7. STAFF EDUCATION

1. The Staff Education Department provides orientation, inservice education and continuing education for all Clinical Programs employees. Department Objectives include:

1. Assess the learning needs of Clinical Programs Employees
2. Develop and implement competency based education that enhances staff job performance
3. Support staff in acquiring competencies necessary to implement job functions.
4. Evaluate the effectiveness of training.

b.   Educational needs are assessed annually within Clinical Programs. Exit interview and 60 days post-hire surveys are used to evaluate and implement program changes. The multidisciplinary Staff Education Advisory Committee provides guidance in setting educational priorities. The Staff Education Department utilizes these identified educational needs to establish a plan for educational events. Attendance at department educational presentations is documented in Training Tracker and each employee is responsible for documenting attendance on their individual Professional Development Record.

Mandatory class timeas required and approved by CSM  is considered work time and is recorded according to KRONOS.  Tardiness and absenteeism will be reported and documented.

c.   Mandatory safety requirements for all employees are addressed in Addendum K.5. CPR Instructors are recruited from among the CPR-trained staff. Each instructor is expected to participate in two (2) CPR training programs per year to maintain instructor status.  Participation in one BLS marathon sponsored by UAMS Staff Education per year is required.

d.   Nurses employed in specialty areas are required to successfully complete appropriate education (Addendum K.6.; K.7).

e.   If required courses are not completed, a disciplinary process will be implemented (Addendum K.8).

8. PERFORMANCE APPRAISAL PRACTICES

1. The performance of employees is appraised on a regular basis in order to inform both the employee and the supervisor of the quality of the employee’s performance and to identify areas of strength and weakness. These appraisals are performed at a minimum, at the end of the probationary period, at the end of the first year of employment, and annually thereafter. Performance Appraisals are considered delinquent if not returned to the appropriate department sixty (60) days after the Review month. Manager makes a statement and includes the date last appraisal completed.
2. The Orientation Competency Checklist is considered the performance appraisal for the probationary period. The job-specific performance appraisal is used for annual appraisals. There are two types of performance appraisals for employees based upon an employee’s categorization as a "classified" or "unclassified" employee. Other information about performance appraisals may be found in Addendum K.9.

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