Performance Management Overview June 2016

Many organizations have moved away from annual performance reviews and rankings Can we do this?

This is what it will take…  Real-time feedback – on everything from meeting goals to better handling of and learning from missteps – empower growth  Monthly coaching sessions – to collaborate on priorities, progress and resolutions  Developmental focus – will evolve into more of a conversation to guide continued progress, rather than a critique of past actions

1/29/16 6/1/16 6/30/168/31/16 FY16 Leadership goals due Leadership and team member appraisals open for editing FY16 performance appraisal discussions begin Leadership and team member appraisals due Performance Cycle FY16 July 1, 2015 – June 30, 2016

Enhancements to FY17 Appraisal Process for Team Members Universal & weighted 50% Objective examples provided at your request to foster thoughtful conversations about behaviors and their impact on job performance ASPIRE Values RNs: Clinician 1 - Clinician 4 and Wage must set 3 performance goals – due September 30 RN pilot group now has the necessary system functionality at the right time to formally set goals Team Members will have 2 performance cycles to practice goal setting Goal Setting The functionality has existed since 2013 All Team Members must complete a self-appraisal Team Members encouraged to provide performance feedback to colleagues RNs, at all levels, required to participate in both Self- Appraisals & Colleague Input

RN Clinical Career Ladder Behaviors Example: Visit virginia.edu/pnso/clinical- career-ladder for full details

FY17 documents shared Leadership education Goal setting Coaching for performance & development RN education Goal setting Start of FY17 6/8/16 July – Sept 9/30 6/1/17 8/31/17 FY17 goals due (Leadership and RNs) FY17 PM cycle begins FY17 appraisals due Performance Cycle FY17 July 1, 2016 – June 30, /1

Your Performance Management Leader’s Guide Contents:  Intro and Purpose  FY16 Overview  FY17 Transformation  Talking Points / FAQs  Education  Appendix – Appraisal Documents, ASPIRE Rating Scale, and Worksheets

Helpful Tools – Goal Setting Worksheets  Best Practices / structure for FY17 goals  Actual worksheets located online July 1  Deliberate Practice at Leader and RN Education Sessions APPENDIX A

Practice Makes Perfect Use FY16 & 17 to set your team members up for success by:  Developing performance goals  Delivering and receiving colleague input

Helpful Tools – ASPIRE Behavioral Rating Scale APPENDIX F

How to Locate Tools & Resources  Website Website – Knowledgelink – Human Resources – Performance Management  More tools, resources and education will be available JIT

Performance Notes Document, Document, Document!!! Manager Self-Service > Performance MGNT > Maintain Performance Notes Document!!

Setting You Up For Success Self-Appraisals  eLearning module launches – Spring 2017  Job aids, resources, tools provided RN Goal Setting  RN Clinicians 1-4 and Wage only  12 Education Sessions July – Sept.  Co-facilitated by OD and PNSO  Nursing Leadership encouraged to attend  Job aids, resources, tools provided Also includes best practices re: self- appraisals and feedback from colleagues Leader Goal Setting & Coaching  Applies to all Leaders  8 Education Sessions July – Sept.  Job aids, resources, tools provided

Future Education Offerings For Team Members:  Giving & receiving effective colleague Input  Best practices for completing a self-appraisal  Goal setting for FY18 For Leaders:  Coaching for performance & development throughout the year  Goal setting for FY18

In Summary  FY16 appraisals are available now, due August 31  FY17 appraisal period begins July 1 – All team members must complete self-appraisals – RNs Clin 1-4 & wage are required to set 3 performance goals – Goal setting education begins in July, due September 30  Additional education on colleague input, goal setting and coaching for performance is forthcoming  Consider asking team members to practice setting goals & provide colleague input this performance year

Next Steps  Cascade messaging / changing expectations during your FY16 Performance Discussions  Create opportunities to practice goal setting, feedback, and more frequent coaching  Explore the website and encourage your team to do the same