The most important aspects of the human resource development Essay Example for Free

The closely(prenominal) important aspects of the human re book of facts victimization EssayWe dedicate our report to our heeded t from each aceer Prof. E. Din, who taught us with the great affection and dedication and let us understand how to manage human resource at organizational levels in a proper manner and how to analyze the survival of the fittest and recruiting extremityes. We feel proved to certify this project in the hand of the scholar of the new modern era. He gave us a honored knowledge about the different aspects of human resources management, c wholeable to which we argon able to write this report. PREFACEThe originhand objective of underlying the assessment check up on is to study the roughly important aspects of the human resource development and new(prenominal) activities and the human welf atomic number 18 in the progeny of such activities.This report is written on Shaukat Khanum crabmeat infirmary and Research Centre. We surr stop overer obse rve the human resource activities and the commercial enterprise analysis.ACKNOWLEDGEMENTWe argon re either in each(prenominal)y thankful to Prof. E. Din for his guidance and for giving us a project on gentle imaginativeness Management. We atomic number 18 g considerful to Management of Shaukat Khanum register Hospital for their cooperation. We would analogous to thank Miss. Amna, acting director HRD, who gave her scarce eon to post us information on different aspects of the human resource development processes at SKMCHRC. We would non have been able to complete this project without her cooperation.SHAUKAT KHAUM MEMORIAL CANCER HOSPITAL AND RESEARCH center fieldShaukat Khanum Memorial Cancer Hospital and Research Centre (SKMCH RC) is a fix-of-the-art finishcer centre set in Lahore, Pakistan. It is a project of the Shaukat Khanum Memorial Trust, which is a charitable organization establish under the Societies modification Act XXI of 1860 of Pakistan. The instituti on is the brainchild of Pakistani cricket superstar, Imran Khan. The inspiration came aft(prenominal) the death of his m other(a), Shaukat Khanum from cancer. The Hospital is a project of Shaukat Khanum Memorial Trust a non-profit legal entity constituted under the faithfulnesss of Pakistan. The Board of Governors formulates familiar constitution and consists of bankers, researchers, business sectormen and physicians. The hospital is managed by a avocational team from clinical, administrative and nursing backgrounds. committee STATEMENTTo act as a model institution to alleviate the suffering of affected roles with cancer by the application of modern methods of curative and palliative therapy irrespective of their ability to establish, the commandment of health care professionals and the earth and transact research into the causes and treatment of cancer.Educational schedulesPost-graduate training political architectural plans (recognized by College of Physicians a nd Surgeons of Pakistan) in the fields ofNuclear Medicine, radiation therapy Therapy, medical Oncology, Radiology, Pathology, MedicinePost-graduate training in Medicine recognized by the Royal College of Physicians (UK)Diploma bank line in Oncology nurse (recognized by the breast feeding Council of Pakistan)Quarterly Basic and Advanced Cardiac Life corrobo come in Courses (BLS and ACLS)Course for medical checkup Technologists (EKG, PFTs and Respiratory technology)Electives for Medical Students and Physicians in training.JOB DESCRIPTIONoccupational Summary rate and coordinate the preparation of the operational budget for Shaukat Khanum Memorial Cancer Hospital Administration direct supervise of fiscal operations for compliance with approved budget implement University policies and guidelines as they relating to budget and payroll.Work Performed find preparation of the annual budget for Shaukat Khanum Memorial Cancer Hospital Administration consult with officials to de stipulat ionine policies, guidelines and program alterations which whitethorn bear upon budget objectives evaluate requests recommending changes, deletions and/or additions prepare final budget for management review. forraderwith monitoring of revenues and expenditures for realization of and compliance with approved budget consult with de stir upments as obligatory to deter-mine cause of major variances, remedial alternatives and effect on future operations prepare reports for higher management with narrative score of deviations from approved budget.Direct financial analysis of major programs and capital projects. recapitulation financial analysis and business plans wide-awake by analysts, department heads and Assistant Operating Officers for sightlyness.Provide data to Hospital Administration as necessity to assure accurate intra-institutional distributions of revenues and expenditures.Provide information to various federal, state, professional and University organizations or staff concerning Shaukat Khanum Memorial Cancer Hospital fiscal operations.Prepare various excess reports for higher management.Plan and schedule departmental turn tail, ensuring proper distribution of concessions and adequate manning, space and facilities for capital punishment of duties.Direct departmental violence functions including, but non limited to, hiring, rate recommendations, promotions, raptures and vacation schedules.Perform other associate duties contingencyal to the unravel described herein.The supra statements describe the general nature and level of lead being performed by individuals assigned to this classification.This is non mean to be an exhaustive list of all responsibilities and duties required of personnel so classified.MINIMUM HIRING SPECIFICATIONSSKMCH RESEARCH centre of circumspectionEDUCATION/TRAININGWork requires knowledge of accounting or business principles and practices generally obtained through finale of a bachelors degree program in a n accounting or business-related field. Certified Public Accountant or Masters of Business Administration preferred.EXPERIENCEWork requires seven socio-economic classs related business or administrative look to acquire competence in applying general accounting principles, personnel practices and coordination of major administrative functions.A masters degree in a related field, such as business or health administration, whitethorn be substituted for experience on a 11 priming.OR AN homogeneous COMBINATION OF RELEVANT EDUCATION AND/OR EXPERIENCESKILLS1001 SUPERVISION1003 BUDGET PROJECTIONS1006 ANALYZE TRENDS1007 INTERVIEWING SKILLS1008 PERSONNEL PRACTICES4105 report/BOOKKEEPING4106 DUKE PAYROLL SYSTEM4108 OFFICE PROCEDURES4109 DUKE ACCOUNTING SYSTEM4112 BILLING/COLLECTIONS4117 INSURANCE CLAIMS4150 CORRESPONDENCE6031 PC WORDPROCESSING SOFTWARE6032 PC SPREADSHEET SOFTWARE6033 PC DATABASE MGT SOFTWAREHuman alternative ManagementHiringHiring Standards and RequirementsSpecial atten tion should be assumption to hiring standards that reflect the norm of a communitys overriding group. The hiring unit intrinsic be prepared to demonstrate that its hiring standards do non automatically screen out applicants whose speech, dress, and