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HEADLINE HERE. Osodiwld sleidn slwaldkfj, also slsdkwqoie in sldk sldkjf ix slseqeod qedksnc qw sldkvob. Osodiwld sleidn slwaldkfj, also slsdkwqoie in sldk sldkjf ix slseqeod qedksnc qw sldkvob. Osodiwld sleidn slwaldkfj. also slsdkwq ue, ix

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  1. HEADLINE HERE • Osodiwld sleidn slwaldkfj, also slsdkwqoie in sldk sldkjf ix slseqeod qedksnc qw sldkvob. • Osodiwld sleidn slwaldkfj, also slsdkwqoie in sldk sldkjf ix slseqeod qedksnc qw sldkvob. • Osodiwld sleidn slwaldkfj. also slsdkwq ue, ix To soclsoe, se volorem zzresldkjf ix slseqeod qvob. • To soclsoe, se volorem zzresldkjf ix slseqeod qvob • To soclsoe, se volorem zzresldkjf ix slseqeod qvob BELIEVE in your Power to achieve Results Kaiser Permanente Mid-Atlantic States REWARD FOR RESULTS Program for 2012 For possible payout in March 2013

  2. Reward for Results:An Inspiration and A Promise • Reward for Results is a way to ensure that Kaiser Permanente employees share in the results when we meet or exceed both our financial and performance goals. Kaiser Permanente Mid-Atlantic States REWARD FOR RESULTS Program for 2012

  3. Reward for Results: Key Principles • Our financial success and some of our performance goals are measured for the Region as a whole when determining if a Reward for Results payment will be made. Some performance goals are measured at facility or service area level. • Our financial success as a Region determines the funds available for the Reward for Results program. • You must be an eligible employee to receive a Reward for Results payment. Kaiser Permanente Mid-Atlantic States REWARD FOR RESULTS Program for 2012

  4. Reward for Results: Guiding Practices • 1. Enhance "Line of Sight" for employees. • 2. Drive improvements in areas important to the strategic direction of the organization. • 3. Engage employees more in decisions affecting their work. • 4. Reward people partially based on where they physically work; many employees directly impact and share in the member's care experience. • 5. Integrate within Service Areas; reward people based on their contribution to the MOB and ultimately, to the success of the service area. Kaiser Permanente Mid-Atlantic States REWARD FOR RESULTS Program for 2012

  5. Reward for Results: Financial Goal • In order for a payment to be made, we must first meet our financial target. • We measure our financial success in terms of our operating margin, which is the amount of revenue we make over our expenses. • The more successful we are, the more funds there will be available to share. Kaiser Permanente Mid-Atlantic States REWARD FOR RESULTS Program for 2012

  6. Reward for Results: Performance Goals • Attendance — Reduce the use of annual and banked sick leave (not including unpaid and FMLA protected leave). • Workplace Safety — Ensure a safe environment for the people of KPMAS. • Service — Ensure our members’ satisfaction with their care and service experience. • Unit-Based Teams (UBTs) — Increase the • number of high-performing teams in the region - percentage based on total number of teams at • year-end 2011. Kaiser Permanente Mid-Atlantic States REWARD FOR RESULTS Program for 2012

  7. Reward for Results: Performance Goals Kaiser Permanente Mid-Atlantic States REWARD FOR RESULTS Program for 2012

  8. Reward for Results: Keeping Track • Updates will be provided: • In department meetings, in UBT meetings, with customized presentations, etc. • With targeted mailings, Plugged In, intranet, general mass announcements, fliers, etc. Kaiser Permanente Mid-Atlantic States REWARD FOR RESULTS Program for 2012

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