Hill Country Memorial Health System
Fredericksburg, Texas
Originating Department: Human Resources
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TITLE: MANAGER RESPONSIBILITY EMPLOYEE PERFORMANCE REVIEW |
POLICY# |
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AFFECTED DEPARTMENTS: ALL DEPARTMENT MANAGERS/SUPERVISORS |
APPROVED: |
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DATE APPROVED: |
DATE REVISED: |
PURPOSE:
Hill Country Memorial Hospital is committed to developing the best performing work force possible. The manager's responsibility is to provide feedback and coaching to help each individual improve. This policy is written for the purpose of providing appropriate incentive to encourage the manager to fulfill this responsibility with regard to introductory and annual performance reviews.
PROCEDURE:
Employee evaluations are sent to the department managers, by the Human Resources Department, at least two months in advance of the employee's anniversary date along with a checklist of the necessary forms needed for submitting a complete and accurate review.
Within five (5) days of receipt of the evaluation, the manager will forward either a copy of the evaluation form or the original evaluation form to the employee, requesting that the employee complete the self-evaluation, with a specific return date.
An appointment will be established for the formal interview and review.
The completed evaluation, peer reviews and any other pertinent forms, along with the completed checklist, will be sent to the department director for review and signature. The department director will then forward all completed forms to the Human Resources Department for processing. Pertinent forms that must be attached to the completed evaluation are as follows:
Competency checklist for the evaluation period
Completed peer review forms
Proof of current licensure, certification, and CPR if applicable
Review and signature of Hill Country Memorial Caring Expectations
Managers will be given thirty (30) days after the initial review due date before evaluations are considered late.
A Late Evaluation Report will be provided to each director on a monthly basis, indicating the managers and evaluations that are delinquent.
At time of the manager's annual evaluation, the frequency of late evaluations will be considered in deciding the final percent for their performance increase. The following scale will be utilized in considering the percent of increase:
Current on completing evaluations 10 out of 12 months = 100% of annual merit increase
Current 8 -9 months = 1/2% deducted from annual increase
Current 5-7 months = 1% deducted from annual increase
Current 0-4 months = 2% deducted from annual increase
Compliance must be maintained on all evaluations; introductory, annual, transfers, temporary/pool, and resignations/discharges.
Continuation of non-compliance will lead to further disciplinary action, up to and including termination.