face-to-face make water habits differ from those of the predominant group. It essential be able to demonstrate that each involvement tests or other military control exhibit standards that are used, such as possession of a high school diploma, are reasonable measures of boffo reflect procedure. Hiring prerequi internet sites non directly related to lineage performance, such as a height requirement in a get where height is not directly related to performance, are discriminatory. avocation ConditionsThe law against employment discrimination extends to virtually every aspect of the employer-employee relationship, including discrimination with respect to compensation, limits, conditions, or privileges of employment.Wages fav oritism with respect to compensation covers a variety of practices, such as commencement rates or virtue increases base on race, color, sex, religion, or national origin rather than qualifications or performance, and different treatment of employees with respect to over judgment of conviction pay opportunities when based on race, color, sex, religion, or national origin. information and forwardingEmployees of similar capabilities moldiness be spreeed the same opportunities for training, promotion, transfer, and apprenticeship programs.Discriminatory EnvironmentWe maintain a works environment free of racial, sexual, or ethnic intimidation. This requirement takes positive proceeding when necessary to redress or eliminate employee intimidation.If harassment of an employee by co-workers or a executive programy program occurs, management is obligated to attempt to remedy the situation. Management must occupy steps to undertake that a strong non-harassment policy is observed at all levels.Work AssignmentsIt is wrong to give employees a disproportionately large share of the less desirable assignments or less prosperous hours on the basis of race, color, sex, national origin, or religion.FacilitiesFacilities must be open on an integrated basis to all employees.Employer ReprisalWe prohibit taking reprisals against employees who initiate, testify, or participate in proceedings against the employing institution.National Origin contrastDiscrimination on the basis of the physical, cultural, or linguistic characteristics associated with a national origin group is prohibited. speculate requirements such as fluency in English must be shown to be accurate measures of job performance and must fairly assess educational credentials from foreign institutions. In addition, a working environment must be maintained that is free from ethnic slurs, jokes, or other verbal or physical behavior which unreasonably interferes with an employees work performance.Religious Discri minationReligion is defined to include all aspects of religious observance, practice, and belief, such as* grooming habits,* observance of mourning* Prohibition of medical examination.Reasonable readjustment may include practices such as prayer breaks, shift swaps, flexible scheduling, or change of job assignments which may differ from the employers or the potential employers requirements realiseing schedules or other business-related conditions.SEX DISCRIMINATIONHiring standards are not permitted that prohibit women from* carrying or lifting weights in excess of set limits,* working during certain night hours,* working much than a specified number of hours per day or week, or* Working for set time sufficient points in the commencement exercise bum or subsequently childbirth.Rules that limit or restrict employment of married women but are not applicable to married men are not permitted. An employment policy that excludes applicants or employees (married or otherwise) due t o pregnancy is not permitted. stressing recruitment constitutionNo employee shall report to his or her work site impaired by do drugss or alcohol, including drugs irrefutable by a physician and over-the-counter medication. If an employee reports to his or her work site impaired by any drug or alcohol, this behavior shall be deemed un delightful in-person conduct, for which disciplinary action may be imposed, except that those impaired by a legally prescribed drug may be given confiscate work restrictions.Pre-Employment Testing PolicyTesting for drugs and/or alcohol bequeath be conducted on all applicants to whom an offer of employment has been extended. All offers of employment are reconcile to the terms and conditions of this policy. Failure to cooperate in such a test depart government issue in a withdrawal of the offer of employment. Any applicant who refuses to submit to or tampers with a drug test shall be ineligible for hire.If the test is positive, the information w ill be forwarded to a Medical Review Officer for assessment. Unless satisfactory reasons exist for a positive test result (i.e. taking prescribed medications, false-positive result, etc.) the offer of employment will be withdrawn and the applicant may not reapply for employment for a end of 365 days. If the applicant suspects a false positive test result, the applicant may request a critical review test to be administered at bottom 48 hours. If satisfactory reasons appear for the false positive result, the individual may be subject to follow-up random testing for continued confirmation of appropriate use of medications. Test results will be reviewed in confidence by the HR service theatre director or designee, (Manager of Employment), who will convey the results directly to those with a need to know.Refusal To Undergo TestingIf the employee refuses testing, the supervisor should remind the employee that refusal may result in termination. If the employee continues to refuse, an i mmediate investigatory suspension (in accord with the Corrective Action Policy) until further honor should be implemented. If testing is accomplished, the employee should be situated on an investigatory suspension with pay until test results are received.Hiring recruitmentThe Chief Executive Officer, the Chief Operating Officer, and Vice President for Human Resources are committed to hiring practices that are applied conformablely and equitably, thereby demonstrating support for merit-based recruitment and natural selection.The Employment Office is responsible for recruitment, preliminary screening and referral to run departments of applications for all vacancies.The Employment Office and the operating departments share responsibility for ensuring compliance with the health wield dust Equal Opportunity/Affirmative Action allegiances and all applicable State and Federal policies, laws, and guidelines. The Employment Office advises departments regarding applicable policies and legal requirements.Employment counselors extend offers of employment only when department selections are consistent with policies and laws.In cases where an intra-department promotion is recommended, recruitment may be limited to current riseness help transcription employees. Such redacts would be order on the Employment Opportunities list as open to wellness Care System employees only. The vacancy resulting from the promotion would then be open for recruitment, and subject to the precedence considerations.Department of NursingThe Department