MOU.NTAIN STATES HEALTH ALLIANCE

Manager

Reference Manual

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Talent Management Solutions

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Objectives:

On completion of this section, participants will be able to:

List the primary functions of TEDS Open the Manager Dashboard List the overall functions for each of these areas:

o Team Member Links o Learning Alert o Competency Alert o Search for Learning o Competency Checklist o Performance Summary

Pull up their team members' activities screen.

Content Outline:

Sign in to TEDS QA to follow along on the screen.

URL is https://msha-qa.teds.com/EveryOne/TEDSEveryOne.jsp 1. Functionality of TEDS - General Overview

a. Job Vision, Learning Management, Competency Assessment, Performance Impact b. Menu at the top

2. Switching to the Manager View 3. Locate direct reports

a. Hover over to show information b. Scroll to see others

4. Learning Alert Section a. Gives you a summary of assigned education activities in TEDS that are either coming due

or now past due for direct report team members. 5. Search for Learning Activities

a. Used to locate information about CBLs or Classes that are available. 6. Competency Alert Section

a. Gives you a summary of assigned competencies that are coming due or now past due for direct report team members.

7. Competencies Checklist for My Direct Reports a. Click on a name to see what percent of their competencies have been validated.

8. Performance Summary a. Summarized information about the status of the performance reviews

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Objectives:

On completion of this section, participants will be able to:

Locate a class and assign to one or more team members Locate a CBL and assign to one or more team members View coming due and past due assigned competencies and education activities Locate a team members "to do" list Remove an assigned CBL or class from the team member's to do list Discuss the functions from the Activities menu including:

o Adding TEDS learning history o Adding Supplemental history o Viewing competencies assigned and due dates o Viewing current performance review information o Marking an assignment Not Current o Person History

• Print transcript o Approvals o Supervisor to do list

Locate team member personal information (address, phone number, job code, and other) Run Manager Reports

Content Outline:

Sign in to TEDS QA to follow along on the screen.

URL is https://msha-qa.teds.com/EveryOne/TEDSEveryOne.jsp

1. Structure of learning activities in TEDS a. Learning, sessions and Curriculums

i. CBLs ii. Classes iii. Curriculums

b. Mandatory Annual CBLs i. Grouped by type of job and assigned as a batch

1. Transfer process ii. Recycle annually based on the date last finished iiI. Blood Bourne Pathogens MUST be completed on time iv. Assign ·process for new hires

2. Locate a class and assign it to a team member a. From Dashboard, enter key word or title in search box b. Click on the c1ass/ CBL title c. Click on "Add this learning to the To Do list of my supervisee(s) d. Select one or more team members e. Click on "Add to the checked person or persons" f. Fill in the target completion date

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g. Select the reason for the assignment h. You may set it to repeat on a cycle if desired i. Click on the ADD button.

3. Remove an assignment for a team member a. Click on "Activities" in the menu at the top of the screen b. Click on the button liTo Do List" next to the team member picture c. Locate the assignment in their list d. Click on the underlined title e. Click on "Remove this Learning from the To Do List" in the left menu f. Click "Ok" g. NOTE: if the team member has already Enrolled in a session, you will first need to un­

enroll them, then remove the assignment. See steps below to un-enroll.

4. Locate a class and enroll a team member a. From Dashboard, enter key word or title in search box b. Click on the class/ CBl title c. Click on "Enroll or View Available dates for this Learning" in the left menu d. Locate the date you want the team member(s) to attend and click on the person icon at

the far left of the line item. !> e. Select the person or persons you want to enroll. f. Click on ('Enroll" in the left menu g. Click on "Ok" to the message that the enrollment has been processed.

5. Remove an enrollment for a team member. a. Click on "Activities" in the menu at the top of the screen b. Click on the button liTo Do List" next to the team member picture c. Locate the class or CBl in their list d. Click on the underlined title e. Click on "Withdraw from Class" in the left menu f. You will get a page of details for review, then click on "Withdraw from this class" again. g. Click on "Ok" h. NOTE: You may also switch the date of the session to another available session by

clicking on "Switch to another Class for this Learning' then Click on the person icon at the far left of the line to change to the new session.

