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Leadership Orientation

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UCLA Hospital System

Ronald Reagan UCLA Medical Center – RRUCLA

MC

Santa Monica UCLA & Orthopaedic Hospital -

SMH

Resnick Neuropsychiatric Hospital - RNPH

UCLA Health SystemUCLA Hospital System Faculty Practice Group - FPG

UCLA Health

UCLA Health System David Geffen School of Medicine – DGSOM

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Human Resources Website

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Important Links Based on priorities

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Important LinksCheck your compliance for

various requirements

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•PART 1 – PATIENT EXPERIENCE LEADERSHIP ORIENTATION•2014 SCHEDULE: FEB 21; APR 11; JUN 20; AUG 15; OCT 17 8 AM – 12:30 PM

Learn how UCLA Health has raised patient satisfaction scores to the 98th percentile through recruitment, on boarding, recognition, rounding, communication and service recovery strategies. Become familiar with the available to that will assist you in leading your teams to success and how to sustain that success over time.

•PART 2 – UCLA OPERATING SYSTEM•2014 SCHEDULE: JAN 17; MAR 5; MAY 12; JUL 18; SEP 19; NOV 21 8 AM – 3:30 PM

This session will introduce Lean methodologies and tools such as A3s, A4s and performance boards to achieve continuous performance improvement. Develop successful teams through Active Daily Management techniques and by preparing your employees for success, connecting and engaging your staff and through improved prioritization and delegation skills.

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Steps for Onboarding:

1. Seek position approval

2. Create a Hiring Plan with your Recruiter

3. Review applications, selecting the most qualified applicants - After your Open

Job has been Postedo We hope you will make a rapid hiring decision within 2 weeks of growing a

sufficient applicant poolo Any Candidate strongly being considered should complete a livescan and a Skills

Survey (references) after interviewing – JUST TELL USo Keep your recruiter informed of the candidates you have interviewed so that we can

correctly inform them of their status

4. We do the rest! Now you can get ready for Day 1 in your department.

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Your Human Resources team will do the following: Schedule new hire for New Employee Orientation

All new hires will begin their employment with UCLA Hospital System on a New Hire Orientation day

Schedule new hire for Pre-Employment Physical & New Hire Session Process Photo ID badge, Proximity Access & Parking Coordinate Training with CareConnect team Directors and Managers stay up to date with the process through the

Onboarding Dashboard and the Onboarding Coordinators

Offboarding Process

Offboarding Process

Offboarding Process

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• Employee Non-Cash Awards and Other Gifts – G-41Employee recognition and retirement non-cash awards program:

Employee Recognition policy

An item of tangible personal property may be awarded to an employee in recognition of his or her noteworthy work-related accomplishments. Such awards should be of minimal value. Examples include, but are not limited to, flowers, fruit, a book, a plaque, or similar item. In addition, a ticket to a sporting or cultural event (excluding a season ticket) or a one-month parking permit or transit pass may be provided to an employee as a recognition award. The cost of an employee recognition award is limited to the per-person amount set forth in Appendix A.

Employee recognition awards may not exceed $75 per person per calendar year.

An array of options is found online, such as:

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Movie Tickets Cultural Event Subway

Money on Bruin Card Theme Park - Knott's Berry Amazon

Target Gift Card Musical Theater Tickets Best Buy

Starbucks Sporting Event iTunes

Retention & Recognition Program

HR Applications

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Clinical Incentive Programs

• Clinically Aligned Programs CEMRP 2 – Clinical Enterprise Management Recognition Program 2

Executive Director Level -- Tier A Director Level -- Tier B Manager Level – Tier C Staff Level -- Tier C – up to $1000

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Clinical Incentive Programs – Executive Director & Director

LevelELIGIBILTY UCLA Health System employees in Department Head and Unit Director positions responsible for the fiscal and

operational administration of a department or unit are eligible for the Director CIP. These individuals typically report to a Senior or Associate Director, with the exception of some directors of large units reporting to Department Heads directly.

