shall be evaluated after Probation Period (three months after hiring), and at least once every year thereafter, employees will be observed performing their job duties at least annually. (Annual performance evaluations are also required for part-time personnel that have worked for six months or longer in a year) It shall be the responsibility of the Administrator/Director of Nursing, Clinical Manager to evaluate all employees and such evaluation forms shall be kept in the employees' files. (Personnel evaluations are completed, shared, reviewed and signed by the supervisor and personnel no less frequently than every 12 months.) POLICY: MDT Home Health Care Agency, Inc. encourages Supervisors to contribute to an Employee’s competence in a respectful, and effective manner. Performance Evaluations are an essential part of developing a good relationship between Employees and Supervisors. Throughout the review period, Supervisors are strongly encouraged to discuss job performance and goals on an informal day-to-day basis. Job specific performance evaluations are usually conducted at the end of an Employee’s introductory period in any new position. A written performance evaluation should be conducted at least annually thereafter to provide feedback and facilitate communication between the Employee and Supervisor. PROCEDURE: · The immediate Supervisor shall evaluate the Employee’s performance/competency and goals settings, review the employee’s self evaluation and schedule a performance review discussion with the Employee and Joint visit with their immediate supervisor. The employee must complete the self evaluation at the end of the introductory period and annually prior to the supervisor’s completion of the Job Specific Performance Evaluation. · The Employee may make comments on the evaluation form. After the evaluation form has been reviewed with the Employee, the Employee should sign and receive a copy of the form. The Employee’s signature does not imply agreement with the evaluation. Their signature is an acknowledgment that the evaluation form has been reviewed with them. If the Employee disagrees with the evaluation, they are encouraged to sign and write comments directly on the form. If the Employee refuses to sign the form, the Supervisor shall have it witnessed. The Employee shall be provided with a copy of the evaluation form. · When the evaluation form has been completed, the original shall be submitted to the Human Resource Department to file in the Employee’s Personnel file and a copy to Director of Nursing, Clinical Manager for review. Human Resources will complete a PAF to reflect the appropriate Merit increase (awarded annually) and forward to the Director of Nursing, Clinical Manager for approval with senior management. · Performance Improvement Plan: An Employee who has completed his/her introductory Home Health Agency. - - Personnel/Operations Policies B-17