Written annual performance evaluations are completed for all personnel based on specific job descriptions. The purpose of performance evaluation is to ensure that all employees are appropriately carrying out their job functions: identify areas in need of improvement; to provide positive feedback to employees on their job performance; and to ensure the delivery of high quality patient care.

 

1)               Performance evaluations will be completed on each employee on a regular and on-going basis by the employee assigned supervisor or designee. The Administrator will be evaluated by the governing body.

 

2)               All performance evaluations will be based upon the individual’s job description.

 

3)               All written evaluations be done after the initial 90 days of employment and annually, in conjunction with respective competency evaluations.

 

4)               Input from other supervisors and staff and the employee will be included in the written evaluation.

 

5)               Each new employee/student/volunteer is evaluated at the end of either a probationary period (3 months), or at the end of their semester.

 

6)               The annual assessment of the performance and effectiveness of all personnel will include at least one in home visit to observe performance.

 

7)               The individual/individuals who are directly responsible for supervising the employee shall complete the evaluation form.

 

8)               All registered nurses, home health aides, and/or personal care aides will have their evaluation done by a registered nurse.

 

9)               The employee’s supervisor will review the evaluation with the employee and will ensure appropriate signatures are obtained.

 

10)           A copy of the evaluation is retained in the employee’s personnel file.

 

11)           All disciplines will have their performance evaluation done by their respective supervisor, and will include demonstration of patient care while on a joint home visit.

 

12)           When a determination is made that an individual is not performing either according to Agency or discipline specific standards, the supervisor is expected to take the necessary action supported by the Director/Administrator.

 

13)           Receipt and/or review of the job description with the employee is a necessary part of the

 

 14)     A copy of the performance evaluation must be reviewed by the employee and signed by the individual performing the evaluation and the employee. Performance evaluation results must be shared with the employee by a face-to-face conference with the supervisor.

 

 15)    Action is taken when negative client/patient outcomes are directly related to staff performance. An assessment is completed to determine the best course of action when negative client/patient outcomes are experienced due to staff performance. Based on this assessment, actions may include remedial training of the staff, reassignment of the staff, or limitation of the staff's involvement in client/patient service/care or other appropriate actions. The actions taken must be documented in personnel records, variance reports or other appropriate documents.