Niesbud Official Orientation Participants' workbook
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This document provides an orientation handbook for employees at Niesbud on quality. It includes exercises for employees to assess the organization's quality, identify quality parameters and aspects of good quality ice cream. Employees are asked to identify the organization's current level of quality and provide examples to validate their assessment. The handbook also outlines 6P strategies for quality at Niesbud and an action plan for the next 15 days, which involves notes from section heads on their understanding and measures of quality, data analysis, and planned actions for commitment to quality, as well as an e-module training and first quality gap analysis.
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2Performance Appraisals Rating Standar.docx
2
Performance
Appraisals
Rating Standards
2 EXEEDS STANDARDSThe employee shows unusual initiative and makes suggestions that lead the organization, team, or unit in directions that benefit the company. Within the level of this position, this employee’s performance has moved the company to a new level of understanding, action, or results that are valuable to the organization’s future.
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P
erformance evaluations, which provide
employers with an opportunity to
assess their employees’ contributions
to the organization, are essential to
developing a powerful work team. Yet in
some practices, physicians and practice man-
agers put performance evaluations on the
back burner, often because of the time
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cedures, performance evaluations can enforce
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munication and motivate individuals to do
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uation system are to provide an equitable
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to the workforce, produce accurate appraisal
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To create a performance evaluation system
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1. Develop an evaluation form.
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It is also advisable to run the finished sys-
tem by your attorney to identify any poten-
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Judy Capko is a senior consultant
with The Sage Group Inc., a
national health care firm based in
Newbury Park, Calif., that special-
izes in strategic planning, restruc-
turing, practice management and
marketing. She is also the director
of practice management for the
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Steps to a
Performance
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Keep your staff productive and motivated
by conducting regular performance evaluations.
Judy Capko
Performance evaluations are
essential to developing a
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March 2003 ■ w w w. a a f p . or g / f pm ■ F A M I L Y P R A C T I C E M A N A G E M E N T ■ 4 3
55
Downloaded from the Family Practice Management Web site at www.aafp.org /fpm. Copyright © 2003 American Academy of Family Physicians. For the private,
noncommercial use of one individual user of the Web site. All other rights reserved. Contact [email protected] for copyright questions and /or permission requests.
4 4 ■ F A M I L Y P R A C T I C E M A N A G E M E N T ■ w w w. a a f p . or g / f pm ■ March 2003
1. Develop an evaluation form.
Performance evaluations should be conduct-
ed fairly, consistently and objectively to pro-
tect your employees’ int ...
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some practices, physicians and practice man-
agers put performance evaluations on the
back burner, often because of the time
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for delivering feedback, and disciplinary pro-
cedures, performance evaluations can enforce
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measurement of an employee’s contribution
to the workforce, produce accurate appraisal
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quality and quantity in the work produced.
To create a performance evaluation system
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1. Develop an evaluation form.
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3. Set guidelines for feedback.
4. Create disciplinary and termination
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It is also advisable to run the finished sys-
tem by your attorney to identify any poten-
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Judy Capko is a senior consultant
with The Sage Group Inc., a
national health care firm based in
Newbury Park, Calif., that special-
izes in strategic planning, restruc-
turing, practice management and
marketing. She is also the director
of practice management for the
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ment Consultants. Conflicts of
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Performance
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Keep your staff productive and motivated
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March 2003 ■ w w w. a a f p . or g / f pm ■ F A M I L Y P R A C T I C E M A N A G E M E N T ■ 4 3
55
Downloaded from the Family Practice Management Web site at www.aafp.org /fpm. Copyright © 2003 American Academy of Family Physicians. For the private,
noncommercial use of one individual user of the Web site. All other rights reserved. Contact [email protected] for copyright questions and /or permission requests.
4 4 ■ F A M I L Y P R A C T I C E M A N A G E M E N T ■ w w w. a a f p . or g / f pm ■ March 2003
1. Develop an evaluation form.
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ed fairly, consistently and objectively to pro-
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- 1. Participants’ Handbook Orientation to Quality for Niesbud Employees Date 11/09/2014 By Rahul Raj Lean Sigma Management Institute Greater Noida
- 2. Exercise 1 How are we doing as an Organization? Mark on the scale of 1 to 10 Exercise 2 What were the top two parameters you choose to mark the exercise 1? 1.___________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ 2.___________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________
- 3. Exercise 3 What are the things that you want in an Ice Cream of Good Quality? __________________ __________________ __________________ __________________ __________________ __________________ __________________ __________________ Exercise 4
- 4. Can you identify which level is your organization as on date? _____________________________________________________________________________________ Give 3 examples to validate your answer (Home Study) _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ Exercise 5 Circle the tools you know of
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