Davita Dialysis Center

DaVita Dialysis Center

University of Phoenix

Tonia Lowman

    DaVita, Inc. provides dialysis services for chronic ill patients. The patients are diagnosis with kidney failure. DaVita provides services for over 700 hospitals in the United States. The company has 1400 facilities located in 43 states. With the services provided, this makes DaVita the largest provider of dialysis services in the United States (Berg, 2004-2008).

    DaVita uses a professional performance system to review their team mates. The facility Administrators are responsible for all aspects of the centers operation. This includes quality of patient care, team mate leadership and financial management. Many Administrators are Registered Nurses. The facility does not require RN license for this role.

    Facility Administrators perform the performance measurement on the team mates. The team mates are evaluated in 5 different areas. The 5 different areas consist of:

1. Gets the Right Stuff Done
2. Steward Resources
3. Fosters Team
4. Builds Relationships
5. The DaVita Way

Gets the Right Stuff Done

    Under this area, the Administrators are looking at if the team mate understands the critical requirements of the company. They are looking to know if the team mate understands the Mission and Values of DaVita. This is very important in compliance of carrying out their duties. DaVita has much pride in the values of the company. This is what made them number one (Berg, 2004-2008).

Others under this expectation are how team mates establish priorities. DaVita do not want someone who does not put the patient first. They must be able to priorities and organize work for themselves and others in the department. The facility Administrators must know the team mate can seek clarity around conflicts and demonstrate self control. Team mates must be able to identify criteria and make appropriate decisions. The decisions involve other team mates.

Stewards Resources

    Stewards Resources are where the team mates must know the guts of DaVita. The team mate should understand the in’s and out’s of the business operation. If the facility Administrator or Member of the Board ask about any resources, the member should now.

When it comes to managing performance, team mates should be able to set goals, measure performance and provide feedback to management and their peers. Another item looked at is team mates must come to work on time.

Fosters Team

    On the Performance Review, the mate must be participating in and or establishing goals for their team. There must be actively support with consist with DaVita’s way (Berg, 2004-2008). The team mates of DaVita must be on time for meeting and own up to their mistakes. Every company knows team mate make mistakes. They want the team mate to hold up to the mistakes.

Builds Relationships

    When it comes to building relationships, DaVita would like their team to know at least one patient as a person. On many jobs, workers are just to perform a job. DaVita wants their patients to feel welcome. When team mates establish a bond with the patients, they active listen, understand and empathy with them. This way the patients will tell the team mates all their current information. DaVita wants the needs of their team mates, physicians, patients and families fulfill to the highest. Team mates must keep commitments and confidence to their patients and supervisors.

The DaVita Way

    The DaVita Way is lead by examples in words, actions and behaviors. All these follow with the Mission Statement and Values Statement of DaVita. The team mate must understand how the code of conduct and compliance is applied to their everyday dealings of patients. It also effects the business operation and other team mates. According to DaVita’s Way, the team mate must attend annual compliance trainings. The summary of the Professional Development Review helps team mates know what DaVita expects of their employees.

    The Mission of DaVita is to be a provider, partner and employer of choice. At DaVita, their highest priority is the health of more than 100,000 patients. These patients are cared for by the professional team mates. The facility Administrators stresses meeting the standards of Performancement measurements are important to the team mates.

    When evaluating the advantages and disadvantages of performance appraisals. The performance appraisal is similar to a 360 (Berg, 2004-2008). It gives the employee feedback about his or her work performance. Unlike a 360, performance appraisal does not give feedback to anyone but the leadership. With the performance appraisal it gives the employee the good and negative of his or her work performance. DaVita wants to know if the employees are capable of handling the patients.  As discussing before, DaVita has many advantages and disadvantages to performance measurements on employees. Advantages are this tool gives workers a chance to know their work performance. Is my work being perform in the approved manner? What needs to be completed for improvement if not? How is my work performance helping the company? Is my job hindering the company or even costing my employer? With the advantages of having a performance measurement each 1 to 3 months, it tells them as a person what type of job is being performed. How the employee is performing his or her job without any surprises at a later time.