Transcript Document

FY 2010 Leadership Performance Management
Process and Form
Who should take this course?
All Leaders
Content Expert:
Jane Pettit
[email protected]
Leadership Performance Management Process
…includes:
•Performance Planning and Evaluation for Leaders
(basis for year-end performance evaluation)
•Professional Development Planning and Assessment
(not calculated into the year-end performance
evaluation)
Learning Objectives
At the end of this module, leaders will be able to:
• describe the performance management process
• define a key area of responsibility (KAR)
• develop goals that align with the institutional/unit goals
• establish measurement criteria
• identify critical leadership competencies for success with
identified goals
• create professional development goals
- Institutional Competency
- Optional
Performance
Management Process
1. Performance Goal
Setting
Start of Fiscal Year
5. Professional
Development
Assessment
End of Year
4. Performance Evaluation
End of Year
2. Professional Development
Goal Setting
Start of Fiscal Year
3. Observation, Feedback and
Discussions
All Year
Doc A
Step 1: Unlock the Document
Be sure the document is in Microsoft Word Form.
Click View – Select Toolbars …then, Form
Once in Form, you’ll see a small “lock” appear. Click
on the Lock icon to unlock the form.
Step 2: Enter Name and Emp ID
When the document is unlocked, you can enter the employee’s name and Emp ID in the
Header.
Double click on the Header to enter the information.
2009-2010
Name:
Emp ID:
After you’ve entered the information, exit the Header.
Step 3: Lock the Document
Be sure to re-lock the document.
Click on the Lock icon to lock.
Note:
If, at any time, you want to add additional sections or parts of a section, you can do so
by unlocking the document, copy and paste the desired section and re-lock the
document.
Step 4: Enter Employee Information
Employee Information
Position:
Supervisor:
Start Date:
End Date:
Include
Employee
Information
Here
Step 5: Review UMHHC Goals and Objectives
Section I – UMHHC Goals and Objectives -http://www.med.umich.edu/i/quality/action/doc/goals_and_objectives.pdf
• SERVICE: Patient satisfaction mean scores on “care experience” at or above 90
• FINANCIAL: Operating margin at 3% or better
• QUALITY CARE: Quality and safety measures at or above the 90th percentile of select
benchmarks
• ACADEMIC: All Graduate Medical Education programs will have five-year accreditation; 10%
annual increase in clinical research funding
• PEOPLE: Faculty/employee satisfaction scores will improve by 10%
• COMMUNITY: Partner with the community to improve the health of the population
Keep in mind when setting your goals.
Step 6: Add Your Unit Goals
Section II: Unit Goals
If your unit goals have not been entered, you can add them now.
1.
2.
3.
Step 7: Read the Performance Plan Instructions
Section III: Performance Plan
Read instructions
first!
1.
Identify your key areas of responsibility (KAR) from your job description*
2.
Select the KARs on which you will focus in this evaluation period.
3.
Identify one or more goals for each selected KAR: what you will accomplish and by when
4.
Identify the measurement criteria for each goal: how you will evaluate this goal; include a
leadership competency key to the successful completion of the goal**
5.
You may add additional areas of Section III or V, if needed. Unlock the document, copy and
paste the Section and relock the document.
* Examples of KARs can be found in Doc D.
** Leadership Competencies and Behaviors are listed in Doc B.
Step 8: Identify Key Areas of Responsibility
Section III: Performance Plan
What is this?
Key Area of Responsibility:
Description of Goal:
Measurement:
Click Here
Key Leadership Competency:
Click Here
Comments and Notes:
Self Rating:
Self Evaluation:
Manager’s Rating:
Manager’s Evaluation:
Key Area of Responsibility
What is it?
…represents your main responsibilities
as outlined in your job description.
Job
Description
#1 KAR
#2 KAR
#3 KAR
#4 KAR
#5 KAR
How many KARS
do people have?
There is no ideal number;
It will depend on your job.
Examples
• Budget management
• Team leadership
• Institutional projects
• Staff development
• Safety compliance
• Grant writing
Step 9: Set Performance Goals
“What”
is to be
accomplished?
Section III: Performance Plan
Key Area of Responsibility:
Description of Goal:
Measurement:
Key Leadership Competency:
Comments and Notes:
Self Rating:
Click Here
Self Evaluation:
Manager’s Rating:
Manager’s Evaluation:
Click Here
Performance Plan Goals should…
• Support a Key Area of Responsibility
• Align with an institutional/unit goal
• Start with an action verb
• State a specific result
• Be measurable
KAR:
Budget Management
Goal:
Maintain a balanced budget and create a plan for
additional 5% savings by 1/1/10
Step 10 & 11: Identify Criteria for Measurement
“How”
will you know when the goal
is accomplished ?
Key Area of Responsibility:
Description of Goal:
Measurement:
Key Leadership Competency:
Comments and Notes:
Self Rating:
Click Here
Self Evaluation:
Manager’s Rating:
Click Here
Manager’s Evaluation:
KAR:
Goal:
Budget Management
Maintain balanced budget established in 6/09 and
create plan for additional 5% savings by 1/1/10
Measurement: Financial statement shows a balanced budget with additional 5% savings
Key Leadership Competency: Problem Solving
Leadership competencies can be found on Doc B for convenient reference when
planning.
