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Employee Performance Agreement

By Mark Sims,2014-06-18 09:18
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Employee Performance Agreement

    Employee Performance Agreement

___ Counseling ___X_ Warning ___ Final Written Warning

    Name/Title of employee: Ima Wreck Name/Title of direct supervisor: Disa Plin Summarize the situation and its implications. Define performance objectives for the employee, outlining what the

    employee is responsible for doing to correct the situation. Check the appropriate availability of supporting

    documentation.

1. Performance Issue Punctuality and Attendance

    Ima has been counseled and has also had written warnings issued in regard to his punctuality and

    attendance. According to our personnel files, Ima was late 42 times and has called in sick 19 days

    since 2/1/06. In order for the hospital to provide an optimal level of patient and client care, the

    healthcare team is scheduled in conjunction with the demands of the practice and expected to be

    prompt and in attendance. Reliable team support and coverage is needed on a consistent basis.

     Corrective Action

    Ima is expected to arrive promptly to work. This means that if he is scheduled to work an 8am to

    5pm shift, he will be expected to clock in promptly at 8am. Due to the chronic history of attendance

    and punctuality issues, further unexcused deviations from his schedule will no longer be tolerated.

    An absence or tardy arrival to work related to a medical emergency (e.g. appendix attack, admittance

    to a hospital) or family crisis (death of an immediate family member) will be reviewed and considered

    excused. We will be fair as long as there is not a habitual pattern for continued and excessive

    absences or punctuality problems. If Ima arrives late or calls off and is absent from work, within the

    next 90 days, and is citing an illness and does not provide a doctors note upon return to work,

    immediate termination will result.

    __X__ Supporting documentation is available and attached ____ Supporting documentation is not available

    Outline the supervisor's responsibilities, what the supervisor will do to assist the employee in meeting the objective(s).

    Disa will provide a work schedule for Ima at least two weeks in advance so that Ima can prepare for

    his scheduled shifts. If Ima knows his schedule in advance this will assist him in planning and

    allocating the appropriate amount of time to arrive promptly to work as scheduled. If Ima finds that

    the schedule causes any conflicts, Ima will discuss any conflicts with Disa and/or submit a request to

    modify his schedule within 48 hours of receiving the schedule.

__X__ If this is a formal warning and this is marked, the employee's employment status is considered probationary,

    making the employee ineligible for pay increases, vacation usage, or promotions.

Describe how the supervisor will determine if objectives are met/ Outline the consequences if objectives are not met

    If the above stated objectives are not met, further disciplinary action up to and including termination may result.

    Disa will monitor Ima’s punctuality via the computerized time clock software and if for any reason Ima is late or calls off with an unexcused absence, immediate termination will result. If Ima arrives late, he will

    be escorted to the business office and Michelle Jones, the practice manager, will follow the termination

    protocol and Ima will be escorted by Michelle to gather his personal belongings and escorted off of the

    premises. If Ima arrives to work on time for a full week, he will be positively reinforced at the end of

    the work week for his performance and encouraged to continue according to our expectations.

2. Performance Issue Attitude, Teamwork and Surgical Assistance

Teamwork by definition is work done by several associates with each doing a part but all subordinating

    personal prominence to the efficiency of the whole.

    Attitude by definition is the mental position with regard to a fact or state (e.g., a helpful attitude). A

    feeling or emotion toward a fact or state and/or can be defined as a negative or hostile state of mind.

Our expectation is that Ima exemplifies teamwork and possesses a positive, pleasant and

    professional attitude when working with the clients and employees of Stanley Animal Hospital.

    We expect the employees of Stanley Animal Hospital to be compassionate and caring professionals.

    Employees that are not in line with this expectation can not remain or be a part of this organization.

    The hospital’s reputation and relationships with clients and fellow employees can be compromised if these qualities are not practiced on a daily basis. Previously, Ima has been sent home because of his

    inappropriate behavior and attitude. Exhibiting a negative attitude, voicing or reacting to frustrations on

    the floor versus bringing the issues to management’s attention, disrespecting his co-workers and avoiding duties such as providing senior care in order to occupy himself with duties secondary to client

    education are a few examples of this inappropriate behavior and lack of teamwork. This is

    unacceptable and does not meet our expectations and will no longer be tolerated.

