[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-detail-187706-en":3,"doc-seo-187706-105":29,"detail-sidebar-cat-1-en-105":90},{"code":4,"msg":5,"data":6},0,"success",{"doc_id":7,"user_id":8,"nickname":9,"user_avatar":10,"doc_module":11,"category_id":12,"category_name":13,"doc_title":14,"doc_description":15,"doc_content":16,"file_id":17,"file_url":18,"file_type":19,"file_size":20,"view_count":4,"is_deleted":4,"is_public":11,"is_downloadable":11,"audit_status":11,"page_count":21,"language":22,"language_code":23,"site_id":24,"html_lang":23,"table_of_contents":25,"faqs":26,"seo_title":27,"seo_description":15,"update_tm":28,"read_time":11},187706,5909877438554,"Maeve","https://ap-avatar.wpscdn.com/avatar/5600025385ad2bf12a7?_k=1778553567797529272",1,18,"Letters","Human Resources Performance Evaluation Policy - HR. LD.007","Human Resources policy on performance evaluation provides time-bound, fair guidance for conducting formal evaluations across all company-affiliated subsidiaries. It defines the scope, responsibilities, and requirements for managers and colleagues, including using job descriptions and ongoing performance standards. Colleagues may set goals, create development plans, and complete self-evaluations, followed by detailed manager review and signed documentation. The policy addresses behavior standards, leave-of-absence timing, performance improvement actions, and CBA precedence.","| DEPARTMENT: Human Resources | POLICY DESCRIPTION: Performance Evaluation |\n| --- | --- |\n| PAGE: 1 of 2 | REPLACES POLICY DATED: 9/1/2000, 11/1/2012 , 1/1/2015 |\n| EFFECTIVE DATE: October 1, 2020 | REFERENCE NUMBER: HR. LD.007 (formerly HR.OP.021, HR.OP.023 and HR.305) |\n| APPROVED BY: Ethics and Compliance Policy Committee |  |\n\n\n| SCOPE: All Company-affiliated subsidiaries including, but not limited to hospitals, ambulatory surgery centers, outpatient imaging centers, physician practices, HealthTrust Workforce Solutions, Corporate Departments, Groups, and Divisions. |\n| --- |\n| PURPOSE: Provide guidelines to measure performance through formal performance evaluations at specific intervals, in a timely, fair, and equitable manner. Formal evaluations provide an opportunity for staff and managers to discuss and document job-related behavior and performance. While competency assessment can be an element of the performance evaluation process, it is addressed in the Competency Assessment policy; reference Competency Assessment. |\n| RESPONSIBILITIES:\u003Cbr>Colleagues should receive a formal performance evaluation, at a minimum, on an annual basis. Evaluations due for colleagues while on Leave of Absence (LOA) should be completed within a 30-day window of returning to work.\u003Cbr>This policy does not create a right to receive a formal performance evaluation. A supervisor is not required to provide a colleague with a formal performance evaluation when the supervisor has determined that a good and sufficient reason exists to not provide the colleague with a formal evaluation.\u003Cbr>All colleagues are expected to conduct themselves in a manner consistent with our HCA Healthcare Mission and Values.\u003Cbr>REQUIREMENTS:\u003Cbr>The business entity is responsible for providing a copy of the job description to colleagues at time of hire and any time it is significantly modified; reference Job Descriptions. Managers may use a colleague’s job description as an outline of major responsibilities against which performance may be assessed. Managers are responsible for assessing their colleagues’ performance against position responsibilities and performance standards as well as reviewing those assessments with their colleagues on an ongoing basis.\u003Cbr>In advance of the performance evaluation, colleagues may set goals and objectives for the performance period, create an individual development plan and prepare a self-evaluation of overall performance, including colleague comments. Colleagues also may review facility and unit goals and metrics, customer satisfaction surveys, and their self-assessment of skills and competencies.\u003Cbr>The manager should review and discuss the performance evaluation in detail with the colleague. The manager and the colleague should sign and date the review (personally or electronically) for inclusion in the colleague’s record; reference Employee Record.\u003Cbr>If a colleague is not performing at an acceptable level, the colleague may be placed on a Performance Improvement Plan (PIP) . If the performance deficiencies are directly related to skill level, the colleague may apply for, be demoted or transferred to a position of lesser responsibility and/or applicable skill level if such a position is available. Employment may be terminated if colleague performance does not improve. |\n\n\n| DEPARTMENT: Human Resources | POLICY DESCRIPTION: Performance Evaluation |\n| --- | --- |\n| PAGE: 2 of 2 | REPLACES POLICY DATED: 9/1/2000, 11/1/2012 , 1/1/2015 |\n| EFFECTIVE DATE: October 1, 2020 | REFERENCE NUMBER: HR. LD.007 (formerly HR.OP.021, HR.OP.023 and HR.305) |\n| APPROVED BY: Ethics and Compliance Policy Committee |  |\n\n\n| The business entity may establish behavioral standards outlining expected colleague behaviors.