Objectives
1.
Describe work environments in the field of dietetics
2.
Relate environments to hiring policies and procedures.
2.
Discuss the research on employee satisfaction.
3.
Analyze interview information
4.
Describe the purpose of a performance appraisal
5.
Describe benefits of diversity in the workplace

Human Resources Departments:
Monitor needs
Support staff
Guidance on legal issues
Hiring
Evaluates, authorizes and publishes job descriptions
Screen potential applicants
Training
Convey culture
Employment terms:
FTE: Full time equivalent
Describes staffing levels in a department

Work environments in dietetics and nutrition
Types of compensation:
Salaried worker; Compensatory Time; On-call
Employee category
Professionals;
Supervisory personnel;
Skilled workers
Unskilled workers
Status:
Full time; Part time; Short time ( < 20 hours per week)
Dietetics employment settings & unique HR environments
Provide examples ____________

– How do you anticipate interacting with human resources professionals?
– From the information provided in the first two slides offer some examples of HR challenges you may encounter in your intended employment environment.

Saari Article:
2.
How did the author define ‘employee attitudes and job satisfaction?
3.
4.
What are dispositional influences? What is your reaction to the research on disposition and employment satisfaction?
Describe how attitudes and satisfaction may vary by employment category (see slide # 3).

Hiring Policies and Procedures
1. Identify the position
Job Description that completely describes the role and function
• Requirements for the job
• Objective
•
RD, CD, RD-eligible
•
Education
• Continuing Education
• Experience
•
Job Description
•
Duties
•
Used in recruitment and selection but also has legal implications on the job
• Not task oriented

Hiring Policies and Procedures
Job Description (Continue)
Example:
Full-time
Clinical duties
Define client population
Supervisory role
Committee membership
Continuing education
In-service training to employees
“Performs other duties as assigned”

Hiring Policies and Procedures
2 . Identify the compensation package
This may be set by job classification salary benefits vacation comp time
____________________________________________________________
A job description will usually be reviewed by the HR division
The job posting may also be coordinated by the HR division
______________________________________________________

Hiring Policies and Procedures
3. Identify who will review the applications for the first pass
Type of facility a. Department function b. HR + Department
4. Plan the interview
Semi-structured
Structured
Coordinated questions if more than one interviewer
Search Committee
Taking notes

Hiring Policies and Procedures
5. Conduct the Interview
 Legalities - see issues regarding discrimination
Do not ask questions that may infringe on personal rights
Don’t ask about age, marital status, children, disabilities, religion, ethnicity, sexual orientation, etc.
 Closing the interview
Provide a time frame
Confirm numbers - phone, fax etc.

Checking references
When
Confidentiality
Confirm who you are speaking to - make sure they would have direct information on this person

Performance Appraisals
Purpose is to support growth
Employee
Institution/ Employer
How am I doing?
Who is the “I”?

Performance Appraisals
Structured
Non-structured
Structured:
Process:
Form that has been reviewed by a representative committee
Form is available for the employee to review, samples provided
Date is set for annual performance evaluation - no surprises
1). Institutional and Department goals available
2). Personal goals should align with the overall goals
3). Strategic Plan

Performance Appraisals
Performance Appraisals: Management by Objective
Review objectives from the previous year
Discuss accomplishments
Review objectives that were not met
Set objectives for the next year
Clearly defined
Evaluation planned
At Performance evaluation review above
Discuss strengths and weaknesses - Positive emphasized
Summation

Performance Appraisals
Performance Appraisals: Feedback
Supervisor review - traditional
Self-review
Peer review
360º review

Performance Appraisals
5.

D ISCIPLINARY A CTION
Based a good foundation of mutual respect and open communication
• Institutional policy for disciplinary process
• Based on documentation
• Follow procedures
• Observe confidentiality
• Involve HR as necessary - consider this office an excellent resource for support

D ISCIPLINARY A CTION
Procedure for Disciplinary Action
Verbal warning
• Meeting
• State problem
• Discuss issues, be open to perceptions
• End on a positive note
• Try not to blindside a person
Documentation at all steps
Written warning
• Provide time for corrective action
Period of probation may be included in policies
Suspension
Termination
Urban Myths regarding termination of an employee

Human Resources and Diversity
Diversity:
Recognize situations associated with discrimination
Value cultural competency in the workplace

Human Resources and Diversity
From the Jayne article:
6.
Why do companies invest in diversity initiatives?
7.
Comment on the research on outcomes of diversity.
8.
The authors comment on the role of ‘team identify’ versus ‘demographic group identity’ in fostering deep-level diversity. (pg. 415, bottom left column)
Given your experiences in team building this quarter, comment on how strong teams may be used to support organizational goals for diversity.

Human Resources and Diversity
Federal Equal Employment Opportunity (EEO) Laws:
What Are the Federal Laws Prohibiting Job Discrimination?

Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin;
 the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination;
 the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older;

Human Resources and Diversity
Federal Equal Employment Opportunity (EEO) Laws:
What Are the Federal Laws Prohibiting Job Discrimination?

Title I and Title V of the Americans with Disabilities Act of 1990 (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments;

Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; and
 the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination.


Age Disability
Gender
Race or Ethnicity
Sexual Orientation
Immigrant Status
Pregnancy
Religion
Union Support

Human Resources and Diversity
8.