LDR 625 Student Competency Assessment & Development Plan INSTRUCTIONS: By the end of Week 2, please complete the

e Pre-Course Self-Assessment and Basis for Pre-Course Self-Assessment columns. In addition to providing a numerical score in the Pre-Course Self-Assessment column (1 = not competent, 5 = high competency), please be sure to provide a detailed explanation regarding the basis for your pre-course selfassessment score in the Basis for Pre-Course Self-Assessment column. Once this has been completed, please submit it to the Dropbox area of the course by the end of Week 2. Do NOT complete the remaining columns of the Student Competency Assessment & Development Plan until Week 10 of the course. By the end of Week 10, please complete the remaining columns of the Student Competency Assessment & Development Plan. Once you have completed this in Week 10, please submit the document to the Dropbox area of the course for Week 10. Then, please be sure to incorporate the final Student Competency Assessment & Development Plan document into your LDR portfolio by creating a new/separate tab to post the LDR 625 competency project. LDR 625 Student Competency Assessment & Development Plan Competency Level 1 - Is Familiar with Basic Employment Processes and Law. Competency Pre-Course Basis for PrePostBasis for PostPost Course SelfCourse SelfCourse Course SelfSelfAssessment Assessment SelfAssessment Development (Scale:1-5) Assessment Plan (Scale 1-5) 3 I have been in 4 My knowledge My 1.1. Demonstrates management of employment development basic knowledge roles over the management plan is to of employ course of my principles, continue to management nursing career policies and law work closely principles, and have been have expanded with the HR policies, and law involved in over the course department on in relation to hiring, of this semester. all issues hiring, promoting, The ability to related to promotion, or dismissals, take both the employee dismissal
conflict resolution and enrolling direct reports onto work plans. In addition, I have worked closely with HR reps to ensure that I follow the proper rules HR course and the Medical law course together allowed me to utilize the information I learned amongst both of the courses. I was able to understand more effectively how the laws

hiring, promotion, any sort of disciplinary actions along with firing if need be. In addition, there are numerous courses that I can take within my institution that provide in

and procedures for providing reprimands and suspensions.

1.2. Applies human resources policies and procedures.

I have a varied amount of experience working with HR policies and procedures over the last 27 years of my career. I have been in assistant manager, manager and Lead positions where my duties an responsibilities include the management of a 10 -15 associates.

currently affect the HR standard operating procedures along with the importance of why following the HR SOPs is so important. The course content for Human Resources has provided me with a more in depth understanding of policy and procedures that are mandated nationally and within the states. I have been able to more fully understand the reasons why we do what we do.

depth review of new policies and why they are being enacted.

In addition to continuing to maintain a close relationship with our HR department, my plan is to continue to talk with my colleagues and ask questions about the different experiences they have had in the past ,are going thru currentl y or in the future, with HR policies and procedures. This will allow me to be open to understanding the different experiences that they go thru along with what the outcomes are of the issues that arise. By looking to colleagues that have had experience

1.3. Applies equal opportunity and federal contract compliance (EEOC/OFCCP), the disabilities act (ADA), fair labor standards (FLSA), and employee income, security, and refinement regulations (ERISA)

As these laws change many times over the years, I have had a gap of three years where I have not directly overseen employees-My duties and responsibilities at this time do not include ensuring these laws are followed. However, I do assist our managers and directors in hiring and building programs so I

3.5

with these issues I will be better able to deal with issues as they present themselves to me as my duties and responsibilities grow and expand. Being able to critically analyze the outcomes both positive and negative with my colleagues will give me the tools to deal with issues of my own. Again, having My the ability to development learn about plan will be to medical law at ensure I am the same time keeping as the HR course abreast of the allowed me to most current critically legislation of understand and these laws and put into practice acts by the applications continuing to to the various maintain my laws thru case ACHE studies and membership online along with discussion continuing to questions. obtain information from respected websites such as HHS.gov, ACHE etc.

1.4. Demonstr ates an understanding of union/labor principles and practices (e.g., contracting, negotiations, grievance process, mediation)

do have a working knowledge of these laws. I also have a close relationship with my HR rep so if I have questions the answers are only a phone call away. This is an area of weakness for me as it has been many years since I have worked with union staff and I am certain that the rules have changed since then. I would however feel competent with the assistance of a HR rep and a lot of reading and research, if I had to oversee union employees.

3.5

The course content was amenable to learning more about union/labor practices. I was able to increase my knowledge on these thru the case presentations and the weekly discussion questions. Some of our classmates were experts in this area and I was able to utilize their knowledge on the subject to increase my understanding of the different practices.

My plan will be to continue to seek information from the HR department along with experts within the field to better understand the relationships and dynamics that go on with the unions and different labor principles.

Competency Level 2 - Uses Alternative Compensation and Benefit Programs Competency Pre-Course Basis for PrePostBasis for PostPost Course SelfCourse SelfCourse Course SelfSelfAssessment Assessment SelfAssessment Development (Scale:1-5) Assessment Plan (Scale 1-5) 4 Within my 4.5 I have had some My 2.1. Conducts job current experience development analysis,

evaluation, and grading

position I am required to research positions that we are deciding on implementing within our program. One of the things I look at is who is the best qualified person for the position and when filling out proformas looking at what the bottom line and value is for developing the program.

within this aspect of healthcare leadership however, there is always room for improvement. During the HR course I was able to reach out to different experts in the field thru our experiential exercises to gain a further understanding of how conducting a job analysis and evaluation is being put into practice in the real world. This was a learning curve for me, as I was not aware until this semester that this was being done by healthcare leaders to the extent it was.

plan for this metric will be to continue to seek out leaders with experience in the field of different healthcare areas and HR practices to understand how they are working and how they are strategizing for the future. There are so many creative people within the healthcare industry that we need to continue to work collaboratively and start to use best practices from across the industry itself. Just because Oncology may not be the same as radiology doesnt mean that radiology doesnt have some great ideas that could be adapted to the oncology world. Continue to communicate with the entire

2.2. Uses compensation surveys

I have not had any experience with compensation surveys in my past or present positions.

