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Category: Law and Ethics

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Direct Support Professional training for healthcare organizations
Direct Support Professional training for healthcare organizations
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Produced by: HealthStream, Inc.
Developing good managers and great leaders in healthcare
Developing good managers and great leaders in healthcare
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Produced by: HealthStream, Inc.
Sigma courseware that has been bundled for the topic of ethics in the clinical setting.
Sigma courseware that has been bundled for the topic of ethics in the clinical setting.
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Produced by: Sigma (FKA: Sigma Theta Tau International)
This Sigma program examines key ethical issues, terms, concepts, and ideas around the everyday part of nursing practice.
This Sigma program examines key ethical issues, terms, concepts, and ideas around the everyday part of nursing practice.
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Produced by: Sigma (FKA: Sigma Theta Tau International)
Sigma program is focused on nurses returning to the workforce.
Sigma program is focused on nurses returning to the workforce.
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Produced by: Sigma (FKA: Sigma Theta Tau International)
125+ courses addressing the regulatory requirements and business best practices for environmental, safety and health, and security training.
125+ courses addressing the regulatory requirements and business best practices for environmental, safety and health, and security training.
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Produced by: SkillSoft Corporation
Workforce Compliance for Post-Acute organizations
Workforce Compliance for Post-Acute organizations
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Produced by: HealthStream, Inc.
Companies with federal contracts or subcontracts have obligations to ensure that their employment-related activities comply with affirmative action laws and regulations. This course provides an overview of...
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Companies with federal contracts or subcontracts have obligations to ensure that their employment-related activities comply with affirmative action laws and regulations. This course provides an overview of required practices that help contractors and subcontractors meet affirmative action obligations, including creating affirmative action plans. The course was developed with subject matter support provided by The Potomac Law Group, PLLC. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice and may or may not reflect the most current legal developments. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with legal statutes or statutory instruments. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking independent legal advice.
Companies with federal contracts or subcontracts have obligations to ensure that their employment-related activities comply with affirmative action laws and regulations. This course provides an overview of required practices that help contractors and subcontractors meet affirmative action obligations, including creating affirmative action plans. The course was developed with subject matter support provided by The Potomac Law Group, PLLC. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice and may or may not reflect the most current legal developments. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with legal statutes or statutory instruments. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking independent legal advice.
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Produced by: SkillSoft
The Americans with Disabilities Act (ADA) makes it unlawful to discriminate in employment on the basis of disability. As a manager, you play a key role in ensuring that your company complies with this law,...
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The Americans with Disabilities Act (ADA) makes it unlawful to discriminate in employment on the basis of disability. As a manager, you play a key role in ensuring that your company complies with this law, and in promoting diversity and a culture of tolerance and respect in your workplace. In this course, you'll learn about your responsibilities for avoiding discrimination under the ADA and for responding appropriately to requests for reasonable accommodation. You'll also learn how complying with the ADA and supporting employees with different needs can benefit everyone in your organization. This course was developed with subject matter support provided by the Labor & Employment Law Group of the law firm of Baker, Donelson, Bearman, Caldwell & Berkowitz, PC. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.
The Americans with Disabilities Act (ADA) makes it unlawful to discriminate in employment on the basis of disability. As a manager, you play a key role in ensuring that your company complies with this law, and in promoting diversity and a culture of tolerance and respect in your workplace. In this course, you'll learn about your responsibilities for avoiding discrimination under the ADA and for responding appropriately to requests for reasonable accommodation. You'll also learn how complying with the ADA and supporting employees with different needs can benefit everyone in your organization. This course was developed with subject matter support provided by the Labor & Employment Law Group of the law firm of Baker, Donelson, Bearman, Caldwell & Berkowitz, PC. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.
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Produced by: SkillSoft
As an employee of a private-sector federal contractor, you are required by law to control unclassified information €" to protect that information from unauthorized users and to ensure the confidentiality and...
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As an employee of a private-sector federal contractor, you are required by law to control unclassified information €" to protect that information from unauthorized users and to ensure the confidentiality and availability thereof to the right people. In this course, you'll learn how to identify the Controlled Unclassified Information (CUI) your organization holds. You'll also learn with whom you can share CUI and how to mark CUI in documents. Finally, you'll learn how to safeguard CUI in the physical and electronic environment to prevent unauthorized access. This course was developed with subject matter support provided by The Potomac Law Group, PLLC. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice and may or may not reflect the most current legal developments. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with legal statutes or statutory instruments. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking independent legal advice.