6. View a team member Past Due Learning Activities a. From the Manager Dashboard, locate the "Learning Alert" section b. If any of your team members have past due learning activities, you will see their names

in the display box with the number of items past due. c. Click on their name to go to their To Do List d. Note the past due items will display in red in the far right column

7. View a report for all team members in the department with past due learnings a. From the ManagerDashboard, locate the "Learning Alert" section b. Click on the button labeled "Past Due Summary"

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c. This will create a report that lists each of your direct reports including any past due learning activities they may have.

d. The list may be long so you can scroll through the pages using the arrows at the top e. You may print the report by clicking on the Printer icon f. You may export the report to save or send electronically

i. Click on the drop down box next to "Export" ii. Select the export format desired iii. Click on "Export" iv. You will see a pop up message that asks do you want to Open/ Save / Cancel.

Select "Open" to view in this format or IISave" to store it electronically on your computer

8. View the If Coming Due Summary" a. From the Manager Dashboard, locate the "Learning Alert" section b. Click on the button labeled If Coming Due Summary" c. This will create a report that lists each of your direct reports and displays learning

activities that are coming due within the next 30 days d. The list may be long so you can scroll through the pages using the arrows at the top e. You may print the report by clicking on the Printer icon f. You may export the report to save or send electronically

9. Working with the Competency Alert Summaries \

a. These work the exact same way as the learning alert selections but this includes items set up as competencies. NOTE: The annual mandatory CBL list is set up in TEDS as a competency so the annual CBLs will display in this section as well as in the Learning Alert section.

10. Adding a TEDS Learning History - use this for a team member that attended an activity but failed to sign in for credit

a. This applies to things set up in TEDS as classes b. From ~he IIActivities" page, select the team member you want to add a learning history

for by checking the box t6 the left of their picture. c. Click on "Add TEDS Learning History" in the left menu d. Search for the course e. Click on the underlined title f. Fill in the fields then the "Add to History" button at the bottom of the screen (scroll

down to see it) g. NOTE: any field with a * in front of it is mandatory, you must fill it in.

11. Adding Supplemental History - use this to add unit inservice information or completion of outside learning activities such as conferences or online learning done outside of TEDs

a. From the Activities page, select the team member you want to add a supplemental learning for by checking the box to the left of their picture

b. Click on "Add Supplemental" in the left menu c. Fill in the fields - remember the * indicates the field is required d. Click on the "Add Supplemental Training" button at the bottom of the screen

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e. Click on "Ok"

12. View competencies assigned and due dates a. From the "Activities" page, locate the team member you want to view and click on the

"To Do List" button next to their name b. In the left menu, click on "Competencies" at the top in the Learning Events section c. NOTE: This screen takes several minutes to load sometimes ... look for the green status

bar at the bottom of the computer screen. Until it is fully loaded you will see the message that No competencies are assigned which is NOT correct.

d. Any competencies that are assigned will display here i. Annual Mandatory List of CBLS

1. You can tell by the title that it is the annual mandatories. The CBLs are assigned in groups that are appropriate for the team member role. Example: RNs and LPNs get a group for licensed clinical nursing team members. CNAs, PCPs get one for non-licensed nursing and so on.

2. This group will have a book icon in front of it.

3. To see the due dates, click on the + sign in front of the book icon to expand the list. You will see the CBLs that are assigned as part of the group including the date(s) passed and the next due date

ii. Role assignment which includes all the competencies that will display on the Competency Checklist - NOTE you cannot document competencies here - you may only view the list and see which are completed and which are pending

1. You can tell it is a role because there will be a hat icon displayed at the beginning of the line

2. You can click on the + sign in front of the hat to expand the list and view the competencies assigned

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13. Marking a competency "Not Current" a. Use this function when team members transfer or change roles. b. In TEDS, when a new role is assigned, the new list of competencies will automatically

assign but the old list stays there. c. Managers should move the old list to history by marking it "Not Current"

i. Click on the selection button in front of the item ii. Click on (IMark Assignment Not Current" in the left menu under the I Want To:

section iii. You will get a pop up box that ask are you sure? Click on OK iv. WAIT for the green status bar to complete at the bottom ofthe screen. The

item will move to history for this team member

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14. Viewing the Not Current Competencies Checklist a. From the activities page, locate the team member you want and click on "History" b. Click on "Not Current Competencies Checklist" in the left menu c. This will display previous competencies that were documented in TEDS only. The team

member may not have a checklist in their history, if so, you will get a blank report

15. Viewing current Performance Review status a. This will display the status of the current performance if the team r.nember is within the