3.5

2.3. Understands compensation structures, including: market pricing, pay delivery models and their implications, benefits and their role in total compensation,and union wage and hour contract provisions

This is an area of weakness for me. I have not had a lot of experience working with union staff-my last position where I worked with that group was back in the 90s. I know that the laws and contract provisions have changed dramatically since that time. I would

The curriculum content , case studies and experiential exercises that we were given to complete during our 10 week class have provided us with subject matter on compensation surveys and have given us the ability to understand them and the valuable information on compensation and benefits they can provide for different professions The review of the curriculum for the HR class has provided me with a deeper knowledge of compensation structures within the healthcare industry. Thru our required readings and class discussions I have been able to further understand the reasoning behing market pricing, and

healthcare team. My development plan will be to research and utilize annual and published compensation surveys in my positions to provide detailed information when I am developing and implementing new programs within the healthcare industry.

My development plan will be to continue to read and develop a deeper understanding of the financial aspects of Human resources and how they affect the budget and overall performance for the organization.

expect that I will be able to learn this information over the next 9 weeks with the assistance of our required readings, assignments and online discussions.

2.4. Uses compensation, benefit, and incentive programs to optimize performance of diverse employee stakeholders

Within my past management positions I was able to work with my employees to cover our research patients by offering incentives such as comp time off, flexible scheduling based on their homelife requirements at the time, some of my employees were attending school and I was able to schedule them so that they could pursue

which pay delivery model best suits the program that is being developed or enhanced. By understanding the different employee types and corresponding financial issues I am more able to make choices on what the best options are for the organization I am working for. The curriculum with the HR class has provided me with a diverse understanding of compensation and incentive programs to optimize performance for many different healthcare professionals. The ability to critically understand the financial and human aspects to this very important topic have been well developed over the last 10 weeks.

My self development plan will be to continue being a member of the American College of Healthcare Executives in order to stay abreast of current topics in healthcare. In addition, reaching out to work and learn from the subject matter experts, i.e. Director of Medical practices will further enhance my understanding of their roles, responsibilities along with the challenges

2.5. Conducts performance assessments

their personal goals. I have worked with a very diverse group of individuals over the past 27 years and would say that I am extremely competent in dealing with different cultures and groups of people. I have conducted numerous performance assessments in my past positions, as well as a primary evaluator and contributor for many of our associates within SJPHS. In my past positions I was responsible for evaluating the effectiveness of each of my employees work as well as collaboratively setting reasonably attainable annual goals with them.

they face within their roles.

Although I have experience in conducting performance assessments I have furthered my knowledge of the importance of performance management for staff. By reading fellow students posts , experiences and suggestions I have been able to find pearls of wisdom that I will put into my leadership toolbox for the future. The importance of open and effective communication has never been so important as with performance management.

My development plan will be to continue to provide feedback to associates, provide recognition of jobs well done and continue to talk and listen to all of my colleagues, employees , patients etc in order to gain a deeper understanding of their story and what motivates them.

Competency Level 3 - Aligns Human Resource Functions with Strategy Competency Pre-Course Basis for PrePostBasis for PostPost Course SelfCourse SelfCourse Course SelfSelfAssessment Assessment SelfAssessment Development (Scale:1-5) Assessment Plan (Scale 1-5) 4 My current 4.5 Over the last 10 Continue to 3.1.Aligns human position is to weeks the work closely Resource assist our weekly posts with functions executive and experiential colleagues and to achieve leadership exercises have HR staff to organizational with rolling enabled me to implement strategic out new increase my new strategies outcomes
strategies and tactics that will promote our cancer program. As we strategize on growing our business it is imperative that putting together a program requires aligning our strategy with the recruitment, hiring of employees and how they can work within our program to provide the positive outcomes we are aiming for. knowledge and further understanding of how the alignment of the human resources and functions to achieve organizational outcomes affect the overall success of the organization. With the discussions from my classmates and thru the readings I was able to more fully understand the impact that human resources have on the organization.

3.2. Understands the importance of aligning recruitment and

As I work collaboratively with our Oncology

Over the last ten weeks of classes in both HR and Medical

and programs to achieve the overall organizational objectives and strategic outcomes. Utilize the experience of senior executives and mentors to gain further knowledge of how to achieve successful outcomes. By building relationships with many healthcare leaders it will give me a well rounded base of skills to utilize as my leadership career continues to grow. My development plan will be to further refine

selection, job design and work systems, learning and development, reward and recognition, and succession planning

team we are constantly taking into account the changing environment of healthcare and how it will affect our program and our processes. We utilize SWOT analysis to help us determine our strengths and weaknesses along with our threats and opportunities. We include our HR rep when we have strategies we want to roll out as well as include their expertise when we are deciding on new staff member positions to develop.

law I have been able to increase my understanding of the importance of strategic goals and aligning program goals with those of the overall organizational goals in order to achieve successful program development and implementation.

my leadership skill set by developing relationships with executives and asking for their expert opinions and input into further career goals as far as program and project development.

SOURCE: National Center for Healthcare Leadership (2013), Used with permission.