In healthcare, caregivers and administrators are busy around the clock ensuring that patients receive quality care. However, taking the time to properly manage and complete the performance appraisal process is essential for maintaining employee engagement, satisfaction, and compliance with regulatory bodies.
If your organization relies on a manual performance management process or you’re transitioning from one system to another, here are five questions to consider before you implement a performance management system:
1. How are job descriptions maintained and how will the system help automate onboarding?
Ideally, a performance management system will provide an easy-to-use tool for updating job descriptions and routing them to managers for approval. Look for a solution that allows for annual reviews of job descriptions, as recommended by accreditation agencies.
Also, consider a system that can help new hires complete administrative tasks prior to their first day. For example, the system should allow employees to complete the following tasks prior to coming onboard: Signing off on job descriptions; signing off on the organization’s personal appearance and harassment policy; completing Internet acknowledgment forms; reviewing absenteeism policy and various safety policies; completing the acknowledgment of compliance. Automating as many of the administrative aspects of the onboarding process as possible gives hospitals more time to focus on reinforcing values and other activities that contribute to improving patient care.
2. Are job descriptions integrated into the performance evaluation?
In healthcare, job descriptions are very detailed and serve as an essential part of the evaluation process. Employees should have a simple way to review and acknowledge that they’ve read their job descriptions and committed to them. This integration reduces surprises during the evaluation process and is critical for maintaining compliance with various organizations, such as The Joint Commission.
3. Can performance evaluations be structured around goals?
Many healthcare organizations are moving to goal-based evaluations as a way to align employee behaviors with organizational goals and improve employee engagement. Flexible performance management systems allow organizations to assign cascading goals to evaluations and measure goal alignment.
4. Is it easy to track the status of employees’ periodic performance evaluations?
Regular evaluations and conformance to organizational evaluation policies are very important to accreditation organizations. One way to meet these requirements is to use a performance management system that proactively sends reminders to managers and employees when evaluations are due.
5. Is it possible for managers to capture feedback between annual evaluations in a systematic way?
Both positive and negative feedback for employees should be captured throughout the review cycle. This information serves as a reference during the performance evaluation process. If the performance management system offers alerts about revisit dates, it’s easier for managers to follow up with employees on particular issues.
To learn more, download our white paper, 5 Best Practices for Implementing an Automated Performance Management System, to learn best practices from three hospitals who successfully launched a new performance management process while implementing HealthcareSource Performance Manager.