Corrective Action

    Ima will conduct himself with the utmost professionalism. Ima will bring any operational issues or

    concerns to Disa’s attention so that any frustrations he is experiencing can be addressed. If

    Ima feels that he needs to take a break for 5 to 10 minutes to refrain from deviating from the expected

    attitude and behavior, he is to see Michelle or Disa for approval to be off of the floor to gather himself

    and to make sure he does not jeopardize the expected culture of the practice. Due to the historical

    events associated with Ima’s attitude and lack of consistent team playing skills, he will be terminated immediately if an incident occurs that falls short of our expectations within the next 90 days. On the

    contrary, if any member of management notices Ima exhibiting and displaying an attitude and examples

    of our team playing expectations, he will be commended and acknowledged for a job well done.

    __X__ Supporting documentation is available and attached ____ Supporting documentation is not available

Outline the supervisor's responsibilities, what the supervisor will do to assist the employee in meeting the objective(s).

    Disa will provide Ima with the Teams That Work training CD by Lifelearn? that provides guidance on enhancing one’s communication and team playing skills. Disa will meet with Ima on a daily basis for the

    first week of this agreement for a “pulse check.” This means that Disa will check in with Ima to see how his day has transpired and to discuss any opportunities to enhance the experience for him, all of the

    employees, patients and/or clients of Stanley Animal Hospital

__X__ If this is a formal warning and this is marked, the employee's employment status is considered probationary,

    making the employee ineligible for pay increases, vacation usage, or promotions.

Describe how the supervisor will determine if objectives are met/ Outline the consequences if objectives are not met

    If the above stated objectives are not met, further disciplinary action up to and including termination may result.

    Ima will be required to notify Disa when he has completed the training CD and sign a form indicating as

    such. It is expected that he do so within 5 days of this performance agreement. In addition, Disa will

    be working along side Ima on a periodic basis and will assess and observe his attitude and team playing

    skills. In order to help demonstrate, point out and reinforce those attitudes and interactions that build

    good team rapport, Disa will solicit feedback from the associate veterinarians, Dr. Peters, Dr. Tyson and

    the shift supervisors

3. Performance Issue Animal Handling

Ima’s restraint/animal handling skills and techniques have been discussed during previous performance

    evaluations. There are concerns about the excessive roughness and force that Ima has used to restrain

    the patients of Stanley Animal Hospital. His approach can become too aggressive to the point of causing

    calm patients to turn fractious. Properly and safely restraining the patients of Stanley Animal Hospital is

    not optional. The employees of this facility are expected to practice appropriate restraining techniques

    in order to safe guard the well being of the patient, the employee restraining the patient, the patient’s

    owner and other employee’s of Stanley Animal Hospital.

Corrective Action

    Ima is expected to treat patients of Stanley Animal Hospital with respect. There is a distinct difference

    between being aggressive and assertive. Disa will provide Ima with specific guidelines including a

    demonstration of our restraint and animal handling expectations. Any reports or indication that

    aggressive restraint or handling has occurred will result in Ima’s immediate termination.

    When Ima has performed at the expected level, positive reinforcement will be extended.

__X__ Supporting documentation is available and attached ____ Supporting documentation is not available

    Outline the supervisor's responsibilities, what the supervisor will do to assist the employee in meeting the objective(s).

    Disa will provide an elaborate one on one training session with Ima within 24 hours of this performance

    agreement to clearly outline the expectations of animal restraint at Savannah Animal Hospital. She will

    provide instructions as well as practical tips for anticipating a patient’s behavior. In addition, Ima will be

    expected to watch Animal Handling and Restraint, a training CD by Lifelearn?. within in a week of this performance review. He will be required to sign a form indicating that the aforementioned has taken

    place.

__X__ If this is a formal warning and this is marked, the employee's employment status is considered probationary,

    making the employee ineligible for pay increases, vacation usage, or promotions.

Describe how the supervisor will determine if objectives are met/ Outline the consequences if objectives are not met

    If the above stated objectives are not met, further disciplinary action up to and including termination may result.

    Ima will inform Disa when he has watched the training CD. In addition, Disa will solicit feedback from

    the associate veterinarians, Dr. Peters, Dr. Tyson and the shift supervisors regarding Ima’s animal

    handling so that she can acknowledge Ima’s attempt to meet our expectations.

