Understanding Performance Management and Its Benefits

PERFORMANCE MANAGEMENT Joanne Kadado AUBMC Human Resources 1

GOALSOFTHESESSION Understanding Performance Management Benefits of Performance Management Understanding the Performance Plan Understanding Performance Appraisal / Review Career Ladders

PERFORMANCE MANAGEMENT 1. Mutually develop performance plan 6. Reward Performance 5. 2. Monitor and document performance Communicate the evaluation 3. Provide Coaching and Development 4. Evaluate Performance

BENEFITSOF PERFORMANCE MANAGEMENT For employees: Continuous feedback on their performance Understand the supervisor s expectations Learn how to improve deficiencies and get praise for their good work Seek to achieve results in meeting organizational goals and standards Identify strategies for working toward career goals Identify professional development opportunities For supervisors: Establish a climate for success Build positive working relationships with employees Communicate expectations while reinforcing positive behavior Provide frequent coaching and feedback Document and assess employee strengths and weaknesses in order to plan and organize work accordingly Identify training needs and develop employee s skills and abilities Recognize outstanding performance and manage poor performance Address problem areas and develop solutions to improve efficiency of unit as well as team

BENEFITSOF PERFORMANCE MANAGEMENT For AUBMC: Reinforce organizational values and foster a positive organizational culture Inspires employee commitment and improves employee satisfaction, morale and retention Maximize contributions of employees Establish accountability for supervisors and employees Identify high-potential employees- succession planning and promotions Promote organizational change and development Identify concerns or problems

PERFORMANCE PLAN Planning is a way of communicating performance expectations divided into three sections: Goals (Be SMART) Standards Competencies It is a useful tool in recording and maintaining your success, as well as bringing deficiencies to your attention.

STEP1 . GOALS Supervisor and employee work together to establish annual performance goals Be SMART when setting goals: Specific goals Measurable goals Action-Oriented / Attainable goals Realistic goals Time-Oriented goals The Company or Department goals are generated on the system, the individual goal you choose will have to be linked to one of them. Samples of individual goals that are linked to organization goals: We will increase transfer admissions by 12% over last year We will conduct department meetings once per month with a published agenda so that employees can come prepared to offer input on meeting topics We will complete customer service training by April 15

STEP 2. STANDARDS A performance standard describes, in measurable terms, the results that indicate that an employee in the position has properly performed the particular essential function. Quality Quantity Timeliness Accuracy Documentation You can choose between 5 7 standards that are linked to the employee job profile and that fall under specific Task Groups.

STEP 3. COMPETENCIES Competencies are skills that are essential to the performance of a position. You can choose between 5 7 competencies that are linked to the employee job profile and that fall under specific Task Groups.

PERFORMANCE APPRAISAL The performance appraisal measures employee performance against the goals, standards and competencies in an employee s performance plan and assigns a summary rating of record. There are 2 types of appraisals: - Probationary Appraisal (After 3 months on the job) - Yearly Appraisal

PERFORMANCE REVIEW WORK FLOW Task Employee Review First Level Leader Review Second Level Leader Review Employee Meeting Archive

RATING Rate each individual as per below scale: Significantly and consistently exceeds expectations / Significantly and consistently exceeds standards Excels / Exceeds standards Proficient / Meets standards Needs Improvement Unsatisfactory / Fails to meet standards

CAREERLADDERS What is a Career Ladder: It is a structured sequence of job positions through which a person progresses in an organization. What are the factors of a Career Ladder: 1- Competencies 2- Standards 3- Goals 4- Performance 5- Recommendation of Supervisor

CAREER LADDERSAT AUBMC Anesthesia Technicians Personnel Assistant Inhalation Therapy Social Worker Audiology Audiology Inpatient Nurses Perfusionist Medical Lab Technicians Cardiac Sonographers Radiographers Pharmacists Quality Medical Records Transcriptionist Physical Therapy Medical Records Coders Dosimetry Biomedical Electronics Technicians Medical Physicist Plant Engineering Cardiac/EP Technicians Storekeepers Radiation Therapists Endoscopy Technicians