SUPERVISORS POLICY & PROCEDURES MANUAL
Supervisors Policy and Procedures Manual
Phase I Identifying Policy Needs, Overview of Expectations for Supervisors
Facilitating the existence of adequate healthcare staff for the hospital demands the creation of an organization wide policy. For this effort to commence, a workforce summit can be held with representatives from across all departments. There are seven major action areas where policy makers must focus. While demonstrating how the action areas can be implemented, various strategies will be given for each action area. An action must target activities relevant to all stakeholders. When compared with other healthcare facilities, the organization has limited information about the product and availability of most health disciplines. Outdated and incomplete information causes efficiently targeting resources challenging for the organization. This requires the existence of the health workforce tracking policy for gathering and analyzing workforce trends. The policy will conduct organization wide assessments of need, retention, and placement of healthcare providers. Besides, the information will be helpful to the organization and policy makers in tracking and dealing with current and emerging issues relating to workforce dynamics.
A health care supervisor will monitor, control, and organize workers and systems at the healthcare setting. The supervisor's job description incorporates obligations that guarantee that the office she or he oversees is complying with the greater part of the guidelines, policies, and protocols important to meet the facility's quality assurance standards. Such expectations incorporate the employing, assessing and when essential, the promotion and terminating of key staff members (Spencer, Wonder & Acree, 2010).
The supervisor is also expected to be especially skilled at record keeping and the nonstop monitoring of the work site, pertinent paperwork and all staff under her or his administration. Supervisors often draft and administer strict budgets. They ensure that the organization's supply stock is well equipped while using sensible measures for supplies and vital working equipment. The greater parts of these obligations are normal for supervisors while they routinely manage patient care (Harris, 2008).
While the supervisor may not perform hands-on care for patients, supervisors are eventually answerable for determining patients are receiving the best care conceivable from medical caretakers, associates and other staff members under the nursing supervisor's management. In this case, healthcare supervisors must formally meet with staff members and meet with patients and their families to address concerns relating to avoiding and solving conflicts. It is also upon the health care supervisor to convey the organization's plans to all staff members and guarantee that they comprehend what is expected of them: everybody sticks to all policies and regulations (Umiker, 2011).
The health care supervisor's ability to manage all operational areas viably is also supported in the organization with the enhancement of public relations matters. In this case, they may be required to represent the institution in group meetings or other public settings. It is accordingly imperative for the supervisor to be solid communicators who get along well with others. As a skilled professional, the supervisor is expected to be experienced and trained in many of these obligations preceding requisitioning a supervisory position. A health care supervisor might receive an average yearly compensation of $55,000 Us Dollars (USD) with some more specialized and experienced healthcare supervisor's salary being closer to $100,000 for every year (Spencer, Wonder & Acree, 2010). Pay rates shift consistent with work details and the occupation's location.
Phase II Measuring Employee Satisfaction, Reward System, Supervisory Communication Skills
Employee satisfaction has remained a striking zone of examination in the field of management especially in organizational conduct and human resource management. To some extent, it is essential for the management to investigate the welfare and well-being of their representatives like the fiscal and non-fiscal rewards. Organizational reward framework and workers' satisfaction are seen as an interrelated segment in an association. Organizational rewards are known to help an association support the representatives' motivation in this manner prompting employees' satisfaction (Bulau, 2009). Reward framework serves as the most unexpected variable in keeping representatives' self-esteem high and passionate. Subsequently, happy representatives can make happy clients. Accordingly, an association should genuinely look at the commitment of rewards itself to control the level of worker fulfillment in upholding the performance. The suggestion of rewards towards representatives' fulfillment has been characterized in numerous associations. For instance, a reward has a positive relationship to representative's motivation and satisfaction.
Fringe benefits like bonus, work life balance, and healthcare is used regularly to furnish to the representatives to compensate them. These benefits assume a paramount part in encouraging workers to work harder and help the organizational goals. The association views that the use of the motivating...
Policies and Procedures Reliance Healthcare Computer Policies and Procedures The installation of a new computer system requires many considerations from a managerial standpoint. Computer usage, particularly access to the Internet is controversial, as there is significant room for abuse by staff. The new system will help to streamline processes in the organization, but it will also provide opportunities for non-productive time. The forthcoming policies and procedures are designed to allow employees access
4. Exit interview As the decision to terminate the employment relationship has been made and even set in motion, the employee is asked to participate in an exit interview. This interview is generally held throughout the last days the employee spends in the organization and it focuses on retrieving feedback related to the reasons as to which the employee has chosen to leave; his feelings and opinions regarding the time he
Policy and Procedure Manual EZ Protective Consultant Company Policy and Procedures Manual Introduction to defensive weapons Carrying a concealed weapon Body armor Use of diversionary devices and various chemical weapons The shooting incident Psychological and emotional reactions Stress factors The aftermath Shooting, safety, and other issues The criminal justice field has now had a very profound impact on society. Protection of rights is a very important in regards to our current economic backdrop. With unemployment a record levels crime has subsequently increased
Acceptable Use Policy Employee Acceptable Use Policy E-mail Policies and Procedures INSTANT MESSAGING Instant Messaging Policies and Procedures NETWORK AND INTERNET Personal Responsibility Permitted Use and Term Availability and Access Content and Communications Privacy Downloaded Files Confidential Information Prohibited Activities / Prohibited Uses Compliance Noncompliance SOFTWARE USAGE Software Usage Policies and Procedures ACKNOWLEDGEMENT OF UNDERSTANDING Acknowledgement of Receipt and Understanding (Spectorsoft, 2005, pp. 3-8). ELECTRONIC ACCESS POLICY The Company provides some, if not all, employees with electronic access, consisting of an e-mail system, a network connection, and Internet/Intranet access. This policy
In certain countries, an effective supervisor possesses basic teaching skills, facilitation skills, negotiation and assertiveness skills, counseling and appraisal skills, mentoring skills, and knowledge of learning resources and certification requirements (Kilminster). The most important aspect of the role of an effective supervisor is giving supervisee responsibility and the opportunity to practice it (Kilminster, 2000). Supervisees come to view the supervisor as a colleague and this leads them to become self-directed.
Office Depot is a retailer of office supplies, operating in 53 countries around the world, but with a primary focus on the American market. The company is relatively young, having been founded in 1986 in Fort Lauderdale (OfficeDepot.com, 2011). The company competes as a "category killer" in office supplies, with a focus on a cost leadership business model (QuickMBA, 2010) that relies on high volumes and low margins for success.
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