A list of participants is defined and approved prior to the beginning of each fiscal year. The List of Participants is verified and approved annually prior to the beginning of the fiscal year by the Staffing

Resources Committee (SRC), which consists of the COO, CAO, CHRO, CNO, CFO, CIO and CMO and staffed by Human Resources and Finance.

All approved participants are notified of their participation by their Associate Directors for the upcoming fiscal year.

All approved participants complete the Performance Objectives Goal Grid listing goals in the following five areas: People, Quality & Service, Systems & Operations, Strategic Growth/Technology/Facilities and Finance.

• Goals are aligned in support of the goals set by the respective Senior or Associate Director for each individual.

• Performance Objective goal grids are due to Human Resources by July 31st of each year.

• Performance Objective goals are reviewed and approved by the Senior and Associate Director team.

 

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Clinical Incentive Programs – Manager Level

ELIGIBILITY

• UCLA Health System staff in department/unit manager positions who meet the criteria established below and are not participating in the Director Level CIP are eligible to participate in the plan.

• A list of participants is defined and approved prior to the beginning of each fiscal year.

MSP Members• All MSP Members who do not meet the participation criteria for the Director CEMRP are eligible to

participate in the Management Incentive Plan based on their classification.

PSS Members:• PSS members who are classified in PSS grades 4 – 7 with some exceptions in the PSS grades 2 and 3

or ITP equivalents, may be eligible to participate in the Management Incentive Award Program if they meet one of the following:

• The employee is designated as a bona fide supervisor with authority to hire, dismiss, evaluate, promote, or reclassify, or effectively recommend such actions; and the employee is responsible for budget preparation, monitoring and is able to affect budget outcomes that directly impact the departmental bottom line or

• The majority of the employee's assignment is insti tutional in scope versus intradepartmental and the employee is able to affect performance outcomes that directly impact Operating Gain.

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CIP – Director & Manager Level

• GOAL SETTING PROCESS• All approved participants complete the Performance Objectives Goal Grid listing goals in the following

five areas: People, Quality & Service, Systems & Operations, Strategic Growth/Technology/Facilities and Finance.

• Goals are aligned in support of the goals set by the respective Senior or Associate Director for each individual.

• Performance Objective goal grids are due to Human Resources by July 31st of each year.• Performance Objective goals are reviewed and approved by the Senior and Associate Director team.

 

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• Annual Wellness Events February: i♥WALKING week April: March for Babies Walk May: UC Walks Day August: Passport to Wellness Health Fair

(WW, SM, FPG) October: American Heart Association’s Heart

Walk, UC Food Day

• Wellness Communication Wednesday Wellness e-blasts – wellness

topics/tips and events promoted Wellness Website

www.wellness.healthcare.ucla.edu

• Lunchtime Workshops – Monthly

Smoke-Free Initiative Lunch n’ Learns

Nutrition – RRUCLA Dining Commons Heart Healthy Assessment (January-June) Dining Commons nutrition facts are online Posters around Dining Commons provide

education on portion sizing, exercise, and good nutrition

“Greening up” – Dining Commons is stocked with biodegradable cutlery and Styrofoam has been eliminated

Providing healthy sustainable foods during National Nutrition Month and UC Food Day

Increase whole grain options (Brown rice, whole grain hamburger buns, high fiber breakfast cereal)

Healthy green salad and fruit alternatives at the Grill

No fried foods

UCLA Health Wellness Initiative

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CONTACTS FOR NEW LEADERS

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ESSENTIAL CONTACTS FOR NEW LEADERS

Human Resources OverviewHR Directors are always available to meet with you to cover what you’ll need to know to navigate successfully at UCLA Health. Feel free to call them whenever the need arises.

Maure Gardner, (310) 794-0523 mgardner@mednet.ucla.eduDirector, Compensation, Labor Relations , DGSOM Employee Relations & Workforce Administration

Robin Ludewig, (310) 794-6296 rludewig@mednet.ucla.eduDirector HR Planning , Talent Acquisition & Training

Jeri Simpson, (310) 828-0346 jsimpson@mednet.ucla.eduDirector, Employee Relations, SMUCLA HR, Occupational Health & Benefits