Employee Relations

This section discusses available Civil Service sanctions if conditions warrant.
ILH recognizes that from time to time, points of contention may arise between employees and someone in the supervisory chain. If you believe that you have a legitimate grievance which is not appealable to the Civil Service Commission, you may seek relief through the hospital grievance procedure.

PERFORMANCE EVALUATION SYSTEM (PES)
(Refer to ILH Policy #8130)

The Performance Evaluation System (PES) utilized at ILH is a very important part of the supervisory process and employee development. This system of evaluation provides the opportunity for supervisors to communicate with subordinates and to set expectations with subordinates for each upcoming rating period. At the end of each rating period, supervisors will assess each subordinate's performances and rate them individually based on the performance for that rating period. Supervisors are responsible for administering the PES process properly and will be assessed on how well they administered the PES process for their subordinates at the end of each rating period. The Performance Evaluation Rating period runs from July 1st through June 30th each year.

DISCIPLINARY ACTIONS
(Refer to ILH Policy #8015)

GRIEVANCES
(Refer to ILH Policy #8141)

Our philosophy is to assist and take care of the problem as soon as possible at the lowest supervisory level. In all cases, the first attempt to solve the problem through an informal discussion of the issue should be with the supervisor. If the issue is not resolved through informal discussion it may be pursued by utilizing the formal hospital grievance procedure through which the problem is looked at internally by hospital officials.

If you believe that you have a legitimate grievance which is not appealable to the Civil Service Commission, you may seek relief through the hospital grievance procedure. To begin the grievance process, you must first seek a solution through informal discussion with your immediate supervisor prior to implementing the formal procedure. Within 5 days after becoming aware of the incident, you shall notify your supervisor and request a face to face meeting to attempt to resolve the problem. Your immediate supervisor should comply with your request for a meeting as soon as reasonably possible and in due time to allow you to pursue the problem through formal steps if it is not settled informally. You may consult the Employee Relations Coordinator of Human Resources Division at any time for assistance.