Performance Management at Middlesex Hospital

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Performance Management at Middlesex Hospital

  1. 1. Performance Management at Middlesex Hospital: Joint Commission Compliance and the Battle Against Paper
  2. 2. <ul><li>Karen Scoville: Director Employee Relations </li></ul><ul><ul><li>Joint Commission Competency Assessment </li></ul></ul><ul><li>Cindy Parker: HRIS/Payroll Manager </li></ul><ul><ul><li>Diagnosis: The Problems </li></ul></ul><ul><ul><li>Treatment: The Process </li></ul></ul><ul><li>Trish Rajotte: HR Generalist/Project Lead </li></ul><ul><ul><li>Prognosis: The Outcome/Conclusion </li></ul></ul><ul><li>Don Berman: H RTMS Talent Management Consultant </li></ul><ul><ul><li>PE System Demonstration </li></ul></ul>
  3. 3. Joint Commission Competency Assessment <ul><ul><li>Job description documentation for all positions </li></ul></ul><ul><ul><li>Clear definitions of competencies according to specific needs, laws and regulations </li></ul></ul><ul><ul><li>Periodic performance evaluations </li></ul></ul><ul><ul><li>Grounded in organizations performance improvements efforts </li></ul></ul><ul><ul><li>Regular collection and analysis of data on patterns trends and training needs </li></ul></ul>
  4. 4. DIAGNOSIS: The problems <ul><ul><li>Difficulty locating documents when needed </li></ul></ul><ul><ul><li>Reviews were sometimes lost </li></ul></ul><ul><ul><li>HRTMS help early on with excel based product </li></ul></ul><ul><ul><li>Most systems require us to adapt to them, HRTMS adapted the system to our needs </li></ul></ul><ul><ul><li>Difficulty insuring reviews were completed on time </li></ul></ul><ul><ul><li>Difficulty keeping job descriptions up to date </li></ul></ul><ul><ul><li>HR didn’t always have the required expertise to maintain job </li></ul></ul><ul><li>descriptions </li></ul><ul><ul><li>Many evaluations required manual intervention and tweaking </li></ul></ul><ul><li>particularly for nurses (tier) compensation </li></ul>
  5. 5. TREATMENT: The process <ul><ul><ul><li>Well developed review document and manual process </li></ul></ul></ul><ul><ul><ul><li>Project Staff turnover hindered progress </li></ul></ul></ul><ul><ul><ul><li>Tried leveraging Excel spreadsheets-but problems persisted </li></ul></ul></ul><ul><ul><ul><li>Chose HRTMS Performance because: </li></ul></ul></ul><ul><ul><ul><ul><li>Allowed us to maintain the things that worked about our current process while eliminating the negatives </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Cost Effective </li></ul></ul></ul></ul><ul><ul><ul><li>HR took an active role and assigned responsibility to specific individuals </li></ul></ul></ul><ul><ul><ul><li>Leveraged HRTMS domain expertise and staff augmentation when needed </li></ul></ul></ul>
  6. 6. PROGNOSIS: The Outcome <ul><ul><li>Automated PE system handles reviews online </li></ul></ul><ul><ul><li>Evaluations can be retrieved for any employee at any time </li></ul></ul><ul><ul><li>HR can see where in process reviews are at any time </li></ul></ul><ul><ul><li>Overdue reviews are brought to HR’s attention and routed for appropriate signoff </li></ul></ul><ul><ul><li>Employees e-sign review and confidentiality agreement </li></ul></ul><ul><ul><li>Merit increases are controlled and distributed </li></ul></ul><ul><ul><li>Job description can be updated by managers but controlled centrally by HR </li></ul></ul><ul><ul><li>Able to handle specialized process for directors, doctors and admins </li></ul></ul><ul><ul><li>Able to automate difficult tier structure for compensating certain nursing positions </li></ul></ul>
  7. 8. PROGNOSIS: Conclusion <ul><ul><li>Roll out in phase approach by department </li></ul></ul><ul><ul><li>Capture updated job descriptions as we go </li></ul></ul><ul><ul><li>Learn as we go and tweak system appropriately </li></ul></ul><ul><ul><li>Expect dramatic decrease in manual effort </li></ul></ul><ul><ul><li>Expect Improved compliance and reduced stress during competency assessments </li></ul></ul><ul><ul><li>Using this technology to solve other painful manual processes starting with Position Change Notice form </li></ul></ul>
  8. 9. Thank You <ul><li>Karen Scoville: Director Employee Relations </li></ul><ul><ul><li>[email_address] </li></ul></ul><ul><li>Cindy Parker: HRIS/Payroll Manager </li></ul><ul><ul><li>[email_address] </li></ul></ul><ul><li>Trish Rajotte: HR Generalist/Project Lead </li></ul><ul><ul><li>[email_address] </li></ul></ul><ul><li>Don Berman: HRTMS Talent Management Consultant </li></ul><ul><ul><li>[email_address] </li></ul></ul><ul><ul><li>Talentmanagementsuite.com </li></ul></ul>

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