Performance Management for Healthcare
Goals, reviews and ratings that hold up in a conversation.
What this looks like in healthcare
The parts of performance management that are specific to this sector, rather than general.
KRAs and KPIs
Role-specific measures, so performance is not only a manager's opinion.
What this coversHide
KRAs and KPIs
Role-specific measures, so performance is not only a manager's opinion.
What this coversHideEach hospital defines its own, based on its roles, operations and priorities. Examples by department:
Nursing
- Attendance
- Documentation quality
- Patient-care standards
- Medication-process adherence
- Response time
- Training completion
- Supervisor evaluation
- Patient feedback
Front office
- Patient waiting time
- Registration accuracy
- Enquiry handling
- Appointment coordination
- Patient feedback
- Complaint resolution
Billing
- Billing accuracy
- Error rates
- Processing time
- Pending bills
- Patient queries
HR
- Hiring turnaround time
- Open positions
- Employee turnover
- Attendance issues
- Training completion
- HR documentation
- Employee grievances
Performance Management
Goals, reviews and ratings that hold up in a conversation.
What this coversHide
Performance Management
Goals, reviews and ratings that hold up in a conversation.
What this coversHide- Goal setting
- KRAs
- KPIs
- Monthly performance reviews
- Quarterly reviews
- Manager feedback
- Employee feedback
- Annual appraisals
- Performance scorecards
- Performance improvement plans
- Promotion recommendations
- Increment recommendations
The general method — what performance management covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the performance management process page. What is above is the part that differs for healthcare.
Other HR topics for healthcare
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.