PERFORMANCE MANAGEMENT REVIEW Steps to follow in the process: * Review the job description for accuracy.

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1 Steps to follow in the process: * Review the job description for accuracy. Planning * Define goals and position-specific expectations mutually with the employee for the coming review period. The goals should be linked to organizational and department goals, the job description, and any specific areas for growth and development identified in the past review period. Where applicable, include meeting the mandatory educational and annual competency requirements for the position. Provide feedback regarding progress toward achievement of goals and objectives throughout the evaluation period. Review * Determine the appropriate weightings for goals. If weightings are used for a section, the weightings for the section must total to 100%. Weightings should be consistent by position. * Review the ratings, and how the overall rating is calculated. Give a copy of the document to the employees. Encourage them to document progress throughout the year in preparation for their selfevaluation (optional process) at the end of the review period. * Schedule the review with the employee at least one month in advance. * Review the employee's current job description. * Notify the employee of the review date and request a self-evaluation (optional process). * Ask for co-worker feedback (optional process). * Complete the Performance Management Review, incorporating information submitted in the selfevaluation and co-worker feedback, as appropriate. * Sign and date the form and obtain appropriate approvals as required. * Conduct the review meeting. Ask the employee to make comments, sign and date the form. * Give the employee a copy of the completed review document. Send the following original documents to your local Human Resources office by the due date: Part I Performance Review/Rating Summary Part II Goals Part III Job Responsibilities Part IV System-wide Competencies Part V Management Competencies Part VI Development Plan & Goals/Responsibilities for the next review period, including signatures and approvals Part VII Manager Verifications Attachment A - Self-Evaluation (if applicable) Department Orientation Checklist (if applicable) - Applies to 6-month performance evaluations completed for new hires, rehires or transfers with promotion to a new department. A standard form is available from the Human Resources Department or on the Infonet or a department form may be substituted. DO NOT send Attachment B Co-Worker Feedback

2 EMPLOYEE NAME: POSITION TITLE: EMPLOYEE ID: TYPE OF REVIEW: Orientation (6 month review) Annual BUSINESS UNIT: CURRENT REVIEW DATE: NEXT REVIEW DATE: UPMC's Mission and Vision Our vision is to create a new economic future for western Pennsylvania - a future built on new ways of thinking about health care and sparked by leveraging the uniqueness of the integrated health enterprise. By exporting excellence nationally and internationally, and fueling the development of new businesses that emerge from UPMC's intellectual capital, core capabilities, and management expertise, UPMC will catalyze a regional economic renaissance. At the same time, UPMC will remain steadfastly committed to providing premier health care services to our region and contributing to this community. The purpose of performance management is to enable all staff of UPMC to support the above vision and contribute toward the success of our mission to provide outstanding patient care and to shape tomorrow's health system through clinical innovation, biomedical and health services research, and education. PERFORMANCE RATINGS Performance Level Descriptions Deficient, Poor Performer Marginal Performer Solid/Strong/Good Performer Superior Performer Top Performer (Role Model) SUMMARY OF PERFORMANCE RATINGS GOALS: RESPONSIBILITIES: SYSTEM-WIDE & MANAGEMENT COMPETENCIES: 0.00 Overall Rating: EFFECTIVE DATE:

3 PART II GOALS List the goals established for the performance period. Summarize the results achieved and rate using the Performance Ratings listed on Page 1. NOTE: If you use custom weighting, section total must = 100% for the section rating to calculate correctly. To copy/paste into the Goals or Results columns - Place your cursor in the cell you want to copy into, copy the text from the source document, and paste text into the formula bar (window below menu and above document heading). Exit the cell - the text entered will word wrap GOALS WEIGHTING (not required) 0.00% RATING RESULTS ACHIEVED GOALS RATING:

4 PART III JOB RESPONSIBILITIES Review the employee's current job description. Please rate the employee on the performance of his or her job responsibilities. Provide any additional information in the Comments section (optional). JOB RESPONSIBILITIES Please rate the employee on the performance of RATING COMMENTS (optional)

