New Hire Orientation

1. New Hire Orientation Zachary Pilfold, John Harris, Rachel Woolery, Fonda Dyck & Grace Kelly MPH 548 Concordia University, Nebraska

2. Orientation Outline Organization-Specific Information • Welcome to the TEAM! • Mission Statement Vision & Values • SERVE • History of Southeast Alabama Medical Center • Organizational Development • Legal requirements • Policies & Procedures • Training Process

3. Orientation Outline Continued Employee-Centered Information • Benefits • Compensation • Additional Perks • Facilities • Department-Specific Information

4. Southeast Alabama Medical CenterFounded in 1957 Welcome to the TEAM!

5. Mission. Vision. Values. • Our Mission: • Our mission is to provide quality healthcare and promote wellness to those we serve. • Our Vision: • Our vision is to be recognized as the healthcare provider of choice in the region. • Our Values: • Our values are shared beliefs that guide us in accomplishing our mission through team approach and an individual commitment to SERVE.

6. SERVE • Service • Excellence • Respect • Value • Enthusiasm Service:We provide personal care and professional service. Excellence:We pursue the highest quality in all that we do. Respect:We recognize and value every individual. Value:We innovatively use resources to provide efficient and effective services. Enthusiasm:Our actions demonstrate pride, energy, and commitment.

7. History of Southeast Alabama Medical Center Part 1 • Since opening its doors in 1957, Southeast Alabama Medical Center has, through advanced treatment and technology, provided for the changing healthcare needs of the growing communities it serves which includes about 600,000 residents in the neighboring communities and counties of Southeast Alabama, Southwest Georgia and the Florida Panhandle. Our progress represents the culmination of distinguished service by dedicated board members, physicians, employees and volunteers, and a supportive community.

8. History of Southeast Alabama Medical Center Part 2 • It takes more than technology and a modern facility to treat people. It takes a team of dedicated, well-trained professionals to continually deliver quality healthcare. Employing about 2,500, the Medical Center is recognized as one of the largest employers in the region and is proud of its reputation of providing a positive and responsive work environment. The Medical Center is supported by a medical staff of 270 physicians representing virtually every medical specialty.

9. History of Southeast Alabama Medical Center Part 3 • Through innovation and sustained performance, the Medical Center, a 420-bed regional referral center, has achieved the reputation of providing the best diagnostic, clinical, surgical, and patient care services available in the region.

10. Organizational Development Legal Training Requirements Annual training is required for the following topics to create a healthy work environment and maintain professionalism at the highest standards. Prevention of Sexual Harassment (POSH) Equal Opportunity Employment (EEO) Patient Safety Privacy Anti-harassment Joint Commission Compliance Grievance Procedures Adherence to Policies

11. Organizational Development Job Specific Training • Each member of the organization has been recruited to perform specific roles and functions within the organization. It is extremely difficult to condense all training requirements into this brief orientation period without overloading you with too much information at one time. • As you integrate into the team and into your respective departments where you will receive more training that is job specific to your role.

12. Training Design • According to Pavlica (2016) “ADDIE” is a five step process used during training as a means to encourage employee growth and development within an organization. • The five steps in the process are: • Analyze • Design • Develop • Implement • Evaluate

14. Training Process Overview by Design • Depending on your role here within the organization, training methods & requirements will differ between individuals. Continuing education requirements for licensing of healthcare providers such as a nurse or physician will be vastly different from those of another employee such as logistics manager or a receptionist. This is where the majority of you will receive training within your respective departments or you may be the one conducting the training of personnel as you were recruited for your expertise and career knowledge.

15. Training Process Overview by Design Part 2 • Training plans are handled and created by the chief of each department and includes succession planning. Other methods of training are off the job training or self development, on the job training by mentoring or shadowing and other professional development courses either at the facility or away at conferences.

16. BENEFITS Various packages to choose from among Blue Cross Blue Shield, Cigna and Humana health plans. Life, Vision, Health, Dental, Short & Long term disability insurance and care plans available. Voluntary Benefits

17. BENEFITS 3 Tiers – Seniority used to determine eligibility for use of leave preferences when disputes on leave occur. Paid time off (PTO) & Sick leave (SL) Tier 1 – Seniority level from date of hire to year 3 of employment earns 4 hrs. of PTO & 4 hrs. of SL per pay period. Tier 2 – Seniority level from date of hire from 3rd year of employment to 15th year of employment earns 6 hrs. PTO & 4 hrs. SL. Per pay period. Tier 3 – Seniority level from date of hire from 15th year of employment earns 8 hrs. of PTO & 4 hrs. SL per pay period.

18. Employee Compensation • Pay Rate: per individual negotiated rate based on national average and living expenses of area • Pay increases and raises: dependent upon individual performance evaluation • Overtime pay: time and a half • Holidays: employees selected to work on holidays decided upon a rotating basis. • Retirement: employer matched 401 K (employer match does not exceed 4%), Social Security

19. Additional Employee Perks • 24 hour fitness center • On-site child care • Tuition reimbursement • Employee credit union • Employee student loan forgiveness plan • Scholarships & tuition assistance opportunities • Career planning and mentoring services

20. Facilities • Employee-designated parking lot • Employee discount (50%) in on-site cafeteria • Security • On-site security • Employee name badges • Employees must wear name badges at all times above the waist • Secure shuttle to & from employee parking lot

21. Department Specific Information • Job descriptions • Departmental tour and department-specific safety information and plans • Department dress-code • Location of appropriate restrooms • Supervisor’s office location and supervisor’s availability

22. Welcome to the SAMC family! For questions or comments, please contact your immediate supervisor.

23. References Borkowski, N. (2016). Organizational behavior in health care (3rd ed.). Burlington, MA: Jones & Bartlett Learning. Chicago, IL: American College of Healthcare Executives. Heathfield, S. M. (2016). What is a human resource? Retrieved from http://humanresources.about.com/od/glossaryh/f/human_resource.htm Fallon Jr, L. F. , & McConnell, C. R. (2007). Human resource management in health care : Principles and practice. Sudbury, MA: Jones & Bartlett Learning. Chapter 10 (pdf) Fried, B., & Fottler, M. (Eds.). (2011). Fundamentals of human resources in healthcare. Chicago: Health Administration Press. Pavlica, H. (2016). Week 6 – MPH 458: Training and development. [PowerPoint slides]. Retrieved from https://engage.cune.edu/learn/pluginfile.php/46654/mod_page/content/4/Week%206%20 %E2%80%93%20MPH%20548.pptx Southeast Alabama Medical Center. (2015). Mission vision values. Retrieved April 9, 2016, from http://samc.org/index.php/about-us/mission-vision-values What is human resources (2016). Retrieved from http://www.wisegeek.org/what-is-human-resources.htm