A Self-Assessment Guide for Health Care Organizations - IFC

Standard CGL.6 [Staff recruitment, retention and development]
Organization leaders ensure that there are uniform programs for the recruitment, retention, development, continuing education, and
health and safety of all staff.
Intent of CGL.6
An organization’s ability to care for patients is directly related to its ability to attract and retain qualified, competent staff. Leaders recognize
that staff retention, more than recruitment, provides greater long-term benefit. Retention is increased when leaders support staff advancement
through continuing education. Thus, the leaders plan and implement programs related to recruitment, retention, development, and continuing
education for each category of staff. The organization’s recruitment program considers published guidelines such as those from the WHO,
the International Council of Nurses, and the World Medical Association. The health and safety of an organization’s staff are critical for
maintaining staff security, satisfaction, and productivity.
Measurable Element Look for Score Observations
What is required
1) There is a formal
process for staff
recruitment and retention.
2) Each department has
established an orientation
program for new staff.
How is this element
assessed
Job descriptions are written for
each category of staff, outlining the
required educational qualifications,
skills, knowledge and experience.
The Human Resources department
has a recruitment and retention plan
that is developed collaboratively
with department directors, and is
updated annually. The effectiveness
of the plan is measured, e.g. by
monitoring staff turnover, absence
and vacancy rates.
A general orientation program is
conducted for all new employees. A
department-specific orientation is
conducted as well as a job-specific
orientation. The orientation
program is documented,
attendance is monitored, and
successful achievement is recorded
in each employee’s personnel file.
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3) There is a formal
program for staff personal
development and
continuing education.
4) The organization
provides a staff health and
safety program.
Each department determines
staff training needs on an annual
basis and develops a training
plan. The plan may include inservice
training/coaching as well
as targeted outside education.
Participation is documented in
personnel files.
The program addresses both urgent
and non-urgent health-related
needs through direct treatment
and referral. The program includes
immunizations and vaccinations
and appropriate follow-up care for
staff exposed to infectious diseases
and work-related injuries.
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IFC Self-Assessment Guide for Health Care Organizations 23