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Coach and Mentor Program


Clint Maun, CSP


A "Coach Program" will be used to introduce new associates to our residents, fellow associates, and the routines of the facility and specific departments. The goal of this program is to provide a more positive experience for both new associate and residents, as well as to decrease staff turnover.

Policy:

The coach will be eligible for a retention bonus for each new associates the coach. The amount will be paid on a quarterly basis for one year and based on the retention of the new associate.

Purpose:

To reward the coach for the dedication and hard work they have completed.

Program Procedure:

  • The coach will be an associate who has demonstrated excellent skills in resident care, routine of specific duties, and interpersonal skill with residents, peers and supervisors. The coach must meet the qualifications outlined in the job description.
  • Coach training will include a review of basic skills, resident rights, dealing with behavior problems of residents, communication skills, customer service principles and applications, and evaluation process.
  • A coach will be selected by the department supervisory after interviewing associates interested in the position and choosing those who meet the qualifications. A coach will be utilized as needed and will continue to be utilized as long as there is maintenance of qualifications for the position and adequate performance evaluations.
  • A coach will be assigned to a new associate for the first six months of his/her employment. The coach will complete evaluation of the new associate at intervals designated by the Executive Director and DNS. Evaluations of the new associate and coach's performance will be reviewed by the Department Supervisor.
  • A coach will be selected by the department supervisory after interviewing associates interested in the position and choosing those who meet the qualifications. A coach will be utilized as needed and will continue to be utilized as long as there is maintenance of qualifications for the position and adequate performance evaluations.
  • Evaluation of the coach's performance and of the program itself will be completed by his/her direct supervisor at intervals established by the Executive Director. Evaluations of the coach's performance will be reviewed by the Executive Director.
  • A bonus program will be provided for the coach:
    • $50 bonus to be awarded at 3 months following new associate's date of hire
    • $50 bonus to be awarded at 6 months following date of hire
    • $50 bonus to be awarded at 9 months following date of hire
    • $100 bonus to be awarded at 12 months following date of hire
  • In the case of a "shared" coaching the coaches will split the retention bonus. The only reason a retention bonus will not be split is if the coach was changed due to the attendance of a coach.
  • If the new associate quits or is terminated, the Coach's bonus rewards will cease. If the facility chooses to terminate a new associate before the Introductory Period. The executive team will review the termination and come to a joint decision on the bonus payment for the coaches.
  • Each new associate that was coached must be employed and working for the Coach to be eligible. The payments will be added to the Coaches payroll check following the end of the quarter.
  • If a coach chooses to terminate their involvement in the coach program, all future retention bonuses will be forfeited
  • The Department Supervisor may terminate an associate from the role of coach whenever deemed necessary with approval from the Executive Director. The termination from the coach program will be accompanied by a written review explaining the reason for the termination and all future retention bonuses will be forfeited.

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