Performance Management - Support Workers

Will Holmes à Court
Will Holmes à Court
Last updated 
Assessing Support Workers and Competency Planning

Policy
The HWH goal for every staff member is to 
  • achieve more in care delivery than they ever anticipated, 
  • be recognised by the industry as delivering the highest levels of care and, 
  • being experts in their chosen specialisation.
To do so, we plan and assess their performance and competency annually.

HWH Support Workers are typically casual employees. While we endeavour to ensure they have sufficient work, they often work for multiple employers to ensure adequate shifts to support themselves. This provides a competitive landscape for their availability.

Our mission to deliver the highest level of care is only achieved with the support of well-trained, willing and motivated employees, and this policy is formulated with this in mind.

The Approach
In assessing performance, we have adopted a two-step approach 
  1. Employee Evaluation then
  2. Employer Review
Employee Evaluation
The process commences with each employee receiving a Google Form, which asks them to assess their performance against 
  1. The Essentials of the Role as described in the Support Worker Position Description
  2. Standard Care Tasks
  3. Higher Intensity Tasks
  4. Personal Behaviours and
  5. Policy & Procedures
We use this to assess training needs by understanding employees' perceptions of their competence in completing various tasks. It also allows employees to identify other training needs, development objectives, and growth opportunities.

Measures
  • Typical Tasks - Competence
    • Very, Moderate, Limited, Not Applicable
  • Standard and Higher-Intensity Tasks - Competence
    • Very, Moderately, Limited, Not Applicable, More Training
  • Personal - Behaviours
    • Always, Mostly, Sometimes, Rarely 
  • Policy & Procedures - Read & Understood
    • Yes. No
Competency
To assess competency, HWH has three assessment points
  1. The HWH Learning Management System (Talent) allows HWH to configure the related policy, process and courses for each relevant competence to the relevant client and assigned Support Worker. 
    • Talent assigns the Support Worker of the required course if assigned to a client when they do not have current competency.
    • To maintain currency, Talent notifies each Support Worker 30 days before their course's annual expiry.
    • The Support Worker completes the competency materials and
    • sits a Knowledge Quiz.
  2. An annual self-assessment that allows us to understand the employee's perspective and identify those with more immediate, real or perceived training.
  3. Regular onsite assessment by the Clinical Care Manager. 
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