Review Employees Files

Learning Team Review Employees Files Shemika Williams, mare Rios, Juakita Little, Yanelys Bobey HCS/341 October 8, 2012 Denise R. Holcomb Learning Team Review Employees Files bennie Bellamy Had kickoff occurrence of non winning diligents vital signs on January 14thand 18th hence again on February 3rd and 6th. Bennie was talked to ab disclose this to imagine why he was not acquiring them and he stated that he did not have time. He had a grade military rank on whitethorn 20, 2003, in this he was rated a 1 for not following directions.The following course May 21, 2004 Bennie had improved tremendously and got all in all told 2s on his per year review and got a 3% pass on versus the 2% he got the year before. And in the 3rd year May 20, 2005 he was still improving, so after the incidents in 2003 Bennie do great utility after being reprimanded for not victorious vitals and he has not had a caper since. On February 7, 1997 mogul Lovell put option in an application to wo rk at Patton inundated community Hospital. On February 20, 1997, king Lovell original a letter from Patton Fuller Community Hospital offering the RN Staff Nurse linear perspective. index authorized pass date was March 17, 1997. world power Lovell trustworthy his annual employee valuation in 1998 by the RN Staff Nurse. In his oecumenic valuation varied art specifics were evaluated. ability in 12 different cause was late and his dependability was unacceptable. For the first evaluation, fag was in craped to enroll in backup classes that were going to start within that calendar month receivable to needing some work. An otherwise creator there were two occasion were the falsely patient almost received damage medicine.Due to that incident, King was instructed to take a refresher course course on medicine government that was being offered in July. On awful 12, 1998, King Lovell had a tonic run form by human imaging personnel. This was the first conference, King was continuing to be late to work, violating the attendance policy, receiving complaints about uncivil behavior towards the doctor, failed to sign, and continuing to have medication errors and not helping other co-workers. King Lovell received to communicatory warnings on July 10 and August 2 but the problem is still occurring.King was informed by steering of the following Itis expected thatyou depart betoworkontime. Itis expected thatyou leave behinding showcourtesytostaff,physicians,patients andtheirfamilies,rudeness will notbetolerated. Itis expected thatyou will completeall entries inthepatients recordand thatyouwill decentsignall notationsat least(prenominal) once oneachshift. King received another annual evaluation in 1999, where his attendance, attitude, and dependability were still droping.Due to lack of improvement over the last years evaluation, he was terminated. The registers show delinquent diligence was followed and given in different occasion by informin g King Lovell to take additional classes to improve his job performance and was to a fault given verbal warnings to improve, but the employee failed to show improvement and act to lack. On March 10, 2007 Louise McFate applied for the commit of Director of Infection Control at Patton-Fuller Community Hospital.On May 9, 2007 Louise McFate received a hire Letter from PFCH offering her the position of Director of Infection Control with an formalised start date of July 11, 2007. On October 12, 2007, Louise McFate received her 90 day evaluation and received a rating of 2. 0 (Acceptable) in all areas. On January 14, 2008, McFate received her 6 months evaluation and again received a rating of 2. 0 in all areas. On July 14, 2008 McFate received her first annual review and received an improved overall score of 2. 17.Unfortunately, on November 7, 2008 Louise McFate received a disciplinal accomplish form stating that the reefer Commission issued a Request for gain on a needle dispositio n violation found during their visit. Although this is McFates first and only corrective action they did project her to continue to establish procedures to prevent every further needle disposal violations. Louise McFate did not sign this corrective action form because she did not agree with it and believes she was singled out below the belt because Mr.Adair from the joint Commission tar raiseed her in requital after she declined a dinner invitation from him. This does necessitate investigation from the organization to determine if indeed there was a violation made or if in fact it was in retaliation towards McFate. In the meanwhile, McFate needs to prevent on her toes because this still goes in her file and there may not be a way to prove it. harmonise to McFate there is no need for due diligence and they havent followed up with her progress or had any other incidents following this one.On March 15, 1995 Alva Branham filled out an application for a Security policeman position for Patton-Fuller Community Hospital. Five days later, on March 20, 1995, Branham received a hire letter from Patton-Fuller Community Hospital. Branham official start date would be on April 3, 1995 as followed with orientation dates. Branham annual employee evaluation came up on April 9, 1996 by the coach of Security. Over the years Branham annual employee evaluation scores has become decreased in some employee evaluations.On one of Branham employee evaluations, it was commented by the animal trainer that Branham has misplaced company radios and also not being available for central checker or other staff to get up with you especially in an emergency. Branham has also been missing 15 days of work over the past 8 ? months which is unacceptable and in violation of the attendance policy. On January 4, 1998, Branham had her first conference with the human preference department to go over the corrective action form.Branham had her second conference of corrective action on February 2 0, 1998 which stated she didnt use proper policy and procedures of put down patient items when a patient is action from the hospital. Branham was then notified again about all policy and procedures. After the last issue, Branham was then warned that if another occurrence happens within the adjacent 3 months that further corrective action will be taken and ultimately even termination. Reference University of Phoenix. (2011). Patton- Fuller Community Hospital Virtual Organization. Retrieved from https//ecampus. phoenix. edu