Real Jobs – Real Descriptions

July 03, 2012
Denise Hyde

Who benefits from job descriptions and evaluations?  Is it the Risk Managers, the Human Resource team, the lawyers, Administrators, Nurses’ Aides, Nurses, or housekeeping? Why are they created and evaluated?

Ask any number of people that work and live in long term care settings and you will get a variety of answers.  Job descriptions and evaluations are part of all business organizations and fulfill a different need in each one. The question is how do they affect the people who work and make their home within the organizational structure?

Here is what The Eden Alternative believes that job descriptions are designed for. They are to help people understand their role and purpose within the organizational structure. They enable a person to feel welcome, secure, needed and have a deep understanding of their role. In alignment with Principle Two, it helps people know what their role is in creating home where life is worth living.

The Eden Alternative believes that evaluations are to summarize and review the care partner’s (staff) ability to fulfill their role over a set period of time. The evaluation process helps them to grow in areas where they need assistance, to express an interest in learning new skills, to be informed of other growth opportunities, and to become better well-known within the organizational structure. The time spent going through the evaluation process should lead to personal and professional growth for all care partners involved.

The Eden Alternative Paradigm Buster called The Role of Job Descriptions & Performance Evaluations in Person-Directed Care takes an organization on a journey that will challenge and offer the opportunity for deep personal and organization transformation. When culture change is hardwired deep into organizational systems and processes, it is sustainable.

Learn how to be the first organization in your city or state to take this big leap forward by joining us on July 11, 2012 at 3:00pm ET. Learn more, and to register, click here.

2 Comments. Leave new

A couple of comments; my own view is that job descriptions are useful only in giving a prospective applicant some idea of the job, terms and conditions he or she might be applying for. After that whenever an emplyee comes to see a manager (or vice versa), armed with their job description it more often than not represents a breakdown in management. Someone relying on a document to determine what is or is not part of their job has to be anti-thetical to the whole concept of the Eden Alternative with its emphasis on flexibility, cross-training of care staff and accountability to colleagues and residents rather than ‘management’.

Performance evaluations are a great idea and should avoid the situations outlined above. It’s just a pity that management is better at creating job descriptions than conducting performance eveluations and giving effective feedback.

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I totally agree with this post. Clear job descriptions need to be provided to employees so that they can be more effective. This is because if you clearly know what your responsibilities are, then you’ll be able to focus on them more effectively.

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