of Nursing operates a separate nurse employment program for their Registered Nurses, Practical Nurses, and Nursing Assistants. recruitment of Registered Nurses in other departments, as well as other non-licensed staff in the Department of Nursing is the responsibility of the Employment Office.The Department of Nursing is subject to all health Care System personnel policies, including merit-based recruitment and selection.Advertising Each advertisement designed to attract candidates for staff employment must be approved in advance by the Assistant Human Resource operate Director Employment.This applies to any advertisement in any medium for any vacancy, ineradicable or fleeting.QualificationsThe employee or applicant must possess at least the minimum education and experience requirements, or their equivalent, as set forrard in the class specification of the position for which the applicant has been hired.The candidate must possess the specific job-related qualifications, as declared by the hiring department, required for a particular open position.This shall apply in cases of new assignments, promotions, demotions, transfers, and reinstatements.The education and experience statements serve as indicators of the possession of identified skills know ledges and abilities and as guides to primary sources of recruitment reasonable substitutions of clump education and job-related experience, oneness for the oth er, will be made.It is recognized that a specific quantity of formal education or number of geezerhood of experience does not always guarantee possession of the identified skills, know ledges, and abilities for every position in a class. Qualifications necessary to perform successfully may be attained in a variety of crews.ExceptionsThere are two exceptions to this policy* If an employee is demoted to a position in the same field of work the employee is automatically certifiable for the lower class.* If an employee is reinstated without a break in service to a position of the same class or to a lower class in the same field of work, the employee is automatically qualifiedEmployment Office ReferralsRefers to the Employment Office any person making direct contact with the department as an applicant or as a transfer candidate from another department. The department does not grant an employment interview at the time of such direct contact.Choosing InterviewsChooses applicants to be i nterviewed only from those referred by the Employment Office as suitably qualified.Final application and SelectionConducts final screening of applicants or transfer candidates and selects the most suitably qualified candidate based upon specific job-related criteria, giving appropriate consideration to the wellness Care System Affirmative Action goals and other preferences as stated below.Candidate EvaluationsCompletes Candidate Evaluations for all candidates whose applications are referred. Returns these forms to the appropriate Employment Counselor.CommitmentHas no authority to make a commitment to any candidate for employment, classification title, salary, or salary grade. The Health Care System will not honor any such purported commitment, if made.EMPLOYMENT OFFICE RESPONSIBILITIES throwawayPosts on the Employment Opportunities list all classification titles from recruitment requests (may also post working titles when doing so would clarify the type of job available). Posting s hall be for a minimum of 7 working days. in the lead a copy of the list to the Workforce Resources Division of the Office of State Personnel.Applicant SelectionSelects and refers to the operating department the applications of applicants who are most qualified, based on the job-related qualifications identified in the vacancy announcement.Identifies those who should receive precedentity consideration as required by State policy or by Federal or State laws or by the Shaukat Khanum Care System Affirmative Action Plan.Monitoring/EvaluationHuman Resources staff will periodically review program data across the SKMCHRC to ensure that recruitment and selection activities are in compliance with this policy. Human Resources staff will compile an annual report of selection activity, to include analysis of the impact on demographic groups, exceptions to policy, and other relevant factors. Human Resources staff will also comply with the merit-based reporting.Trainee Appointment* A Trainee inv olution may be made to a presbyopic-lasting position when* The job specification includes special provisions for a Trainee progression leading to regular appellation.* Recruitment efforts fail to attract qualified candidates.* The recommended applicant fails to meet minimum State education and experience requirements.*The Trainee particular date, like the probationary period, is also an extension of the selection process, and provides the time for effective adjustment of the new employee or body waste of those whose performance will not meet acceptable standards.Employees with a Trainee conflict receive go forth, come in state service character reference, loneliness, and health arrive ats. When applicable, trainees who have completed 6 months of service or who had a stable appointment prior to entering a Trainee appointment may receive severance pay and priority reemployment consideration. ageless AppointmentA Permanent appointment is a unchanging full-time appointment to a enduringly-full-time established position when the incumbent is expected to be retained in the position on a permanent basis.A Permanent appointment shall be given when* The requirements of the probationary period have been satisfied.* An employee in a Trainee appointment has completed all training and experience requirements.* A time-limited permanent appointment extends beyond 3 years.Individuals receiving initial appointments at the SKMCHRC must first serve in a Probationary appointment onwards being eligible for a Permanent appointment.Time-Limited Permanent AppointmentA Time-Limited Permanent appointment is an appointment that has a limited duration to* A Permanent position that is vacant due to the incumbents leave of absence and when the replacement employees services will be needed for a period of one year or less.A Time-Limited Permanent appointment is an appointment that has a limited duration to* A Permanent position that is vacant due to the incumbents leave of a bsence and when the replacement employees services will be needed for a period of one year or less.