Learning & Growth Perspective

 Data Sources:

  • Training statistics;
  • Continuing medical education (CME points): training courses, participation in medical conferences, published articles, etc.;
  • Annual evaluation of individual professional competence and performance:
    • For executive positions:
      • knowledge and experience;
      • promptness and efficiency in achieving the tasks set out in the job description;
      • quality of work and activities;
      • assuming responsibilities by responsiveness, availability to extra effort, perseverance, objectivity, discipline;
      • intensity of involving in use of equipment and materials without exceeding the norms of consumption;
      • adaptation to the complexity of work, initiative and creativity.

    • For management positions (in addition to the executive positions):
      • knowledge of the purpose, objectives and role of the compartment throughout organization;
      • ability to make optimal decisions and taking responsibility in connection therewith;
      • ability to organize and coordinate the activity of compartment;
      • ability to create a stimulating environment, without conflicts and good collaboration with other departments.


Objectives:

  1. Providing employment positions with qualified personnel with specialized training necessary to perform the duties set out in the job description;
  2. Providing continued training of staff;
  3. Increasing the degree of dissemination of successful practices;
  4. Developing communication skills and competences;
  5. Regular evaluation of employees in regarding the fulfillment of duties and responsibilities:


Regular evaluation of staff

Target goal Indicators Objective Level Person in charge
Employees evaluation results Share of employees who have received the qualification «Very Good» or «Good» in the annual evaluation of employees in total evaluated employees 100% Tactical HR Chief

Monitoring the performance of employees in each department and medical sectors using quantitative and qualitative indicators, specific and relevant, including with regard to economy, efficiency and effectiveness:


Evaluation of HR management

Target goal Indicators Objective Level Person in charge
Human resource management performance Average number of patients discharged on a doctor 291 Strategic Manager and Medical Director
Average number of patients discharged to a nurse 76
Average number of consultations performed in ambulatory on a doctor 4.571
Average number of consultations on a doctor in emergency care unit 167
Adequacy of establishment plan hospital Proportion of doctors in all staff 10,49% Tactical HR Chief
Proportion of medical staff in all hospital staff employed 61,33%
Proportion of medical staff with higher education of all medical personnel 22,77%

Training, awareness and competence of staff covers the following aspects:

At hiring:

  • planning the necessary staff (staff establishment, staff normative);
  • Evaluation, employment and training at hiring;
  • Verification and improvement by upgrading staffing needs.

For employed staff:

  • Planning by establishing training needs, planning and preparing training courses;
  • Development of training courses, evaluation of the trainees, evidence of training courses and staff awareness;
  • Verification and improvement by assessing the effectiveness of training and competence of staff, updating training needs.