Orientation/Onboarding and Employee Appraisals

Tue, 12/16/2014 - 12:57 -- rpope

My health department will be reevaluating our orientation/onboarding process for new hires and I was hoping other LHD's might be willing to share their process. As this project will be done through a QI lens I was also interested in ideas for tracking improvements (i.e. measurements). We will also be reevaluating our employee appraisal process as this has become stagnant and often ineffective in identifying areas for professional growth for our staff members (trainings, core competencies, etc.). If there are any ideas you would be willing to share on this topic, that would be greatly appreciated as well!

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Submitted by karnold on

Regarding individual professional development, we use the PHF's 3-Step Prioritization Sequence tool.  This is a process of having staff complete the COL Core Competency Self Assessment to idenitfy high/low competency areas, also using a prioritization matrix to identify high/low priority competencies for the department and then by using a matrix diagram, you can identify key competencies most important to develop.  To me, it makes the trainings much more purposeful in moving a health department forward in it's goals/objectives.  The competencies that are identified to develop can become individual goals for the upcoming year.  That is the approach we are taking but we are still in our infancy, so hoping it works!  Good luck!  http://www.phf.org/resourcestools/Documents/3-Step_Competency_Prioritiza...

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Submitted by klouther on

We do something called "Position Agreements" as well as annual reviews.  The Position Agreements are great for new hires and for new managers to programs who are learning their staff/team.  If you want, send me an email and I will send you copies of our position agreement document.

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kathleenfosser1240's picture
Submitted by kathleenfosser1240 on

These are areas that our health department are interested in as well so I'd be curious to here from others too.  We currently have a  formal centralized County department-wide orientation program; however, our on-boarding system is more like a "checklist" for Leadership to complete with their new staff.  I feel we can improve on this process.

Performance Appraisal process is done annually through a County department-wide form (1-5 rating scale system with detailed comments to express rating).  Goals & Objectives, as well as career development are included in the performance appraisals.  We encourage supervisors to tie in or reference Public Health Essential Services to their performance.  We can improve on this as well.  I am thinking about having a training for Leadership to enforce/encourage this continued practice. 

  

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Submitted by rpope on

Thank you all for your insight, as it is greatly appreciated! I would be interested in viewing the "position agreements/annual review" documents, if that wouldn't be to much trouble. My email address is rpope@mmdhd.org . Thank you!

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Jill Almond's picture
Submitted by Jill Almond on

We have completed two PDCA cycles on the on-boarding/ new hire checklist along with the workforce development support of our New Hires.  I can get this check-list to you if you would like to see the end result.  Currently we are in the final "act" steps of updating our employee Performance Management Process (PMP- reviews) for supervisory and non-supervisory staff.  This process included updating the existing forms, evaluating the current perception of the tools, inclusing of the Core Competencies of Publice Health, working with focus groups, and also creating a training suppliment for supervisors.  I would be happy to share any of this information with you.

 

Sincerely,

Jill Almond, Tulsa Health Department

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Submitted by Auterma on

The Florida Department of Health is in the process of revamping statewide orientation practices and developing an onboarding process. I'd be happy to share with you our process. 850-245-4008.

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