Leadership development plan. A CQI approach to management performance appraisals.
In 1993 managers at St. Mary's Hospital Medical Center established the attributes necessary to be a successful leader in St. Mary's continuous quality improvement culture. These leadership attributes formed the basis of a new performance appraisal system for managers. The medical center adopted its new performance appraisal system at the beginning of fiscal year 1994-1995. The objective of the plan is to develop St. Mary's managers' leadership skills. St. Mary's Leadership Development Plan is an ongoing cycle, with three phases. First, managers and administrative representatives jointly agree on objectives to discuss throughout the fiscal year. The objectives reflect the hospital planning and financial goals and objectives, department goals and objectives, and leadership growth opportunities. Each manager is then responsible for gathering feedback from subordinates on how well he or she is meeting the set objectives. Finally, each manager and administrative representative highlight accomplishments achieved during the fiscal year. St. Mary's decided to discontinue pay-for-performance salary increases beginning with the 1994-1995 fiscal year, coinciding with the initiation of the Leadership Development Plan. Manager's compensation is now a flat percentage increase granted to all managers.
St. Mary's Hospital Medical Center, Green Bay, WI, USA.
S V
SV
Fisk
L M
LM
Maas
D002410:Catholicism; D004650:Employee Performance Appraisal / Q000458:organization & administration*; D005568:Forms and Records Control; D006740:Hospital Administrators / Q000592:standards*; D016519:Hospitals, Religious / Q000458:organization & administration*; D006801:Humans; D007857:Leadership; D015279:Organizational Culture; D009937:Organizational Objectives; D011361:Professional Competence; D013192:Staff Development; D017749:Total Quality Management; D014922:Wisconsin