Every department has them - "go to" people. These are the people who volunteer to preceptor new staff, assist staff with new or unfamiliar procedures or processes, accept new challenges or assignments, take committee assignments, and in general are viewed by others as leaders. Most of the time those extra duties earn a "pat on the back" and a big "thank you" but no other reward. An innovative program at Blessing aims to improve retention and foster growth and development of employees and will provide bonus rewards for exceptional performance to keep good employees on the job.
PRIDE - Promoting and Recognizing Individual Development and Excellence - was implemented in March 2006 for bedside nursing staff, and employees of Radiology, Laboratory and Environmental Services. The program is successful and now includes every Blessing Hospital department.
Employees can participate in the PRIDE program if they have been a permanent, non-management, regular Blessing Hospital employee for two years (must currently be working a minimum of 20 hours per week). New hires are not eligible to apply for advancement before completing a full 2 years of employment at Blessing Hospital. Once two year anniversary has passed then the next January the employee will be eligible for PRIDE. Additionally the employee must have earned a "competent" rating on their last job performance evaluation and receive a recommendation from their department director that they meet the behavioral expectations of the PRIDE Program..
If the employee meets the behavior expectations, their department director/manager will sign their PRIDE application. Once in the program, the employee works to earn points to reach an advanced level. Points are earned by completing designated activities in each of the following areas:
- Performance
- Performance Improvement
- Leadership
- Education
Employees must keep detailed records demonstrating completion of the activities for the PRIDE level they want to reach by the deadline date. The PRIDE Advancement Council, an employee committee, will review the records of each PRIDE applicant. If records are complete and accurate and the point total set for the job has been met, the employee will earn a PRIDE bonus. The bonus is based on a percentage of the pay for the job, and the number of hours the employee worked during the year. Employees must reapply to the PRIDE program each year to be eligible to earn the bonus.