How the system works
When they're interviewed for a job at Daniel Freeman Hospitals Inc. in Inglewood, CA, applicants learn about the mission statement and the hospital's philosophy and receive a detailed, printed job description. Then they're asked to fill out a self-assessment form, rating themselves on how well they can perform the core competencies.
Prospective employees must rate themselves on a three-point scale:
1. Can perform the task independently.
2. Have done the task but need help.
3. Have never done it.
Shaun Brayton-Gerratt, MA/CCC, director of acute services and special diagnostic services, and the discipline coordinators developed the job descriptions and core competencies following a format that was consistent for each discipline.
The core competencies are activities that physical therapists, occupational therapists, or speech pathologists should be able to do when they finish school, explains Ellie LeVine, PT, discipline coordinator for physical therapy.
The supervisors emphasize that the pre-hiring competency assessment is designed to help new employees, not punish them. "We make sure they understand that a 3 doesn't mean they wouldn't be hired. It means they have 90 days to address it," LeVine says.
In the first 90 days, new staff are expected to meet the core competencies. At the end of that time, supervisors rate them on the core competency checklist then work with them to set goals for the remainder of the year. If employees haven't met all the expectations, the supervisor documents the reasons and may give them more time.
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