How Valuable is that Employee? – Part II

The evaluation will be based on performance in two broad categories:

1. professional responsibilities
2. organizational responsibilities

Within these categories, specific areas will be assessed.

In the category of professional responsibility, the following areas will be assessed:

1. quality of care
2. effectiveness in patient management
3. professional development

In the category of organizational responsibilities, the following areas will be assessed:

1. adherence to the policies
2. adherence to job duties of an ideal staff member
3. communications
4. interpersonal relationship
5. practice development

The data collection phase of the evaluation process will involve the gathering of information by the office manager from all sources that he/she deems appropriate. Generally, input will be from:

1. patient comments
2. quality control data
3. statistical data observation
4. documentation regarding compliance with organizational policies.

Following the information collection, the office manager, the doctor and the staff member will complete the performance review forms, and a performance review meeting will be scheduled.

Steps to Follow for the Evaluation Procedure

1. The office manager will distribute to the employee a copy of the job duties for an ideal staff member and job duties for the position the employee holds.
2. The staff member will fill in their rating of each point (the office manager will also provide ratings).
1. Suggested Rating System
1. Place a checkmark (✓) next to any item that is deficient and is in need of improvement.
2. Place a star (★) next to any item that is excellent.
3. Leave blank any item that is fine as it is, although the goal would be to work toward excellence in these categories.
3. The evaluation process begins with the orientation of the new employee. During the orientation, the employee is made aware of the organizational goals. The individual’s job description (both as a staff member and for the professional position that they hold) is discussed, and an understanding of job expectations and standards for evaluation is reached.
4. At this meeting, the performance for the previous period is reviewed, and the employee is given an opportunity to comment on any area of the assessment.
5. As the review is progressing, both the office manager and the staff member should keep notes with regard to areas to work on and goals that are set. In cases of deficiencies where correction seems achievable, and reasonable in terms of practice resources, every attempt will be made to work with the employee to affect change.
6. The employee then signs the document. An understanding is reached concerning past performance and expected future performance and an outline of future performance expectations is drawn up and discussed.

If you have any questions about doing a performance evaluation, what you should be doing afterwards or have any questions that would help you manage your practice better, feel free to give us a call at 1-800-695-0257 or fill out the form below, and we would be happy to get back to you.

Questions?