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Accountability and Alignment: Assessment, Goals and Standards

Accountability and Alignment: Assessment, Goals and Standards. Presented by Brad Weeks. Free T-Shirt Giveaway!. Two Kinds of Accountability. what's. how’s. Under Achievers. What do they think?. IHI Model for Improvement. What are we trying to accomplish?.

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Accountability and Alignment: Assessment, Goals and Standards

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  1. Accountability and Alignment: Assessment, Goals and Standards • Presented by • Brad Weeks

  2. Free T-Shirt Giveaway!

  3. Two Kinds of Accountability what's how’s

  4. Under Achievers

  5. What do they think?

  6. IHI Model for Improvement What are we trying to accomplish? How will we know that a change is an improvement? What changes can we make that will result in improvement? *Langley GL, Nolan KM, Nolan TW, Norman CL, Provost LP. The Improvement Guide: A Practical Approach to Enhancing Organizational Performance (2nd edition). San Francisco: Jossey-Bass Publishers; 2009.

  7. Do theyknow what the target is?

  8. Outcomes-Based Leadership Evaluations

  9. Can your leaders receive a good evaluation even when they don’t meet their goals?

  10. Is it possible for a leader to meet the goals, but not meet behavioral standards, and still receive a good evaluation?

  11. Do consequences differ for high achievers compared to under achievers?

  12. Case Study on Leadership Performance 100% 75% 50% 15% 6% 3% 1% 0% Substantially Exceeds Expectations Substantially Below Expectations Below Expectations Meets Expectations Exceeds Expectations

  13. In order to achieve long-lasting results in your organization, you must hold leaders accountable for measurable results. Al Stubblefield President Emeritus, Baptist Health Care

  14. Best Practice Goal Setting • Annual organizational goals completed • Goal cascading to direct reports • Annual leader goals completed • Alignment and equity review

  15. Metric Range Development

  16. Sample Patient Experience Goal Increase perception of HCAHPS Overall Rating to 74 percent 9s and 10s with a stretch goal of 82 percent 9s and 10s as measured by vendor by the 4th Quarter FY2012. ≥ 82.0 = 5 79.0 – 81.9 = 4 74.0 – 78.9 = 3 71.0 – 73.9 = 2 ≤ 70.9 = 1

  17. Goal Setting Guidelines • 6-8 total • Each goal is weighted to reflect importance and time spent • Weights between 10% and 50% each • Total weights add up to 100% • Alignment is crucial • Quality = efficiency and effectiveness

  18. Goal or Tactic? Round on employees to improve morale. Achieve 90th percentile in employee morale. Develop new protocol to reduce infections. Reduce Hospital Acquired Infections by 5%. Tactic Goal Tactic Goal

  19. People Service Quality Finance Growth Increase Employee Retention to 88% Improve Employee Satisfaction to the 90th Percentile Improve Physician Satisfaction to 85th Percentile Inpatient: Increase HCAHPS Overall to the 90th Percentile ED: Increase Patient Satisfaction to the 80th Percentile Decrease HAI by 30% 96% Compliance in Core Measures Achieving Operating Income margin of 4% or Greater Increase Inpatient Volume by 5% as compared to last year Increase Outpatient visits by 10% as compared to last year

  20. Weight 25% Weight 30% Weight 20% Weight 25% People Service Quality Finance Goal: Reduce annualized turnover to 25% with a stretch goal of 15% for fiscal year. Metric: ≤15.0 = 5 19.9 – 15.1 = 4 25.0 –20.0 = 3 27.5 – 25.1= 2 ≥ 27.6 = 1 Goal: Achieve HCAHPS percentile rank of 85 with stretch goal of 95 as measured by vendor for the fiscal year. Metric: ≥ 95 = 590 – 94 = 485 – 89 = 385 – 84 = 2 ≤ 74 = 1 Goal: Decrease pressure ulcers to less than 2 occurrences for last 6 months of fiscal year. Metric: ≤ 0 = 51 – 1 = 42 – 2 = 33 – 3 = 2 ≥ 4 = 1 Goal: Manage unit productivity to budget. Metric: ≥ 105.0 = 5103.0 – 104.9 = 4100.0 – 102.9 = 390 – 94 = 2 ≤ 89 = 1 Example: Patient Care Manager

  21. HCAHPS Goal Cascading

  22. Service Goal Metric Examples ≥ 70th = 556th – 69th = 450th – 55th = 3 26th – 49th = 2 ≤ 25th = 1 ≥ 80th = 571st – 79th = 465th – 70th = 3 45th – 64th = 2≤ 44th = 1 Baseline Below 25th Percentile Baseline Between 26th and 50th ≥ 98th = 594th – 97th = 490th – 93rd = 3 75th – 89th = 2 ≤ 74th = 1 ≥ 90th = 581st – 89th = 475th – 80th = 3 55th – 74th = 2 ≤ 54th = 1 Baseline Above 70th Percentile Baseline Between 51st and 70th

  23. Standards of Performance

  24. A critical element of the desired culture A code of behaviors A set of expectations What are Standards of Performance?

  25. Back To Basics…

  26. Which will we climb?

  27. Complete This Session’s Action Plan.Thank You!

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