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FY 2010 UMMS Leadership Performance Management Process and Form. Who should take this course? All Leaders. Content Experts: Jane Pettit, UMHHS janep@umich.edu Judy Hallberg, Medical School jhallbrg@umich.edu. Leadership Performance Management Process. …includes:

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slide1

FY 2010 UMMS Leadership Performance Management

Process and Form

Who should take this course?

All Leaders

Content Experts:

Jane Pettit, UMHHS

janep@umich.edu

Judy Hallberg, Medical School

jhallbrg@umich.edu

slide2

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)
slide3

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
slide4

1. Performance Goal

Setting

Start of Fiscal Year

2. Professional Development Goal Setting

Start of Fiscal Year

5. Professional Development Assessment

End of Year

4. Performance Evaluation

End of Year

3. Observation, Feedback and Discussions

All Year

Performance

Management Process

Begin here

…and here

slide5

Step 1: Enter Name and Emp ID

Double click on the Header to enter the employee’s name and ID

After you’ve entered the information, exit the Header.

2009-2010 Name: Emp ID:

slide6

Step 2: Enter Employee Information

Employee Information

Include

Employee

Information

Here

slide7

Step 3: Review UMMS Mission Statement

Section I – UMMS Mission Statement

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.

Keep in mind when setting your goals.

slide8

Step 4: Add Your Unit Goals

Section II: Unit Goals

Review or add your unit’s goals.

1.

2.

3.

Keep in mind when setting your goals.

slide9

Step 5: Read the Performance Plan Instructions

Read instructions

first!

Section III: Performance Plan

Identify your key areas of responsibility (KAR) from your job description*

Select the KARs on which you will focus in this evaluation period.

Identify one or more goals for each selected KAR: what you will accomplish and by when

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**

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.

slide10

Step 6: Identify Key Areas of Responsibility

Section III: Performance Plan

What is this?

Key Area of Responsibility:

Description of Goal:

Measurement:

Key Leadership Competency:

Comments and Notes:      

Self Rating:

Self Evaluation:      

Manager’s Rating:

Manager’s Evaluation:      

Choose an Item

slide11

Key Area of Responsibility

Job

Description

What is it?

#1 KAR

#2 KAR

#3 KAR

#4 KAR

#5 KAR

…represents your main responsibilities

as outlined in your job description.

How many KARS

do people have?

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
slide12

Step 7: Set Performance Goals

“What”

is to be

accomplished?

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:      

Choose an Item

Choose an Item

slide13

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

slide14

Step 8 & 9: Identify Criteria forMeasurement

“How”

will you know when the goal

is accomplished ?

Key Area of Responsibility:

Description of Goal:

Measurement:

Key Leadership Competency:

Comments and Notes:      

Self Rating:

Self Evaluation:      

Manager’s Rating:

Manager’s Evaluation:      

Choose an Item

Choose an Item

KAR: Budget Management

Goal: 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 Solving

Leadership competencies can be found on Doc B for convenient reference when planning.

slide15

Step 10: Professional Development Plan:

Instructions

Read instructions

first!

Section IV: Professional Development Plan Instructions

  • Set a goal for each of the Institutional Competencies
  • Optional
    • Identify a leadership competency, of your choice, for development
    • Identify a professional development goal(s) of your choice
slide16

Step 11:Institutional Competency

Section IV: Professional Development Plan

Leadership Competency: Improves ProcessesEncourages 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:      

Comments and Notes:      

Self Assessment:  

Self Evaluation:    

Manager’s Assessment:

Manager’s Evaluation:      

Choose an Item

Choose an Item

slide17

Institutional Competency Example

Section III: Professional Development Plan

Leadership Competency: - Improves ProcessesEncourages 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 waste

Comments and Notes:      

Self Assessment:

Self Evaluation:      

Manager’s Assessment

Manager’s Evaluation:      

Choose an Item

Choose an Item

slide18

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 trainingby 3-1-10.    

Comments and notes:      

Self Assessment:

Self Evaluation:      

Manager’s Assessment:

Manager’s Evaluation:  

Choose an Item

Choose an Item

slide19

Step 13: Meet

Discuss and revise as necessary.

slide20

Step 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!
slide21

Comments and Notes–

Performance Plan Example

Section II: 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:      

Choose an Item

Choose an Item

KAR: Budget Management

Goal: 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 ; 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.

slide22

Comments and Notes–

Professional Development Example

Leadership Competency: Improves ProcessesEncourages 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:      

Section III: Professional Development Plan

Choose an Item

Choose an Item

slide23

Step 15: Evaluation and Assessment

If you have kept notes throughout the year, the Leadership Performance Evaluation should be easy to complete.

slide24

Rate and Evaluate Individual Goals

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:      

Choose an Item

  • Drop-down Menu
  • Not Met
  • Approaching
  • Successful
  • Exemplary

Choose an Item

overall performance summary and rating
Overall Performance Summary

Overall Performance Rating:

Overall Performance Summary and Rating

Complete an overall summary

Choose an Item

Drop-down Menu:

Rate the overall performance

slide26

Assess and Evaluate Individual Competencies

Institutional Leadership Competencies for 2009-2010

Process-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

  • Drop-down Menu
  • Knows
  • Does
  • Does Consistently
  • Teaches/Mentors

Choose an Item

overall professional development summary
Overall Professional Development SummaryOverall 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
Step 16 & 17: Meetand Sign

Discuss overall summaries, ratings and assessment.

Manager's SignatureDate

Employee's SignatureDate

Sign the form

step 18 make copies
Step 18: Make copies

The manager gives a copy of the final evaluation to the employee and the Department’s main Administrator.

start early
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.