Learning Team: Review Employees Files Shemika Williams, Maria Rios, Juakita Little, Yanelys Bobey HCS/341 October 8, 2012 Denise R. Holcomb Learning Team: Review Employees Files Bennie Bellamy: Had first occurrence of not taking patient’s vital signs on January 14thand 18th; then again on February 3rd and 6th.
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The following year May 21, 2004 Bennie had improved tremendously and got all 2’s on his yearly review and got a 3% raise versus the 2% he got the year before. And in the 3rd year May 20, 2005 he was still improving, so after the incidents in 2003 Bennie made great improvement after being reprimanded for not taking vitals and he has not had a problem since. On February 7, 1997 King Lovell put in an application to work at Patton – Fuller Community Hospital. On February 20, 1997, King Lovell received a letter from Patton – Fuller Community Hospital offering the RN Staff Nurse position.
King official start date was March 17, 1997. King Lovell received his annual employee evaluation in 1998 by the RN Staff Nurse. In his general evaluation different job specifics were evaluated. King in 12 different occasions was late and his dependability was unacceptable. For the first evaluation, King was informed to enroll in documentation classes that were going to start within that month due to needing some work. Another occasion there were two occasion were the wrong patient almost received wrong medicine.
Due to that incident, King was instructed to take a refresher course on medication administration that was being offered in July. On August 12, 1998, King Lovell had a corrective action form by human resource personnel. This was the first conference, King was continuing to be late to work, violating the attendance policy, receiving complaints about rude behavior towards the doctor, failed to sign, and continuing to have medication errors and not helping other co-workers. King Lovell received to verbal warnings on July 10 and August 2 but the problem is still occurring.
King was informed by management of the following: It is expected that you will be to work on time. It is expected that you will show courtesy to staff, physicians, patients and their families, rudeness will not be tolerated. It is expected that you will complete all entries in the patient’s record and that you will properly sign all notations at least once on each shift. King received another annual evaluation in 1999, where his attendance, attitude, and dependability were still lacking.
Due to lack of improvement over the last year’s evaluation, he was terminated. The files show due diligence was followed and given in different occasion by informing King Lovell to take additional classes to improve his job performance and was also given verbal warnings to improve, but the employee failed to show improvement and continued to lack. On March 10, 2007 Louise McFate applied for the position of Director of Infection Control at Patton-Fuller Community Hospital.
On May 9, 2007 Louise McFate received a hire Letter from PFCH offering her the position of Director of Infection Control with an official start date of July 11, 2007. On October 12, 2007, Louise McFate received her 90 day evaluation and received a rating of 2. 0 (Acceptable) in all areas. On January 14, 2008, McFate received her 6 months evaluation and again received a rating of 2. 0 in all areas. On July 14, 2008 McFate received her first annual review and received an improved overall score of 2. 17.
Unfortunately, on November 7, 2008 Louise McFate received a corrective action form stating that the Joint Commission issued a Request for Improvement on a needle disposal violation found during their visit. Although this is McFate’s first and only corrective action they did advise her to continue to establish procedures to prevent any further needle disposal violations. Louise McFate did not sign this corrective action form because she did not agree with it and believes she was singled out unfairly because Mr.
Adair from the joint Commission targeted her in retaliation after she declined a dinner invitation from him. This does require investigation from the organization to determine if indeed there was a violation made or if in fact it was in retaliation towards McFate. In the meanwhile, McFate needs to keep on her toes because this still goes in her file and there may not be a way to prove it. According to McFate there is no need for due diligence and they haven’t followed up with her progress or had any other incidents following this one.
On March 15, 1995 Alva Branham filled out an application for a Security Officer position for Patton-Fuller Community Hospital. Five days later, on March 20, 1995, Branham received a hire letter from Patton-Fuller Community Hospital. Branham official start date would be on April 3, 1995 as followed with orientation dates. Branham annual employee evaluation came up on April 9, 1996 by the Manager of Security. Over the years Branham annual employee evaluation scores has become decreased in some employee evaluations.
On one of Branham employee evaluations, it was commented by the Manager that Branham has misplaced company radios and also not being available for central control or other staff to get up with you especially in an emergency. Branham has also been missing 15 days of work over the past 8 ? months which is unacceptable and in violation of the attendance policy. On January 4, 1998, Branham had her first conference with the human resource department to go over the corrective action form.
Branham had her second conference of corrective action on February 20, 1998 which stated she didn’t use proper policy and procedures of logging patient items when a patient is discharged from the hospital. Branham was then notified again about all policy and procedures. After the last issue, Branham was then warned that if another occurrence happens within the next 3 months that further corrective action will be taken and lastly even termination. Reference University of Phoenix. (2011). Patton- Fuller Community Hospital Virtual Organization. Retrieved from: https://ecampus. phoenix
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