hmh 2019 leader* goal setting - teamhmh.com · goal setting requirements minimum of 3 goals and...
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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 2019 Annual Performance Evaluations
• Nurses & Team Members: If your Nurses and Team Members have
set goals in the past, you may continue this practice. While 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
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Goal Setting Requirements
Minimum of 3 Goals and Maximum of 5
Minimum Individual Goal weight: 10%
Total Goal weight: 100.00% exactly
Enter measurable business goals, not personal/developmental goals
Ask your Leader for guidance & approval
Use Library Goals where possible
Great Places to Work- All leaders should take the appropriate GPTW goal (based on their 2018 Department score) from the Goal Library. No other versions of GPTW goals should be taken.
Patient Experience- All leaders within hospitals that roll up to Hospital Presidents/CHOs should take the appropriate HCAHPS goal for their Hospital from the Goal Library
Finance/Budget- All leaders responsible for a cost center/budget should take the appropriate Budget goal from the Goal Library
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2019 Goals Timeline
Deadline Milestone
4/8/19 2019 Goal Plan and Goal setting guidance/resources available
5/3/19 Deadline for all Leaders (Supervisors & above; non-physician) to input their 2019 individual goals into MySuccess for senior leader approval
5/31/19 Audits and Approval: Senior leaders and leaders discuss goals and review audit reports to gain final goals approval
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Power of Goal Setting
Goal ownership is evident
Goal is realistically challenging
Goal is clear and specific
Committed to achieving goal
Goal performance is monitored and
valued
High Performance
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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
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Creating SMART GoalsSpecific – 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.
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Goal Setting Requirements
Minimum of 3 Goals and Maximum of 5
Minimum Individual Goal weight: 10%
Total Goal weight: 100.00% exactly
Enter measurable business goals, not personal/developmental goals
Ask your Leader for guidance & approval
Use Library Goals where possible
Great Places to Work- All leaders should take the appropriate GPTW goal (based on their 2018 Department score) from the Goal Library. No other versions of GPTW goals should be taken.
Patient Experience- All leaders within hospitals that roll up to Hospital Presidents/CHOs should take the appropriate HCAHPS goal for their Hospital from the Goal Library
Finance/Budget- All leaders responsible for a cost center/budget should take the appropriate Budget goal from the Goal Library
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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
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Help ensure we’re all rowing in the same direction!
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
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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?
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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?
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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 no-
shows• Increased market share• Decreased length of stay• Reduced claims
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Sample Goals
• To increase patient satisfaction as determined by the mean score for ABC Department, Overall - by the 4Q19.
4th QTR 2018 Baseline= 95.8
• Reduce number of accidental falls 5% by 4Q19 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 2019 Budgets for 75% of the Medical Center's cost
centers by utilizing Budgeting Software, by 3Q19.
• Contribution towards cost efficiency: review & monitor department office supply expenditure (quarterly) to
reduce yearly expenditure by 7% by end 4Q19.
• Increase actual revenue by 2% from 2018 actual for the following departments: X, Y, and Z.
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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…
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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
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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?
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2019 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
20*Supervisors & Above (non-physician)
40%
20%
40%
Leader Behaviors Job Specific Goals
Accessing MySuccess
• MyWay PeopleSoft Quick links for Team
Member MySuccess
• www.TeamHMH.com Resources
Performance Management MySuccess
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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 + Add Goal
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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.
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Goal Setting in MySuccess: Individual Goals
If you select “Individual Goal,”
complete all required fields (*)
Setting Your Performance TargetsDefinition 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.
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Example*Add Goal
Category Quality/Patient Experience
Goal Description To reduce the percentage of CAUTI (catheter associated urinary tract infection) from last years’ baseline by 12% (2018 Baseline = XX)
Metric/Unit of Measure Percent reduction in CAUTI
1) No Accomplishment: <6%
2) Baseline or Below Threshold:
6-7%
3) Threshold: 8-10%
4) Target: 11-13%
5) Maximum (Extraordinary Success):
>13%
Weight 20%
28*For illustration purposes only. Please consult your leader or Quality team for actual guidance.
Goal Setting in MySuccess: Library Goals
If you select “Library Goal”, select HMH Goals to search
for any pre-populated/approved goals
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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
• Edit the goal as needed.
• Click “Save Changes” to save
the goal.
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Cascading Goals in MySuccess
• Select the check box next to the goal you wish to cascade
• Click “Actions” then select “Cascade” near
top right of goal plan
• Select check box next to team member(s) you want to cascade goal to, then
click “Next” (leaders may cascade goals to any team members that roll up to
them at any level)
• Edit goal as needed (this will edit the goal being cascaded, not your own
original goal)
• Click “Cascade” to finalize
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See Cascading Goals Quick Guide at www.TeamHMH.com
Goal Setting Requirements
Minimum of 3 Goals and Maximum of 5
Minimum Individual Goal weight: 10%
Total Goal weight: 100.00% exactly
Enter measurable business goals, not personal/developmental goals
Ask your Leader for guidance & approval
Use Library Goals where possible
Great Places to Work- All leaders should take the appropriate GPTW goal (based on their 2018 Department score) from the Goal Library. No other versions of GPTW goals should be taken.
Patient Experience- All leaders within hospitals that roll up to Hospital Presidents/CHOs should take the appropriate HCAHPS goal for their Hospital from the Goal Library
Finance/Budget- All leaders responsible for a cost center/budget should take the appropriate Budget goal from the Goal Library
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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
• Goals Dashboard Tile- on MySuccess
homepage, click on “Number of Goals” tile to
see how many goals each leader has set
• Goals Report- Dashboard & Reports
Analytics Ad Hoc Reports 2019
Leader Goals Report
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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
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Mickey Mouse
Internal Resources
• Resources and Quick Guides are posted on TeamHMH, as well as in the Help
& Tutorials sections within MySuccess
• ShowMe Video- When viewing your Goal Plan, you can click the “play”
button at top right for a 5 min. video tutorial on creating goals in MySuccess
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For more info or assistance, please contact:
• Your Leader
• Your Site Human Resources Representative
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