Policy Manual sample

MDT Home Health Care Agency, Inc. SUPERVISORY PLAN PURPOSE: To define supervisory responsibility and reporting requirements at all levels of the staff. Supervision involves the direction, observation, and evaluation of the performance of new and experienced personnel. This is accomplished through documented individual and group conferences dealing with job-related issues, observation, evaluation of work performance and telephone contacts to review patient assignments. New personnel are defined as either new to the organization, the program or the service provided. POLICY: · Supervision and development of each person’s potential is the primary responsibility of the designated supervisor. The agency supports supervisory activities, which assist staff in the performance of their jobs and which promote positive relationships between the supervisors and staff. As such the major objective of the plan is to provide guidance for staff members that will promote their development as professionals and enhance the direct and indirect services they perform in the delivery of health care services to the agency’s patient population. Because of the complex nature of patient care, supervisory coverage is in place whenever staff is working. · There are two types of supervision: Direct Supervision: Direct contact is made between the primary supervisor and the employee. Direct contact consists of written communication or verbal communication. Verbal communication may be accomplished via face-to-face contact or phone calls. Indirect Supervision: No direct contact is made between the primary supervisor and the employee. Examples of indirect supervision include, but are not limited to, such activities as the review of written work associated with the employee’s job responsibilities, observation of the employee’s work performance on a daily basis, etc. · At a minimum, each employee within the agency will have a direct face-to-face supervisory meeting with his/her immediate supervisor on an annual basis. The process includes a written self evaluation tool and a written performance appraisal that is reviewed and signed by the employee and his/her immediate supervisor. The written reports will be filed in the individual’s personnel record. · Supervision of an employee within the agency, in terms of the scope, is determined primarily by the job functions performed by the employee. Each position within the agency has a written job description, which defines the primary job functions for the assigned position. Job descriptions serve as the primary method of determining the main areas for which supervisory activities are needed/appropriate. However, job descriptions are used as a guide and therefore are not intended to limit the scope of supervisory activities. · Supervision of new personnel includes closer monitoring and more frequent supervision of performance than those with experience. (Examples of closer monitoring may include more frequent observation and feedback regarding personnel performance during the first several months of employment). · We maintain a mechanism for accessing supervisors and for assuring that personnel know how to contact a supervisor when needed, by informed to all staff name and contact numbers for all supervisors. · The direct care supervision in the agency will be as: Skilled Services (Nursing and/or therapy services): • HHA will be supervised every 14 days by a Registered Nurse or Registered Therapist • LPN will be supervised every 30 days by a Registered Nurse • Therapists assistants every 30 days by a Registered Therapist (same discipline) Non Skilled Services: HHA will be supervised every 60 days by a Registered Nurse. PROCEDURE: Home Health Agency Policies A-41