HMH 2019 Leader* Goal Setting - teamhmh.com · Goal Setting Requirements Minimum of 3 Goals and Maximum of 5 Minimum Individual Goal weight: 10% Total Goal weight: 100.00% exactly

HMH 2019 Leader* Goal Setting

042419

*Non-physician Leaders

Contents

• Timeline

• The power of setting Goals

• Entering Goals in MySuccess

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Need-to-Know

• Leaders: All Leaders (Supervisor & above; non-physician) are

required to set 3 - 5 formal business-related goals in MySuccess, which

will be included on their 2019 Annual Performance Evaluations

• Nurses & Team Members: If your Nurses and Team Members have

set goals in the past, you may continue this practice. While Nurse and

Team Member performance evaluations currently import goals onto

the form, Nurse and Team Member goals will not directly impact their

overall performance ratings

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Goal Setting Requirements

Minimum of 3 Goals and Maximum of 5

Minimum Individual Goal weight: 10%

Total Goal weight: 100.00% exactly

Enter measurable business goals, not personal/developmental goals

Ask your Leader for guidance & approval

Use Library Goals where possible

Great Places to Work- All leaders should take the appropriate GPTW goal (based on their 2018 Department score) from the Goal Library. No other versions of GPTW goals should be taken.

Patient Experience- All leaders within hospitals that roll up to Hospital Presidents/CHOs should take the appropriate HCAHPS goal for their Hospital from the Goal Library

Finance/Budget- All leaders responsible for a cost center/budget should take the appropriate Budget goal from the Goal Library

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2019 Goals Timeline

Deadline Milestone

4/8/19 2019 Goal Plan and Goal setting guidance/resources available

5/3/19 Deadline for all Leaders (Supervisors & above; non-physician) to input their 2019 individual goals into MySuccess for senior leader approval

5/31/19 Audits and Approval: Senior leaders and leaders discuss goals and review audit reports to gain final goals approval

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Power of Goal Setting

Goal ownership is evident

Goal is realistically challenging

Goal is clear and specific

Committed to achieving goal

Goal performance is monitored and

valued

High Performance

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Power of Goal Setting, con’t.

• Organizations in which team members set goals as part of the

performance management process outperform those without

this component

• Setting specific and challenging goals leads to higher

achievement than vague or easy goals

• 70% of individuals who write down their goals, are likely to

succeed

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Creating SMART GoalsSpecific – What do you want to accomplish? Objectives should be concrete, detailed, and straightforward.

Measurable – How will you measure/monitor success? Objectives should have a well defined unit of measurement to track progress.

Aligned – How does your objective contribute to your department’s goals, division’s goals, and organizational goals?

Realistic – With the current resources, expertise, and information available to you, is the target achievable?

Time Dated – What is the timeframe for accomplishing your goal? Set a start and due date.

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Goal Setting at HMH

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Roles & Responsibilities

EXECUTIVES (VPs & Above)

•Direct how your team will align to the Network Goals

•Create divisional/hospital goals (if applicable)

•Create individual goals

•Communicate expectations of goal setting to your division

•Conduct ongoing check-ins

LEADERS (Supervisors & Above)

• Follow your leader direction on goal setting expectations

•Create individual goals

•Conduct ongoing check-ins

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Help ensure we’re all rowing in the same direction!

Goal Alignment

Goals should be directly connected to (and aligned with) the

Network’s goals

• Vision

• Mission + Beliefs

• Strategic Directions

• Leader’s Goals

Network Goal

Hospital/Divisional Goal

Team Goal

Individual Goal

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Goal Alignment, con’t.

• How do your leader’s goals align to the Network goals and

strategic plan?

• How does your team contribute to the mission, vision and

beliefs?

• How can you contribute to the network, departmental or team

goals?

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Before Creating your Own Goals

Consider the following key factors:

Area of Improvement: What can I do to improve…. Ex. Customer, patient, team member, or physician satisfaction?

