The Electronic Medical Record ( Emr ) - 2104 Words

CHELSEA BEGIN Providence not only strives for a great experience with their customers but also with their caregivers. The main focus for Providence at this time for their caregivers is improving their experience by; more emphasis on development, using technology to ease their way; improving the performance review conversation and aligning performance and development. Along with improving their experience, Providence has a lot of lean projects that are helping to standardize how things are done. All of this work will help increase standardization within the work place, which has been one of the main downfalls that Providence has been working to fix. In 2015 the goal is to begin working on the experience for the caregiver according to†¦show more content†¦will be trained on the â€Å"new† and â€Å"improved† way of giving a performance review. Providence really would like to focus on how the performance review conversation takes place and when it takes place. Moving forward, Providence would like to focus on the development of each of their caregivers. The goal for the supervisors is to have a more formal review during the first quarter. Having all of the reviews in the first quarter will allow for a personal ownership of one’s development and ensure continued support from the supervisor as described by the Providence Leadership team. Right now there a lot of variations on how a performance evaluation should be given. Starting in January a caregiver will give a self-assessment, the core leaders will give input/feedback through March, and all of the evaluations will be completed by April 1st. The leadership team at Providence has shown here that when it comes to development and wanting to give the best feedback to their caregivers it matters how they give the performance evaluation. The next big thing that Providence will be focusing on is Merit planning. Again, starting in 2015, there will be a single schedule annual merit increase. What this means for the caregiver at Providence is that their raise will not only be based on years of experience but really how are they doing in their job. The supervisors or core leaders will be able to look at the merit raise as a reward based on the performance, equity