* A Time-Limited Permanent position. If an employee is retained in a Time-Limited Permanent position beyond 3 years, he or she shall be designated as having a Permanent position. A Time-Limited Permanent position. If an employee is retained in a Time-Limited Permanent position beyond 3 years, he or she shall be designated as having a Permanent position.This type of appointment is marvelous from a improvised appointment by the longer distance of time, and from a regular Permanent appointment by its limited duration.Employees with a Time-Limited Permanent appointment receive leave, aggregate state service credit, privacy and health benefits. They are not eligible for severance pay and priority reemployment consideration. Individuals receiving initial appointments to SKMCHRC must first serve in a Time-Limited Probationary appointment before being eligible for a Time-Limited Permanent appointment. tempA Temporary appointment is for a limited term, normally not to pop off 3 to 6 months, to a Permanent or Temporary position. When sufficiently reassert, a longer period of time may be pass on but in no case shall the Temporary employment period exceed 12 consecutive months. Temporary employees do not participate in SKMCHRC benefits. Employees with a Temporary appointment do not receive leave, total state service credit, health benefits, retirement credit, severance pay, or priority reemployment consideration. Temporary employees are not subject to the corrective action policy and do not have admission charge to the Grievance and Alternative Dispute Resolution procedure.Permanent Trainee or Time-Limited Part-TimeAn appointment of less than full-time to a Permanent or Time-Limited Permanent full-time position or to a Permanent or Time-Limited Permanent part-time budgeted position on a continuing basis.Employees with appointments that are 20-29 hours per week ear n leave benefits (prorated), total state service credit, and, when applicable, severance pay and priority reemployment consideration. They do not receive retirement credit or health benefits however, they may belong to the group health plan by gainful their own premiums.Employees with appointments that are 30-39 hours per week for at least 9 months per year earn leave benefits (prorated), total state service credit, retirement credit, health benefits, and, when applicable, severance pay and priority reemployment consideration.Employees with appointments less than 20 hours per week earn no benefits.Part-Time TemporaryAn appointment of less than full-time for a limited term normally not to exceed 3 to 6 months. When sufficiently justified, a longer period of time may be requested but in no case shall the Temporary employment period exceed 12 consecutive months.NEW APPOINTMENTSA new appointment is the initial employment of an individual to a position or the reemployment of an individu al who is either not eligible for reinstatement or, at the option of the SKMCHRC, is not offered reinstatement.Probationary or Trainee PeriodsAn employee who begins work in a permanent or time-limited permanent position shall be given a probationary or trainee appointment unless the employee is eligible for and the SKM Health Care System subscribe tos to make reinstatement with a permanent appointment.The probationary and trainee appointment periods are intended to serve as an extension of the selection process and are used to determine whether the person will be able to meet acceptable performance standards for the work for which he or she is employed. The employee will earn all the benefits of an employee with a permanent appointment during this time. Probationary employees are not subject to the corrective action policy. Probationary employees may receive counsel adjacent performance issues or may be terminated at will. Use of the corrective action policy on probationary emplo yees will be voided by HR servicings. Any formal corrective action documentation on probationary employees sent to HR will be returned unprocessed to the originating department. touching To A Permanent PositionWhen an employee is given a permanent or time-limited permanent appointment after the successful outcome of either the probationary period or the trainee period.* If the initial salary is at the hiring rate or trainee rate, it shall be increased to the minimum rate of the range and may be increased to a higher rate if justified based on the employees qualifications, equity, and availability of funds.* If the initial salary is above the hiring rate, the SKMCHRC may elect to increase the salary by 5% or to a higher rate if justified based on the employees qualifications, equity, and availability of funds.Firing EmployeesDiscontinuation Of Employment With NoticeAt-will appointments are subject to discontinuance at any time at the daintiness of the Chief Executive, provided th at such a discontinuation (as distinguished from a tucker for Cause) shall be subject to advance timely notice as follows* During the first year of service, 30 days prior to discontinuation of employment and* During the second and all subsequent years of straight service, 90 days notice prior to discontinuation of employment.Expiration Of Term EmploymentTerm Appointments gnarl automatically at the conclusion of the stated term such an employment may be regenerate or extended at the SKMCHRCs option, by written notice. If the SKMCHRC chooses not to rejuvenate a Term Appointment,* With respect to a term of one year or less, no notice of intent not to renew shall be required.* With respect to a term of much than one year, notice of intent not to renew shall be transmitted in writing at least 90 days prior to the button of the term.Failure to provide written notice shall result in the automatic extension of employment for a period of 90 days beyond the scheduled expiration date of the term.Termination of Employment due(p) To monetary ExigencyEmployment within a aged(a) administrative position for a stated definite term may be terminated prior to the expiration of the stated term because of* Demonstrable, bona fide institutional financial exigency or* Major curtailment or elimination of a programFinancial exigency means a significant decline in the financial resources of the Health Care System that compels a reduction of the institutions budget. The determination of this situation and of major curtailment or elimination of a program shall be made by the Chief Executive, with advance notice to and approval by the Board of Directors.Discharge For CauseCauses for discharge shall include, but not be limited to* Incompetence* Unsatisfactory performance* overtop of duty* Misconduct that interferes with the capacity of the employee to effectively perform the requirements of his or her employment.Discharge for cause is to be preceded by written notice of the inte nt to discharge and is subject to the grievance procedure below. recessWhen a Senior Administrative employee has been notified of the intent to discharge him or her for cause, the Chief Executive may suspend his or her employment at any time and continue the suspension until a final decision concerning discharge has been reached. Suspension shall only be used in exceptional circumstances, and shall be with full pay.A Senior Administrative employee shall automatically be retired SKMCHRC employment (without notice) on July 1 coincident with or following his or her sixtieth birthday.Attendance TardinessSKMCHRC is committed to providing the best patient care possible with its available staff. To attain this patient-oriented goal, it is important that all staff report to work as scheduled.This policy establishes standards for permanent employees, regardless of appointed hours, by which managers can determine that individual employee attendance has become a performance problem. The polic y requires that supervisors maintain and regularly review attendance records. The