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The Health Care Insurance Supervisor: Job Description
Discussion
In staffing within the health care insurance sector, the first step is the manpower requirement estimation. This process involves establishment of the actual personnel in terms of the number, position, and job roles. The main elements considered in the estimation include analysis of work load and workforce in order to establish the actual requirements. This is followed by the second step which is the actual recruitment. Under recruitment, the position is advertised to attract the potential candidates. The third step is selection. This is one of the most commanding steps since the selection targets to shortlist the most competent and suitable person (Aamir, 2008).
The selection process is achieved through interview or any other appropriate test. The forth step is placement and orientation. Under this step, the placement involves filling of the vacant position with the successful candidate as part of the organization personnel. On the other hand, orientation involves the process of induction in order to make the new working environment familiar to the new employee. Appropriate staffing process in the health care insurance environment is concluded by offering training and development as a strategy for improving competence of the new
Performance appraisal management is a systematic measure that is instituted by an organization in order to maintain efficient and effective corporate image in the performance of employees. The performance appraisal process in health care insurance sector begins with opening an appraisal file for each employee to incorporate the expected performance standards. This is followed by proactive communication of the standards to the employees. The third step involves quantifying the actual performance. This is followed by comparative analysis of the measured performance against the expected standards. The results are then discussed with an intention of making improvements and sustainability recommendations (Aamir, 2008).
Assignment
Job Description
I was given a job description when I was hired. The job description covered most of the aspects of my roles as the supervisor at healthcare insurance organization. The job covered the role of leadership, actual nursing skills, operating a call center, health planning, utilization management, discharge planning, and rehabilitation skills in home healthcare. However, the description did not cover the secretarial duties such as report writing. All the elements in the job description covered what I do as a nurse.
Process of employee selection for the position of case supervisor
After reviewing the resumes of the candidates, short listing is carried out and final list submitted to the HR manager. The HR manager and his team then conduct an interview to select the final candidate among the short listed. The interview is conducted by a committee of ten employees drawn from the HR department. The selection process checklist is summarized in the table below.
The companys selection process is within the best practice since all the six stages of selection are followed appropriately within the accepted standards of staffing (Rudman, 2010).
Employment appraisal
As the supervisor at the health insurance organization, I have an employment appraisal. The employment appraisal is done by the general manager. The appraisal is part of the annual job contract which determines the annual salary increment. The appraisal is very comprehensive since it covers the leadership, technical skills, job description, and professionalism in service delivery. After every half of a financial year, performance reviews in the organization are carried out for all the personnel. The employees are rated based on the proficiencies and competencies they have shown during the period ended.
Staff members are then given ratings for the skills and competencies they have shown over the past period. After this, a comparison is done between the ratings and the expected results as agreed upon at the beginning of the year and also with expected skill profiles for these areas. Since the appraisal is comprehensive, it is an accurate reflection of my duties and responsibilities as a supervisor (Dunn & Haimann, 2010).
Performance compensation program
The organization has a comprehensive annual performance compensation program. The program includes annual salary increment of 5%, promotion, and a series of monetary benefits. The compensation plan for the organization inspires optimal performance through job satisfaction since the total annual compensation and different benefits are relatively attractive. The performance is measured through the appraisal feedback in the form of 360 degree feedback program (University of Otago, 2012). Therefore, the organization has been effective in committing to compliance and adoption of standard business practices since the benefits outweighs the cost implications for the employees.
What needs to be changed?
There is need to design a tolerance model level in the staffing process at the organization. Reflectively, by promoting the principles of specialization, standardization, and predictability in organizations, classical theorists were essentially attempting to minimize the occurrences of misunderstandings (Nankervis, Compton, & Morrissey, 2009, p.116).
Through designing tolerance model levels, the organization can remain active in developing dependence of interest attached to an activity, creating proactive relationships, and monitoring their interaction with physical and psychological activities of the staff members. Besides, comprehensive and unprejudiced details of applicants competence and behavior would be an important value in the selection procedure, especially since the organization provides job description to applicants.
Job Description
Roles of a Supervisor
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Providing the administrative roles
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Planning the duties and responsibilities
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Tracking the performance
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Briefing the operations manager
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Registering the complains
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Secretarial duties
Reflection
The post of a health care insurance supervisor requires a person with qualifications in intensive/intermediate care, emergency, orthopedics, and oncology among other basics of the nursing profession. Since the job description requires a nurse with skills on assessment, treatment, and rehabilitation of patients, my qualification is at par with this parameter. The position is opened to a registered nurse with more than one year work experience. I have a work experience of more than two years where I performed the above functions. Thus, I believe I am well equipped for this job.
References
Aamir, C. (2008). Impact of job involvement on In-Role performance and organizational citizenship behavior. Journal of behavior and applied management, 9(2), 3-8.
Dunn, R., & Haimann, T. (2010). Dunn & Haimanns healthcare management. Chicago, Ill: Health Administration Press.
EEO Trust. (2012). Recruiting and selecting talent. Web.
Nankervis, A., Compton, R., & Morrissey, B. (2009). Effective recruitment and selection practices. Auckland, New Zealand: CCH New Zealand Limited.
Rudman, R. (2010). Getting the right people: effective recruitment and selection today. Auckland, New Zealand: CCH New Zealand Limited.
University of Otago. (2012). Recruitment and selection. Web.
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