As an employee of a private-sector federal contractor, you are required by law to control unclassified information €" to protect that information from unauthorized users and to ensure the confidentiality and availability thereof to the right people. In this course, you'll learn how to identify the Controlled Unclassified Information (CUI) your organization holds. You'll also learn with whom you can share CUI and how to mark CUI in documents. Finally, you'll learn how to safeguard CUI in the physical and electronic environment to prevent unauthorized access. This course was developed with subject matter support provided by The Potomac Law Group, PLLC. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice and may or may not reflect the most current legal developments. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with legal statutes or statutory instruments. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking independent legal advice.
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Produced by: SkillSoft
As a manager, it's essential to use recruitment strategies that attract the right candidates, but it's just as important to avoid discrimination in hiring, both intentionally and unintentionally. In this...
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As a manager, it's essential to use recruitment strategies that attract the right candidates, but it's just as important to avoid discrimination in hiring, both intentionally and unintentionally. In this course, you'll learn about the Equal Employment Opportunity laws that guide your company's recruitment efforts and aid you in carrying out hiring practices that are fair and lawful. This course was developed with subject matter support provided by the Labor & Employment Law Group of the law firm of Baker, Donelson, Bearman, Caldwell & Berkowitz, PC. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.
As a manager, it's essential to use recruitment strategies that attract the right candidates, but it's just as important to avoid discrimination in hiring, both intentionally and unintentionally. In this course, you'll learn about the Equal Employment Opportunity laws that guide your company's recruitment efforts and aid you in carrying out hiring practices that are fair and lawful. This course was developed with subject matter support provided by the Labor & Employment Law Group of the law firm of Baker, Donelson, Bearman, Caldwell & Berkowitz, PC. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.
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Produced by: SkillSoft
Most people don't work for free--after all it is called "making a living." How well (or poorly) a manager compensates their workers has a big impact on if someone will go to work at a company, and whether or...
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Most people don't work for free--after all it is called "making a living." How well (or poorly) a manager compensates their workers has a big impact on if someone will go to work at a company, and whether or not they'll stay long-term. This course discusses how organizations and managers make decisions regarding worker compensation.
Most people don't work for free--after all it is called "making a living." How well (or poorly) a manager compensates their workers has a big impact on if someone will go to work at a company, and whether or not they'll stay long-term. This course discusses how organizations and managers make decisions regarding worker compensation.
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Produced by: Ed4Online
Employee separation describes when an employee leaves their employer for any reason. These separations might be voluntary, because the employee chooses to leave, or involuntary, when the employer decides to...
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Employee separation describes when an employee leaves their employer for any reason. These separations might be voluntary, because the employee chooses to leave, or involuntary, when the employer decides to end the relationship. Some employees simply abandon their job for a variety of reasons, nefarious and otherwise. Organizations also choose to downsize and eliminate jobs within the company by offering early retirements or laying-off workers.
Employee separation describes when an employee leaves their employer for any reason. These separations might be voluntary, because the employee chooses to leave, or involuntary, when the employer decides to end the relationship. Some employees simply abandon their job for a variety of reasons, nefarious and otherwise. Organizations also choose to downsize and eliminate jobs within the company by offering early retirements or laying-off workers.
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Produced by: Ed4Online
Managers are expected to adhere to much different federal, state,county, and local laws that pertain to how companies recruit, hire, train, promote, terminate, and treat their workers. The general effect of...
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Managers are expected to adhere to much different federal, state,county, and local laws that pertain to how companies recruit, hire, train, promote, terminate, and treat their workers. The general effect of all these laws is that employers are not allowed to discriminate in employment decisions on the basis of an applicant's membership in a protected class.
Managers are expected to adhere to much different federal, state,county, and local laws that pertain to how companies recruit, hire, train, promote, terminate, and treat their workers. The general effect of all these laws is that employers are not allowed to discriminate in employment decisions on the basis of an applicant's membership in a protected class.
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Produced by: Ed4Online
Ethical and Legal standards are the rules, morals, and laws that govern the behavior of healthcare providers and protect patients, clients, and residents.  During their shift, Direct Support Professionals...
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Ethical and Legal standards are the rules, morals, and laws that govern the behavior of healthcare providers and protect patients, clients, and residents.  During their shift, Direct Support Professionals make many decisions and take several actions, so it is important that they understand the ethical and legal standards they must follow.
Ethical and Legal standards are the rules, morals, and laws that govern the behavior of healthcare providers and protect patients, clients, and residents.  During their shift, Direct Support Professionals make many decisions and take several actions, so it is important that they understand the ethical and legal standards they must follow.
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Produced by: Ed4Online
Este curso enseñará a los Profesionales de Soporte Directo actuales y futuros sobre las diversas cuestiones éticas y legales que afectan sus decisiones y actividades diarias.
Este curso enseñará a los Profesionales de Soporte Directo actuales y futuros sobre las diversas cuestiones éticas y legales que afectan sus decisiones y actividades diarias.