Financials? What needs improvement in my work area?

Action: Select an action verb that clearly indicates what you’re going to do and begin the Goal Statement.

Examples:

• Increase

• Conduct

• Decrease

• Initiate

• Execute

• Deliver

Metric: What is the unit of measure? Describe the source of your data- How are you tracking this?

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Some Ways to Impact the Hospital/Division/Network

• Increased Patient Satisfaction score

• Reduced wait times• Reduced turnaround time• Improved clinical outcomes –

decreased nosocomial infections

• Reduced re-admits• Reduced medication errors• Decreased falls• Decreased pressure ulcers• Reduced turnover

• Reduced vacancies• Reduced agency costs• Increased Team Member

satisfaction• Increased Team Member

satisfaction• Increased Physician

Satisfaction• Increased education hours• Decreased overtime• Improved collections

• Reduced accounts receivable days

• Increased operating margin• Increased cash on hand• Reduced legal expenses• Higher volume• Increased revenue• Reduced outpatient no-

shows• Increased market share• Decreased length of stay• Reduced claims

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Sample Goals

• To increase patient satisfaction as determined by the mean score for ABC Department, Overall - by the 4Q19.

4th QTR 2018 Baseline= 95.8

• Reduce number of accidental falls 5% by 4Q19 by ensuring a Fall Risk sticker placed on chart and yellow

slippers given to every patient with Risk Score >3.

• Educate and train leaders to enable them to complete the 2019 Budgets for 75% of the Medical Center's cost

centers by utilizing Budgeting Software, by 3Q19.

• Contribution towards cost efficiency: review & monitor department office supply expenditure (quarterly) to

reduce yearly expenditure by 7% by end 4Q19.

• Increase actual revenue by 2% from 2018 actual for the following departments: X, Y, and Z.

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Pitfalls to Avoid when Creating Goals

• Describing subjective standards of

performance• i.e. “Increase communication within

department”

• Vague statements• i.e. “Increase chart audits”

• Tactics/action steps rather than outcomes• i.e. “Round every day on team members or

patients”• i.e. “Make 10 discharge phone calls per

day”

• Non-strategic or routine goals (i.e. part of

job):

• i.e. “Maintain regulatory compliance”

• i.e. “Round on my patients daily”

• Setting “Easy” Goals

• i.e. targeting something already achieved or setting the actual Target as the Maximum

• Using personal developmental goals

• i.e. “Take a class in…

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Ongoing Feedback and Touch-Points

• Meet one-on-one with direct reports at least once per quarter

• Instill accountability

• Course-correct as needed

• Review results quarterly

• Confirm each direct report doing same

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Goals Check-In Guide (for ongoing feedback and touch-points)

1. Review individual goals.

a. What is the current status of each of the goals ?

b. Which goals are on track?

c. Which goals are off track?

2. Recognize goals that are on track.

a. What actions has the leader taken to positively impact the goals that are on track?

b. Are any of these actions applicable to other goals?

3. Identify barriers to making progress on goals.

a. What is preventing progress on the goals that are off track?

b. What actions should the leader take to positively impact the goals that are currently off track? (Develop specific action items.)

4. Confirm priorities for next check-in.

a. What are the key takeaways from this check-in?

b. Who should complete each action item coming out of this check-in, and by when?

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2019 HMH Leader Performance Evaluations

HMH Leaders

System / Vendor: MySuccess (online SAP SuccessFactors system)

Rating Scale: 1 - 5

Components of Evaluation:

HMH Leader Behaviors 40%

Job Specific Competencies: 20% (1 generic field)

Goals: 40% (3 – 5 Goals) 5 MAXIMUM

20*Supervisors & Above (non-physician)

40%

20%

40%

Leader Behaviors Job Specific Goals

Entering Goals in MySuccess

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Accessing MySuccess

• MyWay PeopleSoft Quick links for Team

Member MySuccess

• www.TeamHMH.com Resources

Performance Management MySuccess

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http://www.teamhmh.com/

Entering Goals in MySuccess

• Log into MySuccess

• Navigate to the Goals section using

the drop-down at the top left of

MySuccess homepage

• Click on + Add Goal

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Choose Individual Goal or Library Goal

• Individual Goal: Create a goal from

scratch

• Library Goal: Search for and select a

fully or partially written template

goal. In some cases the goal is fully

crafted with approved targets. In

other cases you may have to

edit/personalize the goal.