5 PART IV SYSTEM-WIDE COMPETENCIES/BEHAVIORS Assess how the employee achieves the following competencies/behaviors. Comments are optional. COMPETENCIES/BEHAVIORS ACCOUNTABILITY - Completes work with minimal supervision, striving for and achieving optimal outcomes - Meets time commitments on assignments without reminders - Takes responsibility for own actions - Recognizes own strengths and weaknesses and seeks/accepts constructive feedback, incorporating it into work - Meets attendance and punctuality guidelines - Puts the patient/family and customer needs first - Adapts to changing conditions and appropriately incorporates new information COMMUNICATION - Considers and responds appropriately to the diverse needs, feelings, and capabilities of fellow employees, patients/families, and customers - Engages in clear, convincing and constructive communication with colleagues, when applicable - Effectively expresses ideas verbally and in writing - Actively listens and treats fellow employees, patients/families and customers with respect in conversation - Keeps fellow employees, patients/families and customers adequately informed, providing updates when appropriate - Selects/uses appropriate communication methods WEIGHTING (equal weighting) RATING COMMENTS (optional) CUSTOMER SERVICE - Considers, and takes appropriate actions, based upon the perspectives of diverse populations - Contributes to an environment of continued improvement and valueadded customer service - Understands who the "customer" is during any interaction - Anticipates service problems or challenges and prospectively seeks to identify and implement effective solutions - Independently pursues service recovery, whenever needed - Displays positive outlook and enthusiastic manner and influences others by adopting a spirit of service - Assures work processes and systems focus primarily on the patient/family and customer

6 DIGNITY AND RESPECT - Demonstrates mutual respect by respecting others regardless of level, title or position - Deals effectively with a variety of people, personalities, and cultures - Treats others the way they want to be treated by seeking understanding from others - Finds common ground through interactions, focusing on mutual agreement and collaboration - Encourages others to be a champion of dignity and respect through their actions and individual contributions to a conversation - Does the right thing by being fair and objective when dealing with others FLEXIBILITY - Effectively deals with pressure and uncertainty - Remains positive during periods of change - Looks at new thoughts and ideas as learning opportunities INITIATIVE - Recognizes opportunities for improvement and takes appropriate actions on them - Seeks opportunities for self-development, including increased responsibilities - Identifies problems and attempts to resolve in early stages - Gets involved, makes a positive difference to enhance organizational performance JUDGEMENT/DECISION MAKING - Identifies root causes of problems or issues - Gathers and analyzes information when developing alternative solutions - Supports and explains reasons behind decisions - Exhibits sound and accurate judgement - Includes appropriate people in decision-making - Asks for help when needed - Exhibits integrity and ethical behavior at all times QUALITY - PROCESS IMPROVEMENT - Continuously looks for and applies both innovative and proven solutions to improve work processes and systems centered around our patients/families and customers - Monitors projects/work activities to ensure quality - Actively looks for ways to reduce costs without negative impact on quality - Displays commitment to service improvement to our patients/families and customers - Applies feedback to improve individual performance - Solicits customer feedback to improve service

7 SAFETY - Immediately reports unsafe incidents and conditions - Is accountable for patient and staff safety - Complies with safety regulations - Follows all safety procedures to keep themselves, fellow employees, patients/families and customers safe (clinical and non-clinical) - Seeks out continuation of a sterile environment through hand washing, personal hygiene, and workplace sanitation Additional Safety Competencies for Managers - Creates a culture of accountability for patient and staff safety and a work environment that allows for a safe reporting of work place incidents and conditions (clinical and non-clinical) and develops and communicates corrective actions to prevent further injuries and accidents - Ensures annual safety training for alls taff, enforces general and department safety programs and safe work, and ensures that all work related exposures, illnesses, injuries and/or incidents are reproted and investigated thorougly to determine cause - Works proactively with HR and Safety departments to develop injury prevention strategies TEAMWORK - Develops positive partnerships and collaborates with peers within and outside of own work group - Exhibits objectivity and openness to the view of others, including fellow employees, patients/families and customers - Offers assistance and support to co-workers and welcomes new team members - Contributes to building positive team spirit and cohesiveness - Displays an understanding of how job relates to others, including patients/families and customers - Balances team and individual responsibilities - Works proactively and cooperatively in group problem-solving situations WEIGHTED TOTAL: % Continue to Section V-Management Competencies (next tab)

