Manager 5 Point Rating Scale
Manager Job Description 5 Point Behavioral Rating Scale (Job Code 6606)
If you are completing a self evaluation as a manager or are evaluating a manager, please use this tool to guide your evaluation. It is suggested that you circle or highlight the behaviors that are consistently performed. It you circle behaviors in the "exceed expectation" or the "outstanding" columns, please be prepared to share examples of how you consistently demonstrate those behaviors. If you have questions about using this tool, please email 5point@vanderbilt.edu.
Key Function 1: Leading: Motivating and Influencing
Key Function
Does not
Performs
Meets Expectation
Sub-bullet
Perform
Inconsistently
1
2
Competent - 3
1A Collaborates to operationalize the mission, strategic plan, budgets, resources allocation, operational plans, and policies for PCC, Hospitals and Vanderbilt Clinic.
? Actively participates in meetings where goals are established and reviewed.
? Assesses progress toward goals by using data. "Course correct" if necessary.
? Aligns departmental and individual goals with organizational goals.
? Department staff and leadership team able to articulate mission & goals for year and performance expectations that support those goals.
? Reports progress toward goals to leadership and departmental staff.
Exceeds Expectation
Proficient - 4
Competent criteria + ? Role models and coaches others related
to prudent utilization of resources. ? Independently anticipates changes in
resource needs. ? Interprets operational data to make
adjustments for department. ? Independently manages change
initiatives. ? Translates organizational mission and
vision to and practical implications at the department level.
1B. Creates vision, sets objectives, and manages multiple activities aligned with the organizational mission.
? Creates and implements plans to facilitate change.
? With coaching, manages change initiatives.
? Participates in department-wide committees, councils and other leadership activities.
? Participates in some aspects of organization-wide committees, councils and other leadership activities.
1C Recognizes and rewards desired performance. Supports retention of staff using techniques consistent with Elevate framework.
Updated 2.10.11
? Provides direction to enhance the
Competent criteria +
performance of the healthcare team
? Sustained performance of Elevate "must
? Fully utilizes organizational Reward and
haves" for dept. leadership team and
Recognition program.
staff.
? Full implementation of the Elevate
? Purposefully alters leader rounding to
"must haves"- rounding for outcomes,
coach staff to implement change or
thank you notes. (documented in
sustain desired outcomes.
rounding logs or other reporting
? Strategically uses Reward and Recognition
mechanisms)
program to reinforce behaviors that
? "Manages-up" staff, departments, and
support specific outcomes.
organization.
? Anticipates and plans for growth and
other changes that impact staff
satisfaction.
? Recognizes and rewards staff within and
outside of department.
? Monitors staff satisfaction and turnover
Page 1 of 11
Outstanding
Expert - 5
Proficient criteria + ? Uses external networking and
benchmarking to evaluate practice, outcomes, and progress toward goals. ? Leads projects and teams external to their area of responsibility to improve performance/ establish new practice. ? Coaches staff to become change agents through use of Shared Governance principles. ? Strategically and independently manages change initiatives evidencing use of theory. ? Department staff and leadership team actively involved in assessment of progress toward goals and can articulate such. ? Trends data and develops innovative goals to support mission of the organization. ? Active in external networking ? includes formal sharing of expertise and experience. Proficient criteria + ? Mentors others across organization to reward desired performance. ? Leads ongoing development and implementation of strategic plan to address local staff satisfaction and retention issues.
Key Function Sub-bullet
Does not Perform
1
Performs Inconsistently
2
Meets Expectation Competent - 3
Exceeds Expectation
Proficient - 4
data and uses information to develop motivational tactics.
Outstanding Expert - 5
Key Function 2: Communication: Active Listening and Communicating - Clearly (verbal and written)
Key Function
Does not
Performs
Meets Expectation
Exceeds Expectation
Outstanding
Sub-bullet
Perform
Inconsistently
1
2
Competent -3
Proficient -4
Expert - 5
2A Develop an environment of trust, fairness, consistency and confidentiality with team members and with other internal and external customers consistency, and confidentiality with team members and with other internal and external customers consistent with VUMC Credo.