\u003Cbr>1. All colleagues will be held accountable for behaviors displayed relative to the HCA Healthcare Mission and Values: Above all else, we are committed to the care and improvement of human life. In pursuit of our mission, we believe the fol","cbCailqu0UtVlZlV","https://ap.wps.com/l/cbCailqu0UtVlZlV","pdf",32764,2,"English","en",105,"# Policy Description: Performance Evaluation\n## Scope and Purpose\n## Responsibilities and Requirements\n## Behavioral Standards and Disclosure\n## Referenced Policies and Work Instructions","[{\"question\":\"Who is covered by the performance evaluation policy?\",\"answer\":\"The policy applies to all company-affiliated subsidiaries, including hospitals, surgery centers, outpatient imaging centers, physician practices, corporate departments, groups, and divisions.\"},{\"question\":\"How are colleagues expected to prepare for a formal performance evaluation?\",\"answer\":\"Before the evaluation, colleagues may set goals and objectives, create an individual development plan, and complete a self-evaluation including comments, and they may review facility and unit goals, metrics, and customer satisfaction surveys.\"},{\"question\":\"What happens if a colleague is not performing at an acceptable level?\",\"answer\":\"The colleague may be placed on a Performance Improvement Plan (PIP). If deficiencies are skill-related, the colleague may apply for, be demoted, or be transferred to a role with lesser responsibility and/or applicable skill level if available, and employment may be terminated if performance does not improve.\"}]","Human Resources Performance Evaluation Policy - HR. LD.007 | PDF",1788384880,{"code":4,"msg":30,"data":31},"ok",{"site_id":24,"language":23,"slug":32,"title":14,"keywords":33,"description":15,"schema_data":34,"social_meta":85,"head_meta":87,"extra_data":89,"updated_unix":28},"human-resources-performance-evaluation-policy-hr-ld007","",{"@graph":35,"@context":84},[36,52,67],{"@type":37,"itemListElement":38},"BreadcrumbList",[39,43,46,49],{"item":40,"name":41,"@type":42,"position":11},"https://docshare.wps.com","Home","ListItem",{"item":44,"name":45,"@type":42,"position":21},"https://docshare.wps.com/template/","Template",{"item":47,"name":13,"@type":42,"position":48},"https://docshare.wps.com/template/letters/",3,{"item":50,"name":14,"@type":42,"position":51},"https://docshare.wps.com/template/human-resources-performance-evaluation-policy-hr-ld007/187706/",4,{"url":50,"name":14,"@type":53,"author":54,"headline":14,"publisher":56,"fileFormat":59,"inLanguage":23,"description":15,"dateModified":60,"datePublished":61,"encodingFormat":59,"isAccessibleForFree":62,"interactionStatistic":63},"DigitalDocument",{"name":9,"@type":55},"Person",{"url":40,"name":57,"@type":58},"DocShare","Organization","application/pdf","2026-09-05","2026-09-02",true,{"@type":64,"interactionType":65,"userInteractionCount":21},"InteractionCounter",{"@type":66},"ViewAction",{"@type":68,"mainEntity":69},"FAQPage",[70,76,80],{"name":71,"@type":72,"acceptedAnswer":73},"Who is covered by the performance evaluation policy?","Question",{"text":74,"@type":75},"The policy applies to all company-affiliated subsidiaries, including hospitals, surgery centers, outpatient imaging centers, physician practices, corporate departments, groups, and divisions.","Answer",{"name":77,"@type":72,"acceptedAnswer":78},"How are colleagues expected to prepare for a formal performance evaluation?",{"text":79,"@type":75},"Before the evaluation, colleagues may set goals and objectives, create an individual development plan, and complete a self-evaluation including comments, and they may review facility and unit goals, metrics, and customer satisfaction surveys.",{"name":81,"@type":72,"acceptedAnswer":82},"What happens if a colleague is not performing at an acceptable level?",{"text":83,"@type":75},"The colleague may be placed on a Performance Improvement Plan (PIP). If deficiencies are skill-related, the colleague may apply for, be demoted, or be transferred to a role with lesser responsibility and/or applicable skill level if available, and employment may be terminated if performance does not improve.","https://schema.org",{"og:url":50,"og:type":86,"og:title":14,"og:site_name":57,"og:description":15},"article",{"robots":88,"canonical":50},"index,follow",{"doc_id":7,"site_id":24},{"code":4,"msg":5,"data":91},[92,97,102,107,112,117,122,125,130],{"id":93,"doc_module":11,"doc_module_name":45,"category_name":94,"show_sort_weight":95,"slug":96},11,"Presentations",90,"presentations",{"id":98,"doc_module":11,"doc_module_name":45,"category_name":99,"show_sort_weight":100,"slug":101},12,"Resumes",80,"resumes",{"id":103,"doc_module":11,"doc_module_name":45,"category_name":104,"show_sort_weight":105,"slug":106},14,"Invoices",70,"invoices",{"id":108,"doc_module":11,"doc_module_name":45,"category_name":109,"show_sort_weight":110,"slug":111},15,"Posters",60,"posters",{"id":113,"doc_module":11,"doc_module_name":45,"category_name":114,"show_sort_weight":115,"slug":116},16,"Social Media",50,"social-media",{"id":118,"doc_module":11,"doc_module_name":45,"category_name":119,"show_sort_weight":120,"slug":121},17,"Forms",40,"forms",{"id":12,"doc_module":11,"doc_module_name":45,"category_name":13,"show_sort_weight":123,"slug":124},30,"letters",{"id":126,"doc_module":11,"doc_module_name":45,"category_name":127,"show_sort_weight":128,"slug":129},21,"Paper Templates",5,"papers-templates",{"id":131,"doc_module":11,"doc_module_name":45,"category_name":132,"show_sort_weight":4,"slug":133},158,"General","general-158"]