Step 12: Professional Development Plan:
Instructions
Read instructions
Section IV: Professional Development Plan Instructions
1.
Set a goal for each of the Institutional Competencies
2.
Optional
first!
• Identify a leadership competency, of your choice, for development
• Identify a professional development goal(s) of your choice
Step 13: Institutional Competency
Section IV: Professional Development Plan
Leadership Competency: Improves Processes Encourages and uses lean principles to
improve the business and administration of the organization in areas of quality, safety,
efficiency, service appropriateness and service delivery
Description of Goal, Plan and Resources:
Comments and Notes:
Self Assessment:
Click Here
Self Evaluation:
Click Here
Manager’s Assessment:
Manager’s Evaluation:
Institutional Competency Example
Section III: Professional Development Plan
Leadership Competency: - Improves Processes Encourages and uses lean principles to
improve the business and administration of the organization in areas of quality, safety,
efficiency, service appropriateness and service delivery
Description of Goal, Plan and Resources: Work with a Lean Coach to evaluate the patient
wait process. Improve patient satisfaction by 10 points.
Comments and Notes:
Self Assessment:
Click Here
Self Evaluation:
Click Here
Manager’s Assessment
Manager’s Evaluation:
Step 14: Optional Competency - Example
Self-selected Professional Development Goal
Description of Goal and Plan: Project Management: Attend class on project management
by 12-1-09. Develop a plan for the roll out of the new training by 3-1-10.
Comments and notes:
Self Assessment:
Self Evaluation:
Manager’s Assessment:
Manager’s Evaluation:
Click Here
Click Here
Step 15: Meet
Discuss and revise as necessary.
Step 16: Comments and Review
•Record progress in the
Comments and Notes section.
•Your manager will do the same.
•This step will save you time at the
end of the year!
Comments and Notes –
Performance Plan Example
Section II: Performance Plan
Key Area of Responsibility:
Description of Goal:
Measurement:
Key Leadership Competency:
Comments and Notes:
Self Rating:
Click Here
Self Evaluation:
Manager’s Rating:
Click Here
Manager’s Evaluation:
KAR:
Goal:
Budget Management
Maintain balanced budget established in 6/09 and
create plan for additional 5% savings by 1/1/10
Measurement: Financial statement shows a balanced budget ; demonstrate
leadership competency: problem solving
Comments: 10-5, JP, met and discussed budget gaps
Throughout the year, add comments to the form. Date and initial your
comments. You can merge comments from others later.
Comments and Notes –
Professional Development Example
Section III: Professional Development Plan
Leadership Competency
Improves Processes Encourages and uses lean principles to improve the business and
administration of the organization in areas of quality, safety, efficiency, service
appropriateness and service delivery
Description of Goal, Plan and Resources:
patient wait process
Attend 4-day Lean Course; create A3 for
Comments and Notes: 11/9 JP Completed 4 day Lean Training
Self Assessment:
Self Evaluation:
Manager’s Assessment:
Manager’s Evaluation:
Click Here
Click Here
Step 18: Evaluation and Assessment
If you have kept notes
throughout the year, the
Leadership Performance
Evaluation should be easy to
complete.
Rate and Evaluate Individual Goals
Section III: Performance Plan
Key Area of Responsibility:
Description of Goal:
Measurement:
Key Leadership Competency:
Comments and Notes:
Self Rating:
Self Evaluation:
Manager’s Rating:
Manager’s Evaluation:
Click Here
Click Here
Drop-down Menu
- Not Met
- Approaching
- Successful
- Exemplary
Overall Performance Summary and Rating
Complete an overall summary
Overall Performance Summary
Overall Performance Rating:
Drop-down Menu:
Rate the overall
performance
Click Here
Assess and Evaluate Individual Competencies
Institutional Leadership Competencies for 2009-2010
Process-Execution-Operations: Improves Processes
Description of Goal, Plan and Resources:
patient wait process
Attend 4-day Lean Course; create A3 for
Comments and Notes: 11/9 Completed 4 day Lean Training
Self Assessment:
Self Evaluation:
Manager’s Assessment:
Manager’s Evaluation:
Click Here
Click Here
Drop-down Menu
- Knows
- Does
- Does Consistently
- Teaches/Mentors
Overall Professional Development
Complete an overall summary
Summary
of progress
Overall Professional Development Summary
Note:
This summary does not calculate
into the final Performance rating.
Step 18 & 19: Meet and Sign
Discuss overall summaries, ratings and assessment.
Manager's Signature
Date
Employee's Signature
Date
Step 20: Make copies
The manager gives a copy of the final
evaluation to the employee and the
Department’s main Administrator
A copy will be put in the
employee’s Blue Folder
Start Early!
As always, your Department Administrator
and HR appreciate early completion of your
evaluations.
If you have questions, contact your manager, Department Administrator or
HR Consultant. Thank you.