HMH 2019 Leader* Goal Setting

[Pages:39]HMH 2019 Leader* Goal Setting

*Non-physician Leaders

042419

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 4/8/19 5/3/19

5/31/19

Milestone

2019 Goal Plan and Goal setting guidance/resources available

Deadline for all Leaders (Supervisors & above; non-physician) to input their 2019 individual goals into MySuccess for senior leader approval 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 clear and specific

Goal is realistically challenging

Goal performance is monitored and

valued

Committed to achieving goal

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 Goals

Specific ? 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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