4. Performance Issue Client Communications, Personal Conduct, Marketing, and Client

    Education

    Ima’s ability to thoroughly and effectively communicate to the client’s of Savannah Animal is imperative. Ima is not consistent with educating owners, does not routinely use the pillars and

    checklists, is not thorough with discharges and avoids the role of a starter and admitting surgeries.

    The technicians of Stanley Animal Hospital are leveraged to educate clients in many aspects, but not

    limited to services, products and home care instructions. The information that Ima has been

    leveraged to convey to our clients can sometimes be the difference between life and death. Ima is

    encouraged to be more concise, thorough and professional. In addition, he should take great pride

    in being the pet’s advocate. He possesses a plethora of knowledge and can make a difference in the

    lives of our patients and their owners. We regard Ima as a professional and expect him to conduct

    himself as such.

Corrective Action

Ima is expected to be consistent and thorough with client education. He is expected to utilize the

    hospital pillars and checklists to assist him with this expectation. Ima will be scheduled as a starter

    more frequently and as dictated by Disa. He is expected to adhere to the client education and

    communication standards of Stanley Animal Hospital.

____ Supporting documentation is available and attached __X___ Supporting documentation is not available

    Outline the supervisor's responsibilities, what the supervisor will do to assist the employee in meeting the objective(s).

    Disa will provide one on one training with Ima regarding the expectation with pillar and checklist

    review. Ima will role play the top 10 areas of client education as identified by Disa as a part of this

    one-on-one training. This training will be scheduled by Disa over the next two weeks and Ima will be

    required to sign a form indicating as such.

____ If this is a formal warning and this is marked, the employee's employment status is considered probationary,

    making the employee ineligible for pay increases, vacation usage, or promotions.

Describe how the supervisor will determine if objectives are met/ Outline the consequences if objectives are not met

    If the above stated objectives are not met, further disciplinary action up to and including termination may result.

    Disa will observe Ima during a total of six outpatient, admission and discharge scenarios (two

    observation sessions per scenario). In addition, Ima will be required to watch the following

    Lifelearn? training CDs within the next 30 days - Essentials of Customer Service, Exam Room Communications and Smart Moves for Technicians and Assistants.

    This performance agreement will be reviewed on 6/01/07 on page 2 of this form (Employee Performance Agreement Review).

Employee comments*:

     Employee's Signature:_____________________________________________________ Date:___________________

     Supervisor's Signature:____________________________________________________ Date:___________________

     Witness’ Signature: _______________________________________________________ Date: ___________________

    Employee Performance Agreement Review

    Follow-up to: Counseling or Warning, dated: ____/____/____

    Name/Title of employee: Name/Title of direct supervisor: Progress Reviewsummarize the employee's actual performance compared to the objectives outlined on the

    Performance Agreement. Highlight areas of improvement and/or areas of continued concern. Check the appropriate

    box regarding availability of documentation.

    ____ Supporting documentation is available and attached ____ Supporting documentation is not available Overall evaluation of the performance:

    ____ The employee has met all performance objectives.

    ____ The employee has made progress toward the completion of performance objectives or has met some objectives.

    ____ The employee has not made any progress toward completion of performance objectives.

    ____ The employee's performance in noted areas has declined.

    Recommendation:

    ____ The objectives were met and the performance agreement has been fulfilled.

    ____ The employee has made some progress, but improvement is still needed. Performance agreement will be revised or time frame

    to meet objective(s) extended to ______/______/______ (date). Attach new/revised agreement.

    ____ Performance did not improve to stated performance objective(s). Further action is warranted (see attached documentation):

     ___Warning (new review date ____/____/____) ___Suspension ___Demotion ___Transfer ___Termination

     ___Other ________________________________________________________________

    Supervisor Comments (include consequences the employee may face if the situation precipitating the Performance Agreement should reoccur):______________________________________________________________________________________________________

__________________________________________________________________________________

    __________________________________________________________________________________

    _________________________________________________________________________________

    Employee Comments* (please use the back of this form for further comments):

    __________________________________________________________________________________

    __________________________________________________________________________________

    _______________________________________________________________________

     Employee's Signature:_____________________________________________________ Date:___________________

     Supervisor's Signature:____________________________________________________ Date:___________________

     Witness’ Signature: _______________________________________________________ Date: ___________________

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