policy assures that supervisors have consistent guidelines for the purpose of counseling, warning, suspending, demoting, or terminating an employee for unsatisfactory attendance. This policy applies to absenteeism, tardiness, and a combination of the two.TardinessTardiness is defined as an unexcused absence from the assigned work area of six (6) or more minutes but less than half the shift time. This includes reporting late at the start of a shift, upon return from meal breaks, and/or upon return from other breaks. This also includes leaving early prior to the end of a shift. Tardiness, for any reason, is recorded as tardiness. It is the managers obligation to assign meal breaks so that employees are alert of the appropriate meal time parametersTraining EducationEmployee OrientationPurposeFirst impressions have a profound influence on the way new employees support our mission, vision, and values. A w ell-designed penchant course program provides a dynamic and effective way to prepare employees for work. During the predilection process, employees are introduced to essential information, including information on benefits that will continually countenance them in being an lively and productive part of the organization.Our most important summation is our people, and the ongoing success of the SKMCHRC is dependent upon well-trained personnel being employed in every position. SKMCHRC makes a commitment at the time of employment to welcome, inform, and train new employees. Most of this responsibility resides with the departmental manager or supervisorOrientation Program ComponentsThere are two distinct parts to the comprehensive orientation program. The first involves a two-day orientation containing a series of general information sessions about the SKMCHRC. The second part concerns the specific job assignment, and begins at the time that any employee reports to work in a new dep artment. deep down the second part of the orientation program the employee is oriented to departmental procedures and issues. For new employees, this part of the Orientation Program is circumscribed by the Probationary Period. For transferring employees, departments may define the orientation period but it should not exceed six months.This continuum approach to orientation is designed to give the optimum number of opportunities for the new employee to learn not only about specific job duties and responsibilities, but also the way that proper job performance contributes to the overall success of the Employee, the Unit, the Department, and the SKMCHRC.General SessionAll new employees attend the SKMCHRCs New Employee Orientation Program. Employees who are not eligible for benefits are not required to attend the parts of orientation related to benefit selection.New employee includes all new hires, reemployment and agency transfers.Employees involved in status change actions (i.e. change from Temporary appointment to Permanent, Part-Time to Full-Time or Full-Time to Part-Time) are not required to attend a second session of the Orientation. These employees are, however, required to make an appointment with the Benefits Office to complete the documents required to effect the change and to enroll in the desired benefits.HR Role in OrientationThe Human Resource reading (HRD) Office will coordinate the New Employee Orientation. All new employees are registered at the beginning of the orientation session. Attendance records are maintained in the HRD OfficeNEW APPOINTMENTSA new appointment is the initial employment of an individual to a position or the reemployment of an individual who is either not eligible for reinstatement or, at the option of the SKMCHRC, is not offered reinstatement.Probationary Or Trainee PeriodsAn employee who begins work in a permanent or time-limited permanent position shall be given a probationary or trainee appointment unless the employee is e ligible for and the SKMCHRC chooses to make reinstatement with a permanent appointment.The probationary and trainee appointment periods are intended to serve as an extension of the selection process and are used to determine whether the person will be able to meet acceptable performance standards for the work for which he or she is employed. The employee will earn all the benefits of an employee with a permanent appointment during this time.QualificationsThe employee must possess at least the minimum education and experience requirements, or their equivalent, as set forth in the class specification. This applies to full-time and part-time permanent, probationary, trainees, time-limited permanent and temporary appointments.Salary RateThe hiring rate of pay for a class, or trainees rate where applicable, shall normally be remunerative a qualified new employeeTraineeA Trainee appointment may be made to a permanent position when the job specification includes special provisions for a T rainee progression leading to regular appointmentrecruitment efforts fail to attract qualified candidatesoperating inevitably warrant a trainee, orthe recommended applicant fails to meet minimum education and experience requirements.The Trainee appointment, like the probationary period, is also an extension of the selection process, and provides the time for effective adjustment of the new employee or elimination of those whose performance will not meet acceptable standards.Employees with a Trainee appointment receive leave, total service credit, retirement, and health benefits. When applicable, trainees who have completed 6 months of service or who had a Permanent appointment prior to entering a Trainee appointment may receive severance pay and priority reemployment consideration. expertness AssessmentA systematic, ongoing, organization-wide competency assessment program ensures that the right person is performing the right job in the right way to deliver optimal patient care. Com petency assessment includes the determination of qualifications, competencies, and staffing necessary to carry out the mission of SKMCHRC. Competency assessment also includes developing and implementing processes to ensure that the competence of all employees is assessed, maintained, improved and demonstrated throughout their association with the Hospital. Competency assessment integrates the processes of Position Design/Classification, Hiring, Orientation/Training/Education, and Performance Management. An effective competency assessment program requires collaboration and cooperation from all levels of management.Human Resource departments assist department managers in position design/classification (Position Management) Hiring (Employment), orientation/training/education (Employee Benefits and Human Resource Development) and performance evaluation (Position Management). The Director of Human Resources provides an annual report with aggregate data that reflects levels of competence and competence maintenance activities to the SKMCHRC Board of Directors.Department managers are responsible for the following competency assessment activitiesRecommending to their Division Director a sufficient number of qualified and competent staff to provide care/service.Providing current job descriptions to Position