2.7 Managing people Flashcards
Underperforming scientist- approach?
- Assessment of the issue
- collateral history
- evidence
- failing job description how
- random or systematic issue
- 360
workplace policy/procedure guidelines- need to be followed
- Confidential meeting
- open disclosure; ask if social issues/other problems
- manager
- remind job standard/professional conduct
- set goals/timeframe/ performance management plan ? may need retraining? or personal leave - Monitor performance
- regular reassessment/ FU meetings
- escalation up hierarchy
- HR
- work place relations officer - Document issues/each meeting
- Results/assays that have been affected
- CAR
- amended results if needed
If not improving
- may move to different duties
- change duties
- further warning
- termination is last resort
- ensure not unfair
- notice given
- -final pay
- get advice laywer/ employer advice
Open disclosure- define
Australian commission on safety and quality in health care states
open discussion of incidents that resulted in harm to a patient whilst recieving health care with the patient and support persons
Includes
- apology or expression of regret ‘i am sorry’
- factural explanation of events
- an opportunity for the patient/family to relate their experience
- discussion of potential consequences of adverse event
- explanation of steps being taken to manage the adverse event and prevent recurrence
not one way provision of information, discussion between two parties and exchange information
What key words are important in conflict resolution at work?
-quick- early/ avoid inaction
- fair- all parties consulted
- sensitive/culturally
- confidential
- transparent
- impartiality
- escalation- direct supervisor, senior management, independent mediator
- work policy/agreement/employment contract/industrial union?
What constitutes open disclosure
NPAAC
- two way discussion about the incident which could have/or did result in harm
- apology
- factual explanation of what happened
- opportunity for patient to relay experience
- potential consequences
- explanation of steps taken to manage event/prevent recurrence
How are incidents reported/managed?
QIR quality incident record? - if it is within lab incident only
Riskman- if it had impact on patients’management
- report the incident/error
- remedial corrective action
- root cause analysis
- preventative actions in place
Reviewed by lab quality manager assesses the incident/assigns risk rating
when ix/evidence/actions implemented quality manager/ director reviews documentation and closes the report
What is the difference between bullying and harassment in the workplace?
Bullying- repeatedly act unreasonably toward someone creating risk to health and safety.
- not related to personal characteristics
Harassment - unwanted uninvited behaviour that offends, humiliates or intimidates another person. Physical, verbal, visual. Once or repeated.
AND targets due to characteristics
- anti discrimination laws
- adverse reaction due to personal characteristics
What are some of the key principles in thinking about rosters?
- priority lab is covered and tests are delivered without interrupted in timely fashion
- roster organised in pre defined policy; equitable,
- define minimal staff for lab function
- transparent
- training
What are some of the key principles in thinking about rosters?
- priority lab is covered and tests are delivered without interrupted in timely fashion
- roster organised in pre defined policy; equitable,
- define minimal staff for lab function
- transparent
- training
- expertise level for on call/out of hours
What procedures are in the lab to train and assess competency of staff?
- new staff lab orientation
- training documented
- competency assessment regularly
- ongoing education through department
What is the difference between underperformance and serious misconduct?
Underperformance- not meeting standards, not following workplace policy but also unacceptable behaviour, disruptive or negative behaviour
Serious misconduct- imminent risk to health and safety of another person or to reputation or profit of employers business
What is discrimination?
What are attributes protected by anti discrimination legislation?
when an individual or group treated less favourably than another in same circumstance as result of direct ref to one or more attributes protected by anti discim legislation
indirect unlawful , unreasonable requirement, condition imposed with protected attribute
attributes
- gender
- pregnancy, VF
- religious/ethical
- political
- race
- ethnic/national origin
- age
- martial status/family respon
- sexual orientation
- disability
- employment/industrial activity
What is the process of having a new Immunopathologist in the lab?
Induction Orientation - job description - access - lab protocols - QMS - WH&S - fire safety - IT
Technical
- scope of lab
- specialty areas
- reporting standards
- external QC
Double reporting for 3 months for areas not familiar
- competency
- currency of practice
- CPD points up to date
- log book of readings
