The performance review program at Valley Urgent Care was developed some years ag

Question

The performance review program at Valley Urgent Care was developed some years ago and has generally served the organization well. The supervisors took the responsibil- ity to conduct timely, meaningful reviews very seriously. The review process con- sisted of ratings on the following skills and competencies: • Customer service • Clinical abilities • Communications with patients and fellow employees • Attendance • Work attitude However, the employees and supervisors have commented that the review process lacked relevance and was in need of updat- ing. They indicated that there were not enough evaluation categories to adequately evaluate the complexity and variety of jobs at Valley Urgent Care. Additional catego- ries that were suggested included computer skills, compliance with HIPAA, willingness to take on additional duties, and leadership. Valley Urgent Care’s administrator agreed that it was time to review the eval- uation process and criteria has asked the HR manager to pull together a work team of managers to develop a new process that would be more relevant and mean- ingful to the organization and employees.

Questions 1. Why would the employees see the current review process as irrelevant?

2. What types of changes should the work team consider in order to improve the process and criteria?

Explanation / Answer

Ques.1- The current review process is considered irrelevant because it has lack of some important points which should be considered while making performance review program. The main drawbacks of this programs are:-

*It lacks the point on the basis of which employees performance can be evaluated based on degree of complexity on their job position as different jobs have different level of complexity.

*It lacks evaluation on the basis of employees working in compliance with HIPAA( Health insurance portability and accountability act of 1996). According to which data privacy and security is assured in safeguarding medical informations.

*It doesn't have any point which can evaluate performance on the basis of computer skills of employees.

*This program lacks in evaluating performance on the basis of readiness of employees to get additional works on the time of overflow.

*It lacks evaluation on the basis of employees tendencies to come foreward for leadership.

Ques.2 Changes which should be made to improve the process are:-

*Leadership quality

*HIPAA Compliances

*Testing difficulty level of different jobs

*Availability of employees on the time of overflow

*Computer skill

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