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FY 2010 UMMS Leadership Performance Management Process and Form
Who should take this course?
All Leaders
Content Experts:
Jane Pettit, [email protected]
Judy Hallberg, Medical [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
2. Professional Development Goal Setting
Start of Fiscal Year
3. Observation, Feedback and Discussions
All Year
4. Performance Evaluation End of Year
5. Professional Development Assessment End of Year
1. Performance GoalSetting
Start of Fiscal Year
Performance Management Process Begin here
…and
here
Step 1: Enter Name and Emp ID
2009-2010 Name: Emp ID:
Double click on the Header to enter the employee’s name and ID
After you’ve entered the information, exit the Header.
Step 2: Enter Employee Information
IncludeEmployee
InformationHere
Employee Information
Position: Supervisor:
Start Date: End Date:
Step 3: Review UMMS Mission Statement
Section I – UMMS Mission Statement
Keep in mind when setting your goals.
To educate students, physicians and biomedical scholars and to provide a
spectrum of comprehensive knowledge, research, patient care and service of
the highest quality to the people of the state of Michigan and beyond.
Step 4: Add Your Unit Goals
Section II: Unit Goals
Review or add your unit’s goals.
1. 1. 2.2.3. 3.
Keep in mind when setting your goals.
Section III: Performance Plan
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.
* Examples of KARs can be found in Doc D.** Leadership Competencies and Behaviors are listed in Doc B.
Read instructionsRead instructionsfirst!first!
Step 5: Read the Performance Plan Instructions
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:
Step 6: Identify Key Areas of Responsibility
What is this?What is this?
Choose an Item
What is it?
…represents your main responsibilities as outlined in your job description.
How many KARS do people have?
Key Area of ResponsibilityJobDescription
There is no ideal number; It will depend on your job.
Examples• Budget management
• Team leadership
• Institutional projects
• Staff development
• Safety compliance
•Oversee technical problems in lab
• Grant writing
#1 KAR#2 KAR#3 KAR#4 KAR#5 KAR
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:
Step 7: Set Performance Goals
“What” is to be
accomplished?
Choose an Item
Choose an Item
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
Key Area of Responsibility:
Description of Goal:
Measurement:
Key Leadership Competency:
Comments and Notes:
Self Rating:
Self Evaluation:
Manager’s Rating:
Manager’s Evaluation:
Step 8 & 9: Identify Criteria for Measurement
KAR: Budget ManagementGoal: 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 SolvingLeadership competencies can be found on Doc B for convenient reference when planning.
“How”will you know when the goal
is accomplished ?
Choose an Item
Choose an Item
1. Set a goal for each of the Institutional Competencies
2. Optional
• Identify a leadership competency, of your choice, for development
• Identify a professional development goal(s) of your choice
Step 10: Professional Development Plan: Instructions
Section IV: Professional Development Plan InstructionsRead instructionsRead instructions
first!first!
Step 11: Institutional Competency
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 deliveryDescription of Goal, Plan and Resources: Comments and Notes: Self Assessment: Self Evaluation: Manager’s Assessment: Manager’s Evaluation:
Section IV: Professional Development Plan
Choose an Item
Choose an Item
Institutional Competency Example
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 supply orders and inventory management process to decrease wasteComments and Notes: Self Assessment: Self Evaluation: Manager’s Assessment Manager’s Evaluation:
Section III: Professional Development Plan
Choose an Item
Choose an Item
Step 12: 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:
Choose an Item
Choose an Item
Step 13: Meet
Discuss and revise as necessary.
Step 14: Comments and ReviewStep 14: Comments and Review
•Record your observations in the Comments and Notes section.
•Your manager will do the same.
•This step will save you time at the end of the year!
Key Area of Responsibility:
Description of Goal:
Measurement:
Key Leadership Competency:
Comments and Notes:
Self Rating:
Self Evaluation:
Manager’s Rating:
Manager’s Evaluation:
Comments and Notes – Performance Plan Example
KAR: Budget ManagementGoal: Maintain balanced budget established in 6/09 and
create plan for additional 5% savings by 1/1/10Measurement: 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.
Section II: Performance Plan
Choose an Item
Choose an Item
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: Attend 4-day Lean Course; create A3 for patient wait process
Comments and Notes: 11/9 JP Completed 4 day Lean Training
Self Assessment: Self Evaluation: Manager’s Assessment: Manager’s Evaluation:
Comments and Notes – Professional Development Example
Section III: Professional Development Plan
Choose an Item
Choose an Item
Step 15: Evaluation and AssessmentStep 15: Evaluation and Assessment
If you have kept notes throughout the year, the Leadership Performance Evaluation should be easy to complete.
Key Area of Responsibility:
Description of Goal:
Measurement:
Key Leadership Competency:
Comments and Notes:
Self Rating:
Self Evaluation:
Manager’s Rating:
Manager’s Evaluation:
Rate and Evaluate Individual Goals
Section III: Performance Plan
Drop-down Menu- Not Met- Approaching- Successful- Exemplary
Choose an Item
Choose an Item
Overall Performance Summary and Rating
Overall Performance Summary
Overall Performance Rating:
Complete an overall summary
Drop-down Menu: Rate the overall
performance
Choose an Item
Assess and Evaluate Individual Competencies
Drop-down Menu- Knows- Does- Does Consistently- Teaches/Mentors
Institutional Leadership Competencies for 2009-2010Process-Execution-Operations: Process Management
Description of Goal, Plan and Resources: Attend 4-day Lean Course; create A3 for patient wait process
Comments and Notes: 11/9 Completed 4 day Lean Training
Self Assessment: Self Evaluation: Manager’s Assessment: Manager’s Evaluation:
Choose an Item
Choose an Item
Overall Professional Development Summary
Overall Professional Development Summary
Complete an overall summary of progress
Note: This summary does not
calculate into the final Performance rating.
Step 16 & 17: Meet and Sign Discuss overall summaries, ratings and assessment.
Manager's Signature Date
Employee's Signature Date
Sign the fo
rm
Step 18: Make copies
The manager gives a copy of the final evaluation to the employee and the Department’s main Administrator.
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.