Breaking Down the Silos: Leveraging Employee Performance Management

Transcription

1 Breaking Down the Silos: Leveraging Employee Performance Management Christopher J Cowan, Med. Corporate Director HR Service Delivery Christiana Care Health System

2 Christiana Care Agenda Christiana Care Human Resources The Journey Collaboration Our Approach Our Accomplishments Annual Performance Reviews Nursing Laboratory Next Steps

3 Objectives Identify opportunities to collaborate across the business to build a business case or increase ROI on an existing system. Articulate how employee performance management best practices help improve alignment across the organization while supporting innovation across business units.

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7 Christiana Care HR Tier 3 Strategy & Program Design Tier 2 Functional Area Expertise Tier 1 HR Service Specialist Tier 0 HR Online 24/7 Business Solutions & Consulting Forecasting/Special Projects Program & Policy Design & Delivery Complex Problem Solving Escalated issues Basic to Complex Inquiries Full Range of People Support Transaction Processing including FMLA Information Management Personalized Total Rewards Basic to Complex Information Transaction Processing Information Management/HR Education Centers of Expertise HR Service Center Web Self - Service

8 The Journey

9 Collaboration is Key

10 Collaboration is Key Performance Reviews Succession Planning Dept. Checklists POCT Competency Checklists HR Laboratory Performance Management System Physicians Nursing Employed Non-employed Peer Review PSO Checklists Talent Profile

11 Our Approach Provide foundation and framework Consults Serves as a catalyst Facilitates

12 Benefits Increase ROI Drives Adoption Communications/Training Consistent user experience

13 Annual Performance Review The Why Oversight on compliance Reduction of paper Scope/Focus All employees (10,400) Common review process for all staff employees Common review process for all managers 13

14 System-wide Annual Performance Review Form Example 14

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18 Annual Performance Review Results 8 years of history Average 98% completion rate Provided a foundation for succession planning program Lessons Learned Number of steps less is more Create a separate process for terminated employees 18

19 Nursing Peer Review The Why Nursing development Magnet Requirement Scope/Focus All of nursing 19

20 Nursing Peer Review Form Example 20

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24 Nursing Peer Review Latest Results Total # participating:2,690 (99%!!) Overall hospital (Christiana & Wilmington) peer review: 3.71 Total # reviewed report and created developmental plans: 2,070 Total # reviewed developmental plans: 1,075 (37%) Total comments reviewed: 16,850 24

25 Nursing Peer Review Lessons Learned Focus the activity on creating the development plan Removed manager sign-off as last step in the process Better aligned timing of process to feed into performance review process Shorten the amount of time allowed 25

26 The Why Nursing Department/PSO Checklist Paper copies of the general Orientation Checklist are often misplaced or incorrectly completed Once completed, these checklists are filed in an employee s personnel file Many of the items within the checklist contain information that is frequently updated 26

27 The Why Current state no linkage to source of truth Able to embrace Donna Wright s model of nursing competency Scope Nursing Department/PSO Checklist All new hires 27

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33 Nursing Department/PSO Checklist Early Results Standardization of the inpatient nursing orientation process Safer and more effective evaluation of a nurse s ability to perform within her/his role Aligns expectations of role utilizing clinical ladder performance evaluation expectations and organizational goals 33

34 Nursing Department/PSO Checklist Early Results Supports goal setting through the first year and beyond Employee is directed to the documents that drive clinical practice Employee centric, not task-focused Living documents on line for immediate reference 34

35 Nursing Department/PSO Checklist Lessons Learned Process steps need to be uniform and clear Addition of a step to allow the educator to review the checklist periodically during orientation provides improved communication Use of Halogen for onboarding will increase user familiarity and navigation within its program 35

36 Nursing Department/PSO Checklist What s Next Visiting Nursing Association Cancer Center Perioperative Services 36

37 Nursing Talent Profile The Why Magnet Application Clinical Ladders The Scope All Nursing

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43 Nursing Talent Profile Lessons Learned Need a multi-phased communications plan Need to link the activity to another process

44 Laboratory Department Orientation Checklist The Why Be better prepared for Audits Missing signatures from documentation College of American Pathologists recommendation Complexity of the competencies and required documentation Scope/Focus Whole lab department 1 st step - Department Orientation Checklists 2 nd step develop competency checklist 44

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48 Laboratory Department Orientation Checklist Early Results Positive manager feedback Process is more efficient by having everything for orientation centralized Ensures compliance Creates a more professional appearance 48

49 Laboratory Department Orientation Checklist Lessons Learned Need to have processes and competencies document ahead of time Person leading the effort needs to be able to see the bigger picture because there are multiple ways to organize the competencies 49

50 Laboratory Department Orientation Checklist Next Steps Rolling out competency checklists 50

51 The Why CAPS survey finding Requirement to show p Scope/Focus Any employee that performs bedside testing (5,000) 7 Devices Laboratory Point of Care Testing 51

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58 Laboratory Point of Care Testing Lessons Learned No need for employee to sign off as final step Clearer direction on who to select as a rater Break out the i-sat form into two Next steps Refine the process Expand to other clinical competency checklists

59 What s Next? Formalize Administrator Group Meetings Expand Talent Profile Systemwide Department Orientation Checklists 59

60 Selecting a Performance Management System Flexibility of setting up multiple processes/workflows Ability to create different security profiles for admins Ease of use Should be able to serve multiple purposes Module integration ability and efficiency of overall system Customer service 60

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