60 day window prior to their evaluation due date. b. To view:

i. Click on "Performance" in the left menu ii. If they have an active performance evaluation, it will display on the main screen

along with the status and due date iii. Click on the underlined title to view the content. iv. You may document on the performance review if desired, remember to click

SAVE after adding any new content

16. Printing a transcript from the team members History a. From the activities page, locate the team member you want and click on "History" b. This will now display the team members entire history from the time TEDs was

implemented. NOTE: team members who were here prior to TEDS may have information that was imported from the old system but the titles may not display correctly. Paper transcripts by year should be available in the HR file as they were attached to the annual performance reviews.

c. Click on "Learning Transcript" in the left menu d. Fill in the date range fields e. Select "All History Statuses" f. Click on "Include Supplemental History" g. Click on "Include External History" h. Click on "Run Report'l - " L Scroll through the pages using the arrows at the top of the page. You can print this

report or export it as desired.

17. Supervisor Approval a. Some MSHA classes require supervisor approval before the team member can attend.

Examples are the Preceptor Course, PCP course, Frontline Manager training. b. You should receive an email to let you know you have pending enrollments c. On your manager dashboard, locate the "Learning Alerts" section. d. You will see a line that says "Pending Enrollments" with team member name(s) under

that header. e. Click on the team member name to open the approval screen f. Review the information and dates g. Click on "Approve this Enrollment" in the left menu to allow the team member to attend h. On the next screen, confirm your approval by clicking "Approve" again and their status

on the roster will be changed to enrolled i. Click on "Disapprove this Enrollment" in the left menu

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j. Click on "Disapprove" on the next screen to confirm and the team member will be removed from the roster

k. The team member will receive an email notice with either action

18. Locate team member information a. You can view team member address, phone number, job code and company information

in TEDS i. Click on "Profile" in the top menu bar ii. You will see a list of team member name iii. Click on Resume to see their work history- NOTE: some team members may not

have entered information in the TEDS system so only current job information will display

iv. Click on "Personal Information" to see address, phone number and company information

19. Running Reports - Click on "Report" in the top menu bar a. Competencies Assigned to Roles Export - this report shows you limited information and

displays only the competency title for the role i. You must know the role title for the set of competencies you want to pull in this

report. 1. Locate this by looking at the assigned role as described in 12 above.

ii. Type in the role title in the "Role Local Code" iii. Be sure to check f'AIi Types" in the Competency Type section so the report will

display all associated competencies iv. Select Export Format - usually "TEDS Report View" which can then be exported

to a different format if desired v. Click on Run Report

b. Curriculum Completion Detail for Supervisor i. This report displays the list of team members who have completed a curriculum.

Curriculums are rarely used in TEDS. You must know the curriculum title to run this report.

ii. Click on f'Curriculum Completion Detail for Supervisor" iii. Select "Curriculum Title" in the drop down in Sort Option 1 iv. Select the order you want the information displayed in on the report under

secondary sort options v. Set the date filters

vi. Enter the curriculum title - must be exactly as set up in TEDS or the report will not find the information

vii. Click on "Run Report" c. Learning Completion Detail for Supervisor

i. This report is more useful to managers - use this to see who att~nded a class or completed a CBL among your direct reports

ii. Click on "Learning Completion Detail for Supervisor" iii. Change Sort Option 1 to display "Learning Title" iv. Select the Secondary Sort Options you want displayed v. Set the date range filter

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vi. Enter the Learning title in the "Learning TItle" field. This must be exactly as it is set up in teds. NOTE, you can use the % sign to truncate or search for learnings with part of the title entered. Example: 2011 Annual% or %preceptor%

vii. Click on "Run Report"

d. Learning Not Completed Detail for Supervisor i. This report only works for classes or CBLs that have been assigned for team

members to take. "Assigned" means either you have added it to their to do list using the assign function explained in section 2 above OR the TEDS admitiistrator assigned the learning like the annual mandatory CBLs.

ii. Click on "Learning NOT Completed Detail for Supervisor" iii. Change Sort Option 1 to display "Learning Title" iv. Select the Secondary Sort Options you want displayed v. Set the date range filter vi. Enter the Learning title in the "Learning TItle" field. This must be exactly as it is

set up in teds. NOTE, you can use the % sign to truncate or search for learnings with part of the title entered. Example: 2011 Annual% or %preceptor%

vii. Click on "Run Report"

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Objectives:

• On completion of this session, participants will be able to: Discuss the competency assessment and performance evaluation process. Define roles as they relate to competencies and performance evaluations. Differentiate between competencies with and without attributes. View competencies assigned in TEDS. Document competencies as complete. Print the current competency checklist Print a not current checklist from History List the steps in requesting competency revisions.

