HMH 2017 Leader Goal Setting

Transcription

1 HMH 2017 Leader Goal Setting

2 Timeline Deadline March 8, 2017 April 1, 2017 April 15, 2017 April 15, 2017 April 30, 2017 November 21, 2017 Annual Goal Management Cycle Timeline Approval of Network goals by Executive & Physician Compensation Committee (EPCC) (Completed) Deadline for N1 Executives and N1 Executive Direct reports to create their Individual Goals and Hospital/Division goals (if applicable) and submit to their senior leader for approval Note: Executive should share Network Goals to aide in goal alignment Co-CEOs complete approval of the N1 Executives goals; N1 Executives complete approval of N1 Direct reports goals Note: Executive should share Network Goals to aide in goal alignment Deadline for all remaining executives and leaders to create their Individual Goals and submit to their senior leader for approval Note: Executive should share Network Goals to aide in goal alignment Deadline for approval of all remaining executives and leaders individual goals; all leaders share and cascade goals with team members (as applicable) Deadline for final entry into MySuccess

3 Hackensack Meridian Health Network 2017 Goals Goal 1 [IT/Epic]: Goals Baseline / Below Threshold Weight Circuit Breakers 1. Financial Performance Net Operating Margin at least 70% of Budget 2. Individual Performance Meets Expectations/Satisfactory Performance Metrics Threshold Target Maximum Epic Module Build Completion % (Total modules to be completed = 27) N/A 10% Goal 2 [People & Culture]: GPTW Innovation Index: -Management shows appreciation for good work & extra effort -Management recognizes honest mistakes as part of doing business -Management genuinely seeks & responds to suggestions & ideas -Management involves ppl in decisions that affect their job or work environment -You can count on ppl to cooperate 70 15% Goal 3 [Population Health/Clinically Integrated Network]: Increase in the number of physician partners in the CIN % >500 Goal 4 [Quality]: -US News Ranking Process Measures -Leapfrog Process Measure -CMS Star Rating Process Measure N/A 20% 7 to 12 points points >/=21 points Goal 5 [Finance]: Net Operating Margin N/A 20% 95% of Budget Budget 105% of Budget Goal 6 [Growth]: -JFK Merger: FTC & CHAPA documents submitted, in progress pending approval -MSK/HMH Joint Venture: Marketing plan approved & at least 1 clinical std of care governing all cancer center is approved -Continuum Expansion: St. Joe s post acute care JV Operational N/A 20% 1 of 3 Goals 2 of 3 Goals 3 of 3 Goals

4 Hackensack Meridian Health Network QUALITY 2017 Goals Quality Goals Baseline / Below Threshold Performance Metrics Threshold Target Maximum Overall Quality Score (Note: each box represents 1 eligible point for a total of 24 points) 7 to 12 points 13 to 20 points >/= 21 points US News Rankings Process Measures (max 6 pts) -Concurrent Mortality Review Implemented N/A 6/9 Hospitals 7/9 All Hospitals -Develop & Implement Network wide Hospice Intervention Plan N/A Plan Created Begin Implementation Fully Implemented Leapfrog Process Measures (max 9 pts) -Reduce Hospital Acquired Infections across HMH 681 5% Reduction 10% Reduction 15% Reduction -C-Section Rate at or Below 29% 2/7 Hospitals 2/7 Hospitals 3/7 Hospitals 4/7 Hospitals -Episiotomy Rate at or Below 15% 5/7 Hospitals 4/7 Hospitals 5/7 Hospitals 6/7 Hospitals CMS Star Rating Process Measures (max 9 pts) -Reduce Patient Safety Indicators across HMH 348 5% Reduction 10% Reduction 15% Reduction -Reduce All Payer All Cause Readmissions by 1% or More Measured by Location¹ 5/9 Reduction 6/9 Hospitals 7/9 Hospitals - Improve Patient Experience Outcomes (HCAHPS) N/A 6/11 Composite 7/11 Composite 8/11 Composite ¹ Baseline is measured by each hospital locations as follows: Ocean Jersey Shore Riverview Southern Ocean Bayshore Hackensack UMC Raritan Bay OB Raritan Bay PA HUMC Palisades 10.8% 10.1% 9.5% 10.2% 13.6% 11.8% 13.6% 8.9% 7.9%

5 Who Should be Setting Individual Goals? All employed, non-physician Leaders (Supervisors & above) should be setting individual goals. If you have questions about this, please contact your Site HR Representative

6 Logging in to MySuccess

7 Jane Smith Dave Johnson Lisa Gold Harold Willis When you log into MySuccess, it should look something like this:

8 For HackensackUMC

9 For Meridian & Raritan Bay Access the Meridian Intranet Self-service MyWay MySuccess

10 For Meridian & Raritan Bay (cont.) On the Self-Service list, scroll down to find MyWay PeopleSoft HR. Click on the link. Self-service MyWay MySuccess

11 For Meridian & Raritan Bay (cont.) Self-service MyWay MySuccess Clicking here should take you right into MySuccess, no password required

12 For Meridian & Raritan Bay (cont.) If that doesn t work and you are taken to another login page, try again with a different browser, or open an InPrivate Browsing window from Internet Explorer, paste the Meridian home page url in the address bar and repeat steps.

