Advantages of PM

The goal of Performance Management is for the organization and individuals within it to perform at an even higher level than we do now - to be at our best every day. Simply put, higher performance from each individual will result in better outcomes, experiences, and value for the children and families we serve - whether through innovative research, high quality care, safe practices, stellar service, or education we provide. It will be no small feat because we are already a recognized results leader. But as healthcare reform evolves, research funding becomes more competitive, and our customers have choices for the services they receive, enhancing our performance to truly be the leader in improving child health will position us for success.

Organizations around the world have had great success in driving higher performance by using the Performance Management model. It is designed to reward performance appropriately, and it gives each of us the tools to set and achieve goals that will enable us to be recognized as high performers.

These are some of the advantages of Performance Management:

• Clear Goal Alignment. One of the hallmarks of employee engagement and high performing organizations is that employees fully understand how their individual roles and performance support and impact overall organizational performance. All employees will have the opportunity each year to set individual goals that align with the overall goals, strategy, and core values of Cincinnati Children's. So, we'll each have a clearer understanding of how our individual performance supports and impacts overall CCHMC performance.
• Appropriate Rewards. Performance Management will help us to better reward performance with a streamlined rating scale and flexible target ranges. Our current system does not allow us to differentiate and appropriately reward performance to ensure we retain top talent.
• Transparent Decision-Making. Performance Management will ensure that we each know what is expected of us every year. So, when we are evaluated, there will be no surprises. We - - and our managers - - will know what criteria are being used, from the very beginning.
  
• Greater Consistency. Performance Management integrates the specific behaviors identified in our Core Values, our CARES standards, our Leadership Values and Expectations, and in our Expected Safety Behaviors. Managers will be trained to evaluate employees on these criteria.
• Better Planning and Budgeting. With Performance Management, we will now have a common annual review date of September 1 and a common merit salary increase date of October 1 for all employees. This will help the organization better plan budgets because all salary information will be known at the same time. It will also promote better consistency in performance reviews because managers will be considering performance for everyone simultaneously.
  
• Green Process. With Performance Management, we will begin using an online system that is part of Employee and Manager Self Service. Instead of completing paper forms and faxing them Human Resources, all aspects of Performance Management will be handled online.