wr, (S54) Gal ee ag gtd it ide tat altar Company (REATCO| = gd gues POLICIES AND PROCEDURES: HUMAN RESOURCES ooo HR-PIVIO2: COMPETENCY ASSESSMENT eed CONTENTS: This policy and procedure describes the appropriate way of assessing the competency level of the Nurses in their given function, (1) DEFINITION OF TERMS: 1.4, Competency ~ is the individual's knowledge and skills required to do the job well. It has to be assessed, measured, and documented in an ongoing manner. 1.2. Competency Statement ~ is a specific, measurable statements of criteria used to assess | demonstrated skill. It is based on an established standard policies and practices. 1.3, Competency Assessment Form ~ a tool used in measuring and documenting the skill level of the staff. 1.4. Procedure ~ is a step by step process on how to do things which is the focus of the skills assessment of the staff to ensure the staff has knowledge and is competent. (2) PURPOSE: 2.1 To assess the knowledge and skill level of the Nurses in performing the procedures before assigning specific responsibilities in the area. 2.2 To assess the preparedness of the Nurses in his/her assumptions of his/her duties and responsibilities. 2.3 To ensure that the staff possesses the required knowledge, skills, and abilities necessary to perform his/her duties and responsibilities. (3) POLICY STATEMENTS: 3.1 Nurses should undergo competency assessment during orientation period. 3.2 Competency assessment is done on these periods by the responsible person/s 3.2.1 First 3 weeks ~ probationary period — immediate mentor/ supervisor (for other departments) 3.2.2 After 3 months ~ probationary - immediate mentor (for other departments) 3.2.3 Yearly by an external assessor, as needed 3.3 Nurse's competency level as a basis of unit assignment should be considered. 3.4 An evaluation assessment form specific to the procedure should be utilized during skills evaluation 3.5 Nurses shall accomplish a self-assessment competency form expected to be honest so he/she can be assisted to improve the weakness. 3.6 Nurses needs to acquire @ minimum self-assessment rating of two (2) as verified by an assessor, before he/she is allowed to perform the procedure without supervision in concerned department/ unit. 3.6.1 The nurse is allowed to perform the procedure in the unit only with full supervision when he/she got a rating below two (2). 3.7 A duly signed nurse competency self-assessment sheet serves as a basis or tool for the educator/ clinical instructor/ unit manager in planning for the staff’s training program 3.7.1 Aremedial session shall be designed to improve his/her skills and knowledge about the procedure. 3.7.2 The nurse shall be followed-up closely in the unit by the unit manager and/or immediate supervisor. 3.8 Upon completion of all listed procedures in the competency summary, one (1) copy shall be given to the nurse’s immediate supervisor to be kept in the area, one (1) copy to the department head's office to be kept in the staff's file, one (1) copy to the employee and Human MEAHCO HR Group Policy ~ 2018 Edition: COMPETENCY ASSESSMENT Page 1 of 3 >>(Sad He aa g AAA "ea aber Cnpe CO, Resources Department for staff under supervision. e 3.9 Department manager or immediate supervisor shall follow-up the staff especially on procedures where the rating is unsatisfactory. 3.9.1 Any sign of incompetence should be reported at once to Human Resources Department or responsible department for further assessment 3.9.2. The Training and Development staff will in turn design a remedial program to help improve the weak staf. | 3.9.3 Skills assessment must be reviewed periodically as required. 3.9.4 Competency assessment should not be confused with probationary or semi-annual evaluations. They are totally separate and distinct from each other in its purposes and utilizations. (4) RESPONSIBILITIES: 4.1 Department Heat 4.1.1 Ensures that staffs’ competency assessment is Next Review. 4.1.2 Sees to it that the staff has undergone skills assessment before assigning independent responsibility and without supervision. 4.1.3 Assigns the staffs in the area based on his/her competency level. 4,2 Immediate Supervisor: 4.2.1 Initiates skills assessment verification 4.2.2 Makes proper endorsement to the unit manager that will serve as nurse’s assessor concerning competency check, when necessary. 4.2.3 Reviews nurse's competency status for program planning 4.2.4 Makes recommendations to the department head for staff's assignment based on his level of competency. 4.2.5 Schedules periodic in-service education and skills training to improve the nurse’s competency status. 4.2.6 Accomplishes staff's skills assessment form 4.2.7 Conducts follow-up to the staff in the department assignment. 4.2.8 Tabulates individual staff’s competency performance 4.2.9 _ Informs the department the schedule of the in-service educational activities. 4.3 Preceptor: 4.3.1 Observes the nurse during the competency assessment process, 4.3.2. Coaches the nurse in the performance of the procedure to be assessed and makes necessary recommendations. 4.4 Assessor: 4.4.1 Follows-up the nurse during competency period assessment, when necessary. 4.4.2 Accomplishes nurse’s skills assessment form (date of completion, scoring, etc.), if applicable, 4.4.3 Evaluates nurse's performance and makes referral to the Education Department any proof of staff's incompetence 4.4.4 Forwards the completed competency assessment form to the Education Office, when necessary. 4.4.5 Makes schedule of nurse's attendance to the in-service education programs. 45 Nurse Staff: 4.5.1 Shows integrity in the performance of any assigned procedure 4.5.2 _ Signs the competency assessment form after every skill evaluation 4.5.3 Attends the in-service educational program when scheduled. MEAHCO HR Group Policy ~ 2018 Edition: COMPETENCY ASSESSMENT Page 2 0f3 Pewr, (Se) imade vai gris "de tas eae pny AO aged aed (5) PROCEDURES: 5.1 For new nurse staff, he/she attends the two-week orientation program where competency assessment will be made. For old nurse staff, the designated assessor will do the competency assessment per criteria in their respective assignment. 5.2 Safety Representative conducts didactic sessions of all unit-specific and general departmental procedures. 5.3 The concerned nurse will be made to perform a return demonstration of the procedures. 5.3.1 Assessor should use the official competency assessment form in assessing the skills. 5.3.2. Puta (/) check mark in the space provided, if the staff performs the procedure correctly. Ifthe concerned nurse did not make it right, the assessor should put an (x) mark. 5.4 Assessor accomplishes the competency assessment form; let staff signs it; and forwards to the Education Department. 5.5 Low-frequency procedures will be assessed during actual situation or mock/simulation procedure will be conducted. 5.6 Nurse's skills assessment may be done in the classroom by the assessor or in the department, when necessary. 5.7 Assessor makes a summary of the staff's competency status and makes appropriate recommendation for the staff's area of assignment depending on the level of competency. 5.8 Use only the HRPMO2 Official Competency Assessment Format. (6) SPECIAL CONSIDERATION 6.1 Nurse/s with prior area of designation as per contract may be assigned to the designated area. However, further recommendations will be made if competency assessment results prove insufficient ratings. (7) ATTACHMENTS 7.1 HRPMO2 Official Competency Assessment Form ‘SIGNATORIES FOR THE PURPOSE OF POLICIES AND PROCEDURES Prepared by: Name: Ms. Mariim Fatima{Abinal—Camlian | Designation: MEAHCO HR Officer Signature: Date: Approved by: ‘Name: Mr. Bander Abudawood Designation: MEAHCO HR Director Signature: 7 Date: Lb: aoe ‘Name: Dy. Mamoun Al Najjar Designation: MEAHCO CEO. Signature: Date: MEAHCO HR Group Policy ~ 2018 Edition: COMPETENCY ASSESSMENT Page 3 of 3 Pe