13 For Palisades Access the Palisades Intranet MyWay MySuccess

14 For Palisades Access the Palisades Intranet MyWay MySuccess Clicking here should take you right into MySuccess, no password required

15 2017 MySuccess Goal Template Leaders should have between 2-5 goals: 10% min. Weight each 100% total weight required

16 Cascading Goals 2) Click Cascade 1) Check box of goal(s) you wish to cascade

17 Cascading Goals (cont.) Select Recipients* Edit Goal** *Can only Cascade to TMs who report up through you ** Edit the goal being Cascaded down, not your own existing goal

18 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 Follow your leader direction on goal setting expectations Create individual goals Conduct ongoing check-ins

19 Before Creating your Goal Consider the following key factors: Input Area of Improvement: What can I improve to make customer, patient, team member, physician satisfaction? What needs improvement in my work area? Choose Action: Select an action verb that clearly indicates what you are going to do and begin the Goal Statement Increase Conduct Decrease Initiate Execute Deliver Define Metrics: What is the unit of measure? Describe the source of your data- How are you tracking this?

20 Defining Your Metrics Definition of Rating Scale: No Accomplishment: Nothing has been achieved, or results are below baseline Baseline or Below threshold: Last year s result or a starting point for a new goal not measured previously Threshold: I have 80% confidence I can achieve this Target: I have 50% confidence I can achieve this Maximum: 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.

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

22 Make Sure Your Goal is S.M.A.R.T. S pecific What do you want to accomplish? Objectives should be concrete, detailed and straightforward. M easurable How will you measure/monitor success? Objectives should have a well defined unit of measurement to track progress. A ligned How does your objective contribute to your department s goal, division s goal and Organizational Goals? R ealistic With the current resources, expertise and information available to you, is the target achievable? T ime Dated What is the timeframe for accomplishing your goal? Set a start and due date.

23 Ways to Impact the 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

24 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. 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.

25 Pitfalls to avoid when creating Goals Describing subjective or vague standards of performance i.e. Increase communication within department 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

26 Goals Approval Your own: Ensure no more than 5 Goals, and total weight = 100% Share your 2017 Goal plan with your leader Determine if anything needs to be altered Edit if necessary and obtain agreement from leader Your direct reports (leaders): Ensure leader direct reports have no more than 5 Goals, and total weight = 100% Approve Goal Plans for direct reports who are leaders Ensure all leaders in your reporting tree have followed the above Encourage leaders to share their goals with all team members in their workgroups and periodically share updates on the goal results Note: Goal descriptions and performance targets will be visible to all Leaders/Team Members in MySuccess (except for goals results, status, etc.)

27 Internal Resources Resources and Quick Guides are posted in the TeamHMH Intranet Microsite, as well as in the Help & Tutorials sections in MySuccess

28 For more assistance, please contact: Your Leader Your Organizational Effectiveness Partner Your Site HR Representative

29 Quick Guide

30 Goal Plan Quick Guide Goals The Goal Plan provides team members a place to create, align, and track goals. The SMART acronym serves as a best practice guideline for goal setting (a goal must be: Specific, Measurable, Aligned, Realistic and Time-dated). Get Started ❷ ❺ ❶ ❸ ❻ To view your Goal Plan, select Goals from the Main Navigation drop-down at top left of MySuccess homepage. Make sure to select the current year s Goal Plan. After you ve created goals you can also access them via the My Goals tile on the Home page. ❶ Create Goals Click Create a New Goal and choose Individual Goal to create from scratch. Other goal creation options include choosing a Library Goal or viewing another users goals and Cascading (copying) their goal their goal to your Plan. (see next page for more Goal Creation info) ❷ View Others Goals Click your name and select someone in your reporting chain, or type in any team member s name. To promote transparency & alignment, goals are public and visible to all. As a Leader, you can view all goal fields for those in your reporting chain. For those that don t report up to you, can view all fields except: Start, Due, Status, Quarterly Strategy, & Year-end Results. ❸ Cascade Goals To Cascade goals to team members in your reporting chain, check box next to goal, click Cascade, select desired team members, click Next, edit goal to be cascaded if you wish (won t alter your own goal), and click Cascade. ❹ ❼ ❹ Delete Goals Check box next to goal, click (Action button) and click Delete goal. As a Leader, you may also delete your direct reports goals by viewing their Goal Plans and following same instructions. ❺ Lock/Unlock Goals To Lock/Unlock a direct reports goal plan, view their goal plan and click Lock/Unlock Goal Plan. ❻ Display Options To modify your own view of what goal info is displayed on your Goal Plan, click Display, select which options you prefer displayed, and click Update. (Note: this only impacts your own view and does not alter what goal info is public) ❼ Edit Goals Click (Action button) and click Edit goal. 30

31 Goal Plan Quick Guide (con t.) Creating/Editing Goals You may only create a maximum of 5 goals. ❶ Category ❶ Each goal must align to a Category. Select one from the drop-down menu. ❷ Goal Description ❷ Enter what you re trying to achieve, using SMART acronym as a guide. The following fields will help you further refine your goal. ❸ Metric/Unit of Measure ❸ Define the quantifiable metric you re using to measure success on this goal (e.g. Percentile Rank, # of Days, Dollars, # of Falls, etc.) ❹ Define Success (performance targets) Specifically define what you re trying to achieve. Wherever possible, each field should be entered as a range. 5) Maximum = Stretch Goal (20% confidence you can achieve it). 4) Target = 50% confidence you can achieve it. 3) Threshold = 80% confidence you can achieve it. 2) Baseline/Below Threshold = Last year s result or a starting point for a new goal not measured previously. 1) No Accomplishment = Nothing has been achieved, or results are below baseline. ❺ Weight Indicates importance of goal relative to other goals. Minimum weight is 10% and total weight of all goals must equal 100%. ❻ Start/Due* Edit the default dates, if necessary. ❼ Status* ❺ ❽ ❹ ❻ ❼ Allows you to check for misspelled or potentially inappropriate words. Helps keep your Leader(s) up to date on your progress. ❽ Quarterly Strategy* You can track Quarterly Goals, Action Steps, & Results here. ❾ ❾ Year-End Results* In addition to your self-evaluation, you should enter final year-end results here. *Remains editable even after Goal Plan is locked. 31