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© 2010 Jones and Bartlett Publishers, LLC
Umiker's Management Skills for the New Health
Care Supervisor, Fifth Edition
Charles McConnell
© 2010 Jones and Bartlett Publishers, LLC
Chapter 6
Position Descriptions and Position Descriptions and
Performance StandardsPerformance Standards
© 2010 Jones and Bartlett Publishers, LLC
Helpful—and Required
The standards of the Joint
Commission on Accreditation of
Healthcare Organizations (JCAHO)
include specific guidelines for
creating and applying job (position)
descriptions.
© 2010 Jones and Bartlett Publishers, LLC
ADA
The Americans with Disabilities
Act (ADA) of 1990 also focuses
on the legal importance of job
descriptions.
© 2010 Jones and Bartlett Publishers, LLC
A Job Description --
-- actually defines requirements for
a particular job as it was done in the
past at a particular point in time.;
since it is always at risk of growing
outdated, it must be updated
regularly.
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Positions are Classed as --
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Exempt means --
Exempt from the overtime
provisions of the FLSA –
overtime need not be paid to
exempt employees.
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Nonexempt means --
Workers in nonexempt positions—
generally “hourly” workers—must
be paid 1-1/2 times their “regular”
rate for hours in excess of 40 per
week.
© 2010 Jones and Bartlett Publishers, LLC
Summary Statement
Leads off a job description. Also
referred to as a position summary,
umbrella statement, position
purpose or goal, etc., it condenses
the responsibilities of the position
into a concise statement.
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Required Competencies
Competencies or qualifications
describe the requirements of the
job, usually expressed in terms of
education, experiences, licensure,
etc.
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Reporting Relationships
This section of the job description
identifies, by position title, an
incumbent’s immediate superior
and others to whom he or she may
be directly accountable
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Job Description Must Also Show:
• Authority of position
• Degree of independence
• Responsibilities and duties
• Special demands
• Working conditions
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Reasonable Accommodations
The ADA requires that “reasonable
accommodations” be provided for
physically or mentally challenged
employees.
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Uses of Job Descriptions
The most common uses of job
descriptions are:
interviewing prospective employees
training and orienting employees,
and
applications related to performance
evaluation
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Other Uses Include:
Preparing employment advertising Evaluating jobs (for pay grade, etc.) Conducting counseling Evaluating compliance with
requirements Providing a record of job content Providing information pertinent to a
job for legal purposes
© 2010 Jones and Bartlett Publishers, LLC
Performance Standards
inform employees how well they
must do their work and often how
much they must do
simplify performance evaluations,
especially if a pay-for-performance
strategy is in place
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Without Performance Standards --
-- employee evaluations are highly
subjective, heavy on opinion and
personality assessments, and are
thus difficult if not impossible to
defend
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Levels of Performance
A few organizations use only two
levels of performance:
“meets standard” and
“fails to meet standard.”
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Levels of Performance
Significantly more organizations use
three levels:
(1) does not meet expectations (fails),
(2) meets expectations (passes), and
(3) exceeds expectations (excels).
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Compliance Standards
Relating to what someone does or
does not do, no gradations and no
middle ground, these can be two-
level standards as simple as
Pass/Fail or Yes/No.
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An Appropriate Standard
describes a level below which
performance is not acceptable
provides a challenge but is attainable
by most incumbents
is results-based and quantifiable
whenever possible
is specific, objective, and measurable.
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An Appropriate Standard (more)
deals with performance the employee can control.
excludes imprecise words unless these words are accompanied by descriptors
limits the use of absolute terms such as always or never
is understood and agreed to by both employee and supervisor
© 2010 Jones and Bartlett Publishers, LLC
An Appropriate Standard (more)
does not discriminate against any
member of a group protected by the
Equal Employment Opportunity
Commission (EEOC)
directly or indirectly benefits
customers.