Pillar 2: People and Culture
Be the best place to work in pathology and laboratory medicine by cultivating diverse life-long learners and engaging and guiding the next generation of laboratory leaders, supervisors, managers, and MLS to build a culture of patient-focused lab advocates.
Use this presentation to provide an overview of the People and Culture Pillar of the ASCP Negotiation and Advocacy Toolbox.
Events
Virtual Office Hours: People & Culture
This virtual office hours session is an open forum for participants implementing laboratory advocacy efforts in their laboratories to seek feedback from ASCP lab leaders.
When: July 12th | 12-1pm CT
Tools/Resources
Note: Any tools and/or resources used from this Toolkit should be adapted for your own laboratory or health system, as appropriate
People and Culture Intended Use
Resource for every Toolkit which includes each document included in the toolkit and its potential intended use by end-users
Use this document to better understand the documents and tools in each Toolkit and how they can be used to better advocate for your laboratory’s needs.
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People and Culture Supplementary References
Additional references and resources relevant to each Toolkit
Use this document to obtain additional references and resources for each pillar topic.
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Employee Recognition
Lab Exemplar Nomination Form
Use to nominate staff for lab exemplar award, recognizing those who go consistently go above and beyond.
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Spot Bonus Award Form
Sample form to use to request a spot bonus for an employee for going above and beyond, or because they worked on a big project.
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Employee Thank You Form
Use to recognize employees who exceed expectations or go the extra mile to help their fellow employees.
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Mentorship
Mentorship Mentee Application
Use this sample application to give to the mentee to complete so you (lab manager/director) can match them with the appropriate mentor based on skills, interests, etc.
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ASCP Shadowship Presentation
Use this tool as a guideline for considerations when offering shadowship opportunities to interns individuals an opportunity to experience an authentic clinical laboratory experience.
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Diversity, Inclusion, Equity, Accessibility, and Belonging(ness)
Succession Planning
Calculate Average Age by Position
Use to help calculate average age by position and set up a plan for succession planning. Communicate the information with HR and senior management to setup a strategic recruitment plan
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Succession Planning Survey
Survey initially defines and describes the steps to succession planning. Tool/Survey allows users to assess their current succession planning in the laboratory. “Establish your starting place”
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ASCP Succession Planning Study Report
Better understanding of the perceptions and utilization of succession planning programs within the laboratory. This tool provides some insights on succession planning. It describes some tools, pitfalls, and key stakeholders in succession planning. Also, provides some data to base succession planning programs.
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Succession Planning Presentation
This represents a Succession Management Implementation Guide, including four steps for building high- impact succession plans.
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Succession planning Ihab Abumuhor
Research paper by Ihab Abumuhor (ASCP-JCC Leading Laboratory Award Recipient) about succession planning. It contains tools, ideas and literature review for laboratory managers to use and implement regarding succession planning.
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Staff Development
Leadership Development Strategies
Implement these strategies to develop staff who have leadership potential.
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Leadership Potential Diagnostic Tool
This tool helps managers/directors evaluate if an employee has leadership potential.
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Feedback Framework and Model
Use this tool to deliver effective feedback.
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Most Common Blind Spots
Share with staff, managers, and leaders in the lab so they can identify their own blind spot and create and action plan to improve it.
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Professional Development Toolkit
Use this to help create and implement your Professional Development Plan successfully.
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Staff Development Through Experience
Development is an experience or feedback that enhances an individual’s professional knowledge, skills, or abilities. On-the- job (OTJ) development provides intentional learning through experience.
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Annual Performance Review
Employee Self-appraisal Form
Give to employees to complete prior to completing their annual performance evaluation.
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Performance Management Coaching
Managers are encouraged to provide regular input to employees through ongoing coaching conversations. While early signs indicate that this is a better approach, some help may be needed on how to approach this new normal. This gives some guidance for having these conversations.
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Employee Rounding
Use this form to summarize the rounding results on employees. This form is used monthly by managers to summarize the results of the rounding and document what they were able to work on or accomplish, what issues are in progress and things that they couldn’t answer.