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Produced by: Ed4Online
Ethical and Legal standards are the rules, morals, and laws that govern the behavior of healthcare providers and protect patients, clients, and residents. During their shift, mental health technicians make...
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Ethical and Legal standards are the rules, morals, and laws that govern the behavior of healthcare providers and protect patients, clients, and residents. During their shift, mental health technicians make many decisions and take several actions, so it is important that they understand the ethical and legal standards they must follow. This course will discuss the various ethical and legal issues that affect the day-to-day decisions and activities affecting mental health technicians.
Ethical and Legal standards are the rules, morals, and laws that govern the behavior of healthcare providers and protect patients, clients, and residents. During their shift, mental health technicians make many decisions and take several actions, so it is important that they understand the ethical and legal standards they must follow. This course will discuss the various ethical and legal issues that affect the day-to-day decisions and activities affecting mental health technicians.
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Produced by: Ed4Online
A sick child at home. An accident or injury. A death in the family. Notification to serve on the jury for an upcoming trial. Each of these events is part of life and can temporarily prevent an employee from...
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A sick child at home. An accident or injury. A death in the family. Notification to serve on the jury for an upcoming trial. Each of these events is part of life and can temporarily prevent an employee from being able to perform his or her job. Supervisors and managers often find themselves in the position of responding to requests for employee leave as they handle the company's day-to-day operations. It is important for managers and supervisors to understand the basic guidelines for granting leave that are established by the Family and Medical Leave Act (FMLA) and other laws. This course describes the family- and health-related situations that trigger an employee's eligibility to take leave under the FMLA. It also explores the other types of leave which are protected by law and examines the criteria for leave entitlement.
A sick child at home. An accident or injury. A death in the family. Notification to serve on the jury for an upcoming trial. Each of these events is part of life and can temporarily prevent an employee from being able to perform his or her job. Supervisors and managers often find themselves in the position of responding to requests for employee leave as they handle the company's day-to-day operations. It is important for managers and supervisors to understand the basic guidelines for granting leave that are established by the Family and Medical Leave Act (FMLA) and other laws. This course describes the family- and health-related situations that trigger an employee's eligibility to take leave under the FMLA. It also explores the other types of leave which are protected by law and examines the criteria for leave entitlement.
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Produced by: SkillSoft
Many people come to the United States in search of employment opportunities. While many of these people enter the country legally and have authorization to work here, there are many others who reside in the...
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Many people come to the United States in search of employment opportunities. While many of these people enter the country legally and have authorization to work here, there are many others who reside in the US illegally. Section 274A of the Immigration and Nationality Act (INA) requires employers to hire only individuals who are legally eligible to work here. The I-9 form is the key to compliance with this requirement. It protects employers from knowingly hiring employees who are not authorized to work in this country. The law requires employers to verify the individual’s eligibility for employment by requiring the employee to produce documentation that verifies who they are, and that they are authorized to work in the US. This requirement applies to all employees – US and non-US citizens alike. Therefore, it's important to understand the requirements to be able to comply with the law. This course provides an introduction to I-9 compliance, focusing on the purpose of the form, who must complete it, when to complete it, how to use it to verify employment, and the legal compliance requirements associated with the law. It also provides a brief discussion about employing non-US citizens. This course was developed with subject matter support provided by the Labor & Employment Law Group of the law firm of Baker, Donelson, Bearman, Caldwell & Berkowitz, PC. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.
Many people come to the United States in search of employment opportunities. While many of these people enter the country legally and have authorization to work here, there are many others who reside in the US illegally. Section 274A of the Immigration and Nationality Act (INA) requires employers to hire only individuals who are legally eligible to work here. The I-9 form is the key to compliance with this requirement. It protects employers from knowingly hiring employees who are not authorized to work in this country. The law requires employers to verify the individual’s eligibility for employment by requiring the employee to produce documentation that verifies who they are, and that they are authorized to work in the US. This requirement applies to all employees – US and non-US citizens alike. Therefore, it's important to understand the requirements to be able to comply with the law. This course provides an introduction to I-9 compliance, focusing on the purpose of the form, who must complete it, when to complete it, how to use it to verify employment, and the legal compliance requirements associated with the law. It also provides a brief discussion about employing non-US citizens. This course was developed with subject matter support provided by the Labor & Employment Law Group of the law firm of Baker, Donelson, Bearman, Caldwell & Berkowitz, PC. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.
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Produced by: SkillSoft
Many companies are hiring contract or temporary employees to meet their changing staffing needs. Before hiring an independent contractor or temporary employee - also referred to as a contingency worker -...