Content Outline:

Regulatory Guidelines

CMS requires hospitals that participate in Medicare or Medicaid be accredited or certified Accreditation is voluntary

Another option is to be certified by a state agency • MSHA seeks accreditation from

The Joint Commission (TJC) American Osteopathic Association (AOA)

• AtNCH/DCH The Joint Commission HR.01.05.03

Staff participate in ongoing education and training • The goal of training is to maintain and increase competency • Provided anytime job duties change • Should be specific to the needs ofthe patient population served • Includes team communication, collaboration, and coordination of care. • Includes how to report unanticipated events

• HR.Ol.06.01 Staff are competent to perform their responsibilities

• Competencies are defined • Competencies are assessed or validated - Methods may include:

Tests Return demonstration Simulation

An individual with the education background, experience, or knowledge related to the skills being reviewed assesses competence

• NOTE: When a suitable individual cannot be found to assess competence, the hospital can use an outside individual OR may consult the competency

-guidelines from an appropriate professional organization to make the assessment

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EXAMPLE: Restraint application, the vendor trains a set of super users creating initial competence.

Staff are competent to perform their responsibilities - Continued • Competence is assessed initially as part of orientation • Competence is assessed once every three years or more frequently as required

by hospital policy or law • The hospital takes action when the competence does not meet expectations

• HR.Ol.07.01

TJC FAQs

The organization evaluates staff performance • Based on expectations that reflect their job responsibilities • Conducted once every three years or more frequently based on policy or law • When an LIP brings in a non-employee to provide care, treatment or services,

the hospital reviews the individual's competencies and performance at the same frequency as individuals employed by the hospital

NOTE: This can be done through the hospital's regular process OR with the LIP who brought staff to the hospital.

• Do the HR standards apply to contract and volunteer personnel? YES, the same standards apply Exception would be for liN on-patient care or service personnel" such as volunteers who deliver the mail or flowers, staff the information desk, gift shop or library services, perform patient errands (writing and mailing letters or obtaining magazines and toiletries from the gift shop)

• Contracted Personnel: Must be managed the same as staff which may be defined in the contract or in policy criteria for performance of the contracted services; or, review and adopt the contract organization's policies and practices The HR standards apply to any contracted service which provides any element of care or service

AOA Standards - NCHI DCH - Healthcare Facilities Accreditation Program (HFAP)

• 04.00.02 Assure personnel are licensed or meet applicable standards that are required by State or local laws. This applies to contract or agency staff as well.

• 04.00.09 Evaluation of Competency-Pre affiliation (applicant provides information about education, training and skills relevant to position), Initial phase of affiliation (a period of skill observation and training as needed to document required competencies) and Specified periods thereafter (evaluations repeated at least annual).

• 04.00.12 Annual Required Competencies (on going training and education to maintain/improve skills/knowledge). 16.01..01 Each nursing care provider has successfully completed orientation program and learning/competency needs were assessed upon hire.

• ADA identifies multiple required training topics Very similar to the Joint Commission requirements

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Definition of Competency

• Competency is the knowledge, skills and abilities needed to successfully perform critical work functions.

• Competency is demonstrated ability to fulfill the primary responsibilities ofthe position for which a person is hired.

• Competency statements define what is minimally expected in the performance

Who determines the competencies?

• Leaders/ Managers of the organization are responsible for competency assessment. • Managers will identify the responsibilities or activities the individual will be expected to perform

both initially and ongoing. Should match the job description

• Competencies are identified based on best practice and evidence Managers must be up-to-date on best practice Must be familiar with state mandated scope of practice Must be familiar with national guidelines and standards

What is a Core Competency?

Core competencies are the primary responsibilities for a position and must be validated during orientation

• These are performed with some degree of regularity by all staff members in the job group and should be comprehensive for the role

Unit Specific Competencies

• These are additional skills, tasks, and procedures that are needed to perform related to the scope of patient population or work for a specific unit or facility.