Management. Job descriptions include job functions, specific duties, knowledge set, skills and ability required to perform the duties and stripped education and experience required, including necessary licenses, certifications, or registrations. For patient care positions, job descriptions define the necessary competencies related to the special needs and behaviors of specific age groups with whom the employee will work. Job descriptions should be reviewed annually and revised as necessary. For examples of documentation for this function, see Appendices 5 and 6.Evaluating the competence of applicants for vacant positions correspond to pre-determined criteria for hi ring.Orienting new employees, according to policies for Employee Orientation, and documenting department-level employee orientation and Initial Skills Verification.Develop and implement a plan for assessing the ongoing competency of department staff to perform required job functions. A priority for competency assessment may be high risk, problem-prone or seldom used skills.Provide continuing education and other staff development opportunities to maintain or improve performance.Establishing policies and procedures for safe and effective use of department equipment, training of employees to use equipment, and assessing the competency of employees to use the equipment according to policies, procedures and/or predetermined performance criteria.EducationAny Full-time or Part-time Permanent (scheduled to work 20 hours per week or more) employee with at least 6 months of continuous service prior to the first day of classes is eligible for tuition assistance. Eligible employees must be cont inuously employed through completion of the course. Employees in temporary or probationary status are ineligible for tuition assistance.Courses from any authoritative high school, business school, community college, technical institute, college or university, correspondence school, or other educational source may be approved for tuition assistance. Approved courses must be directly related to ameliorate performance in the employees present job or must be directly related to the employees profession or field of work. Courses required for completion of a job or professional-related degree program may also be approved. Courses for personal enrichment do not qualify and must be interpreted by employees at their own time and expense.Courses considered to be a required pre needed for a degree program are not eligible for reimbursement under the development Reimbursement Program. These prerequisite courses are eligible for reimbursement under a departments Travel Reimbursement Program, and supervisors should be approached for information and approval on these types of reimbursements.The approved course must be taken on the employees own time unless the course is not offered after working hours. For a course taken during work time, it is up to the discretion of the Department Head or designee to determine work/non-work pay time. disregarding of the pay status, eligible employees may be granted time during work hours for not more than one course per term not to exceed 5 semester hours credit when the course is not offered after working hours. Approval to take a course during working hours must be received prior to kickoff the course. Revised work schedules should not adversely affect departmental services or employee job performance.Tuition Assistance Request forms must be signed and dated by the employee and supervisor prior to starting the course.Eligible employees may receive reimbursement for required academician costs not to exceed the maximum tally charge d within the Hospitals University program for a similar course. Reimbursement is limited to a maximum of 10 semester hours per academic term, but not for more than 20 semester hours in a fiscal year, OR for more than 4 courses in a fiscal year.Members of the Division of Nursing should obtain approval from Nursing Education and Research. commute Promotion SystemTransferThe Transfer-Promotion System provides orderly procedures for an employee to move within a department and among departments and affords move and upward mobility opportunities on a hospital-wide basis.The system is provided to help employees realize their individual career potentials and respond to the needs of underemployed persons.This system is designed to facilitate the transfer, as feasible, of employees with satisfactory records of work performance and conduct, and who possess requisite qualifications. It is not used in lieu of appropriate corrective action.Responsibility for implementation of this policy is divi ded up by operating departments and the Employment Office.Whether a Transfer can be effected is contingent upon the populace of an opening and the employees qualifications, ability, and work performance, length of Continuous Service, and overall competitive status compared to that of other employee candidates and, as appropriate, orthogonal applicants. For a Transfer to be effected, the employee must be selected by the operating department as most suitable for the open position. Thus, it is not possible to guarantee a Transfer to every employee requesting one.PromotionPromotion is a change in status upward documented according to customary professional procedure, resulting from assignment to a position associated with a higher pay grade. Selection should be based upon demonstrated capacity, quality, and length of service (if applicants are personifyly qualified).The purpose of a promotional pay increase is to reward the employee for the arrogance of duties more responsible and m ore difficult than those in the current position. Subject to the availability of funds, salary increases, not to exceed the maximum of the range, may be given in accordance with this policy.If the employee is promoted to a position within the same class series or occupational group, the salary* May be increased by up to 5% for each grade provided by the promotion or* May be established in accordance with the New Appointments policyTemporary PromotionsTemporary promotions may be made when an employee is placed in an acting capacity for a period of time.When an employee is placed in an acting capacity, at the discretion of management and in collaboration with the Assistant Human Resource Services Director Employment, one of the following may occur* The employee may be placed in the higher level position (if vacant) with an fellow feeling that he or she will return to the former position and salary when the position is filled.PROFESSIONAL pedigree ATTIREAppropriate good taste, good grooming, safety, and consideration for others should govern the appearance of all employees, contract employees, residents, volunteers, students, Medical Staff of Shaukat Khanum Medical Centre Hospitals, and research personnel utilizing Shaukat Khanum Medical Centre HCS facilities. Neatness and cleanliness are curtilage of concern for our patients, their families, the public, and each other.Shaukat Khanum Medical Centre Health Care System believes that personal neatness and appropriate attire provide an atmosphere of professionalism and inspire confidence in our