Page 18 - BAYADA Home Care Playbook

The BAYADA Way of Operating an Office: Home Care May 2019
Office Employee Selection and Successor Planning
• Division directors are responsible to hire and onboard new service office directors. A Division Director Checklist along with Director Onboarding Guide and Director flip cards can be found on the Director’s Toolbox (Lists > Onboarding Tools) and can be accessed by directors here.
• We expect service office directors to develop successor plans for key office positions and establish career tracks to attract and promote individual growth and advancement.
• Hire people who have the potential to advance through the managerial or clinical career tracks. Refer to the Behavioral Interview Guides for assistance with interviewing for office employee positions.
• Engage in ongoing career planning and developmental conversations. Set goals, and plan for development of those employees to advance through career tracks.
• Identify internal employees who could be developed into future leaders and placed in the Associate Leadership Development Program (ALDP). See Associate Leadership Development Program (ALDP) Policy (0-5671) for more details.
• Hire people who can replace existing office employees as they develop and advance through career tracks.
• Promote the Office Talent Scout Program as a way to find new office employees
• Plan and recruit office employees 3-6 months before anticipated need.
• Identify and cross train field RNs who can advance to office positions. The ASPIRE Program (0-3440) can be used for this.
© BAYADA Home Health Care, 2019 18 Not for disclosure outside BAYADA without written agreement