• These competencies are reflective of different activities, equipment, or technology

Ongoing Competencies

• These are the competencies that need to be re-validated periodically (our annual competencies) • The purpose for ongoing competencies is to improve and/or maintain skills in important areas • Should be a short list chosen from available data

Some will require revalidation every year per regulatory guidelines Some may only need to be assessed in a given year

• Based on Changes in process Changes in data being monitored

Population Based Competencies

• These are age specific and/or population specific which requires staff members to alter the way they perform when service or care is provided.

THINK - is this procedure / process different because of the patient age? If yes, then it is age specific.

• Identifying your population needs What age groups are served? What disease specific conditions are served that require a different level of expertise?

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Other patient populations that require us to alter the way we provide service includes include sensory impairment, Language barriers, etc.

Who Assesses Competency?

• The department leader ensures competencies are validated • This may be accomplished by any of these:

Designate a person who is responsible Establish a proctoring system Obtain competency related information from a combination of inputs such as peers or by direct observation Choose to perform all the competenc;v assessments for all employees him or herself

IMPORTANT: The person validating someone else's competency must be qualified to do so.

Who can assess competency?

• Managers may document competency for which they are qualified to perform themselves. • Managers may delegate the task to qualified others:

Peer Trainer is someone in the same role with the same set of competencies in the same department.

Must already be documented in TEDS as competent in order to check off someone else.

Training Coordinator is someone identified by the manager that is reliable and the expert. Trainin& coordinator privileges must be requested by the manager and set up by TEDS.

Can document competency for other roles if needed

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Competency Assessment Process

Chanqe Request for Competencies

• Need changes, additions, or deletions? Go to the 0.0. department site on the MSHA Intranet Click on "Request" in the top menu.

• Competency Change Revoke a Competency

Fill out the form and submit.

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URL is https:Umsha-qa.teds.com!EveryOne!TEDSEveryOne.jsp

Locating the competeney checklist due dates

Use the functions on your Manager Dashboard:

Locate the "Competency Alerts" section. Click on "Coming Due Summary".

o This will provide a list of all team members who have competencies coming due within the next xxxx days.

Documenting Competency Completion I Validating Competencies

Remember that only persons who are qualified in the same competency are appropriate to validate

competencies. Use your Training Coordinators or Peer Trainers to assist with this process.

From your Manager Dashboard:

Locate the section titled "Competency Checklist for my Direct Reports". Click on the team member name to select. Click on the red/ pink button titled "Competencies Checklist"

o This will take you to the checklist for documentation.

Documenting Attributes

ALWAYS document attributes first, if present, then complete the entire competency.

Click on the blue box titled "Checkoff Details" Select the appropriate classification by clicking on the + sign to the far right of the classification line. This will expand a documentation box. (See Age Specific Note below for Clinical Team Members) Enter the Method of verification by clicking on the drop down and selecting:.

o Cognitive = written or verbal test o Demonstration = Hands on display of a task or procedure on a manikin or C?ther artificial

setting. o Simulation = Hands on display of a task or procedure on a manikin or other artificial

setting in the context of a real patient situation. Use patient scenarios and other supporting information to create a more real environment.

o Observation = actual observation of the skill / task in the work area. This is the best method for validation.

Enter the date of actual verification. o You may highlight the date and type in another (must be in the past) or click on the

calendar icon to select. o NOTE: All competencies cannot have the same date. Regulatory surveyors do not

believe it is possible to actually validate all the competencies in the same day and we are required to document the actual date of verification.

Enter the name of the verifier if someone other than yourself. The system automatically list the person signed in as the verifier. You would change this ONLY if you are documenting for someone else.

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Enter comments as needed or desired. This is encouraged but not required. o Type your comment in the box. o Click on the "Add Comment" button to the right of the box. This will save your

comment. You should see the comment move about the box. Click on the SAVE icon.

o You will get a message reminding you that you that this action will complete verification for this classification/ category. Click OK.

The screen will refresh and bring you right back to the same attribute or competency. The purpose of returning to the same screen is to allow you to document other classifications if needed.

AGE SPECIFIC NOTE:

Competencies or Attributes that need age specific documentation will be denoted by the words (Age Specific). For those items, you will need to document completion of each appropriate classification as defined in your department scope of practice. You will be able to see which age groups have already been checked off two ways:

o There will be a green checkmark in front of the classification already completed AND

o From the main checklist, you will see the classifications already documented for that item next to the "Checkoff details" button.

At this point you may:

Close and return later to continue documentation. o Click the Red X in the corner of the classification documentation box.

