Successful Employment Strategies: Essential Guidelines for New Employees

1. Chapter 26 Successful Employment Strategies

2. Getting Off to a Good Start • Start to establish professional reputation • Develop habits and relationships for future success

3. Getting Off to a Good Start • Learn about job • Facility • Safety and security rules • How to use equipment • Coworkers • Job description and duties

4. Typical Components of Job Descriptions • Job title • Minimum requirements • Working conditions/physical requirements • Reporting structure • Responsibilities, duties, and tasks

5. Policies and Procedures • Policies • Rules for organization • Procedures • Steps for performing task • May be required by law or for accreditation

6. Policies and Procedures • Published in facility handbooks or manuals • Pay particular attention to safety policies • Risk management • Patient safety

7. Question • True or False: • It is acceptable to refuse to follow policies that you believe to be unfair or a waste of time.

8. Answer • False • Employees should follow all policies • If disagree with one, ask supervisor to explain purpose

9. Employee Handbook • Information specific to employment conditions: • Vacations • Overtime • Holidays • Leaves of absence • Benefits • Conduct

10. Probationary Period • Applies to many jobs • First 60 to 90 days • Allows employer to see if new employee can perform as needed

11. Probationary Period • Sample areas of evaluation: • Skill level • Ability to follow directions • Willingness to learn • Attendance

12. Guidelines for Workplace Success • Act with integrity • Honestly and morally • Demonstrate loyalty to employer • Never complain about employer to patients • Observe chain of command • Discuss problems first with own supervisor

13. Question • The chain of command in the workplace refers to ____ . • The order in which tasks must be performed to be safe and effective • A collection of management policies • Various levels of responsibility and supervision

14. Answer • C. Various levels of responsibility and supervision • Chain of command • Reporting levels of supervisors and managers throughout organization

15. Question • Which of the following employee behaviors best demonstrates the meaning of integrity? • Always arriving to work on time • Admitting an error made when placing an order for office supplies • Helping a coworker who is having a bad day

16. Answer • B. Admitting an error made when placing an order for office supplies • All answers demonstrate desirable characteristics • Integrity • Honesty, including: • Admitting mistakes so they can be corrected

17. Guidelines for Workplace Success • Give full day’s work • Good time management • Write daily to-do list • Prioritize tasks • Complete most important first • Batch similar tasks

18. Guidelines for Workplace Success • Give full day’s work • Good time management • Deal efficiently with interruptions • Develop time-saving habits • Avoid procrastination

19. Question • True or False: • It is acceptable to e-mail friends when you are at work as long as you are able to complete all your duties.

20. Answer • False • Recommended that employees not use work time to send personal messages

21. Guidelines for Workplace Success • Become part of team, whether whole department or small work group • Keep group goals in mind • Listen actively to others • Be positive and productive

22. Guidelines for Workplace Success • Become part of team, whether whole department or small work group • Contribute ideas • Do own fair share • Give credit to others when due

23. Question • True or False: • When the members of a team have different work styles, this tends to make the team less effective.

24. Answer • False • Variety of work styles tends to make teams more productive • Each has something to contribute to getting things done

25. Question • True or False: • If you have a problem with a team member, it is best to discuss the issue in private rather than at a team meeting.

26. Answer • True • Personal issues should be discussed in private • Whether with team member, coworker, or supervisor

27. Go Beyond the Minimum • Be enthusiastic • Project positive attitude • Become problem-solver • Do more than expected • Practice quality control • Continue to learn

28. Characteristics of a Great Employee • Compassionate • Competent • Considerate • Cooperative • Courteous

29. Role Models • Serve as positive example • Qualities: • Dedication to profession • Good technical skills • Respect for others

30. Role Models • Qualities: • High standards • Self-confidence • Integrity

31. Mentors • Coach and advise • Have qualities of role model • Willing to help professionally • Offer suggestions and advice • Introduce to other professionals • Pass on information • Encourage

32. Employment Laws • Some guarantee access to jobs • Some protect health and safety of employees • Not all laws apply to all employers and employees

33. Employment Laws • Americans with Disabilities Act • Prevents employment discrimination against qualified applicants who have disabilities • Reasonable accommodations • Changes employer can afford • Not disruptive to work environment

34. Question • Which of the following is the best example of a reasonable accommodation for an employee who has a disability? • Supplying a desk chair that has extra back support and a higher-than-average desk • Allowing an employee to come to work on those days when she has the most energy • Providing transportation for an employee who has impaired vision and is unable to drive

35. Answer • A. Supplying a desk chair that has extra back support and a higher-than-average desk • Supplying modified chair and desk would not be excessively expensive nor disrupt workplace

36. Employment Laws • Civil Rights Act of 1964 • Prevents discrimination in hiring based on race, color, religion, sex, age, or national origin • Title VII of 1964 Civil Rights Act • Prohibits sexual discrimination

37. Employment Laws • Equal Pay Act of 1963 • Prevents pay discrimination among jobs with same employer that require equal skills, effort, and responsibility

38. Employment Laws • Family and Medical Leave Act of 1993 • Allows employees of certain sized organizations up to 12 weeks of unpaid leave to meet family needs • Must be given same or equivalent job upon return

39. Employment Laws • Immigration Reform Act • Prohibits employment of people who do not have legal right to work in U.S. • Occupational Safety and Health Act • Requires employers to provide and maintain safe working conditions

40. Employment Laws • Minimum wage laws • Federal government and most states determine lowest hourly rates employees can be paid • States may require higher than federal law requires • But not lower

41. Grievances • Formal complaints about unfair or potentially harmful situations • Grievance policies • Series of steps for filing grievance

42. Grievances • Try to resolve problems at lowest level possible before filing • Start with supervisor • Work up chain of command, as necessary

43. Sexual Harassment • Unwelcome actions sexual in nature • Can occur in variety of circumstances • Examples: • Supervisor repeatedly asks subordinate for date • Coworker makes comments about individual’s body

44. Question • Which of the following actions by a coworker is an example of sexual harassment on the job? • Tells you that you “look good for your age” • Compliments you on the dress you are wearing • Insists on telling dirty jokes that you find offensive

45. Answer • C. Insists on telling dirty jokes that you find offensive • Telling dirty jokes listener finds offensive can be considered sexual harassment

46. Handling Sexual Harassment • Speak directly to harasser • Identify objectionable behavior • State that it must stop • If behavior continues, report to supervisor

47. Handling Sexual Harassment • If behavior continues, go up chain of command • If behavior continues, file grievance or sexual harassment complaint

48. Tracking Progress • Employees need feedback on performance to grow and improve skills

49. Tracking Progress • Evaluations provide feedback on deficiencies and how to improve • Typically contains numerical ratings, comments, and goals • Good time to ask questions and clarify employer’s expectations

50. Tracking Progress • Typical components on which employees rated: • Accuracy of work • Appearance • Attendance and punctuality • Communication • Cooperation