ability to deliver services.The provisions of this policy apply to all personnel operating in the Shaukat Khanum Medical Centre HCS. Department policies may destine excess requirements as appropriate for employee and patient safety.All employees, staff members, volunteers, as well as visitors to the Shaukat Khanum Medical Centre HCS shall be required to dig appropriate identification as defined in the credit of Employee s, Staff Members, Patients and Visitors Policy in the Shaukat Khanum Medical Centre Health Care System Policy Manual. An employees attain and picture must be visible at eye level at all times.UniformsEmployees for whom uniforms are required for the job must wear the appropriate uniform. Alterations to the uniform or alternatives to uniforms are allowed only if prior approval has been obtained from a Department Head and if the intent of this policy is not violated.Scrub SuitsScrub suits, masks, raiment covers, and gloves should be worn only in areas designated by relevant departmental policies and only by those designated to wear them as part of their personal preventive equipment. Please refer to departmental policies regarding the use of scrub suitsNon-Uniform uniformClothing should be clean, pressed, and in good condition. Shorts (or similar attire), denim, tank tops, midriffs, revealing apparel, and the wearing of patient garb over a uniform or outerwear are considered inappr opriate for the work place and are not permitted under this policy. Hats should be worn only when part of an approved uniform. Logos which identify the SKMCHRC or units within the HospitalHealth Care System is the only acceptable logos to be worn on collarless shirts.SafetyAs required by the Occupational Safety and Health Act, the SKMCHRC shall provide appropriate personal protective equipment for employees who perform hazardous work. The equipment will protect the face, eyes, head, and extremities. The Infection swan policies and the Employee Handbook must be used to guide departmental dress requirements where appropriate. Reference the SKMCHRC Infection visualise Manual and the Employee Handbook for specific guidelines.Protective equipment, shields, and respiratory devices shall be used whenever the employee has the potential of being exposed to a hazardous environment, chemical, radiation, or mechanical irritant capable of causing injury or declension in the function of any p art of the body through absorption, inhalation, or physical contact. The use of protective glasses and shoes is covered in the Personal Protective Equipment Requirements Policy in the SKMCHRC Safety Policy Manual.For safety reasons, all employees must wear shoes which are appropriate to their jobs.Grooming StandardCleanliness is an essential part of providing high-quality service to our customers. A neat, clean, business-like and professional appearance is a requirement for all jobs. In most instances, an employee may wear his or her hair the way he or she chooses while working, as long as it remains well-trimmed, well-groomed, and business-like in appearance.Other ConsiderationsSupervisors will inform employees if business needs warrant additional requirements for the employees position. Chewing gum is not considered appropriate in the presence of patients, visitors, or guests.Hygiene StandardsGood personal hygiene is required. Other employees, as well as patients and guests, have a right to expect general cleanliness and good dental hygiene from the staff. Employees must refrain from using body fragrances such as cologne, talcum powder, and after-shave lotions, which may have an adverse effect on patient care, on co-workersand on visitors.Employee Health SafetyThe SKM meets its responsibilities regarding employee health and safety by constantly trying to improve the quality of the workplace and to provide a safe and healthful place of employment. The SKM is committed to complying with the law in spirit as well as in deed. It is, however, the responsibility of every employee and staff member to report any situation or condition that appears to be a safety, environmental, or health hazard.To report a hazard, an employee should advise his or her supervisor immediately or contact the Environmental Safety Department directly.Children in the Work PlaceEmployees shall not bring children into clinical work areas at any time. Employees shall not bring children into non-clinical work areas except in extreme emergency situations. This will minimize interference with performance of job duties, minimize lost time due to exposure to communicable diseases, and maintain the SKM Health Care Systems professionalism.Exposure to communicable diseaseTo the consummation practicable, the SKM Health Care System protects patients and employees from exposure to communicable diseases. When such work-related exposure occurs, employees may be direct to take remunerative Administrative Leave by the Director of Operations of designated member of the Management Council. If disorder results from on-the-job exposure, the Workers Compensation Policy applies.Family Practice CenterThe Center is staffed by faculty physicians and resident physicians in the SKM Department of Family Medicine. There is an enrollment procedure, and enrolled members and their families may use the Center for all health care requirements.Services available include routine and acute health care , health maintenance, obstetrics, counseling, and care for chronic problemsEmployee deviational ServicesEmployee Recreation Services offers a variety of activities within the following areas athletics, wellness hobbies, clubs, and classes discounts and services and travel for employees and their families. close to of these opportunities include* Athletic leagues, tournaments, and classes* Health promotion and exercise classes* Clubs for photography, running, golf, musicians, and retirees* Arts/crafts and special interest classes* Vacation and go back discounts* Discounted tickets for local and regional attractions* Employee Privileges for SKMCHRC gyms/pool* Faculty/Staff season pass for SKMCHRC home athletic events* Employee Recreation Association* Employee Discount Card.Workers CompensationSKMCHRC has a Workers Compensation Office dedicated to the administration of workers compensation claims. The injure employee or his representative is responsible for reporting all work-relate d illnesses, injuries, or exposures to occupational diseases to their immediate supervisor or the designee immediately following the incident. Neither medical allowances nor compensation are payable before the employees written notice of injury is given. If thirty days has passed from the date of the accident or injury before notice is given by the employee, compensation is not payable unless a reasonable excuse for not giving a written notice is made to the satisfaction of the Industrial Commission.Medical BenefitsThe SKMCHRC provides payment of all medical, surgical, hospital, nursing, sick travel, ethical drug drugs, and rehabilitation services prescribed by the treating physician to treat the injury as it relates to the job. It is the employees responsibility to ensure that all bills and medical reports are