Continue to the next Attribute if one is present. o Click the blue arrow on the right of the screen in the attribute line. Follow the same

procedure outlined above. Complete the entire competency.

o Click on the green box in the top right corner titled "Complete this competency" .

. Completing the Entire Competency

Click on the green box titled "Complete this Competency"

Enter the completion date of either today or recent past. Enter a completion method if needed.

o Note: if you have already checked off attributes where you documented the method of validation, you do not have to enter it here. Use this box if you are completing a competency with NO attributes or other entry point for method.

Enter any comments if needed (optional) Verify that this is the correct team member which will display in the box. Click "Mark Complete" Click "OK" on the next screen to finish.

Print a Checklist

From your Manager Dashboard:

Locate the section titled "Competency Checklist for my Direct Reports".

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Click on the team member name to select Click on the red/ pink button titled IICompetencies Checklist"

o This will take you to the checklist for documentation. Click on the IIPrint All" button at the top of the page

You will get a print preview that lets you see everything documented to this point

You may print it by clicking on the printer icon

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Move a competency to 'Wot Curren~'

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You will need this function as team members transfer or change roles. TEDS will automatically assign

the new role and competency based on the changes entered in the Lawson System. You, as manager,

will need to review the old role and move it to "Not Current". Any competencies in the old role that are

the same as the new role should automatically update the new competency checklist. The key to this

functionality is that they have to be exactly the same and have the same competency local code. You

may find things that are similar but they will not update the new checklist.

Marking a competency "Not Current" From the "Activities" page, locate the team member Click on "Competencies" in the left menu Click on the selection button in front of the role you need to move to "Not Current" Click on "Mark Assignment Not Current" in the left menu under the I Want To: section You will get a pop up box that ask are you sure? Click on OK WAIT for the green status bar to complete at the bottom of the screen. The item will move to history for this team member

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Print a Not Current Checklist

Once the competency checklist have been moved to the "Not Current" status, they will be in the history

records. You may need to view or print this at some point:

From the "Activities" screen in your Manager Dashboard, locate the team member

Click on the IIHistory" button next to their picture

This brings you to their transcript page

Click on "Not Current Competencies Checklist" in the left menu

You will get the same view as above that will include any competencies that have been checked

off in TEDS and moved to their history

You may print it if desired

Assigning Additional Roles

You may need to assign additional roles to individual team members in your department. This will be

used for items that not everyone in the role will do. It may also be used for cross training.

Before you start, you will need to know the job code or title of the role you want to assign. Once you

have that information, follow these steps.

Click on "Catalogs" in the top menu Click on the hat icon in front of "Role Catalog" Expand the display by clicking on the + sign in front of the Folder for II Assigned Roles" Locate the role you need to assign

o For those items without a job code, search in the folder titled IIManager Frequently Assign"

o For those roles with a job code, search in the appropriate job code group. o Keep opening folders until you drill down to the role with a hat icon in front of it. This

indicates you are at the actual role level instead of a group. Place a check mark in the box to the far left on the same line as the role you are going to assign. Click on IIAssign Role(s)" in the left menu toward the top of the screen. Select the team member or members you want to assign this additional role to by placing a check mark in the box in front of their name. Click on "Assign Person" in the left menu at the top. Review the next screen:

o The competencies included with this role will be listed at the top. o Is this a primary role? IF so, Check the box. o Enter the target start date o Enter the target completion date. This will be the date all the competencies in this new

role will need to be completed. o Review who you selected for the assignment. o Click on IIAssign Role"

If you indicated that the new role is a Primary role, you will be asked on the next screen if you want to remove the other primary roll assigned to the team member. Be sure to leave the box checked that says "Do not remove" and click on the arrow to move to the next screen. Click OK.

