Introducing The Performance Goal Library

Transcription

1 HR Advancement Center Introducing The Performance Goal Library 1,000+ Health Care-Specific, SMART Goals Cascaded Through 3 Levels and 19 Departments 2014 The Advisory Board Company

2 About The HR Advancement Center At the HR Advancement Center, we understand the challenge ahead for HR leaders. We ve seen the transformation in progress at member organizations. It is our singular objective to equip HR leaders with the solutions and support needed advance their organizations goals through people with one allinclusive membership. Today, HR leaders from over 1,100 leading provider institutions rely on our comprehensive suite of marketsensitive strategies and implementation tools to set the right strategy for their unique circumstances, accelerate the application of proven best practice, and benchmark performance. Whether you are trying to do more with less or dreaming big, the HR Advancement Center is the definitive one-stop resource for improving HR operations and advancing health system strategy through HR. Your One-Stop Shop for Health Care s Workforce Needs Executive-level guidance provides you innovative HR solutions, from both health care and corporate sectors Pragmatic implementation tools allow your HR staff and other operational leaders to execute their goals Healthcare-specific benchmarks equip you to identify critical performance gaps at your organization. Strategic Health Care Advice for HR Executive whitepapers on health care s most pressing human capital challenges. National member meetings equip you with the latest research findings and provide a forum for peer executive discussion. Tactical Support for You and Your Team Step-by-step toolkits provide your HR managers and staff user-friendly collateral to perfect internal department operations and maximize efficiency. Ready-made tools and templates equip your operational leaders to execute known best practice and act as change agents against ongoing people challenges. The Numbers You Need Healthcare-specific benchmarks for key HR and operational metrics equip you to identify critical performance gaps at your organization. Expert guidance on how to apply and use benchmarking data sets at your unique institution. For more information about how to access these resources, please contact Graham George at or georgeg@ 2014 The Advisory Board Company 2

3 Introducing the HR Advancement Center s Performance Goal Library The HR Advancement Center's Performance Goal Library empowers health care leaders to align all staff with top organizational priorities by defining individual goals meaningful to organizational success. Each goal within the library is designed to drive employee performance on organizational priorities critical to success in a value-based environment - such as maintaining financial sustainability, enhancing care quality, achieving top-notch patient satisfaction, and managing population health. Harness Individual Performance to Drive Organizational Success Representative Goal Cascade Department: Nursing Executive Director Manager Frontline Staff Reduce Labor Costs Improve Hospital HCAHPS 1 Reduce Nursing Premium Pay Improve Nursing HCAHPS Reduce Unit Overtime Improve Unit HCAHPS Reduce Unit Overtime Improve Unit Call Bell Response Time Department: Human Resources Executive Director Manager Frontline Staff Reduce Costs Reduce Voluntary Reduce First-Year Reduce First-Year Improve Customer Satisfaction Reduce Vacancy Rate Reduce Time to Fill Reduce Time to Fill 1) Hospital Consumer Assessment of Healthcare Providers and Systems 2014 The Advisory Board Company 3

4 Matching the Right Goals to the Right People The library is an easy-to-use tool connecting leaders to relevant outcomes-based goals. Define Organizational Goals for Each Staff Member Once leaders select their or their direct reports' department and level within the organization, the tool presents a menu of recommended goals, each aligned to specific organization- or departmentwide priorities. By using this tool at all levels of the organization, leaders take the first step to ensuring all employees are moving in the right direction. 1 Select your strategic pillars Financial Sustainability Care Quality Customer Service Operational Excellence People Community Benefit Population Health Patient Access 2 Select your level within the organization Executive Director Manager Frontline Staff 3 Select your department Cardiology Environmental Svcs Laboratory Respiratory Therapy Care Management Human Resources Nursing Supply Emergency Dept. Health Records Oncology Surgery/OR Finance Imaging Pharmacy Quality Food Services Information Systems Rehabilitation 2014 The Advisory Board Company 4

5 The First Step in Best-in-Class Performance Management The Performance Goal Library is just one element of the HR Advancement Center s year-long research agenda which is all about perfecting performance management. And it s never been more important to get performance management right. Hospitals and health systems simply won t survive today s competitive market without every leader and staff member having aligned goals and some skin in the game. This year s research will equip HR leaders to perfect and update seven key steps in the performance management process. And they won t have to do it alone we ll share strategies, best practices, tools, and how-to guides to help. The Seven Performance Management Steps HR Leaders Must Get Right 1 Translate strategic priorities into individual goals for all staff Set measurable, outcomesbased goals that will drive organizational success under value-based care Cascade goals from the strategic plan to all levels of staff Set goals for individuals, teams, and the organization as a whole Align goals vertically throughout the organization, and horizontally across departments Set targets for goals Identify reasonable but challenging targets for improvement based on national benchmarks and historic performance Balance quantitative goals with behavioral expectations Identify the behaviors and competencies essential for all staff and leaders across the organization Attach meaningful incentives to performance Leverage merit increases, bonuses, and non-financial rewards to motivate all employees perform their best year-round Track progress towards goals Set triggers to know when organizational or individual performance slips Ensure accurate evaluation Calibrate performance ratings across the organization, overcome common barriers to accurate evaluation, and meaningfully differentiate employees performance 7 Provide feedback year-round Equip managers to give frequent, growth-oriented feedback to staff 2014 The Advisory Board Company 5