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TEAMMATE RO DMAPS

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Dietitian....................................................................................................... 68

Facility Administrator ........................................................................... 140

Patient Care Technician ........................................................................220

PD Nurse...................................................................................................290

Regional Operations Director .............................................................358

Social Worker . ........................................................................................434

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FA RO

COMPETENCIES

DAVITA WAY

SELECTION STREET

PERSONAL ATTRIBUTES

KNOWLEDGE

EXPERIENCE

New Position

Continuous Improvement

FA ADMIN

COMP Buildin Leadin Mission Mana

CHOICE AHEAD

Coach Plannin Decisio

RETENTION ROAD

SPECIAL PROGRAMS

DEVELOP

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DMAP

INTERVIEW TIPS Consider all four points of the compass with emphasis on competencies and personal attributes

INTERVIEW TIPS AHEAD

ASSESSMENT SELECTION DEVELOPMENT RETENTION AREA GUIDE

Use interview guides to ask good behavior-based questions

Balance interviewing with listening & selling

Incorporate feedback into stops along the teammate’s roadmap

SELECTION ASSESSMENT

ILITY STRATOR

TENCIES Trust Through & Values ing Conflict ng

ASSESSMENT AVENUE

JOB TITLE CRITERIA

& Organizing Making

PROFESSIONAL DEVELOPMENT REVIEW Beliefs, Behaviors, Results

ENT DRIVE

DEVELOPMENT GUIDES

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FA Roadmap Contents

COMPETENCIES

Success Profile FA........................................................................145

SELECTION

Selection Assessment................................................................154 Competencies and the Selection Assessment..............159 Interview Guides......................................................................... 160 Core Values Questions........................................................167

ASSESSMENT

Professional Development Review..........................................172

DEVELOPMENT

Development Guides................................................................. 180 Building Trust........................................................................ 180 Leading Through Mission & Values................................. 184 Managing Conflict................................................................189 Coaching. ................................................................................193 Planning & Organizing.........................................................197 Decision Making.................................................................. 201 Leadership Development Indicator........................................206 DaVita University....................................................................... 208

RETENTION

Using Competencies...................................................................217 DaVita Roadmaps Report Card for Leaders..........................218

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144 FA Roadmap – Success Profile FA ©2012DaVita Inc.Allrightsreserved.Proprietaryandconfidential.For internalDaVitauseonly.DONOTCOPY-DONOTDISTRIBUTE.

Success Profile FA The following competencies reflect the behaviors that are required to be successful in this position, but are not intended to be all-inclusive. Building Trust Leading Through Mission & Values Managing Conflict Coaching Planning & Organizing Decision Making

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Leading Through Mission & Values Keeps DaVita’s mission and values top of mind in decision making and action KEY ACTIONS  Communicates the importance of the mission and values —Helps teammates understand the mission and values and their importance to the Village  Moves others to action —Translates the mission and values into day-to-day activities and behaviors; guides and motivates teammates to take actions that support the mission and values  Models the mission and values —Takes actions, makes decisions and shapes team or facility priorities to reflect the mission and values  Rewards living the mission and values —Recognizes and rewards teammates whose actions support the mission and values ACTIVITIES • Sets the tone through own actions in creating an environment where ideas can be shared, questions can be asked, and teammates are accountable for their own actions • Highlights DaVita’s purpose and future direction to all teammates so they can do their jobs more effectively • Ensures that teammate goals and performance are aligned with the mission and values • Compares own decisions and actions to ensure alignment with the mission and values

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SELECTION ASSESSMENT

INTERVIEW GUIDES

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Selection Selection Street is where the adventure begins. Use the tools and information in this section to explore the competencies of a potential FA. This information will help guide a selection decision as well as provide some information to use in other stops along the trip. Selection Assessment Interview Guides