18 I P age

Team Member Responsibilities Once evaluation has been initiated by the manager, the Team Member will need to log into TEDS within 14 days of the notification to:

1. Complete the Self Evaluation 2. Select Peer Raters

Manager Responsibilities

1. Enter the MSHA Intranet > Select TEDS > Complete Log In with User Name and Password > Select Manager Domain from drop down menu beside picture

2. Select Performance Tab on navigation bar

3. If Applicable, Select Approve Raters under Action Alerts Tab > Review Raters for Approval and/or Updating > Click Finish > Await Rater Selection Message > Review Rater Selection Message Complete, Click Ok

4. Select Rate Performance under Action Alerts Tab > Enter Manager input on the Behaviors, Essential Functions, Competencies,

Development Plans, Training and Summary Questions Tabs > Select Comments, to enter appropriate feedback under Behaviors Tab > Select Add Comment and Close > Select Competency Tab > Select Training Tab > Click on Accept or Override related to points > Enter points and provide reason for override request > Click Save > Review Points Override Message, Click Ok > Select Summary Questions Tab > Respond to questions listed

5. Click Save and Click Close

Once evaluation has been discussed with the Team Member by the manager:

6. Select Release to Team Member via drop down menu under Actions

Team Member Responsibilities

The Team Member will need to log into TEDS within 48 hours of the notification to sign off on the evaluation.

19 I P age

1. Click on Team Member under My Performance To Do List

2. Review information entered under each Tab

3.Click Sign Off

4.Reivew Sign Off Confirmation Message, click Ok

5.Click Close

5.Note Message under My Performance To Do List indicates "Signed Off"

Manager Responsibilities

1. Enter the MSHA Intranet ~ Select TEDS ~ Complete Log In with User Name and Password ~ Select Manager Domain from drop down menu beside picture

2. Select Performance Tab on navigation bar

3. Select View Comment on Action Alert Tab

4.Select Close and Lock

5.Reivew Locking the Plan Message, Click Ok

5. Development Plan message will appear.

20 I P age

Job-Vision--Manager-Career-Oashboard-

• Manager selects Career link • This is how you access requisitions

SuperViSfJr CarE'er Q,,;;hnoard

R.eminde.'"S

21 I P age

Requisitions

• Select single or multiple position

• If you select multiple position,alJ positions must be for the same job, same shift and same status

Requisitlons

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hMOUi'i'rAIN STATi5 !I HWiH A!LIANCE

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Manager Create Requisition-Job Search

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• Search for jobs by title or description or use the advanced search for more search options.

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Manager Create Requisition-Advanced Job Search

• When using the title search, the search will be wild card search. For example, if you enter RN you will get all jobs with RN anywhere in the Job Title.

• You only need to fill in the fields you wish to search by.

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241 P age

Manager-Job Search Results

• Select the Job Title you wish to create a requisition for

't4'MOlJNTAlN S'iAl ES IIHfALTH AU.!/.NCE

25 I P age

Manager-Requisition Details

• Fill in any information necessary. • Fields with an asterisk must be filled in. • Use the links to navigate to the different "tabs" of information

IoIANAG!'R MSHA

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Requisitions

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Em;:t~"* Surh.:as IFL!ll Time (72-£0 h!"li per- pay peried)

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SCOPE OF rosmaN 11,e SbffRH is; re5Pcm..thle and .a:ounbtb~ for the gre of tbe .~Iled p.Uents Jtnd directs; ot.hel'li to HSUf'II'I P.UealooCent.ered c.N! which i:. basll:d on patient n~$, villues., ~nd c:hoices. 'the Staff RH is. ~ to pNctioe .. ubuutmously within the scope: of profes-wnal :sbt.nd .. rd5~ the rules., .and ftguLations esbbrtshed by the approprbte $'brte's 60ard of HUl"'lling, and knowledgt:' of policle5. and procedun::s within Mount.in 5bb:s He.11i1 Alliance. Hel she. demons:b-at:es sldll. in dev.dopinv .nd gu.dRip cabbcM-.. nve co~r.1 practice that dettvets Ale t:ompetentare based on meth:uJoUJ; »ppliCMtion of the Dt.Itsiag pl'OCeSSo. H.vshe demoasbal.et:. Hnsltivity and undN'Standing of the d~ cultural backgrounds of p.atie:nts and c.areg-iven. the poslGon involws maintaining an-rent knowledge of e1oI'idence based nut:sing prac6ce .nd the IiIbmty to demoastrab:: critiQI thinking sIdlls in the lmplementation of .11 pha:w:s: of the rwtsiog Pf'OC:eSS., He./che lu:l:ively participates in p.Dlient an: quality and perform.fIC:Ie improvement thJ"Ough dab conection~ aggHliJOltioa .... d analysis of relevAnt key indiCJImr:. of qu.trty (KtQ'":O). This commitment to quality resulbo in the development and implemenbltioa of action plam; l:u include the monitoring of the: effect:ive1'tftS, of irnproWlmcnts (Hold the Gains). 'the St.ff RH 1IOer'V't'$ as; a Pf'Ofesdoailil roSe modelac _ CMN:!gw.er, mentor, 'tc:ac:horJlnd ftSOura for prov.iderc. 'he/she the care or{drde aU thlilt REPORTINC. RELATIONSHIP ~QMible:to the 01l1rge,

26 I P age

"f

Manager-Requisition Details

• Fill in any information necessary.

