How the core competency assessment system works

New hires rate themselves

When applicants are interviewed for a job at Daniel Freeman Hospitals in Inglewood, CA, they learn about the hospital's mission statement and philosophy, and they receive a detailed, printed job description.

Then they are asked to fill out a self-assessment form rating themselves on how they can perform the core competencies.

The prospective employees are asked to 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, worked with the discipline coordinators to develop the job descriptions and core competencies following a format that was consistent for each discipline.

The core competencies are tasks physical therapists, occupational therapists, or speech pathologists should be able to perform when they finish school, explains Ellie LeVine, PT, discipline coordinator for physical therapy.

The supervisors emphasize that the pre-hiring competency assessment is something to help the new employees, not to be punitive.

"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.

During the first 90 days, new employees are expected to meet the core competencies.

At the end of 90 days, supervisors rate employees on the core competency checklist, then work with employees to set goals for the rest of the year.

At the end of the 90 days, if the employee hasn't met all the expectations, the supervisor documents why and has the option to extend the time period for meeting those skills.