2B Listens and seeks clarification through Elevate rounding. Completes rounding log and uses findings to develop solutions to identified issues within scope of accountability.
? Establishes and implements formal and
Competent criteria +
Proficient criteria +
informal methods of communication. For ? Involves staff in agreements related to
? Mentors other leaders in fostering an
example:
clinical performance and other team
environment of trust, fairness, etc.
? Regular staff meetings
behavior expectations.
? Active in external (outside of VUMC or
o Clinic/Unit board
? Role models maintaining an environment
own service) networking ? includes
o Rounding
of trust, fairness, etc. (feedback from 360
formal sharing of expertise and
? Website
evaluation and/or staff survey data)
experience.
? Newsletter
? Proactively partners with physicians or
? Bulletin boards
other healthcare team members in goal
? Email, phone, pager, etc...
setting, information sharing, issue
? Consistently interprets and applies performance expectations/policies.
identification, education, and problem solving, process evaluation.
? Consistently uses organizational resources
for managing individual and team
performance issues (i.e. HR, OET, EAP,
etc).
? Reviews rounding logs to identify issues Competent +
Proficient +
and trends.
? Role models rounding practices to other ? Expands target audience for rounding to
? Develops action plans to address issues
team members and coaches their
include key stake-holders and external
identified in rounding.
development.
customers.
? Trends data and develops action plans
based on identified trends/issues.
Updated 2.10.11
Page 2 of 11
2C Shares knowledge across multiple disciplines and departments. Represents needs and interests of direct reports to all levels of leadership. Communicates effectively orally and in writing.
? Participates in departmental
Competent +
Proficient +
interdisciplinary processes.
? Collaborates with other departments for ? Leads interdisciplinary organizational
? Partners with others to enhance patient
process or quality improvement.
initiatives.
care through interdisciplinary activities
? Independently develops project proposals ? Demonstrates advanced group facilitation
such as education, consultation,
and effectively communicates proposals
skills and mentors others.
management, technological
both orally and in writing.
? Influences organizational plans and
development, or research opportunities. ? Evaluates and revises plans on a regular
processes by communicating results of
? Communicates needs of direct reports to
basis.
department projects.
influence the development of
? Independently facilitates group process ? Negotiates for resources to meet the
department and organizational plans and
and follow up.
needs identified by stakeholders.
processes.
? Advocates for the needs of direct reports
? Documents processes and
while considering the needs of others
communications.
and/or the organization in the
? With coaching, develops project proposal
development of plans and processes.
and communication plan.
Key Function 3: Standards and Accountability - Accountability
Key Function
Does not
Performs
Meets Expectation
Exceeds Expectation
Outstanding
Sub-bullet
Perform
Inconsistently
1
2
Competent -3
Proficient -4
Expert ? 5
3A Leverages the performance development process of goal setting, ongoing assessment, coaching and performance evaluation to achieve goals. Accountable for formal evaluation of staff.
? Ensures 100% completion of mid-year
Competent +
Proficient +
conversations and annual evaluations for ? Coaches staff to relate individual
? Motivates and mentors individuals in
all staff and accurately utilizes tools for
performance to overall goals of dept.
career progression (i.e. Novice to expert,
appropriate placement in advancement ? Coaches others in providing effective
professional practice model, higher
systems (e.g., VPNPP).
feedback.
education, certification, promotion).
? Assists staff in establishing goals to
? Utilizes formal and informal
? Mentors other leaders in performance
progress on continuum from novice to
communications to enhance
improvement (i.e. educate organizational
expert.
performance, motivate professional
leaders in peer evaluation).
? Provides opportunities that support staff
development and recognize goal
to progress professionally.
achievement.
? Engages in a formal process, seeking
? Educate and coach charge nurses and unit
feedback regarding one's own practice
leadership re: factors that motivate
from patients, peers, professional
individual staff performance.
colleagues, and others.
