people strategies goals for fy 06 07 beyond
Download
Skip this Video
Download Presentation
People Strategies Goals for FY 06-07 & Beyond

Loading in 2 Seconds...

play fullscreen
1 / 18

People Strategies Goals for FY 06-07 & Beyond - PowerPoint PPT Presentation


  • 108 Views
  • Uploaded on

People Strategies Goals for FY 06-07 & Beyond. UCLA Board of Advisors Thursday, September 7, 2006. 2006 Employee Opinion Survey. Entire Hospital System surveyed in March-April (N = 7817) First survey since 1997 Overall response rate 64.5% (5041 responses)

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

PowerPoint Slideshow about ' People Strategies Goals for FY 06-07 & Beyond' - jolie-vargas


An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
people strategies goals for fy 06 07 beyond

People StrategiesGoals for FY 06-07 & Beyond

UCLA Board of Advisors

Thursday, September 7, 2006

2006 employee opinion survey
2006 Employee Opinion Survey
  • Entire Hospital System surveyed in March-April (N = 7817)
  • First survey since 1997
  • Overall response rate 64.5% (5041 responses)
  • First survey in 10 years – we would expect lower scores but not a bad start:
    • Remarkably better than 1997 EOS results
    • 35th percentile compared to national benchmark
    • 47th percentile of University – Affiliated cohort
top eos themes
Top EOS Themes

What do you like best about working for UCLA?

  • The people
  • Benefits
  • Pride in UCLA
  • My job
  • Opportunities for learning
top eos themes1
Top EOS Themes

If you could offer one suggestion on how to make UCLA a better provider of service to our customers/clients, what would it be?

  • Address staffing issues
  • Update the facility, equipment and technology
  • Focus on quality patient care and customer service
top eos themes2
Top EOS Themes

If you could offer one suggestion on how to make UCLA a better place to work, what would it be?

  • Improve pay and benefits
  • Update the facility and technology
  • Address staffing issues
  • Encourage teamwork and training
people strategies goals for fy 06 07 and beyond
People StrategiesGoals for FY 06-07 and Beyond
  • Improve Communication To Better Connect & Partner with Staff
  • Develop People to Create Culture of Excellence
  • Develop Systems that Support our People
  • Enhance Rewards & Recognition
  • Enable Work Life Balance
improve communication to better connect partner with staff
Improve Communication To Better Connect & Partner with Staff
  • Offer coaching and support to department leaders to better connect with staff
    • Support monthly department staff meetings
    • Listen to the concerns of the department leaders
    • Coaching/team building facilitation for departments
    • Department communication evaluated on ongoing basis
improve communication to better connect partner with staff1
Improve Communication To Better Connect & Partner with Staff
  • Build on existing internal communications effortsExecutive rounds
    • Monthly newsletter
      • Electronic & printed
      • Translated into Spanish
    • CEO “Up Close” meetings
    • Electronic CEO “Townhall” messages
    • Middle management “talking points” for staff
  • Promote key staff initiatives through “branded” e-mails and websites
    • e.g., Wellness
improve communication to better connect partner with staff2
Improve Communication to Better Connect & Partner with Staff
  • EOS Follow-Up
    • Keep front and center as leadership agenda item
    • Quarterly staff forums
    • EOS staff advisory groups
    • Hold leadership accountable for EOS follow-up
      • 229 department-based action plans
      • 130 authors
    • Visibly and actively communicate our progress
develop systems that support our people
Develop Systems that Support Our People
  • Executive Rounds action follow-up
    • Improve care setting and workplace
  • Performance “dashboards” to ensure operations responsiveness across entire Hospital System
  • Systematic operations improvement through “Lean” & related PI initiatives
    • To improve customer-centered operations across silos
  • Improve patient experience & customer focus
    • Behavorial standards across entire Hospital System
    • Hiring talent-based key attributes & qualities (“Talent Plus”)
develop people to create culture of excellence
Develop People to Create Culture of Excellence
  • Promote common leadership language
    • Value-based principles to lead, inspire and value people
    • Start with department directors (N = 100)
  • Leadership development & succession planning
    • Map leadership competencies
    • Identify competency gaps
    • Create “Leadership Academy” with learning opportunities to address gaps
develop people to create culture of excellence1
Develop People to Create Culture of Excellence
  • EOS leader/staff team development
    • Team building process facilitation
  • Promote “culture of safety” as part of “National Patient Safety” Joint Commission initiative
  • “Lean” or related PI training
    • 20-30 PI team facilitators/trainers
    • To train both leaders/staff
  • Learning Management System (LMS)
    • Track competency development
    • Online content offerings
enhance rewards recognition
Enhance Rewards & Recognition
  • Actively promote “market-based” compensation that is among the best available offered by other health providers who compete for our talent
    • Visible open approach, well communicated
    • Solicit feedback & offer ongoing, meaningful dialogue with staff
    • Promote both philosophy and approach on website and in periodic e-mails to staff
  • SALT leadership to work with department heads to aggressively pursue lags and salary equities
rewards recognition
Rewards & Recognition
  • Align middle management incentive plan to drive UCLAHS performance
    • Tie incentives to achievement of broader UCLAHS goals
    • Focus on department leadership (N = 100)
    • Enhance funding of plan from 2.4% of eligible payroll to 5%
      • Add to bonus pool if financial goals exceeded
      • 10% maximum
enhance rewards recognition1
Enhance Rewards & Recognition
  • Visibly celebrate staff, especially at the unit level
    • Support managers with tools and training to provide workplace recognition
    • Include celebration/recognition as part of executive rounds
    • Schedule frequent, ad hoc house-wide celebrations throughout Hospital System
    • Enhance recognition budget
  • Cover staff celebrations as good “news” for the entire Hospital System
enable work life balance
Enable Work-Life Balance
  • Build on new “Wellness” initiative with visible programs/offerings that serve to improve health and well-being
    • Classes/offerings/equipment to improve nutrition, fitness and stress reduction
    • Lift teams and ergonomic interventions to make a safe workplace
    • Explore health self-assessments through UC health plans enabling staff to manage their health through assigned coaches and website interventions
enable work life balance1
Enable Work Life Balance
  • Work with UCLA Transportation Services to identify and respond to demand for 12-hour shift van pools
  • Consider flexible work schedule alternatives
  • Explore concierge services to run errands for patients, faculty and staff
  • Visibly promote and “brand” all WLB offerings through newsletter, website, e-mails and media
    • Interactive website resource:
      • http//hr.healthcare/ucla.edu/wellness/index.html
ad