Key Responsibilities: Professional Clinical

Job Description / Performance and Review Form

Employee Information
NAME: / JOB TITLE: / SR. Vice President of
Patient Care Services
DEPARTMENT: / Administration / JOB FAMILY: / Executive Management
EVAL PERIOD: / EVALUATOR’S NAME:

Qualifications:

Current RN registration in the Commonwealth of Massachusetts. Masters degree in nursing or related field. Progressive experience in clinical and administrative nursing with three to five years of experience at the Vice President level.

Physical Requirements:

Exerts up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects. Frequently reaches (extending hands and arms in any direction), and handles (seizing, holding, grasping, turning, or working with hands).

Age Specific Criteria

The following guidelines are used to determine which job responsibilities

require age specific measures:

provides care or direct service to the patients
works in close proximity to the patients
interacts on a regular basis with patients

Statement of Other Duties
This document describes the major duties and responsibilities for this job, and is not intended to be a complete list of all tasks and functions. It should be understood, therefore, that employees may be asked to perform job-related duties beyond those explicitly described.

Revised 12/04

Performance Evaluation Responsibilities

Directions: Using the legend below, put an 'X' in the appropriate box that BEST describes and BEST reflects the

employee’s performance within the last year. All “Exceeds Expectation (EE)” and “Does Not Meet Expectations (DN)” responsibilities must be described in the “Comments” section.

Legend: DN = Does Not Meet ExpectationsMS = Meets Some Expectations

ME = Meets Expectations EE = Exceeds Expectations

Hospital – Wide Customer Service Standards
DN / MS / ME / EE / Comments / Key*
Conducts interactions with everyone in a friendly, courteous and respectful manner.
Goes out of his/her way to offer assistance to others. If he/she cannot offer assistance, then finds someone who can.
Advocates to ensure privacy and confidentiality while helping others to maintain awareness.
Maintains a clean and safe hospital.
Core Responsibilities For Hospital Employees
Responds appropriately and immediately in emergency situations.
Maintains a safe and healthy environment for patients, visitors, and/or staff to provide the highest level of physical comfort, and minimize risk and injury.
Ensures compliance with regulations to maintain accreditation and licensure.
Complies with the Hospital Attendance and Tardiness Policy.
Completed all Hospital and Department Specific Mandatory requirements in the prior calendar year.
Total Count # :

* Measurement Key:

A = Audit

O = Observed procedure

W = Demonstrated understanding by written measurements

V = Demonstrated understanding by verbal measurements

N = Absence of adverse outcomes or events

S = Simulated clinical work experience

Directions: Using the legend below, put an 'X' in the appropriate box that BEST describes and BEST reflects the

employee’s performance within the last year. All “Exceeds Expectations (EE)” and “Does Not Meet Expectations (DN)” responsibilities must be described in the “Comments” section.

Legend:DN = Does Not Meet ExpectationsMS = Meets Some Expectations

ME = Meets Expectations EE = Exceeds Expectations

Job Responsibilities: Executive Management
DN / MS / ME / EE / Comments / Key*
Individually and collectively develops, contributes and supports strategic planning and implementation.
Identifies strategic goals and relationships, which contribute to the achievement of the Hospital’s vision and mission.
Initiates and supports the implementation of strategic goals and relationships.
Creates and maintains a highly motivated workforce which is appropriately supported, educated and prepared for change.
Coaches, supports and educates managers to achieve positive levels of climate.
Initiates and facilitates change.
Completes all employee performance evaluations by evaluation due dates.
Promotes world–class customer service to achieve high levels of patient satisfaction.
Utilizes customer satisfaction data to develop and anticipate customer service systems.
Develops strategies to identify, meet, and exceed customer expectations and requirements.
Assures patient safety in clinical and non-clinical settings and assures National Patient Safety Goals, if applicable, are complied with.
Communicates effectively to ensure positive and productive relationships with internal and external constituencies.
Seeks out and maintains relationships which are important to hospital goals.
Shares information effectively.

* Measurement Key:

A = Audit

O = Observed procedure

W = Demonstrated understanding by written measurements

V = Demonstrated understanding by verbal measurements

N = Absence of adverse outcomes or events

S = Simulated clinical work experience

Directions: Using the legend below, put an 'X' in the appropriate box that BEST describes and BEST reflects the

employee’s performance within the last year. All “Exceeds Expectations (EE)” and “Does Not Meet Expectations (DN)” responsibilities must be described in the “Comments” section.

Legend:DN = Does Not Meet ExpectationsMS = Meets Some Expectations

ME = Meets Expectations EE = Exceeds Expectations

Job Responsibilities: Executive Management (cont.)
DN / MS / ME / EE / Comments / Key*
Fosters an environment of continuous improvement to achieve the highest possible quality care.
Champions performance improvement, initiatives and processes.
Continuously seeks out performance improvement efforts.
Maximizes, allocates and monitors resources to support the long-term viability of the organization.
Develops programs, which generate revenue or reduce costs.
Achieves results within budget.
Total Count #

* Measurement Key:

A = Audit

O = Observed procedure

W = Demonstrated understanding by written measurements

V = Demonstrated understanding by verbal measurements

N = Absence of adverse outcomes or events

S = Simulated clinical work experience

Directions: Using the legend below, put an 'X' in the appropriate box that BEST describes and BEST reflects the

employee’s performance within the last year. All “Exceeds Expectations (EE)” and “Does Not Meet Expectations (DN)” responsibilities must be described in the “Comments” section.

