Company Manual on "Policy & Procedures Supervisors Policies"

Company Manual 9 pages (2631 words) Sources: 5

[EXCERPT] . . . .

Supervisors must test new employees' skills after one month and determine whether they are required to continue the program or they can begin their regular activity with less supervision.

Existing employees must benefit from details and orientation programs each time their activity is affected by modifications made by the facility's managers. Such modifications must be communicated in written and employees must sign for receiving the information. In addition to this, it is supervisors' job to ensure that employees understand these modifications and the manner in which they must adjust their activity in accordance with the modification.

4. Recruitment and Selection Process

Supervisors must recruit candidates for our facility's health care positions based on existing job descriptions. Candidates' resumes will be analyzed against educational and experience background established for each job. Candidates that meet educational and experience requirements will be invited to take certain tests intended to assess their skills for each specific position, but also their communication skills. After these tests, successful candidates will be invited to sustaining job interviews with supervisors and human resources assistants. Based on candidates' performance, supervisors can decide to hire them for the job they applied for, or they can be offered other positions if they meet the requirements and if the supervisor considers they are suitable for that position. Human resources assistants will provide the necessary tests that candidates must perform. The human resources managers can decide to hire or not to hire certain candidates, even if supervisors have a different opinion. This is intended to ensure that supervisors are not subjective in the recruitment and section process.

IV. Performance Evaluations, Staff Development, Managing Workplace Conflicts

1. Performance Appraisals

Supervisors must conduct performance appraisals of their subordinates on a quarterly basis. In addition to this, they must determine for each month if their subordinates have followed their schedule based on timesheets (Human Resource Management, 2014). They must also analyze whether the duration of each of their subordinates' activities is within established standards. Performance that exceeds standards must be awarded in accordance with the reward system described above. Performance below the facility's standards must be subjected to further evaluation. In such cases, supervisors can decide to financially penalize their subordinates, but only with department managers' approval.

2. Formal Disciplinary Process

The authorities that can take disciplinary action against supervisors are represented by department managers and health care facility managers. Disciplinary action must only be taken after an investigation, and its results must be communicated the supervisor in case in written. Disciplinary action against supervisors varies from salary cuts up to 15% monthly to discontinuing the supervisor's contract with the health care facility. Any disciplinary action taken against supervisors must be approved by their department managers. Supervisors have the right to contest such decision within 15 days. If they choose to contest disciplinary action, another investigation will take place. If necessary, the facility's managers can ensure a mediation process between the organization and the employee in case. The mediator must be external to the organization.

3. Employee Counseling Policy

It is mandatory that the facility ensures employee counseling. The line of work requires emotional resilience, and provides significant amounts of stress. Therefore, supervisors must ensure that employees visit the facility's counselor at least every month. Counselors must evaluate employees' state based on these monthly meetings and make recommendations regarding extended counseling. If certain employees consider they require counseling more often than once a month, they can establish with the counselor a program in accordance with counselors' availability and employees' problems. If counselors are not available and employees require counseling, the facility can pay a certain percentage of external counselors' fee. However, such actions must be approved in written by the department manager.

4. Conflict Management Policy

Conflicts are an important issue addressed by this policy and procedures manual. Conflicts and confrontations mostly take place between employees or between employees and their supervisors, but they can also take place between employees and patients. Therefore, it is important that supervisors have the ability to properly manage such situations.

It is recommended that conflicts between employees regarding certain tasks and activities are better resolved on their own. This is because they usually do not lead to significant conflicts. If interfered with their process, they can lead to tension accumulation between employees. In the case of conflicts developed on a personal basis, supervisors must take a stand.

Conflicts between supervisors and employees can be solved in different ways. If they concern a complaints made by the employees regarding the supervisor, they must be managed by the department manager. If they concern the employees' activity, they can be solved by the supervisor based on the procedures described in this manual. Conflict management training programs will be organized for managers and supervisors. Their attendance is mandatory.

Conflicts between employees and patients of the health care facility are managed by supervisors. The techniques they learn in conflict management training programs and in communication seminars and workshop will provide them the knowledge required by managing such situation. Their success also depends on their experience.

5. Workplace Safety

In addition to providing a safe environment for our health care facility's patients, we must also provide a safe workplace environment for our employees. Basic standards that must be met regarding workplace safety are ensured by occupational health regulations that supervisors are obliged to identify, understand, and apply. Health care services require increase attention to the safety of the workplace. (World Health Organization, 2003). Workplace safety refers to the physical and psychological integrity of our employees.

Our health care facility has developed very strict rules that must be applied to all managers, supervisors, and employees. Most of these rules refer to the fact that employees except guards must enter the facility's premises unarmed, they must not engage in physical contact with other employees unless required by these and by the work activity, and must follow strict hygiene rules (Work Safe, 2012). Any misconduct must be reported to superiors. An infection control committee must be developed. Health care workers must be immunized against hepatitis B Exposure to blood and body fluids must be carefully managed. It is important that the facility's managers and supervisors focus on the safety of personnel.

Reference list:

1. Primary Health Care Supervision Manual (2009). Quality Assurance directorate. Retrieved January 12, 2014 from http://www.hciproject.org/sites/default/files/South%20Africa%20Dept%20of%20Health_PHC%20Supervision%20Manual_2009.pdf.

2. Clinic Supervisor's Manual (2006). Management Sciences for Health. Retrieved January 11, 2014 from http://www.msh.org/sites/msh.org/files/Clinic_Supervisors_Manual.pdf.

3. Health Care Worker Safety (2003). World Health Organization. Retrieved January 11, 2013 from http://www.who.int/injection_safety/toolbox/en/AM_HCW_Safety_EN.pdf.

4. A Supervisor's Guide to Classified Employment (2014). Human Resource Management, Buffalo State. Retrieved January 11, 2014 from http://www.buffalostate.edu/offices/hr/manual/guide.asp.

5. Health and Safety Orientation Guide for Employers (2012). Work Safe. Retrieved January 11, 2014 from http://www.worksafenb.ca/docs/WorkSafeNBOrientationGuide_e.pdf. READ MORE

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