===Header===
^Name^Unique ID^ Edition/Date of Edition ^
|Procedure for personnel management|nchsls:c:biochemistry:document:18|(1) 03-01-2014|

^Preparing authority^Approving authority^Review period^
|All teaching staff of Biochemistry Department|HOD Biochemistry|1 year|

|**Printed copy of this document is considered uncontrolled.** It should be compared with controlled electronic copy before use|

======Processes requiring this procedure======
Human resource management process have two main subprocess
  -Personnel Management (Process of managing personnel under control of laboratory management). This procedure is required to run this subprocess.
  -Management of consultants not under control of the laboratory (consultants of referral laboratories). There is separate procedure to  run this subprocess. 

^Personnel Management subprocesses|
|Defining qualifications for each positions|
|Defining job descriptions for each personnel|
|Introduction to the organizational environment(Induction)|
|Training|
|Assessment of competence|
|Reviews of staff performance|
|Continuous Education and personal development|
======Personnel using this procedure======
All teaching including pathology staff
======Procedure======
**Defining qualifications for each positions**
  *The process is not under direct control of the laboratory. 
  *Qualifications required by department of health and family welfare Gujarat for appointment at various posts are as follows

^Post^Qualification^
|Class 1 Teaching post in Biochemistry|MD (Biochemistry) or MSc, PhD(Medical Biochemistry)|
|Class 2 Teaching post in Biochemistry|MBBS|
|Resident|MBBS|
|Technician|1 year Certificate course in MLT|
|Assistant Technician|BSc in Biological Science|

**Defining job descriptions for each personnel**
  *The process is not under direct control of the laboratory. 
  *Job descriptions are defined by department of health and family welfare Gujarat for appointment at various posts at the time of appointment.

**Personnel introduction to the organizational environment:**\\
When a new personnel start working with the laboratory, HOD of the department
  -Introduces new staff to the existing personnel,e.g at a small tea session 
  -Asks existing personnel to 
    -explain work at OPD sample collection
    -explain basic work done at receiving window, centrifugation area, at analyser and at computer stations
    -explain common duty hours 
    -explain leave entitled
    -explain Arrangemnt for taking rest and food during duty hours
    -show location of fire extinguishers
    -explain need for HBV vaccinations and current status of her vaccination
    -**NOTE:When new personnel come, try to know about dates of previous vaccination and enter in vaccination data sheet in LIS .if Exact dates are not known, right yes and date not known in LIS.**
    -** When vial of multiple dose is used, it should be used within 28 days after opening vial and vial has to keep in refrigerator at 2-8 'C.**
    -discuss residential arrangements planned by the new personnel and facilities available
    -discuss traveling arrangements planned by the new personnel and facilities available
    -discuss extraordinary family duties of the new personnel which may affect performance at the laboratory
  -Explains unacceptable behavior which may adversely affect employment
  -When new staff join to clinical biochemistry laboratory, should undergo induction training program through this link  https://11.207.1.2/moodle/


**Training**\\
HOD of the department asks senior staff members to develop and use supervised training cum evaluation modules for at least following subjects. The training is arranged preferably in Moodle eLearning system. The content of the training is developed keeping in mind targeted personnel.
  -the quality management system;
  -assigned work processes and procedures;
  -the applicable laboratory information system;
  -health and safety, including the prevention or containment of the effects of adverse incidents;
  -ethics;
  -confidentiality of patient information.
  -Other topics as required
Use these training cum evaluation modules to train and evaluate new personnel. If required, repeat training or tailor training to individual needs.\\
**Competence assessment**\\
  *This is done by HOD of the department with inputs from other personnel, where relevant.\\
  *Assess competence of each personnel periodically as required by the appointing authority( generally once a year).
  *Note following points during competency assessment.
    -directly observe routine work processes including all applicable safety practices;
    -directly observe of equipment maintenance and function checks;
    -monitor the recording and reporting of examination results by the personnel;
    -review work records of the personnel including duly-list;
    -assess problem solving skills, particularly for the teaching staff;
    -Ask to examine specially provided samples, such as previously examined samples, interlaboratory comparison materials, or split samples.
  *Report the assessment confidentially to the appointing authority through proper channel.
  *Teaching staff{{Competency form.pdf|Blank competency and performance appreical form}}
  *Technician staff {{ :nchsls:c:biochemistry:document:technical_staff_cr.pdf |}}
====Reviews of staff performance====
  *This is done by HOD of the department with inputs from other personnel, where relevant.\\
  *review performance of each personnel periodically as required by the appointing authority( generally once a year).
  *Note following during the review
    -consider the needs of the laboratory
    -consider the need of individual in order to maintain or improve the quality of service given to the users and encourage productive working relationships.
  *{{Competency form.pdf|Blank competency and performance appreical form}}
====Continuing education and professional development====
  *This is done by HOD of the department with inputs from other personnel, where relevant.\\
    -In addition to in-house training as described above, facilitate training of the personnel by deputing to externally organized training, in consultation with the parent institute.
    -Arrange for in-house CME for personnel, in consultation with the parent institute.
====Personnel records====
Make sure that following records are easily available.
^Record^Location^
|educational and professional qualifications|With the office of the Dean and Medical superintendent|
|copy of certification or license, when applicable|With the office of the Dean and Medical superintendent|
|previous work experience|With the office of the Dean and Medical superintendent|
|job descriptions|With the office of the Dean and Medical superintendent|
|introduction of new staff to the laboratory environment|moodle database|
|training in current job tasks|Moodle database and LIS|
|competency assessments|Sent to the appointing authority confidentially|
|reviews of staff performance|Sent to the appointing authority confidentially|
|records of continuing education and achievements|Moodle database, LIS|
|reports of accidents and exposure to occupational hazards|LIS --> NC records|
|Immunization status|LIS|
For unsuccessful biometric print{{ :nchsls:c:biochemistry:document:unsuccessful_biometric.odt |}}