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Goal Setting in MySuccess: Individual Goals

If you select “Individual Goal,”

complete all required fields (*)

Goal Setting in MySuccess: Individual Goals

Goal Description should

be “SMART”

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Setting Your Performance TargetsDefinition of Rating Scale:

• No Accomplishment

• Nothing has been achieved, or results are below baseline

• Baseline or Below Threshold

• Last year’s result or a starting point for a new goal not measured previously

• Threshold

• I have 80% confidence I can achieve this

• Target


• Maximum


“Maximum” Achievements are typically RARE and represent only a small portion of outcomes. Max achievements are outliers and allow for extra reward for unexpectedly high levels of achievement.

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Example*Add Goal

Category Quality/Patient Experience

Goal Description To reduce the percentage of CAUTI (catheter associated urinary tract infection) from last years’ baseline by 12% (2018 Baseline = XX)

Metric/Unit of Measure Percent reduction in CAUTI

1) No Accomplishment: <6%

2) Baseline or Below Threshold:

6-7%

3) Threshold: 8-10%

4) Target: 11-13%

5) Maximum (Extraordinary Success):

>13%

Weight 20%

28*For illustration purposes only. Please consult your leader or Quality team for actual guidance.

Goal Setting in MySuccess: Library Goals

If you select “Library Goal”, select HMH Goals to search

for any pre-populated/approved goals

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Goal Setting in MySuccess: Library Goals

• Select the goal category, then

select the check box next to

the goal that best fits

• Click “Add Selected” to

continue

• Edit the goal as needed.

• Click “Save Changes” to save

the goal.

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People/Culture (GPTW)

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Quality/Patient Experience (HCAHPS)

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Cascading Goals in MySuccess

• Select the check box next to the goal you wish to cascade

• Click “Actions” then select “Cascade” near

top right of goal plan

• Select check box next to team member(s) you want to cascade goal to, then

click “Next” (leaders may cascade goals to any team members that roll up to

them at any level)

• Edit goal as needed (this will edit the goal being cascaded, not your own

original goal)

• Click “Cascade” to finalize

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See Cascading Goals Quick Guide at www.TeamHMH.com

http://www.teamhmh.com/











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Monitoring your Team’s Goals and Status

• Goal Plan Search- In your 2018 Goal Plan,

click your name at top left to access drop-

down search feature to view anyone’s goal

plan

• Goals Dashboard Tile- on MySuccess

homepage, click on “Number of Goals” tile to

see how many goals each leader has set

• Goals Report- Dashboard & Reports

Analytics Ad Hoc Reports 2019

Leader Goals Report

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Locking Goals

• Once your direct reports’ goals are entered and “final” you may “Lock”

them.

• Once Locked, they will be able to update their status fields, but not

change the actual goal or its’ targets

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Mickey Mouse

Internal Resources

• Resources and Quick Guides are posted on TeamHMH, as well as in the Help

& Tutorials sections within MySuccess

• ShowMe Video- When viewing your Goal Plan, you can click the “play”

button at top right for a 5 min. video tutorial on creating goals in MySuccess

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https://www.teamhmh.com/performance-management/

For more info or assistance, please contact:

• Your Leader

• Your Site Human Resources Representative

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Questions?

HMH 2019 Leader* Goal Setting - teamhmh.com · Goal Setting Requirements Minimum of 3 Goals and Maximum of 5 Minimum Individual Goal weight: 10% Total Goal weight: 100.00% exactly

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