Roland E Gardner & Kimberly Pizana Human Resources Management LDR 625 Final Project March 9, 2013

Then
Ms. Turtle completed an administrative fellowship under a CEO and Ms. Morris. Ms. Turtle began working as a manager at Bayside Healthcare under Ms. Morris. Informed that her responsibilities would include public relations, and two large revenue generating projects. 1 month later, Ms. Turtle still not given update on first assignment and Ms. Morris had not posted the requires formal plan on the hospitals online project management system.

Then
Mr. Corey Powers hired several months later as Ms. Turtles counterpart with same job description and responsibilities. The two met with Ms. Morris who promised to send them work daily, and to monitor their performance. Still no details of their first major projects, the primary focus of their positions. Two weeks passed. Ms. Turtle and Mr. Powers requested a meeting with Ms. Morris to discuss their job frustrations and develop a structured work plan. Ms. Morris felt attacked and was defensive.

Then..
Ms. Morris chastised Mr. Powers, saying that he and Ms. Turtle should learn their place Ms. Turtle still on 6 month probationary period. Mr. Powers resigned one month after he started job. Ms. Morris finally posted a work plan with vague expectations and unrealistic deadlines. Two weeks before her 6 month probation review, Ms. Turtle was informed that she could be fired or resign. Ms. Turtle resigned and left immediately.

Now
Ms. Morris has moved to a competing hospital and must now review her own direct report. She wishes she had given Ms. Kopalski consistent feedback the past 6 months. Ms. Kopalski is a recent graduate of a top-tier master of health administration (MHA) program. She has been a healthcare consultant in a small firm responsible for strategic planning projects with hospital clinics. She was a consistently good performer at the firm and was promoted from an analyst to a contract manager.

Now
Ms. Turtle has been disappointed in Ms. Kopalskis performance Specifically: - She has not mentioned a new hospitals launching of a new freestanding orthopedic clinic. - There has been no representation of the marketing department in 9 of the last 12 Patient Satisfaction and General Clinic Operations meetings. - Ms. Kopalski has submitted preliminary draft of profitability goals, but they contain several errors in assumptions and the goals seemed shortsighted and arbitrary.

Now
Ms. Kopalski has received praise from her direct reports and colleagues Specifically: - Leslie is smart and a great person to work with - She gives me constructive feedback - It was a pleasure having Leslie in our staff meeting today. She spoke clearly and perceptively about the issues facing our clinic She advised us on clinic positioning.and recommended several initiatives for short-term and long-term growth.she helped us

The Review.
Question If you were Ms. Turtle, how will you give feedback to Ms. Kopalski? Outline an agenda for the performance review, and think about how you will discuss each topic. Express regret for not providing consistent feedback. Utilize the STAAM system for Ms.Kopalskis review: - S Specific - T Timely - A Accurate - A Actionable - M - Meaningful

The Review.
The general outline agenda for Ms. Kopalskis review is as follows: 1. Analyze the job description, performance standards and expected outcomes. 2. Discuss how well Ms. Kopalski has managed her resources and report deliverables. 3. Review the job descriptions core behaviors and how well she has performed in this regard. Employee Feedback section

The Review.
Question How will Ms. Turtle determine if the performance review was successful? What outcomes should she expect? Consistent feedback discussions of weaknesses and analysis of her prioritizing of duties should bear fruit More communication regarding competitor activities Training program assisting Ms. Kopalski with accurate strategic plan formation and goals should be result in improvement of profitability goals. Ongoing feedback from colleagues and direct reports