Legend:DN = Does Not Meet ExpectationsMS = Meets Some Expectations

ME = Meets Expectations EE = Exceeds Expectations

Job Responsibilities: Vice President of Patient Care Services
DN / MS / ME / EE / Comments / Key*
Develops vision and provides direction for clinical practice and patient care delivery.
Provides clinical discipline leadership for developing of clinical excellence, advancing nursing practice, and improving quality of care.
Builds a shared vision, based on core values, for patient care services.
Provides leadership for patient care services and nursing.
Uses team building techniques to develop patient care services leadership team to help them do their job better.
Ensures effective two-way communication between executive and operational levels of the patient care services division.
Designs an organizational structure and systems for patient care delivery.
Sets and meets professional standards for clinical care and nursing practice.
Optimizes or redesigns care delivery systems, including evaluating requirements for new roles (i.e. advanced practice), to meet patient and organizational needs and expectations.
Integrates the mission, vision and goals of the hospital with the goals of the professional discipline of nursing.
Maximizes integration of cost-effectiveness, quality of care and staff satisfaction.
Develops and maintains a practice climate for clinical staff that nurtures high morale and quality of care.
Educates nurses, hospital staff, physicians, and hospital leaders.
Mentors and develops patient care services leadership and staff.
Interprets the nursing role in the health care system to multiple communities of the organization's internal and external environment.
Total Count #

* Measurement Key:

A = Audit

O = Observed procedure

W = Demonstrated understanding by written measurements

V = Demonstrated understanding by verbal measurements

N = Absence of adverse outcomes or events

S = Simulated clinical work experience

Core Competencies-All Management/Executive Management Positions
Directions: Using the legend below, put an 'X' in the appropriate box that BEST describes and BEST reflects the employee’s performance over this past evaluation period. All “Exceeds Expectation (EE)” and “Does Not Meet Expectations (DN)” responsibilities must be described in the “Comments” section.
DN= Does not Meet Expectations MS= Meets Some Expectations ME=Meets Expectations EE=Exceeds Expectations
Description of Competency / DN / MS / ME / EE / Comments / Key*
1. Self Awareness
Has a clear understanding of organizational values, mission and vision. Demonstrates authenticity in actions and relationships. Takes accountability for personal and leadership actions. Is eager and willing to learn.
2. Resiliency.
Is able to continually navigate rapidly changing waters. Is reslient and able to recover quickly from setbacks. Is able to find new opportunities. Demonstrates attitude, vision, creativity, and proactive behavior. Jumps in to "get things started". Is persistent in overcoming adversity. Effectively prioritizes actions and is good at time management.
3. Interpersonal skills.
Demonstrates healthy relationships which assume a positive intent and are trusting, caring, sharing, respecting and accepting of others. Understands and respects diversity within the workplace including diverse styles and perspectives. Works well as team member as well as team leader. Demonstrates empathy and understanding. Builds personal trust and organizational trust.
4. Communication skills.
Communicates effectively to inform, to persuade, to understand, to make decisions, and to inspire action. Is able to adapt communication style to changing audiences. Is able to concisely communicate intention in writing. Demonstrates excellent active listening skills and responds appropriately to what is heard.
5. Employee development.
Creates goals with employees and then helps them to achieve those goals. Demonstrates good coaching skills and works well with employees to encourage improved performance. Takes necessary disciplinary action as needed. Demonstrates appropriate level of delegation. Provides or arranges for opportunities to help employees develop professionally.
6. Vision creation and actualization.
Is able to provide to employees and others a clear and inspiring vision of desired outcomes. Demonstrates alignment of personal actions with those of the organization. Is able to translate the strategic vision into manageable action plans. Demonstrates the ability to influence others to achieve department and organizational vision. Helps to facilitate win-win solutions.
7. Customer service.
Understands customer needs/desires and works directly and through others to improve customer service. Utilizes data on patient satisfaction and other customer expectations to develop strategies to achieve service excellence. Utilizes performance measures to monitor improvements.
8. Business and Finance Awareness
Conducts work in an ethical and compliant manner. Remains up to date on the health care industry and competition. Demonstrates understanding of financial management principles applicable to department or area of responsibility. Operates department within established budget.
9. Project leadership.
Manages projects in a systematic way to translate a business need(s) into well planned and manageeable actions. Also helps others to become good project managers. Is able to build a cohesive, high performing team with objectives which are understandable to all. Is able to effectively prioritize the utilization of resources and allocate resources cost efficiently. Is able to appropriate assess risk and make decisions which have a positive return on investment. Follows appropriate approval process for human, capital, supplies and other monetary resources.
10. Change Management
Demonstrates the ability to manage the challenge of dealing with uncertainty during times of change, for self and employees. Effectively communicates key components of change and ties in the value of employees past performance with that which is needed in the new processes, procedures, and/or culture. Maintains a positive attitude towards approved change initiatives and helps employees to overcome resistence. Works to build a new understanding of expectations.
11. Human Resources
Demonstrates effective human resource management skills and applies labor relation priniciples to supervision of employees. Enforces human resources and related policies pertaining to conditions of work, performance expectations and accountability in the workplace. Encourages employee development. Provides timely and appropriate evaluations, counseling, and coaching. Takes measures to assure that self and staff demonstrate work behaviors consistent with understanding of prinicples related to a diverse workforce and patient population.
12. Patient Safety and Quality of Care
Effectively weaves the above competencies into efforts to promote and improve patient safety and quality of care. As applicable to the specific position, actively contributes to the organization's compliance with accreditation standards and rules, regulations, and laws pertaining to patient safety and quality of care. Promotes transparency and accountability in work performance and duties.