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HEALTH CARE LEADER CAREER BATTERY (HCLCB) CANDIDATE SUMMARY REPORT

CANDIDATE PROFILE REPORT INTERVIEW QUESTION REPORT DEVELOPMENT SUGGESTIONS REPORT

HCLCB Report Overview

This HCLCB Report contains three sections to help you understand the results and achieve the HCLCB's maximum benefits for your organization. 1) Candidate Profile Report – Displays the candidate’s score profile, spanning each of the Assessment Success Factors. Each Success Factor is linked to performance indicators: that is, on-the-job behaviors more likely to be observed for candidates performing better on that factor. Note: decisions to progress candidates to later stages of the hiring process should be based solely on the Overall Score Band presented at the top of the report. 2) Interview Question Report – Provides suggested interview questions linked to the HCLCB factors. These questions can be used to supplement an existing structured interview process. 3) Development Suggestions Report – Categorizes each HCLCB factor as either a Strength or a Growth Opportunity, and provides targeted Quick Tips and Self-Directed Development Activities for skill improvement in

these areas. Note: Development Suggestions could be provided to candidates and can be integrated into an on-boarding process.

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Competencies and the Selection Assessment The Results Report for the Selection Assessment does not list the competencies. How do I connect what is listed on the Results Report with the actual competencies?

HERE IS HOW IT MAPS:

 Managing Self and Getting Along with Others • Building Trust • Leading Through Mission and Values  Demonstrating Personal Competence • Managing Conflict • Coaching Making Effective Judgments and Decisions • Planning and Organizing • Decision Making

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Interview Guides

FA Interview Grid

Candidate Name: Interviewer: Date: Rating Scale: 1–5 (1 = Poor, 2 = Fair, 3 = Good, 4 = Excellent, 5 = Outstanding)

Use this grid to consolidate feedback from everyone on the interviewing team. Print the interview forms on the next several pages for each of the competencies. Give the appropriate forms to the person/team interviewing for that competency as defined by the “x” in the corresponding column (the x’s can be moved into different columns to suit your needs, they are provided here as an example).

Competencies

Résumé Biopsy, Motivators

X

X X

Building Trust

Leading Through Mission & Values

X X

X

X

Managing Conflict

X

Coaching

X X

Planning & Organizing

X X

Decision Making

As the interviewer, and based on the answers to the questions you’ve asked during your interview, what do you deem the Mission and Values fit of this candidate to be and why?

X X X X X

Mission and Values Fit

Overall Score

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Building Trust

Definition Interacts with others in a way that gives them confidence

Key Actions • Operates with integrity—Demonstrates honesty; keeps commitments; behaves in a consistent manner • Discloses own positions—Shares thoughts, feelings and rationale so that others understand personal positions • Remains open to ideas—Listens to others and objectively considers others’ ideas and opinions, even when they conflict with one’s own • Supports others—Treats people with dignity, respect and fairness; gives proper credit to others; stands up for deserving others and their ideas even in the face of resistance or challenge

Interview Questions 1. Tell me about a time at work when you objectively considered others’ ideas, even when they conflicted with yours. 2. We’ve all received credit for an accomplishment that actually was a joint effort. Can you tell me about a time when this happened to you? What did you do? 3. There are many ways to show respect to others. What ways work best for you? Give me a specific example. 4. Tell me about a time when your manager/supervisor/team leader asked you to do something that you didn’t think was appropriate. How did you respond? Situation/Task Action Result

Ask follow-up questions to get complete answers: Situation/Task Action

Result

Describe a situation.… Why did you…? What were the circumstances…? What were you reacting to…?

Exactly what did you do? Describe specifically how you did that. What did you do first? Second? Walk me through the steps you took.

What was the result? How did it work out? What happened as a result? What feedback have you gotten?

Ask follow-up questions for motivational fit: How satisfied/dissatisfied were you? How did you feel?

What did you like/dislike?

Be encouraging and friendly: That is a great example.

Thank you for explaining that in more detail.

I appreciate the thought you put into that response.