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Example Rounding Stoplight with Managers and Employees
Example of completed rounding stoplight exercise.
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Leader Rounding on Direct Reports
Use this tool to improve communication, strengthen relationships, create approachability, assess improvement opportunities, obtain actionable information, and recognize employees through rounding.
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Leader Rounding on Staff- Sample Log
Employee rounding is a system that ensures clear communication and builds trust between staff and management. It involves a leader taking time each day to touch base with employees, make a personal connection, find out what is going well, and determine what improvements can be made. Use this form to support laboratory leader rounding on staff.
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Employee Engagement
Sample Employee Engagement Survey and Results
An employee engagement survey helps you gain an understanding of what motivates your team and provides insight into creating a better workplace.
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Sample Employee Engagement Results
This is a reference of sample employee engagement survey results. This can provide insights into the types of questions that can be asked of laboratory staff in an engagement survey and how that data can be visualized.
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Debrief Results Employment Engagement Survey
Sample debriefing (feedback) from employee engagement survey for the manager to use to create an action plan. Usually, debriefing is conducted by a manager or director from a different department. This will allow staff to give honest feedback.
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Culture Survey Timeline with Training
This is an example of a culture of safety/employee engagement timeline that laboratory managers/directors can use to roll out their own employee engagement survey
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Blood Bank Example Culture of Safety Template
Sample PowerPoint that managers can use to present their Culture of Safety/employee engagement results to their employees.
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Strength Strategies Questionnaire
Questionnaire to identify what are some of the employee’s strengths and what projects or tasks could they work on that would maximize their strengths?
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Interview Questions
Interview Results
Used to interview lab candidates. These questions are meant to gauge how candidates react to stress, what is their skill- level, and how they conduct themselves in a professional environment.
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CLS Behavior Interview Questions
A behavioral interview is a technique used by many hiring managers to help evaluate a candidate’s future performance. This involves asking questions about the candidate’s behavior in past situations that are similar to the ones required in the role you are trying to fill.
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Hiring and Justification
Sample Equity Adjustment Table
This is an equity adjustment spreadsheet for managers/ directors to evaluate internal equity and compression analysis.
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CPT II Pay Analysis
Use to analyze pay of multiple staff within the same classification or different classification to make a decision of whether or not the employee needs equity adjustment.
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Sample Pay Increase Adjustment Request
Use this template to request pay increase adjustment for an employee from senior management.
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Sample Recommendation for Pay Increase
Use to request pay increase for an employee from your VP/ Director.
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Sample New Position Justification
Sample New Position Justification (CLSI and Lab technician). Sample letter to use to justify hiring for a new position.
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Customer Service Training
Customer Service Over the Phone
Use the PowerPoint to train staff on customer service.
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Customer Service Workshop
Use the PowerPoint to train staff on customer service.
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Service Excellence
To create positive experience for patients and customers. Use to help each staff learn how they can improve the way they relate to patients, internal and external customers.
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Other Miscellaneous
Lean Foundations Syllabus
Leadership and employees who are interested in leading process improvement initiatives that drive transformational change enhance the culture of the organization. This is a reference syllabus for a course that can be conducted on Lean Six Sigma certification to support these leaders.
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A3 Project Assistance Worksheet
Worksheet aids in the process of outlining a project. User answers the questions and breaks down the A3 process. These answers can be transferred to the A3 project template form.
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A3 Project Template
Starting up process improvement projects can be difficult. It’s important to have a focused approach. A3 template will focus your process improvement project including scope, ways to measure, and potential improvements.
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Medical Laboratory Scientist (MLS Presentation)
Use to present at High schools, colleges, career days to promote the MLS profession.
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Burnout in the Lab
Use to help reduce burnout in the clinical lab. Includes links to resources and toolkits to use to help reduce burnout. Helping reduce burnout is very critical in improving productivity of the staff. Burnout of health care professionals describes a combination of emotional exhaustion, depersonalization, and loss of sense of personal accomplishment.
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