JOB DESCRIPTIONS AND PERFORMANCE EVALUATION

1. PURPOSE:

 1.1 To ensures the employee knows what is expected of them and what their responsibilities
   are.
 1.2 To review job performance, based upon the job description, and to clarify duties, goals,
   objectives, and performance standards expected for each IHHC staff member.
 1.3 To ensure performance evaluations is implemented in Island Home Health Care to help
   build on the strengths of the employee and identify those areas the employee needs
   improvement in order to be more effective and efficient in her job.
 1.4 To encourage personal development of job skills and knowledge
   through consistent, thorough coaching and counseling.
 1.5 To document performance, career development progress and job related activities.
 1.6 To recognize good performance and accomplishment of goals.

2. POLICY:

 2.1 It is IHHC’s policy to maintain current job description for all positions.
 2.2 IHHC will establish written job descriptions for each job classification which will include the
   following:
   2.2.1 Job qualifications (e.g., licensure, certification, education, training, experience, and
   competency)
   2.2.2 Job responsibilities
   2.2.3 Line of authority
   2.2.4 Environmental characteristics/health status requirements
   2.2.5 Exposure control/risk category

3. DEFINITION:

 3.1 Job Description - consists of several elements, one of which is the position title that
   describes the nature of the work performed. The purpose of a job and the key functions to
   be performed also are summarized in the job description. Action verbs describe the
   duties, which the description lists in order of importance.

4. PROCEDURE:

 4.1 The IHHC will establish and provide written job descriptions for each job classification prior
   to recruiting for the job.
   4.1.1 All job descriptions will be reviewed annually for accuracy, completeness and
   relevancy.
   4.1.2 Job descriptions will be changed /amended only with written approval from Agency
   Administrator and with input from external resources.
   4.1.3 During the personnel selection process, IHHC Operations Manager will review the
   job description with the applicant, answer all questions, and ensure that all content criteria
   are met.
   4.1.4 Upon hire, the employee will sign the job description as evidence of understanding
   the contents.
   4.1.5 If the job description is changed during employment, it will be reviewed with the
   employee who will sign the revised job description signifying understanding of the contents.

 4.2 The benefits of a Performance Evaluation and Review:
   4.2.1 Provide opportunities to improve communication through the giving and receiving of
   feedback on performance
   4.2.2 The opportunity to exchange views
   4.2.3 Managers/Supervisors having a
   better understanding of the strengths and challenges of their employees, while employees
   have a better appreciation of their skills and training need
   4.2.4 Contributing to planning process for the position and the department
   4.2.5 Clarifying the role and reviewing the job description

 4.3 Performance evaluations for all personnel directly employed by the Island Home Care is
   based on:
   4.3.1 Job functions
   4.3.2 Identified competencies
   4.3.3 Evident in personnel file conducted
      4.3.3.1 In collaboration with the direct Supervisor
      4.3.3.2 With evidence of input from the personnel being evaluated
   4.3.4 Used to:
      4.3.4.1 Assess performance related to objectives established in the last evaluation
      period.
      4.3.4.2 Establish measurable performance objectives for the next year.
   4.3.5 Performed annually

 4.4 All IHHC contract personnel utilized is reviewed to:
    4.4.1 Assess performance of their contracts.
   4.4.2 Ensure that they follow all applicable policies and procedures of the organization.
   4.4.3 Ensure that they conform to CARF standards applicable to the services they
   provide.
   4.4.4 And to be performed annually.

 4.5 Manager / Senior In-Charge
   4.5.1 The Manager or designated supervisor will make an on-site supervisory visit with    each direct care employee at least once every 12 months.
    4.5.2 A criteria based performance evaluation will be conducted at least annually by the    Supervisor.
   p;4.5.3 The completed performance evaluation form will be reviewed and signed by the    Supervisor performing the evaluation and the employee.
   4.5.4 The original completed performance evaluation will be retained in the employee’s    personnel record, and a photocopy will be provided to the employee.

5. RESPONSIBILITY:

  5.1 The responsibility for the completion of performance evaluation lies with the Manager and    Supervisors. The IHHC official evaluation form shall be used unless otherwise approved    by Human Resources.

6. APPENDICES

 6.1 APPENDIX 1- The Process Of Observing, Identifying. Measuring And Developing Human    Behavior

7. REFERENCES: