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High Performance is central to our mission. We need exceptional performance from everyone so the organization as a whole can continue to fulfill its mission in the face of increasing challenges
... challenges such as a struggling economy, clinical staffing shortages, and rising costs.
What's so important about Pay & Performance?
- It improves our work culture.
We identified the link between pay and performance as the most important area for improvement in both the 1999 and 2002 Work Culture Surveys. Survey questions about providing "rewards that are consistent with the job, vary with performance and promote accountability" were ranked high in importance but low in overall satisfaction.
 Pay & Performance will help improve the work culture by:
- strengthening the connection between performance and rewards received
- creating greater accountabilities for staff and supervisors
This is not an "off the shelf" program. Managers and staff from across the Health System helped shape the design of Pay & Performance. This broad input ensures that the program reflects the unique needs of DUHS.
- It will help us remain a leading health system
 Our mission is to meet the health care needs of the people we serve, improve community health, and foster the very best medical education and bio-medical research. But we face significant challenges in doing this.
As an academic health system, we not only provide excellent care - we help develop new ways to improve health and expand the current limits of medical knowledge. We do this in the face of a tough economy, high demand for skilled staff, rising costs, and other challenges.
DUHS has established itself as one of the best health systems in the country. In order to sustain this reputation we can't stand still. We must continue to improve our performance individually and collectively. Pay & Performance reinforces our mission by making sure we are all working together effectively toward common goals and rewarding those who help us meet and exceed them.
What's So Different about Pay & Performance?
Performance management isn't a new concept for DUHS. In fact, all areas of DUHS currently use some type of performance management system. So, some of the concepts of Pay & Performance may be familiar to you already. But the enhanced Pay & Performance system will create a common process for the entire Health System and introduce some key improvements.
Currently |
Pay & Performance |
There are three different performance management systems
being used across DUHS today. |
There will be one consistent process for everyone. |
The timing of performance reviews and the distribution of
merit increases varies by location. Some are on an anniversary date, some are on
a common review date. |
There will be a common review cycle consistent with the
fiscal year from July to June. All merit increases will be awarded in October. |
Measurement criteria are focused on activities or tasks in
job descriptions. |
Measurement criteria of Individual/team performance are
linked to department and entity goals and expected job results. |
Performance is based on job activities or tasks. |
Performance is based on job results and behaviors. |
Current systems and Pay & Performance |
Job descriptions will be used in performance planning. |
The performance management process will include a cycle of
planning/development, feedback, evaluation, and reward. |
Supervisors and staff will continue to work together to
develop standards and goals, discuss performance & provide feedback throughout
year, and evaluate performance annually. |
Good performance will be rewarded with an annual merit
increase. |
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