forwarded to the Workers Compensation Office for consideration and payment.Leave BenefitsIf an employee is put off work more than 7 calendar days by the treating physician, the employee will receive Workers Compensation leave benefits. The leave benefit is equivalent to two-thirds of the employees mediocre weekly wage and not above the maximum established by the SKMCHRC Commission. The maximum compensation rate is adjusted annually by the SKM.Employee Incident heraldThe injured employee and his supervisor or designee shall complete the Employee Incident Report. The report is then given to the health care provider who first examines the employee for medical information to be added. This health care provider may be in Occupational Health Services or in the SKMCHRC Emergency Room. Completed incident report forms not already there should be sent to Occupational Health Services for review and submission to the SKMCHRC Workers Compensation Office. The incident report form must state the following* treatment rendered* days employee placed off work* any restriction to employees normal duty* referral to a specialty area or to Occupational Health Service* hos pitalization* Medication prescribed, etc.To avoid a delay or denial, the Employee Incident Report should be completed in full.It is the intent of the SKMCHRC to provide a workplace for all employees which is free from violence. The Health Care System is committed to working with its employees to maintain a work environment free from violence, brats of violence, harassment, intimidation, and other disruptive behavior. While this kind of conduct is not pervasive in our facilities, no hospital or clinic area is immune. Violence, threats, harassment, intimidation, and other disruptive behavior in our workplace will not be tolerated that is, all reports of incidents will be taken seriously and will be dealt with appropriately. Such behavior can include oral or written statements, gestures, or expressions that communicate a direct or indirect threat of physical harm. Individuals who commit such acts may be removed from the premises and may be subject to disciplinary action, criminal pena lties, or both.Group term life insuranceThe SKMCHRC makes a group term life insurance policy, underwritten by Metropolitan Life, available to eligible employees, their spouses, and their dependents. enfolding is voluntary. Employees must pay the full cost of coverage through automatic payroll deductions. ingressory InsurancesThe SKMCHRC provides entree to an extensive selection of ancillary life insurance policies based on an employees needs. Enrollment in these programs is voluntary, and is paid by the employee. Carriers and programs may take leave from year to year. Contact the Employee Benefits Office for more information on these policies.Supplemental Accident InsuranceThe SKMCHRC provides access to an extensive selection of supplemental accident insurance policies based on an employees needs. Enrollment in these programs is voluntary, and is paid by the employee. Carriers and programs may vary from year to year. Contact the Employee Benefits Office for more information on these policies.Supplemental Cancer InsuranceThe SKMCHRC provides access to a Cancer insurance plan. Enrollment in this program is voluntary, and is paid by the employee. Contact the Employee Benefits Office for more information on this policy.Supplemental ICU/CCU InsuranceThe SKMCHRC provides access to an Intensive Care/Coronary Care insurance plan. Enrollment in this program is voluntary, and is paid by the employee. Contact the Employee Benefits Office for more information on this policy hideaway System BenefitsCost of ParticipationCost of participation is shared between the employee and the SKMCHRC. The employee contributes 6% of his or her gross salary automatically through payroll deduction. Contributions are tax-sheltered for Federal and State income tax purposes. The SKMCHRC contributes a larger share of the cost, based on the systems actuarial needs. Both of these contributions combine to provide funding for the Retirement System Pension Fund, the Death Benefit, the deterr ent Income Plan, and the Retirees Health Plan.Old-Age Benefit PlanSKMCHRC also has an old-age benefit plan running for its retired employees.Annual Benefit designThe annual retirement benefit is based on a formula which takes into consideration a portion of the members average salary during the highest-paid 48 consecutive months multiplied by years of creditable service. The percentage rate is set forth by the General Assembly and subject to change. (Currently the rate is under 2%) The average for the 48 consecutive months of highest earnings is the Average Final Compensation.Creditable Service DeterminationCreditable Service means any period during which a member contributed to the Retirement System. Unused sick or ruinous leave and certain purchased service credits also are included as creditable service. For each 20 days (or portion thereof) of unused sick or catastrophic leave, one month of credit is allowedDeath BenefitIf a member dies while in active status after one year o f contributing membership, the beneficiary will receive a single lump sum payment. This payment equals the highest 12 months salary in a row earned during the 24 months before death, but no less than $100,000 and no more than $2500, 000. The death benefit is paid in addition to the members retirement accumulation or, if applicable, the Survivors Alternate Benefit described below.Survivors Alternate BenefitIf a member dies while in active status after completing 20 years of credit or reaching age 60 with 5 years of credit, the principal beneficiary named to receive a refund of retirement contributions may choose to receive a monthly benefit for life instead of a refund.Early RetirementA reduced monthly retirement benefit is available at age 50 with 20 years of creditable service, or age 60 with 5 years of creditable serviceService RetirementAn unreduced monthly retirement benefit is available after 30 years of creditable service, after age 60 with 25 years of creditable service, or after age 65 with 5 years of service.Retirement Payment OptionsA member may elect to receive the maximum retirement income or a reduced income through one of several payment options which provide payment to a beneficiary after the members death.ConclusionSKMCHRC is an equal opportunity employer. As such, SKM Health Care System offers equal employment opportunities without regard to race, color, religion, sex, national origin, age, or disability. To extend these opportunities, they shall* Recruit, hire, train, and promote persons in all job classifications without regard to race, color, sex, religion, national origin, age, disabilities or political affiliation/influence.* Base selection, hiring, and promotion decisions upon valid requirements and criteria which are, reduction-in-force, terminations, and promotions objectively, without regard to race, related and necessary to perform the work* Administer all personnel actions including compensation, benefits, tuition assistance, train ing, transfers color, religion, sex, national origin, age, or disability