In pursuit of commitment. Hiring executives who share the ministry's values.
A major concern for religious-sponsored healthcare facilities is securing top administrative personnel who are both professionally competent and committed to the religious institute's mission. One process to identify such individuals involves defining the organization's priorities; establishing a search committee; assessing value-oriented credentials; and selecting the value-driven executive. Identifying persons who share the organization's values is a two-part process involving the résumé and the formal interview. The Résumé Evaluation Form attempts to identify a candidate's value orientation in three areas: knowledge of, experience with, and implementation of Catholic culture. The Interview Analysis Form explores other areas, such as whether the candidate speaks the organization's "language," the individual's underlying motivation for seeking employment in a Catholic organization, and what issues, projects, or concerns engender passion in the candidate. After the interview, the committee should discuss and interpret the scores and perceptions of each committee member and assign a numerical ranking for each candidate. In addition to the numerical ranking, the committee should assess the candidate's personal characteristics, values, and priorities.
D002410:Catholicism; D006270:Health Facility Administrators / Q000592:standards*; D006740:Hospital Administrators / Q000592:standards*; D007586:Job Application; D009937:Organizational Objectives; D010558:Personnel Loyalty; D010559:Personnel Management / Q000592:standards*; D010561:Personnel Staffing and Scheduling / Q000592:standards*; D010684:Philosophy; D011367:Professional Staff Committees; D012945:Social Values