performance & compensation: what’s new & on the horizon€¦ · what’s new & on the...
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The HealthcareSource User ConferenceNovember 6-9, 2016JW MARRIOTT • WASHINGTON, DC
PERFORMANCE & COMPENSATION: WHAT’S NEW & ON THE HORIZON
Brittany MorrisonProduct ManagerHealthcareSource
Allison LevinDirector of Customer SuccessHealthcareSource
JOIN THE CONVERSATION
• Be sure to tweet and post what you’ve learned in this presentation!- Twitter: @quality_talent- Instagram: @healthcaresource- #TalentSymposium16
• Attendees that are active on social media will be entered to win FUN prizes during the conference!
AGENDA
• What’s New in 2016- Introduction to Continuous Delivery- Building Platform Bridges- Employee Development & Engagement- Iterative Improvement & Enhancements
• What’s on the Horizon- Closing the Feedback Loop- Administrative Ease Enhancements
• Question & Answer
CONTINUOUS DELIVERY
• - Henry Ford
“Coming together is a beginning; keeping together is progress; working together is a success.”
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PLATFORM
POSITION MANAGER 11 INTEGRATION
•HRIS
•Job Summary
•Employee ID
BUSINESS PROBLEMS
7
Managers Hiring Managers Platform UsersDo not have a summary
of their employees’ performance information and as a result, need to
scour the product to get a holistic view of their staff.
Do not have access to performance data when considering an internal applicant. Because of this, they are forced to
either settle for an incomplete picture or rely on others to get the data.
Do not have one spot to view aggregate
information about an employee. Users need to look in four different
systems to piece together the information.
DEVELOPIdentified development opportunities are used to create an actionable development plan
INFORM
Development Report is presented in Performance Manager for review
ASSESSManager sends assessment directly through Performance Manager
ASSESSMENTS INTEGRATION
EMPLOYEE DEVELOPMENT
DEVELOPMENT PLANS
• Plan. This is the overarching objective for the employee, such as Improve Leadership Skills. It defines the overall goal for the employee.
• Development Opportunities. These are the specific behaviors that drive the overall goal of the plan. Plans can have multiple development opportunities for the employee to improve upon.
• Activities. Activities are specific tasks that directly associate to a development opportunity for the plan. These include things like taking a course or seminar, demonstrating aptitude with colleagues, etc.
USER INTERFACE REDESIGN
NEW TASKS PAGE
TABLE UPDATES
All new tables allow for:
• Searching
• Sorting
• Pagination
• Configuration of page sizes
EMPLOYEE SEARCH
• Faster, easier to access functionality for searching and impersonating employees
CHECKLISTS
• Modern user interface
• Configurable printing options
• Support for searching content of checklist
• Ability to send Self Assessment tasks
• Flexibility to require employee sign-off
• Allow multiple validators to work on same skill
MISCELLANEOUS UPDATES & FEATURES
MISCELLANEOUS UPDATES & FEATURES
• Configurable Appraisal Status Report
• Ability to distribute Performance Goals
• Automatically reassign/delete tasks
• Proxy appraisal sign-off
• Notification when appraisal is complete
• Ability to hide template sections from an appraisal
• Approval workflow
• New Compensation settings & administrator functionality
MISCELLANEOUS UPDATES & FEATURES• Configurable Appraisal Status Report
• Ability to distribute Performance Goals
• Automatically reassign/delete tasks
• Proxy appraisal sign-off
• Notification when appraisal is complete
• Ability to hide template sections from an appraisal
• Compensation approval workflow
• New Compensation settings & administrator functionality
MISCELLANEOUS UPDATES & FEATURES• Configurable Appraisal Status Report
• Ability to distribute Performance Goals
• Automatically reassign/delete tasks
• Proxy appraisal sign-off
• Notification when appraisal is complete
• Ability to hide template sections from an appraisal
• Compensation approval workflow
• New Compensation settings & administrator functionality
•Delete tasks assigned to terminated users
•Reassign tasks when an employee’s manager changes
•Both are settings-based
MISCELLANEOUS UPDATES & FEATURES• Configurable Appraisal Status Report
• Ability to distribute Performance Goals
• Automatically reassign/delete tasks
• Proxy appraisal sign-off
• Notification when appraisal is complete
• Ability to hide template sections from an appraisal
• Compensation approval workflow
• New Compensation settings & administrator functionality
MISCELLANEOUS UPDATES & FEATURES• Configurable Appraisal Status Report
• Ability to distribute Performance Goals
• Automatically reassign/delete tasks
• Proxy appraisal sign-off
• Notification when appraisal is complete
• Ability to hide template sections from an appraisal
• Compensation approval workflow
• New Compensation settings & administrator functionality
MISCELLANEOUS UPDATES & FEATURES• Configurable Appraisal Status Report
• Ability to distribute Performance Goals
• Automatically reassign/delete tasks
• Proxy appraisal sign-off
• Notification when appraisal is complete
• Ability to hide template sections from an appraisal
• Compensation approval workflow
• New Compensation settings & administrator functionality
MISCELLANEOUS UPDATES & FEATURES• Configurable Appraisal Status Report
• Ability to distribute Performance Goals
• Automatically reassign/delete tasks
• Proxy appraisal sign-off
• Notification when appraisal is complete
• Ability to hide template sections from an appraisal
• Compensation approval workflow
• New Compensation settings & administrator functionality
MISCELLANEOUS UPDATES & FEATURES• Configurable Appraisal Status Report
• Ability to distribute Performance Goals
• Automatically reassign/delete tasks
• Proxy appraisal sign-off
• Notification when appraisal is complete
• Ability to hide template sections from an appraisal
• Compensation approval workflow
• New Compensation settings & administrator functionality
WHAT’S ON THE HORIZON
FEEDBACK
• Reduce subjective outcomes on reviews by collecting manager, peer and self-directed feedback continuously
• Easy to access, not cumbersome to submit
• Solicited and unsolicited feedback
• Ties back to organizational values
JOB DESCRIPTION PERMISSIONS• Share job descriptions only with the
necessary users
• Avoid managers editing job description that do not belong to them
• Support health systems with multiple administrators and facilities
HELP US DESIGN FOR 2017
• “(TBD Topic)” Focus Group- Today at 3:20pm in State 40
• “Reimaging the Performance Review Process”- Tuesday at 2:10pm in Treasury 40
• “Lobby for the Features Your Organization Needs” Focus Group
- Tuesday at 3:20pm in Treasury 40
• - Ken Blanchard
“Feedback is the breakfast of champions.”
Questions?Presenter Contact Information for Additional Questions:
REMEMBER! Rate each session you attend in the
Mobile App
★ ★ ★ ★ ★1-5 Stars,
5 being the best.
THANK YOU!Questions?
Presenter Contact Information for Additional Questions:
REMEMBER! Rate each session you attend in the
Mobile App
★ ★ ★ ★ ★1-5 Stars,
5 being the best.
THANK YOU!
Allison Levinallison.levin@healthcaresource.com
Brittany Morrisonbrittany.morrison@healthcaresource.com
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