Benchmark Assignment – Performance Management Plan Proposal

Benchmark Assignment – Performance Management Plan Proposal

HLT313V

HLT-313v Week 5 Topic 5 Discussion 1

Review and summarize the organizational model and structure for your own employer/organization or that of an allied health organization in your chose field. What features of the model work well and contribute to overall performance of the organization? Which features do not work well, or do not work at all? If you had the authority to do so, what elements of your organizational model would you change, and why?

You are required to use and cite a minimum of two references from the GCU Library to support your response.

HLT-313v Week 5 Topic 5 Discussion 2

The assignment in this topic required you to develop a performance management plan for a hypothetical new allied care organization in your field. What regulatory standards will apply to your organization? What accreditation standards? How will these regulations affect the development of your plan, and what measures will you take to ensure your organization is in compliance?

You are required to use and cite a minimum of two references from the GCU Library to support your response.

HLT-313v Week 5 Assignment – Benchmark Assignment – Performance Management Plan Proposal

Performance management is, ideally, an ongoing quality-assurance-based process to provide an organization, its employees, regulatory agencies, accreditors, and other stakeholders with a structured means to support and accomplish mutually identified strategic goals and objectives.

Assume the role of a newly-hired risk management officer for a hypothetical new allied health organization in your chosen career field. You and your team will need to develop the organization’s policies.

The first item you will create will be a performance management plan. Using the Health Resources and Services Administration (HRSA) (http://www.hrsa.gov/quality/toolbox/methodology/performancemanagement/index.html) or other qualified framework, craft a proposal (1,200 words) for a performance management plan for your new organization that includes the following:

Organizational Goals. Provide a statement of your organization’s goals in terms of workplace safety, risk management, or quality improvement. Pick one area, and develop five goals for that one area.

Outline of Organizational Objectives. Outline and provide a brief evaluation of specific objectives that support the organizational goals you previously identified.

Summary of Relevant Performance Measures. Summarize the steps and measures your new organization will adopt to measure performance. Consider: (a) How well measures will align with your stated goals? (b) How do these measures demonstrate a relationship to positive health outcomes? (c) Are the measures you select able to be controlled by your organization (i.e., can your organization effect change in this area?)? (d) Which measures meet criteria related to reliability and validity, and which are standardized?

Performance Baseline. Determine a performance baseline for the measures you have selected. This will enable your organization to conduct comparisons of desired goals versus actual results as time moves on.

Performance Evaluation. Select one of three commonly accepted methods to measure provider quality and summarize the features and why it applies best to your organization. Refer to the assigned reading, “The Measurement of Health Care Performance: A Primer From the Council of Medical Specialty Societies,” by the Council of Medical Specialty Societies (CPSS) (http://www.cmss.org/uploadedFiles/CMSS_Quality_Primer.pdf).

Definition of Success. Define what success means to the organization. Now that you have chosen measures to assess organizational performance, you need to identify what success means to your organization; otherwise, you are chasing a moving target. Be explicit in the level of performance you see as acceptable. This will change as an organization grows, but you need to start somewhere in order to get anywhere.

You are required to use and cite a minimum of three qualified resources from the readings, qualified websites, or the GCU Library in order to complete this assignment successfully.

Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this assignment to Turnitin. Please refer to the directions in the Student Success Center.

 

MORE INFO 

Performance Management Plan Proposal

Introduction

A performance management plan is a document that describes how your organization will track and measure its own performance. It’s an important part of the overall governance strategy, because it gives managers clarity about what needs to be done and when it needs to happen. A good plan will also include who should do what and when they’ll do it—and where those details can be found in a single document or distributed across several documents.

Overall Description

What is the problem you’re trying to solve?

The purpose of this document is to describe how we can use our data science teams and machine learning algorithms to help us identify the best possible future workflows for our company. We have a large number of internal processes that need improvement, and it would be great if we could automatically learn from them without having to hire more people. This will also allow us to scale up our operations as we grow further into new markets.

What are some benefits? And costs associated with this solution?

Purpose and Scope

In a performance management plan, you will:

• Describe the purpose of your organization’s performance management process. This includes defining what success looks like for employees at all levels and describing how results will be measured against this goal.

• Define boundaries for your organization’s performance management system. For example, if you’re implementing an annual review process for managers, then it’s important to identify who can participate in that review and set clear expectations about what kinds of feedback they should provide during an interview with their supervisor or manager (e.g., “I’d like my boss’ feedback on my job performance”).

Stakeholder Engagement

Stakeholder engagement is an essential part of any PMO’s success. It can help you to understand what stakeholders need and how they feel about your program, as well as provide valuable input for decisions about which issues are most important for the organization.

When engaging stakeholders, it’s important that you:

• Listen carefully and understand their concerns before speaking about them or acting on them. This prevents misunderstandings and ensures that everyone involved feels heard and respected by those who make decisions about their future experiences with your company (or product).

• Give everyone in your organization an opportunity to give input during stakeholder engagement sessions—including people who are not directly impacted by this initiative but feel passionately involved nonetheless!

Resources

You will need to determine how many people will be involved in the process, what training they will need and what other resources are required. The cost of these resources can be determined by dividing the total budget by number of participants.

The following costs will be associated with this project:

Communication Plan

The communication plan is the document that outlines how you will communicate with your employees, customers and partners. It’s a roadmap for how to get information out there in a way that makes sense to them. The purpose of this plan is to ensure that everyone knows what’s happening at work and why it matters so they can make informed decisions about their futures at the company.

You should have one person responsible for creating this document and another who manages its implementation throughout the year. This could be either an executive or another member from your team who has experience writing these kinds of things before—but whatever method you choose must be approved by leadership first!

This section will outline what exactly needs to be included here: Who are we talking about? What do we want them all doing when? How long does it take us before we’ve gotten everything done? And how do I measure success with all these changes happening anyway (and if not measuring success then why bother)?

Takeaway:

This is a great example of how to use a takeaway.

The takeaways are:

• What the takeaway is not.

• How it will be used in your proposal.

• How it will not be used in your proposal (the last thing you want to do is make people think that you’re using something for one thing and then telling them that actually you’re using it for another reason).

This is relevant because this section shows how well-rounded and thorough your proposals are going to be!

Conclusion

We believe that a PMP is the right fit for your team. Our proposal will help you put together a plan that works for your company, and we’re ready to hear from you about how we can tailor it to your needs.