Joint Commission Case Study

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. Policy and Procedure November 27, 2013 As the manager here at St. James Acute Hospital; the CEO, shareholders and staff appreciates the influence that the Joint Commission has on the organization. The Joint Commission has given the facility the opportunity to be evaluated through surveys to ensure that our patients are receiving high quality care and all safety standards are achieved. The Joint Commission gives the organization the advantage of being accredited in many areas of performance and services (Joint Commission, nd). The Joint commission has helped this organization establish guidelines and procedures to follow to strengthen the organization. The Joint Commission has shown areas that needed improvement and in…show more content…
James performance appraisal method is implemented by using the generic performance appraisal form; because it allows the supervisor to list the job description and rate whether or not the employee is performing to standards and allow. Numbers are given to rate performance level rating someone less than 2.0 means that they will need some improvement in a particular area. Rating someone 2.0 mean they are doing just enough to get by the average anything higher than 2.0 means they have done an extraordinary job (Fallon & McConnell 2007; p.241). The organization implemented this performance appraisal over self – appraisal and team appraisals; because self appraisals keeps employee’s from over and under rating themselves. team appraisals can sometimes be unjust, because one or two people could possibly slack when it comes to performing their job and make the team look bad. The organization wants all employee’s to benefit from the great effort that they put into performing their job; therefore they should be evaluated separately. A generic appraisal form for each employee seems to be fair it shows each employee his/her weakness and strengths allowing room for growth if needed(Fallon & McConnell 2007;…show more content…
James is to care for our patient’s needs and doing so the organization must consider the employee’s needs also. In order to keep good employee’s long term their needs must be evaluated; if there is an issue with an employee missing excessive time from work or any other behavior problem; The manager must talk with the employee to see what causes them to behave in such a manner and create a solution for the problem. The goal for talking to the employee is to prevent disciplinary actions. Managers should let the employee know that they are valued as an employee and how much they would like them to continue employment with the organization. It is important to keep verbal warnings in the employee file; a good suggestion would be to remind them of the (EAP) Employee Assistance Program or Human Resource this will allow the employee to be counseled in hopes of some solution. Managers must stand firm if behavior has not change disciplinary must be distributed (Fallon & McConnell 2007;

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