HMH 2018 Leader* Goal Setting. *Non-physician Leaders

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1 HMH 2018 Leader* Goal Setting *Non-physician Leaders

2 Need-to-Know Leaders: All Leaders (Supervisor & above; non-physician) are required to set 3-5 formal business-related goals in MySuccess, which will be included on their 2018 Annual Performance Evaluations Nurses & Team Members: If your Nurses and Team Members have set goals in the past, you may continue this practice. While some Nurse and Team Member performance evaluations currently import goals onto the form, Nurse and Team Member goals will not directly impact their overall performance ratings (i.e. status quo) 2

3 Goal Setting Requirements Minimum number of Goals: 3 Maximum number of Goals: 5 Minimum Individual Goal weight: 10% Total Goal weight: 100% exactly If taking a Great Place to Work survey goal, do not take Response/Participation Rate as a goal. Do not use personal/developmental goals 3

4 Contents Timeline Setting Goals Entering Goals in MySuccess 4

5 2018 Goals Timeline Deadline Milestone 3/14/18 Approval of Network goals by (EPCC) Executive & Physician Compensation Committee 4/18/18 Approval of Hospital and Division goals 5/4/18 Executives share Network, Hospital and Division goals with leaders for goal alignment 5/14/ Goal Plan and Goal setting guidance/resources available 6/8/18 Deadline for all Leaders (Supervisors & above; non-physician) to input their 2018 individual goals into MySuccess for senior leader approval 6/29/18 Audits and Approval: Senior leaders and leaders discuss goals and review audit reports to gain final goals approval 5

6 Power of Goal Setting Goal ownership is evident Goal is clear and specific Goal is realistically challenging Goal performance is monitored and valued High Performance Committed to achieving goal 6

7 Power of Goal Setting, con t. Organizations in which team members set goals as part of the performance management process outperform those without this component Setting specific and challenging goals leads to higher achievement than vague or easy goals 70% of individuals who write down their goals, are likely to succeed 7

8 Creating SMART Goals Specific What do you want to accomplish? Objectives should be concrete, detailed, and straightforward. Measurable How will you measure/monitor success? Objectives should have a well defined unit of measurement to track progress. Aligned How does your objective contribute to your department s goals, division s goals, and organizational goals? Realistic With the current resources, expertise, and information available to you, is the target achievable? Time Dated What is the timeframe for accomplishing your goal? Set a start and due date. 8

9 Goal Setting at HMH 9

10 Goal Setting Requirements Minimum number of Goals: 3 Maximum number of Goals: 5 Minimum Individual Goal weight: 10% Total Goal weight: 100% exactly If taking a Great Place to Work survey goal, do not take Response/Participation Rate as a goal. Do not use personal/developmental goals 10

11 Roles & Responsibilities EXECUTIVES (VPs & Above) Direct how your team will align to the Network Goals Create divisional/hospital goals (if applicable) Create individual goals Communicate expectations of goal setting to your division Conduct ongoing check-ins LEADERS (Supervisors & Above) Follow your leader direction on goal setting expectations Create individual goals Conduct ongoing check-ins Help ensure we re all rowing in the same direction! 11

12 Goal Alignment Goals should be directly connected to (and aligned with) the Network s goals Vision Mission + Beliefs Strategic Directions Leader s Goals Network Goal Hospital/Divisional Goal Team Goal Individual Goal 12

13 Goal Alignment, con t. How do your leader s goals align to the Network goals and strategic plan? How does your team contribute to the mission, vision and beliefs? How can you contribute to the network, departmental or team goals? 13

14 Before Creating your Own Goals Consider the following key factors: Area of Improvement: What can I do to improve. Ex. Customer, patient, team member, or physician satisfaction? Financials? What needs improvement in my work area? Action: Select an action verb that clearly indicates what you re going to do and begin the Goal Statement. Examples: Increase Conduct Decrease Initiate Execute Deliver Metric: What is the unit of measure? Describe the source of your data- How are you tracking this? 14

15 Some Ways to Impact the Hospital/Division/Network Increased Patient Satisfaction score Reduced wait times Reduced turnaround time Improved clinical outcomes decreased nosocomial infections Reduced re-admits Reduced medication errors Decreased falls Decreased pressure ulcers Reduced turnover Reduced vacancies Reduced agency costs Increased Team Member satisfaction Increased Team Member satisfaction Increased Physician Satisfaction Increased education hours Decreased overtime Improved collections Reduced accounts receivable days Increased operating margin Increased cash on hand Reduced legal expenses Higher volume Increased revenue Reduced outpatient noshows Increased market share Decreased length of stay Reduced claims 15

16 Sample Goals To increase patient satisfaction as determined by the mean score: - for ABC Department, Overall - by the 4Q17. Baseline: 4th QTR 2016 (95.8) Reduce number of accidental falls 5% by 4Q17 by ensuring a Fall Risk sticker placed on chart and yellow slippers given to every patient with Risk Score >3. Educate and train leaders to enable them to complete the 2017 Budgets for 75% of the Medical Center's cost centers by utilizing Budgeting Software, by 3Q17. Contribution towards cost efficiency: In response to leader s goal to reduce overall department expenditures by 7%, review & monitor department office supply expenditure (quarterly) to reduce yearly expenditure by 7% by end 4Q17. Increase actual revenue by 2% from 2016 actual for the following departments: X, Y, and Z. 16

