Perfomance Appraisal

1. PURPOSE:

 1.1 This policy will serve as a guide to all Island Home Care

2. POLICY:

 2.1 All IHHC staff / employee are expected to receive an annual written Performance
   Appraisal.
 2.2 The Managers / Senior Staff in Charge are responsible for initiating, managing and
   completing the Performance Appraisal process.
 2.3 Employee who has been less than six months, IHHC will not provide a written
   Performance Appraisal, however it is expected that they will receive regular feedback on
   their performance until the next appraisal cycle.
 2.4 This annual Performance Appraisal will be used to:
   2.4.1 Align annual individual goals with IHHC goals
   2.4.2 Provide feedback on progress against goals
   2.4.3 Promote the improvement of individual performance
   2.4.4 Encourage and foster continued professional development
   2.4.5 Inform annual merit increments

3. DEFINITION:

 3.1Annual Goals – the performance objectives and management’s expectations for a
   satisfactory annual performance by an employee.
 3.2 Performance Evaluation – the formal evaluation that determines an employee’s
   achievement level and the extent to which an employee’s performance meets her
   annual goals.

4. PROCEDURE:

 4.1 Annual Appraisals
   4.1.1 Island Home Health Care will follow a calendar year cycle and determine the
   internal timeline based on HR guidelines which will be shared with the staff prior to start
   of the evaluation process. See Appendix 1: General Instructions
   4.1.2 Each division may create its own format for evaluating its staff.
   4.1.2.1 All appraisals must include the official Staff Performance Appraisal signature.
   4.1.3 All IHHC employee are encouraged to submit a self-appraisal.
   4.1.3.1 The document is expected to include a summary of contributions, assessment of
   progress towards established goals, and areas of improvement and/or development.
   4.1.3.2 The self-appraisal document must be considered by the manager when
   completing the formal appraisal.
   4.1.3.3 Submitted self-appraisals must be attached to the Performance Appraisal that is
   sent to the Human Resources.
   4.1.3.4 Exceptions to preparation of a self-appraisal may be made with agreement
   among the IHHC employee, and In Charge Nurses.
   4.1.4 All staff will be appraised on a scale of 1-5 (whole numbers only). No other scale
   may be substituted. The definitions of these numbers are:
      4.1.4.1     5 = Outstanding: Performance during appraisal period was
      4.1.4.2    4 = Exceeds Expectations: Performance during appraisal period
      met all expectations and frequently exceeded some expectations for the position.
      4.1.4.3     3 = Successful/ Meets Expectations: Performance during appraisal
      period effectively fulfilled all expectations for the position.
      4.1.4.4    2 = Does Not Meet Expectations: Performance during appraisal
      period met some, but not all expectations for the position. Performance
      improvement process should be initiated or continued.
      4.1.4.5    1 = Unsatisfactory: Performance during appraisal period
      consistently failed to meet minimum expectations for the position. Individual lacks
      or did not apply knowledge, skills or behavior expected for the position.
      Performance documentation process (e.g. written warning, Performance
      Improvement Plan) should be initiated or continued.
      4.1.5 Numerical ratings should be supported by manager’s comments.
      4.1.6 Senior Staff In Charge must meet with each employee to review and
      discuss their performance; the written appraisal can be given to the employee
      before, during, or after this meeting. Upon receipt of the written appraisal, the
      employee will be allowed at least two business days to review it before
      responding to or signing the appraisal.
   4.1.7 IHHC employee will have the opportunity to include a response to the appraisal t
   hat will become part of the official documentation.
   4.1.8 IHHC Employees who believes that this policy has been unfairly or improperly
   implemented can bring the situation to the attention of their Senior Staff and/or HR.
   Resolution of Conflicts and Concerns among IHHC Employees and the Staff Grievance
   Procedure if the employee believes the documented process was not followed. Final
   decision making authority lies with the HR, in consultation with the Senior Staff in
   Charge.
   4.1.9 Performance Appraisals are expected to include goals and objectives, and/or
   written expectations. At the beginning of each performance year:
      4.1.9.1 The Senior Staff and employees must work together to develop the goals
      and objectives, and/or expectations that align with organization’s goals.
      4.1.9.2 These goals, and/or expectations must be included as expectations to be
      assessed on the next evaluation.
   4.1.10 The final appraisal, including all related documents and appropriate signatures
   must be forwarded to Human Resources in accordance with the pre-established
   timeline. The Senior Staff in Charge must provide the employee with a copy of all final
   appraisal documentation.
 4.2 Performance Documentation
   4.2.1 Any IHHC staff that receives a 1 or 2 rating overall on her appraisal must receive
   performance documentation as applicable (e.g. written warning, or outlined in next
   performance year’s goal & objectives).

5. RESPONSIBILITY:

 5.1 Human Resources
   5.1.1 Ensure that the island Home Health Care Management is knowledgeable about the processes and requirement of this policy and abide it.
   5.1.2 Support staff / employees in the performance management process
   5.1.3 Maintain files and staff records

6. APPENDICES

 6.1 Appendix 1- HR- Appraisal Process – Instructions and Guiding Principles
 6.2 Attachment 1- HR Performance Annual Appraisal
 6.3 Attachment 2- NRSG
 6.4 Attachment 3- PT

7. REFERENCES:

 7.1 CARF; 2016 Medical Rehabilitation; Standards Manual;1.1.8.b.i.d.