8 COMPETENCIES/BEHAVIORS ETHICS AND PERSONAL VALUES - Demonstrates high standards, honesty, fairness, and loyalty throughout all levels of the organization regardless of level, title or position - Complies with EEOC and Affirmative Action plans - Values and respects diversity in the workforce and among fellow employees, patients/families and customers - Emphasizes the patient/family and customer experience in all aspects of work to develop and promote a culture of excellence PART V MANAGEMENT COMPETENCIES Assess how the employee achieves the following Management Competencies as applicable. Comments are optional. WEIGHTING (equal weighting) RATING COMMENTS (optional) LEADERSHIP - Is a champion of dignity and respect, using power and authority appropriately - Actively role models the values of the organization - Creates a culture of openness, honesty, and transparency within the organization - Fosters a thriving work environment by recruiting and retaining competent, engaged, and diverse staff - Leads inititatives to change the structure, system, or talent mix of the organization to more effectively support the business strategy - Empowers employees to develop innovative solutions for job-related problems - Transforms groups to high performing teams - Recognizes achievement appropriately - Expresses self in clear and convincing manner - Acts as a catalyst for orgnizational change - Motivates others to translate vision into action - Promotes service excellence - Identifies, develops, and appropriately rewards high performers MANAGERIAL DECISION-MAKING - Integrates information from a variety of sources to make well-informed decisions, in order to accomplish organizational goals and vision - Takes appropriate risks in order to create change; learns from mistakes - Strives for the ideal outcome when making decisions to address complex problems - Provides appropriate resources and support to facilitate decision-making skills to achieve work - Understands that at times, doing it ismore important than continued analysis - Actively seeks others' points of view PERFORMANCE EVALUATIONS - Accurately and thoughfully assesses and communicates the strength and developmental opportunities of employees, based upon their individual performance, contributions to the team, and relevant performance as compared to their peers - Complies with all relevant policiese and is timely with respect to staff performance evaluations - Provides consistent feedback tothe employee regarding the patient/family and customer experience and coaches on how to improve throughout the performance period - Raises the standard of performance each year within the organization

9 SETTING DEVELOPMENTAL CLIMATE - Provides employees with opportunities for personal and professional growth, recognizing generational and multicultural differences - Demonstrates a 'can do' attitude and models passion, energy and enthusiasm - Coaches and provides support/encouragement for employees to exceed their own expectations - Models and manages appropriate conflict management strategies, finds common ground - Encourages employees to seek innovative approaches to solve problems - Effectively assesses the developmental stage of group/individuals and identifies strategies for achieving goals - Demonstrates effective listening skills - Selects and develops high quality personnel - Implements best practices and creating a world-class patient/family and customer experience VISION AND STRATEGIC THINKING - Remains aware of market events to determine priorities and develop effective change strategies - Collaborates with others to build a shared vision - Develops and maintains effective professional relationships with colleagues across a variety of functions and system entities - Shares and supports the values, system mission, vision and system-wide behaviors - Recognizes opportunities to improve service to achieve the optimal patient/family and customer experience WEIGHTED TOTAL: % COMBINED SYSTEM-WIDE AND MANAGEMENT COMPETENCIES RATING:

10 PART VI - FUTURE GOALS/DEVELOPMENT PLAN STRENGTHS: (manager to complete) List significant strengths. Describe skills, knowledge and behavior that contributed to good performance. AREAS FOR DEVELOPMENT: (manager to complete) Describe the new or improved skills, knowledge and behavior required to improve or maintain performance. Establish plan to accomplish improvements, and include in goals for next review period. GOALS / RESPONSIBILITIES: (manager to complete) Identify the goals and job responsibilities for the next review period. EMPLOYEE COMMENTS: (employee to complete) Suggestions for work improvement: How can your supervisor assist in achieving future goals? Other items you d like to discuss: Employee signature indicates that the contents of this form were discussed. It does not indicate agreement or disagreement. Employee s signature Date Appraiser s/manager s signature Date Approval by Date (next level of management as required)

11 PART VII - MANAGER VERIFICATIONS Respond to the questions below by clicking on the box to the right of each question and selecting a response from the drop down list. Please review the employee's training history in ulearn to confirm that he or she has fulfilled the mandatory education requirement. Has the employee completed all mandatory training? Have you reviewed this employee's security permissions? Have you verified all department specific competencies?