by Dr. David Tanner
- The development of performance metrics is a tiered approach to cover all employees at all sites. Coaching is a necessary component of the process to ensure an understanding of the metrics for all.
- Metrics for performance cover quality of work, employee efficiency and productivity, shareholder piece with point of care surveys, and a financial piece.
- The development of a scorecard for staff positions, (providers, clinical support, clinical support, sales, management), provides the structure for each position and the performance metrics for all
- positions. Providers’ scorecard examples include quality, point of care surveys, culture goals, and finance. Who is responsible for the development of the metrics?
- A monthly review for providers is recommended to ensure accountability, relationship building, development of goals, and addressing any individual staff issues that need enhancement.
- Competency for procedural review is an important component of the quality monitoring.
- Remember, performance measures are useful for demonstrating workloads and activity, and metrics are useful for evaluating compliance, process effectiveness, and measuring success against established objectives. ←