Preferences

Organization Information

Ra'ORnNt; ReLA.TIOJISIIIP Thls position is drr.ectiy ..espoosibJe to the Charge Nurse/dinicaJ leader/Shiftt.eader/House Supervisor/Director of Depart:rneftt and Director.of Nursing_ Supel"ViR licensed prilc:tic:::al nurses and DOQ~ tiamsed patient care­personnmassiguedto tbeirare.a..1becompet.ency "tldPl'il~Dfpoint of care ~ling is undertLe-dired ".pe ... ision 01 Iheubontory lledal Di,ectonnd/o, designH pe< "'9.iau..y nile il1l00-6-3-!.li IIlte ..... S .. I. iesting, Sedicm (l)Cclt " of the TlI!!n~ Hediallll~tDry e.o.rd Oivi.n of Health Related eo..rdto. this prat::tiu is /I coDaborat:ive Ptoa!SS.lth ~ Laboratory and NUKing leaderships..

EDUCA.nON EXPERIENCE 7he: Sbff· RH is; • Vraduabt. of aD accredlted sdtoalof DIPloma nunoing and is currently liten5ed to prad:ice as a professiorual nurse in the appropriilb. state. Most be abJe to aunplete job related comp.etenei6 a5 deemed necessary to the perfonnallCe of the RN role in tM nursing departmentaf empfovment. COtmNUI!U: EDUCAnONAL R.eQUIRfMEfiT5: L PIa," and alhducts • minimum of two hours of job related t:ducation~ programs. '1. Obtains 12 houMii edoeationaJ ~it. 3. V<f!':rbatl%eS understanding of Shar-ed Governance Hodel .. nd wWing\y serve:;. on .at: hast one Sh»red Con:rruronre, hl)SJJitaf cammit\oe~ task force, OT project to lmpnwe p.uent care« wol'lc: ~rea.. ".ldentifies: tempt ~tie1lt are and/or nursing p..-ctia: KlQ", (key lndicators of quahty) .. This is achieved by ut.in9 POCA methodDlOVV and the appropriate dab canectiaa, "V9F'C!patitlDr anaJrsG and b'end'mg in tfie demonstration of measurable improvement outcomes. 5. Attends 75'"' of staff meetinp$- and rsds 1DO~ of the minataof

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27 I P age

Requisitions

• Contacts tab: will default in the hiring manager creating the requisition and the responsible recruiter

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Contacts

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28 I P age

Requisitions

• Comments-include any specific information and justification for a new position

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Requisitions

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29 I P age

Requisitions

• Budget information must be provided in order to save and submit requisition for approval

• The budget information is required for all position, new or replacement. Please provide accurate information. All fields with an asterisk must be completed and cannot be left blank.

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30 I P age

Requisitions

• Approvers-Approval routing is predefined by department and facility • Any discrepancies or changes, you must contact the recruiter listed on the

"contacts" tab.

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31 I P age

Requisitions

• Candidate Pool-where the applicants show up once released by the recruiter for an approval of the requisition

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32 I P age

Requisitions

• Physical requirements-this information will default in from the Job and will be view only

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33 I P age

Requisitions

• System Information-this includes all the requisition status changes • Once you have completed all the necessary fields, you may submit the

requisition for approval, delete the requisition, or place the requisition on hold. • NOTE: Once a requisition has been submitted for approval, the requisition may

not be deleted or put on hold. If the requisition needs any additional action after submitting for approval, you must contact the recruiter listed on the 'contacts' tab.

• Requisition History shows the status changes, who made them and when they were made.

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34 I P age

Manag.er-Career Portal Dashboard

• Requisition pending approval

• You may check the stage the requisition is in from the Supervisor Career Dashboard by clicking on the Career option as a supervisor

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Reminders ;j

35 I P age

Contact the MSHA Help Desk at 423-431-6290 and open a ticket with your

question or issue. This is the fastest way to get help as your ticket will be routed

to the appropriate person.

36 I P age