Attentive Care Service Agency Paper

Seventy percent of seniors over 65 who require support to remain independent have long-term health needs. While tens of millions of seniors are cared for by loving family members, that care often takes a mighty toll on the senior and the caregiver. In many of these cases, there comes a point when the discussion turns to nursing homes and assisted living facilities. Thankfully, there is another choice. With care services from Comfort Keepers, your senior loved one can maintain the freedom and independence of living at home, and the family can receive the peace of mind that comes from knowing their loved one is receiving the care and support they need to safely age in place.

* Set performance goals with each employee. These goals focus on the employee’s specific performance on the job, such as his productivity, output, results, competencies, and behaviors. As you set and follow up on these goals you will be helping your employees to see that the performance appraisal is not a once a year activity but instead is a way to measure their success and course correct any shortcomings throughout the year.

They must make the service user their priority and protect them the ones we have with our family and friends. You must give care affectively without getting emotionally invested and other factors such as confidentiality must be obtained.

Case Management Society of America. (2010). Standards of Practice for Case Management. Retrieved from http://www.cmsa.org/portals/0/pdf/memberonly/StandardsOfPractice.pdf

Performance Appraisals will help to monitor standards, objectives, expectations, responsibilities, tasks, training needs and career succession planning. Also the employee appraisals are used for the evaluation of annual pay and grading reviews, which also coincides with the next year business planning.

Performance Reviews- Performance reviews will be held every 3 months for the first year of employment. At the conclusion of each review, it will be determined if EE is given a pay increase or reduction in weekly hours worked. This is at the discretion of AVA. At the end of 1 year, reviews will be held

Performance Evaluation Session is from July 1 to September 15. All evaluations must be turned in to the Human Resources Office no later than September 15 of each fiscal year. If the deadline falls on a Holiday, weekend or business Closure day, all forms are due the workday before. To have the Performance Evaluations completed in a timely manner, Jadanco H.A. Human

Annual review; performance management review. Ask for feedback on their induction process and record on the HR system.

Please be reminded that OMH and DOHMH will host a meeting with the NYC Health Homes Serving Children “HH” and Legacy Care Management Agency “CMA” providers. The meeting will be held on Tuesday, March 21, from 11:00am until 2:00pm at the Office of Mental Health located at 330 5th Avenue, NY, NY. This meeting will serve as a forum for Health Homes and Care Management providers to gain greater familiarity with each other and with the established health home network represented within NYC. This meeting will also provide an opportunity for the group to discuss relevant health home implementation practice issues. If there are specific topics you would like addressed, please contact your assigned Program

The purpose of a performance appraisal is to be used to improve employee performance. It should be used as a guide for recognizing outstanding behavior that is in line with departmental policies and work objectives, but should also be used as a tool for feedback to improve observed employee deficiencies. Performance appraisals should never be a surprise when it is presented to the employee. It is important for subordinates to understand what they are being evaluated on and what it takes to be successful.

A significant number of our aging population now relies on their family for some level of care. Families now provide every level of care from helping with household chores that have become difficult all the way to providing daily care when the senior becomes bed ridden. Many families are finding it difficult to help because they already have demands on their time and financial resources. For family members that cannot entirely give up their incomes to care for an aging relative, but are willing to make a job change, technology has created many opportunities for income that not only didn't exist ten years ago, but can be a perfect fit for a care giver.

Response: The current evaluation process is performed twice a year and is recorded and measured by the CEO/Executive Director of the organization. Since the organization is relatively small the Executive Director sets up performance measures with all employees and meets quarterly to ensure goals and objectives are pursued and completed. The actually performance evaluation is done twice a year in July and December.

As mentioned above, each employee will be given a performance evaluation. Unless needed, each employee will be given their review on their work anniversary (date they were hired). It is important to understand that performance reviews can be given anytime a manager or executive feels one is needed. Employees will speak with their supervisors to go over in detail their evaluation/review. Depending on the review, promotions and payroll increases may be available. Georgia Crown Distributing Company has a policy of promoting from within whenever practical to fill more responsible positions with the company. We strive to promote the most capable and experienced individuals, based on the demonstrated ability. However, there may be occasions when we need to recruit and hire outside the company.

Performance reviews are designed to both evaluate general performance and measure progress around specific goals. Both negative and positive aspects are incorporated in these reviews as they should serve as a point of reference to both look back in evaluation and ahead in anticipation. Pulling back from daily demands in order to assess and review employee performance allows managers to focus their attention on specific departments and clarify what is high priority to their company. Performance reviews also act as an opportunity to acknowledge working staff and identify professional development which will further support the staff members’ career growth. Reviews are seen as a powerful tool that can be tied to a company’s overall success;

o Performance evaluations are formal review processes designed to encourage the informal day-to-day practice of performance management, while providing a framework in support of merit pay adjustments, promotion and employment decisions. Evaluating staff performance and helping employees develop their skills are important duties associated with performance management. Performance management begins with supervisors and employees collaboratively setting goals and standards, clearly communicating performance expectations and evaluating the results during the performance evaluation process.