Reference no: EM132182871

The performance review program at Valley Urgent Care was developed some years ago and has generally served the organization well. The supervisors took the responsibil- ity to conduct timely, meaningful reviews very seriously. The review process con- sisted of ratings on the following skills and competencies: • Customer service • Clinical abilities • Communications with patients and fellow employees • Attendance • Work attitude However, the employees and supervisors have commented that the review process lacked relevance and was in need of updat- ing. They indicated that there were not enough evaluation categories to adequately evaluate the complexity and variety of jobs at Valley Urgent Care. Additional catego- ries that were suggested included computer skills, compliance with HIPAA, willingness to take on additional duties, and leadership. Valley Urgent Care’s administrator agreed that it was time to review the eval- uation process and criteria has asked the HR manager to pull together a work team of managers to develop a new process that would be more relevant and mean- ingful to the organization and employees.

1. Why would the employees see the current review process as irrelevant?

2. What types of changes should the work team consider in order to improve the process and criteria?