? Establishes a feedback process among
? Manager recognizes each individual's
staff and peers, patients etc., to improve
strength, challenges and potential.
performance.
3B Accountable for the delivery of quality patient care. Interprets policies and procedures to staff and patients/families.
Updated 2.10.11
? Ensures that department is compliant
Competent +
Proficient criteria +
with industry standards of care,
? Takes an active role or leads in
? Leads organizational efforts to improve
recommended practices and regulatory
departmental, interdepartmental, or
patient/work flow.
requirements, and clinical guidelines.
organizational committees to drive
? Leads efforts to resolve system issues
? Monitors and manages safe and effective
clinical improvement.
either internal or external to department.
patient throughput to facilitate patient
? Resolves Identified systems issues using ? Mentors others in effective leader
flow and meet area volume goals.
quality improvement processes.
rounding techniques.
? Communicates resolution of issues
? Identifies and elevates system issues, and ? Develops a plan for addressing issues
identified through leader rounding in a
recommends process or structural
requiring additional resources with
timely and consistent manner.
changes, including policy, procedure, or
budgetary justification and an evaluation
Page 3 of 11
3C Accountable for ensuring that clinical assignments are based on patient care needs and demonstrated staff competencies
Updated 2.10.11
? Demonstrates an understanding of
protocol documentation, as needed.
process.
organizational and area policies and
ensures compliance.
? Ensures that health information resources
within the area of practice are accurate,
readable, and comprehensible for
patients.
? Fosters an environment that includes the
patient in the decision making process
and incorporates patient preference
where appropriate.
? Responsible for staffing and scheduling of
Competent +
Proficient criteria +
personnel.
? Independent in providing interpretation ? Seeks innovative staffing solutions to
? Ensures that assignments reflect
of staffing guidelines and professional
meet the changing healthcare
appropriate utilization of personnel,
standards of care to others (i.e. finance).
environment.
considering scope of practice, national
? Standardize services, processes,
? Mentors novice leaders as relates to
standards, competencies,
resources and practice to improve
clinical assignments and related issues.
patient/client/resident needs, and
efficiency and productivity.
? Plans and advocates for innovative
complexity of care.
? Coaches unit leadership to understand
staffing solutions based on
? Ensures role clarity among immediate
and meet budgetary staffing targets so
professional/organization guidelines.
team members.
they can make appropriate, independent ? Involved in organizational clarification of
? Utilizes benchmarking tools to assess
decisions and monitor/report on the
roles insuring consistency of practice.
staffing model and advocate for change
process.
when changes are indicated.
? Continually evaluates and gathers data on
? Ensures staffing model, budget and acuity
internal and external sources for staffing
are aligned (e.g., bi-weekly variance and
guidelines and professional standards of
monthly budget performance report).
care.
? Interprets staffing guidelines and
? Checks for consistency of roles between
professional standards of care to others
immediate team and the organization.
(e.g., finance).
? Coaches unit leadership to meet
budgetary staffing targets.
? Ensures that staff have resources needed
to meet needs of complex patient
populations.
? Interprets, communicates, and facilitates
appropriate use of employee benefits in
collaboration with Human Resources
(e.g., FMLA, personal leave, medical
leave, jury duty, etc.)
Page 4 of 11
Key Function 3:
Key Function Sub-bullet
3D Accountable for a safe, therapeutic and customer-friendly environment. Actively utilizes customer satisfaction information to improve the care delivery system. Monitors quality and satisfaction outcomes and coaches team members as required.
Standards and Accountability ? Clinical Quality Management and Service Orientation
Does not Perform
Performs Inconsistently
Meets Expectation
Exceeds Expectation
Outstanding
1
2
Competent -3
Proficient -4
Expert ? 5
? Monitors and meets targets for clinical
Competent +
Proficient +
quality and internal and external
? Anticipates and plans for growth and
? Mentors others across organization
customer satisfaction and utilizes data to
other changes that impact patient
to improve patient satisfaction and
develop strategies to improve or sustain
satisfaction.
clinical quality.
service.