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Many companies are hiring contract or temporary employees to meet their changing staffing needs. Before hiring an independent contractor or temporary employee - also referred to as a contingency worker - companies should be aware of the costs involved along with the relevant legal and taxation issues. It is important that both parties have a clear understanding of the terms of their agreement with the appropriate distribution of risks and responsibilities. This course explains the differences between independent contractors and temporary employees, the benefits and drawbacks of both, and how to get the most out of your hiring practices. This course was developed with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass + Green PA. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.
Many companies are hiring contract or temporary employees to meet their changing staffing needs. Before hiring an independent contractor or temporary employee - also referred to as a contingency worker - companies should be aware of the costs involved along with the relevant legal and taxation issues. It is important that both parties have a clear understanding of the terms of their agreement with the appropriate distribution of risks and responsibilities. This course explains the differences between independent contractors and temporary employees, the benefits and drawbacks of both, and how to get the most out of your hiring practices. This course was developed with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass + Green PA. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.
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Produced by: SkillSoft
This course will present strategies for exercising sound judgment in the hiring and interviewing process. It will help managers and supervisors recognize and avoid discrimination in the recruitment process....
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This course will present strategies for exercising sound judgment in the hiring and interviewing process. It will help managers and supervisors recognize and avoid discrimination in the recruitment process. This course was developed with subject matter support provided by the Labor & Employment Law Group of the law firm of Baker, Donelson, Bearman, Caldwell & Berkowitz, PC. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.
This course will present strategies for exercising sound judgment in the hiring and interviewing process. It will help managers and supervisors recognize and avoid discrimination in the recruitment process. This course was developed with subject matter support provided by the Labor & Employment Law Group of the law firm of Baker, Donelson, Bearman, Caldwell & Berkowitz, PC. Please note, however, that the course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any particular situation or constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state.
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Produced by: SkillSoft
Managers lead workers who are assigned specific tasks and roles in the organization that are designed to meet some company objective. This course discusses how jobs are designed and what managers can do to...
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Managers lead workers who are assigned specific tasks and roles in the organization that are designed to meet some company objective. This course discusses how jobs are designed and what managers can do to ensure their workers are effective at executing their job.
Managers lead workers who are assigned specific tasks and roles in the organization that are designed to meet some company objective. This course discusses how jobs are designed and what managers can do to ensure their workers are effective at executing their job.
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Produced by: Ed4Online
Selection is the process of gathering information about job applicants to decide which one should be offered the job. The first selection devices that let job applicants interact with hiring managers are the...
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Selection is the process of gathering information about job applicants to decide which one should be offered the job. The first selection devices that let job applicants interact with hiring managers are the application form and résumés. Many companies use the information in these documents to conduct background screenings and reference checks to identify the best applicants. Several different types of selection tests are also used to further identify the top candidates for a job.
Selection is the process of gathering information about job applicants to decide which one should be offered the job. The first selection devices that let job applicants interact with hiring managers are the application form and résumés. Many companies use the information in these documents to conduct background screenings and reference checks to identify the best applicants. Several different types of selection tests are also used to further identify the top candidates for a job.
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Produced by: Ed4Online
Every ethical dilemma is unique, requiring managers to make sound decisions in order to "do the right thing". This course discusses how managers can make ethical decisions.
Every ethical dilemma is unique, requiring managers to make sound decisions in order to "do the right thing". This course discusses how managers can make ethical decisions.
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Produced by: Ed4Online
Managers, administrators, and supervisors in healthcare facilities have many tasks to juggle every day. Besides running the facility, building a strong care team, providing patient and client care, and...
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Managers, administrators, and supervisors in healthcare facilities have many tasks to juggle every day. Besides running the facility, building a strong care team, providing patient and client care, and keeping beds full, they also have many duties related to staff performance management. Facility leaders should consistently manage their staff member's performance throughout the year, coaching away undesired behaviors and recognizing and rewarding desired behaviors. This ongoing cycle of performance management is then documented and used to give staff members their formal performance evaluations. For a facility to be successful, its leaders must routinely review and grade the efforts each staff member makes towards meeting the facility's goals and objectives. This course discusses the purpose performance evaluations serve within a facility and how to write them.
Managers, administrators, and supervisors in healthcare facilities have many tasks to juggle every day. Besides running the facility, building a strong care team, providing patient and client care, and keeping beds full, they also have many duties related to staff performance management. Facility leaders should consistently manage their staff member's performance throughout the year, coaching away undesired behaviors and recognizing and rewarding desired behaviors. This ongoing cycle of performance management is then documented and used to give staff members their formal performance evaluations. For a facility to be successful, its leaders must routinely review and grade the efforts each staff member makes towards meeting the facility's goals and objectives. This course discusses the purpose performance evaluations serve within a facility and how to write them.
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Produced by: Ed4Online