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.

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