? Exceeds organizational targets related to
? Leads ongoing development and
? Uses Reward and Recognition program to
patient satisfaction.
implementation of strategic plan to
reinforce behaviors that support patient ? Effectively collaborates with Health Care
address patient satisfaction.
satisfaction. ? Recognizes the opportunity and assures
Team to develop improvement tactics.
? Contributes to organizational efforts toward patient satisfaction.
service recovery.
? Consults experts to support clinical
quality and patient satisfaction.
3E Accountable for clinical leadership utilizing evidence based standards.
3F Develops and implements area specific quality plan linked to organizational goals. Uses appropriate processes and models to monitor and proactively manage risk.
Updated 2.10.11
? Uses current evidence as a foundation to
Competent +
Proficient criteria +
improve performance and supports
? Collaborates to synthesize research or
? Contributes to nursing knowledge
changes to clinical, leadership, and
other information that discovers,
by conducting or synthesizing
educational practice.
examines, and evaluates knowledge,
research or information that
? Creates and sustains an environment that
theories, criteria, and creative
discovers, examines, and evaluates
encourages and supports evidence-based
approaches to improve healthcare
knowledge, theories, criteria, and
practice.
practice.
creative approaches to improve
? Ensures maintenance, repair,
? Disseminates research findings through
healthcare practice.
replacement, and upgrade of equipment
activities such as consultations, journal
and supplies in alignment with
clubs, presentation, publications, etc.
regulations, policies and procedures.
? Designs area-based quality improvement Competent +
Proficient criteria +
initiatives.
? Educates and coaches others to support ? Provides vision and establishes structure
? Demonstrates an understanding of the
organizational goals and external drivers
to sustain optimal outcomes and improve
organizational goals and external drivers
for patient and staff safety and quality.
safety.
for patient safety and quality.
? Takes an active role or Leads
? Leads multidisciplinary organizational
? Participates in the development of
multidisciplinary departmental teams in
teams in quality improvement and safety
standards that incorporate cost and
quality improvement and safety
initiatives.
clinical effectiveness, patient satisfaction,
initiatives.
? Leads organizational quality and safety
patient safety and continuity and
? Participates on organizational quality
improvement teams (i.e. Smooth Moves,
consistency among Health Care Team.
improvement teams (i.e. Smooth Moves,
BSI, VAP).
? Utilizes data sources to monitor
BSI, VAP).
? Partners with informatics to create
established internal and external
? Seeks additional data sources to enhance
organizational data reports.
benchmarks to drive clinical
understanding and advance improvement ? Mentors others in the development and
improvement.
efforts (lit review, meta-analysis).
implementation of quality plans.
? Develops, implements and evaluates
? Coaches staff in the interpretation,
corrective action plans for identified
understanding and application of
areas of risk.
evidence to practice.
? Appropriately, delegates assigned tasks ? Selects and implements strategies to
and authority to others and holds them
meet the needs of complex patient
accountable for completion.
populations.
Page 5 of 11
................
................
In order to avoid copyright disputes, this page is only a partial summary.
To fulfill the demand for quickly locating and searching documents.
It is intelligent file search solution for home and business.
Related download
- grading scheme based on a 5 point scale
- 5 point rating scale
- calculating averages of student ratings for 5 point scale
- university of denver performance management 5 point rating
- performance appraisal with seven point rating scale
- self assessment of skill level skill areas 5 4 3 2 1
- in this session 5 point rating scale
- manager 5 point rating scale
- competency definitions example behaviors rating scales
- likert scale examples for surveys iowa state university
Related searches
- 4 point rating scale performance
- 4 point rating scale examples
- 5 point rating scale definitions
- 5 rating scale performance
- 5 point rating scale examples
- rating scale 1 5 examples
- 1 5 rating scale template
- 5 point likert scale template
- 5 point rating scale sample
- 1 5 rating scale examples
- 3 point rating scale definitions
- 4 point rating scale definitions