How would you rate this person on this competency?

c 1 = Far below

c 2 = Does Not Meet

c 3 = Meets

c 4 = Exceeds

c 5 = Far Exceeds

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Leading Through Mission & Values

Definition Keeps DaVita’s mission and values top of mind in decision making and action

Key Actions • Communicates the importance of the mission and values—Helps teammates understand the mission and values and their importance to the Village • Moves others to action—Translates the mission and values into day-to-day activities and behaviors; guides and motivates teammates to take actions that support the mission and values • Models the mission and values—Takes actions, makes decisions and shapes team or facility priorities to reflect the mission and values • Rewards living the mission and values—Recognizes and rewards teammates whose actions support the mission and values

Interview Questions 1. What have you done to make your organization’s mission and values meaningful to others? Which strategies have worked, and which have not? 2. Have you ever been in a situation in which you had to redirect the activities of others to be in accord with the organization’s mission and values? What did you do? 3. What have you done to recognize associates whose actions support the organization’s mission and values? What effect did this have? 4. Tell about a time when you communicated a major change in your organization’s mission and/or values to others. How did you do that? Situation/Task Action Result

Ask follow-up questions to get complete answers: Situation/Task Action

Result

Describe a situation.… Why did you…? What were the circumstances…? What were you reacting to…?

Exactly what did you do? Describe specifically how you did that. What did you do first? Second? Walk me through the steps you took.

What was the result? How did it work out? What happened as a result? What feedback have you gotten?

Ask follow-up questions for motivational fit: How satisfied/dissatisfied were you? How did you feel?

What did you like/dislike?

Be encouraging and friendly: That is a great example.

Thank you for explaining that in more detail.

I appreciate the thought you put into that response.

How would you rate this person on this competency?

c 1 = Far below

c 2 = Does Not Meet

c 3 = Meets

c 4 = Exceeds

c 5 = Far Exceeds

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Core Values Questions SERVICE EXCELLENCE

What measures have you taken to make someone feel comfortable in an environment that was obviously uncomfortable? Describe a time when you went out of your way to provide service to an internal customer or teammate. Give me an example of how you have been creative in completing your job responsibilities.

INTEGRITY

Tell me about a tough decision you made. What steps, thought processes, and considerations did you take to make an objective decision? Tell me about a specific time when you had to handle a tough problem that challenged fairness or ethical issues.

TEAM

Please give an example of how you worked cooperatively as a team member to accomplish an important goal. What was the goal? What was your role in achieving this goal? To what extent did you interact with others on this project? Provide an example of how you have recognized and rewarded a team player in the past.

CONTINUOUS IMPROVEMENT

Tell me about a time in your last position when you identified a problem that had previously been overlooked. Tell me about one of your workplace improvements that another department now uses.

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ACCOUNTABILITY

What is the biggest error in judgment or failure you have made in a previous job? Why did you make it? How did you correct the problem? Tell me about a time when you took responsibility for an error and were held personally accountable.

FULFILLMENT

Provide an example of what gives you the most satisfaction at work. What task or project specifically have you taken the most pride in?

FUN

What did you do in your last position to have fun at work? What was your involvement? Describe a time when you planned a celebration at work. What was it for and why did you choose the type of celebration?

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PROFESSIONAL DEVELOPMENT REVIEW

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Assessment Competencies can help you evaluate how you’re doing in your job and identify opportunities for improvement. Assessment Avenue has tools and information to help complete Performance Reviews. Professional Development Review

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LEADERSHIP DEVELOPMENT INDICATOR

DEVELOPMENT GUIDES

DAVITA UNIVERSITY

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Development Venturing down Development Drive gives a chance for growth and direction on what kinds of opportunities are out there. The information and tools available here will help teammates to become better in their current roles and to find experiences to prepare them for future ones, too! Development Guides Leadership Development Indicator DaVita University

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REPORT CARD FOR LEADERS

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Retention

USE COMPETENCIES TO… Select teammates who can succeed Make expectations transparent Provide fulfillment for teammates to develop themselves Discuss what teammates want out of their careers Help teammates live with Head, Heart & Hands!

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DaVita Roadmaps Report Card for Leaders

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