Care Team Manager
Znane również jako: Nurse Manager · Healthcare Team Manager
Leads a care team, guards rosters, quality and safety of care, and balances client demand against the available staffing capacity.
The care team manager is responsible for one or more care teams at a location and works within frameworks set by the board, legislation and care contracts. Unlike a nurse specialist, this role steers staffing, absence and team performance rather than individual clinical content. Selection often promotes the best care professional in the team, while roster management, absence policy and holding former colleagues to account are exactly where that step fails.
Kompetencje, które należy oceniać
Oto konstrukty behawioralne i kompetencyjne zawarte w tym profilu. Przy każdym z nich podano, który kwestionariusz hrmforce służy do jego pomiaru.
| Kompetencje, które należy oceniać | Poziom docelowy | hrmforce narzędzie | Metoda oceny | Kotwica behawioralna na poziomie docelowym |
|---|---|---|---|---|
| Directing and steering people Kompetencje (50-ramowe): Management Knockout | N4 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Sets expectations and boundaries per team member, addresses deviating behaviour directly and records agreements in writing. |
| Empathy in service delivery Kompetencje (50-ramowe): Sensitivity | N4 | Big Fifty, 360 Feedback | Personality questionnaire | Puts self in the position of a client in a vulnerable situation, chooses words carefully and keeps the agreement businesslike. |
| Managing workload pressure Kompetencje (50-ramowe): Stress resilience | N3 | Big Fifty, Competency Check, Pulse Survey | Structured interview | Cuts or shifts tasks independently when busy on the basis of importance, records this and discusses consequences with clients. |
| Safety awareness Kompetencje (50-ramowe): Discipline | N3 | Big Fifty, Competency Check | Situational Judgement Test | Recognises unsafe situations in own process, intervenes and addresses colleagues without bringing the work to a halt. |
Krótki profil
Dziesięć najważniejszych umiejętności w tym profilu. Pełny profil zawierający wszystkie umiejętności, punkty odniesienia behawioralne i metody oceny znajduje się w pliku do pobrania.
| T | Umiejętności | Poziom docelowy | Waga | Knockout | Metoda oceny |
|---|---|---|---|---|---|
| G | Directing and steering people | N4 | 5 | tak | Assessment centre |
| V | Guiding absence and work ability | N4 | 5 | tak | Situational Judgement Test |
| V | Planning and organising | N4 | 5 | tak | Work sample test |
| V | Monitoring progress | N4 | 4 | nie | Structured interview |
| V | Capacity and resource planning | N4 | 4 | nie | Work sample test |
| V | Multidisciplinary care consultation | N4 | 4 | nie | On-the-job observation |
| V | conflict handling | N3 | 4 | tak | Assessment centre |
| V | giving feedback | N3 | 4 | nie | Assessment centre |
| V | holding others to agreements | N3 | 4 | tak | Assessment centre |
| V | Translating direction into goals | N3 | 4 | nie | Structured interview |
Zobacz wszystkie 28 umiejętności w pełnym profilu
Narzędzia oceny dla tego stanowiska
Competency Check
Behavioral-Level Competency Assessment
360 Feedback
Multiple assessments based on behavioral anchors
Work sample test
Representative work sample under standardized conditions
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Big Fifty
Personality questionnaire, 150 items, 25 factors
Pulse Survey
Periodic measurement at the team and organizational levels
Development Review
Structured development interview
Portfolio
Evaluation of prior work against fixed criteria
Conflict Styles
Preferred style in conflict situations
Communication Styles
Preferred communication style
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
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