WESLEY WOODS INC - Get as DOC by PLeIE5

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									                                       WESLEY WOODS SENIOR LIVING, INC.


SUBJECT: PHILOSOPHY, MISSION, VALUES AND POSITIVE EMPLOYMENT RELATIONS
         ENVIRONMENT

THIS POLICY                                                        REPLACES POLICY
NUMBER 103                                                         NUMBER 103
EFFECTIVE DATE: 11/01/02                                           EFFECTIVE DATE: 10/01196
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POLICY:
It is the policy of Wesley Woods Senior Living, Inc. for every employee to know and support the Philosophy,
Mission, Values and a Positive Employment Relations Environment of the organization.

PHILOSOPHY:
Consistent with Judeo-Christian values we believe aging has a fulfilling purpose in life. Further, we believe society
is strong to the extent that elders are valued, the company is strong to the extent people and resources are
respected, and the company is worthy of community support to the extent it provides exemplary public benefit.

MISSION:
To help people age in healthy, affordable and ethical ways through service, education, and research that meets or
exceeds public expectations.

VALUES:
Excellence, which encompasses competency, innovation and collaboration
Caring, which encompasses compassion, commitment, and inclusiveness
Integrity, which encompasses respect and stewardship

POSITIVE EMPLOYMENT RELATIONS ENVIRONMENT:
Wesley Woods supports creating a positive employment relations environment for all employees, customers,
residents, visitors, volunteers, vendors and students. To this end, employees are to relate to employees and other
constituencies according to the values in this policy to create a positive employment relations environment.
Supervisors are encouraged to verbally discuss the various aspects of the job with the employee in order to clarify
the work guidelines, policies, procedures, equipment and other related matters. When necessary, the positive
corrective action policy and procedure is to be used when verbal discussions fail to correct or improve the
employee’s performance and the verbal discussions need to be reinforced through the written corrective action
process.




  Approved By: Kenneth Weber, President/CEO, Wesley Woods Inc.
               Margaret Bloomquist, Associate Administrator, Wesley Woods Human Resources
  Date Reviewed: 11/01/02 Last Reviewed: 09/01/2007 Adair Maller, Director Human Resources

								
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