Fiscal Responsibility

Competency /

Questions to Ask

Evidence / Goals

1. Financial Analysis / Describe the actions taken to reverse variances in the department budget.

Knowledge of

Healthcare
Financial
Environment / What evidence is shown to illustrate the manager can explain the reimbursement method used by their department, and that this knowledge has been shared with staff and action plans implemented to enhance the effectiveness of this reimbursement?
(if applicable)

Develops Cost

Conscious
Realistic Budget / What evidence exists that when building current budget, historical data and the internal expertise of others were used?

Achieves Financial

Results / In what areas of the budget have financial improvements been made? (i.e. reduction in sick time, over time)
How is the department contributing to the profitability of the organization using growth and cost reduction strategies?

Attach Fiscal Year End Department Revenue and Expense Report

Quality of Care & Safety Outcomes

Competency /

Questions to Ask

Evidence / Goals

1. Critical Thinking / Describe actions taken to improve the level of performance around the critical quality indicators?
2. Creates a High
Performance
Environment / What evidence can be shown to illustrate staff engagement in the improvements of the critical quality indicators?
3. Uses Benchmark
Data to Plan
for Improvement / What comparative internal and external benchmark data was used to set department benchmarks? (i.e. DPH, JCAHO, Board of Medicine, VHA)
4. Achieves Results / What evidence exists to show outcomes and benchmark goals were met?
What systems have been institutionalized to ensure sustainability of the critical quality indicators?

Attach Quality of Care & Safety Outcome Data

Satisfaction

Competency /

Questions to Ask

Evidence / Goals

Employee

Satisfaction / Give examples of informal / formal processes you have implemented to measure staff morale and the processes used to share results with staff.
What plans of action have been implemented, through collaboration with staff, to improve employee satisfaction scores in your department?
Give examples of how you have recognized staff in your department for outstanding performance.

Attach Your Department’s Climate Data Results

Satisfaction (cont.)

Competency /

Questions to Ask

Evidence / Goals

Patient / Customer

Satisfaction / Give examples of informal/formal processes used to measure patient / customer satisfaction for the department.
What plans of action have been implemented, through collaboration with staff, to improve patient / customer satisfaction scores in your department?
Describe the process that is followed to address patient complaints immediately and the systems put in place to prevent re-occurring patient complaints. Please share any examples.

Attach Your Department’s Patient / Customer Satisfaction Data Results

Satisfaction (cont.)

Competency /

Questions to Ask

Evidence / Goals

Physician

Satisfaction / Describe the informal / formal processes you have implemented to measure Physician Satisfaction routinely throughout the year and the processes used to share the results with staff.
What plans of action have been implemented, through collaboration with staff, to improve Physician Satisfaction scores in your department?
Describe the process that is followed to address physician complaints immediately and the systems put in place to prevent re-occurring physician complaints. Please share any examples.

Attach Your Department’s Physician Satisfaction Data Results

Leadership

Competency /

Questions to Ask

Evidence / Goals

1. Teamwork / Give examples of actions taken to promote teamwork within your department as well as intra-departmently.
2. Accountability / Describe the processes implemented to hold self and others in the department accountable to achieve set goals and compliance with JCAHO and other applicable regulatory agencies.
3. Developing People / What strategies are being used to coach / mentor your employees?

Attach Your 360 Data Results

Performance Evaluation Summary

Manager Comments:
Employee Comments:

Goals for the coming year:

Mutual Goal Setting for the next year should take into consideration goals around improving employee performance and achieving the Hospital’s vision.

Objective / Action Steps / Complete by
1.
2.
3.

I understand my signing this form documents my review of the material – not that I necessarily agree with the contents. I can write my comments on the Performance Evaluation Summary Sheet or attach additional comments to this form.

______Employee’s Signature Date Supervisor’s Signature Date

______

Manager’s SignatureDate