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EMPLOYEE DEVELOPMENT POLICY
It is the policy of the Employee Development Department
of each NJ Veterans Memorial Home to ensure that its employees the
delivery of effective and efficient services to those entrusted to its
care. Success depends on maintaining mutual respect between employees
and the people they serve and, among the employees themselves. It is
recognized that the ability to ensure provision of service to people
depends upon the talent and leadership of its management and upon
knowledge, skills and behavior of those who respond to that leadership.
Therefore, facilities regard the continuous development of employee's
knowledge, skills and behaviors as essential. Further each facility will
provide a comprehensive skills enhancement and developmental program.
The Employee Development functions, serving as a support resource, being
responsive to management issues, and adaptive to changing fiscal, and
administrative concerns. The first priority is to support the delivery
of training for essential health care services. Employee Development
will address the ever-changing learning needs of management and staff
persons responsible for delivery of service, and will endeavor to
promote feelings of pride, dedication and belonging among staff.
APPLICABILITY
This policy is applicable to all state employees, classified and
unclassified.
TRAINING SOURCES
Human Resource Development Institute Programs: Training which is
conducted or sponsored by the Human Resource Development Institute for
an individual employee or a group of employees. These programs are
available for a fee from the Department of Personnel, Human Resource
Developmental Institute. Semiannual catalogs indicate topics available
and applicable charges.
Non Human Resource Development: Training purchased from a private vendor
for a group or individual. Conventions and conferences are not
considered a training experience.
Inservice Programs: Training provided be an internal employee who has a
strong knowledge base in the topic presented.
PROCESS
Responsibility for recognizing training needs and securing the necessary
training belongs to management at all levels, in consultation with
Employee Development Department.
It is incumbent upon each supervisor to continuously evaluate the
performance of his/her employees through the PAR system. The supervisor
must periodically review progress. The supervisor, in conjunction with
Employee Development staff will devise a training plan for his/her
employees.
To be compliant with Federal and State certifying regulations for Nurse
Aides in Long Term Care, the facility nursing supervisor and Employee
Development staff will ensure that each full time Certified Nurse Aide
receives the required 12 hours of continuing education needed in direct
care skills.
MAJOR GOALS
Based upon this purpose and given the limited resources available, the
goals of Employee Development are:
To ensure standards of program administration, service delivery, and
employee participation by providing learning opportunities which address
individual and organizational goals.
To orient and prepare newly employed staff to be proficient and
effective employees in the performance of their job.
To provide professional growth and career development opportunities for
staff in their present positions or in preparation.
To reinforce the department’s concern for the development, growth, and
integrity of each employee.
To provide ongoing training for existing staff to meet changes in skill
requirements, performance standards, organization structure, functions
and responsibilities, and available resources.
To provide the employee with information need to promote the maintenance
of his/her safety.
To promote retention of qualified employees.
To promote feelings of pride, dedication, and belonging among staff.
TRAINING FORMS
Announcement of upcoming training classes.
Inservice and Outservice Registration for training classes.
Class Lesson Plans
Sign In Roster Sheets - Inservice and Outservice
Evaluation of training classes.
EMPLOYEE DEVELOPMENT - 45-02-001
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