17 Pitfalls to Avoid when Creating Goals Describing subjective standards of performance i.e. Increase communication within department Vague statements i.e. Increase chart audits Tactics/action steps rather than outcomes i.e. Round every day on team members or patients i.e. Make 10 discharge phone calls per day Non-strategic or routine goals (i.e. part of job): i.e. Maintain regulatory compliance i.e. Round on my patients daily Setting Easy Goals i.e. targeting something already achieved or setting the actual Target as the Maximum Using personal developmental goals i.e. Take a class in 17

18 Ongoing Feedback and Touch-Points Meet one-on-one with direct reports at least once per quarter Instill accountability Course-correct as needed Review results quarterly Confirm each direct report doing same 18

19 Goals Check-In Guide (for ongoing feedback and touch-points) 1. Review individual goals. a. What is the current status of each of the goals? b. Which goals are on track? c. Which goals are off track? 2. Recognize goals that are on track. a. What actions has the leader taken to positively impact the goals that are on track? b. Are any of these actions applicable to other goals? 3. Identify barriers to making progress on goals. a. What is preventing progress on the goals that are off track? b. What actions should the leader take to positively impact the goals that are currently off track? (Develop specific action items.) 4. Confirm priorities for next check-in. a. What are the key takeaways from this check-in? b. Who should complete each action item coming out of this check-in, and by when? 19

20 2018 HMH Leader Performance Evaluations HMH Leaders System / Vendor: MySuccess (online SAP SuccessFactors system) Rating Scale: 1-5 Components of Evaluation: HMH Leader Behaviors 40% Job Specific Competencies: 20% (1 generic field) Goals: 40% (3 5 Goals) 5 MAXIMUM 40% 40% 20% Leader Attributes Job Specific Goals *Supervisors & Above (non-physician) 20

21 HMH Leader Form Rating Scale Leader Behaviors 5- Orchestrator of Excellence 4- Star Performer 3- Valued Performer 2- Inconsistent Performer 1- Unsatisfactory Goals 5- Maximum (Extraordinary Success): 4- Target 3- Threshold 2- Baseline / Below Threshold 1- No Accomplishment 21

22 Entering Goals in MySuccess 22

23 Accessing MySuccess 23

24 Entering Goals in MySuccess Log into MySuccess Navigate to the Goals section using the drop-down at the top left of MySuccess homepage Click on Create a New Goal 24

25 Choose Individual Goal or Library Goal Individual Goal: Create a goal from scratch Library Goal: Search for and select a fully or partially written template goal. In some cases the goal is fully crafted with approved targets. In other cases you may have to edit/personalize the goal. 25

26 Goal Setting in MySuccess: Individual Goals If you select Individual Goal, complete all required fields

27 Goal Setting in MySuccess: Individual Goals Goal Description should be SMART 27

28 Setting Your Performance Targets Definition of Rating Scale: No Accomplishment Nothing has been achieved, or results are below baseline Baseline or Below Threshold Threshold Last year s result or a starting point for a new goal not measured previously I have 80% confidence I can achieve this Target Maximum I have 50% confidence I can achieve this I have 20% confidence I can achieve this Maximum Achievements are typically RARE and represent only a small portion of outcomes. Max achievements are outliers and allow for extra reward for unexpectedly high levels of achievement. 28

29 Example* Category Goal Description Metric/Unit of Measure 1) No Accomplishment: <6% 2) Baseline or Below Threshold: Quality/Patient Experience Add Goal To reduce the percentage of CAUTI (catheter associated urinary tract infection) from last years baseline by 12% (2017 Baseline = XX) Percent reduction in CAUTI 6-7% 3) Threshold: 8-10% 4) Target: 11-13% 5) Maximum (Extraordinary Success): >13% Weight 20% *For illustration purposes only. Please consult your leader or Quality team for actual guidance. 29

30 Goal Setting in MySuccess: Library Goals If you select Library Goal, select HMH Goals to search for any pre-populated goals for the hospital/division 30

31 Goal Setting in MySuccess: Library Goals Select the goal category, then select the check box next to the goal that best fits Click Add Selected to continue 31

32 Goal Setting in MySuccess: Library Goals Edit the goal as needed. Click Save Changes to save the goal. 32

33 Cascading Goals in MySuccess Select the check box next to the goal you wish to cascade Select Cascade near top right of goal plan Select the check box next to the team member(s) you want to cascade the goal to, then click Next (leaders may cascade goals to any team members that roll up to them at any level) Edit the goal as needed (this will edit the goal being cascaded, not your own original goal) Click Cascade to finalize See Cascading Goals Quick Guide at 33

34 Goal Setting Requirements Minimum number of Goals: 3 Maximum number of Goals: 5 Minimum Individual Goal weight: 10% Total Goal weight: 100% exactly If taking a Great Place to Work survey goal, do not take Response/Participation Rate as a goal. Do not use personal/developmental goals 34

35 Monitoring your Team s Goals and Status Goal Plan Search- In your 2018 Goal Plan, click your name at top left to access drop-down search feature to view anyone s goal plan Number of Goals (Per Person) dashboard tile- on MySuccess homepage, click to see how many goals each leader has set 2018 Leader Goals Report- Dashboard & Reports Analytics Ad Hoc Reports 2018 Leader Goals Report 35

36 Locking Goals Once your direct reports goals are entered and final you may Lock them. Once Locked, they will be able to update their status fields, but not change the actual goal or its targets Mickey Mouse 36

37 Internal Resources Resources and Quick Guides are posted at TeamHMH, as well as in the Help & Tutorials sections within MySuccess ShowMe Video- When viewing your 2018 Goal Plan, you can click the play button at top right for a 5 min. video tutorial on creating goals in MySuccess 37

38 For more info or assistance, please contact: Your Leader Your Site Human Resources Representative 38