2.7 Managing people

Question 1

Underperforming scientist- approach?

Answer 1

1. Assessment of the issue
   - collateral history
   - evidence
   - failing job description how
   - random or systematic issue
   - 360

workplace policy/procedure guidelines- need to be followed

2. Confidential meeting
   - open disclosure; ask if social issues/other problems
   - manager
   - remind job standard/professional conduct
   - set goals/timeframe/ performance management plan ? may need retraining? or personal leave
3. Monitor performance
   - regular reassessment/ FU meetings
   - escalation up hierarchy
   - HR
   - work place relations officer
4. Document issues/each meeting
5. Results/assays that have been affected
   - CAR
   - amended results if needed

If not improving

• may move to different duties
• change duties
• further warning
• termination is last resort
• • ensure not unfair
• • notice given
• -final pay
• get advice laywer/ employer advice

Question 2

Open disclosure- define

Australian commission on safety and quality in health care states

Answer 2

open discussion of incidents that resulted in harm to a patient whilst recieving health care with the patient and support persons

Includes

• apology or expression of regret ‘i am sorry’
• factural explanation of events
• an opportunity for the patient/family to relate their experience
• discussion of potential consequences of adverse event
• explanation of steps being taken to manage the adverse event and prevent recurrence

not one way provision of information, discussion between two parties and exchange information

Question 3

What key words are important in conflict resolution at work?

Answer 3

-quick- early/ avoid inaction

• fair- all parties consulted
• sensitive/culturally
• confidential
• transparent
• impartiality
• escalation- direct supervisor, senior management, independent mediator
• work policy/agreement/employment contract/industrial union?

Question 4

What constitutes open disclosure

NPAAC

Answer 4

• two way discussion about the incident which could have/or did result in harm
• apology
• factual explanation of what happened
• opportunity for patient to relay experience
• potential consequences
• explanation of steps taken to manage event/prevent recurrence

Question 5

How are incidents reported/managed?

Answer 5

QIR quality incident record? - if it is within lab incident only

Riskman- if it had impact on patients’management

• report the incident/error
• remedial corrective action
• root cause analysis
• preventative actions in place

Reviewed by lab quality manager assesses the incident/assigns risk rating

when ix/evidence/actions implemented quality manager/ director reviews documentation and closes the report

Question 6

What is the difference between bullying and harassment in the workplace?

Answer 6

Bullying- repeatedly act unreasonably toward someone creating risk to health and safety.
- not related to personal characteristics

Harassment - unwanted uninvited behaviour that offends, humiliates or intimidates another person. Physical, verbal, visual. Once or repeated.

AND targets due to characteristics

• anti discrimination laws
• adverse reaction due to personal characteristics

Question 7

What are some of the key principles in thinking about rosters?

Answer 7

• priority lab is covered and tests are delivered without interrupted in timely fashion
• roster organised in pre defined policy; equitable,
• define minimal staff for lab function
• transparent
• training

Question 8

What are some of the key principles in thinking about rosters?

Answer 8

• priority lab is covered and tests are delivered without interrupted in timely fashion
• roster organised in pre defined policy; equitable,
• define minimal staff for lab function
• transparent
• training
• expertise level for on call/out of hours

Question 9

What procedures are in the lab to train and assess competency of staff?

Answer 9

• new staff lab orientation
• training documented
• competency assessment regularly
• ongoing education through department

Question 10

What is the difference between underperformance and serious misconduct?

Answer 10

Underperformance- not meeting standards, not following workplace policy but also unacceptable behaviour, disruptive or negative behaviour

Serious misconduct- imminent risk to health and safety of another person or to reputation or profit of employers business

Question 11

What is discrimination?

What are attributes protected by anti discrimination legislation?

Answer 11

when an individual or group treated less favourably than another in same circumstance as result of direct ref to one or more attributes protected by anti discim legislation

indirect unlawful , unreasonable requirement, condition imposed with protected attribute

attributes

• gender
• pregnancy, VF
• religious/ethical
• political
• race
• ethnic/national origin
• age
• martial status/family respon
• sexual orientation
• disability
• employment/industrial activity

Question 12

What is the process of having a new Immunopathologist in the lab?

Answer 12

Induction
Orientation
- job description
- access
- lab protocols
- QMS
- WH&S
- fire safety
- IT

Technical

• scope of lab
• specialty areas
• reporting standards
• external QC

Double reporting for 3 months for areas not familiar

• competency
• currency of practice
• CPD points up to date
• log book of readings