“Charged Up” Strategic Planning Brief 5/26/17

“Charged Up” Strategic Planning Brief, May 26, 2017

Staff Performance Development - Engage, support and empower people to constantly learn and develop their skills based upon a robust and respectful feedback environment

Update: 

On April 26th, the Executive Team voted to close the Staff Performance Development task force. The task force set out to accomplish the following core goals:

  • Increase communication between supervisors and staff around job expectations, employee performance and employee goals;
  • Increase time to complete evaluations;
  • Make evaluation tools easier to use and provide additional guides and resources;
  • Increase professional development opportunities for staff.

These goals were set through interviews and listening sessions with members across the DFMCH. The task force was able to achieve its core goals with the development of new programs at UW and UW Health. As part of this development process, feedback gathered by the task force was shared with senior level leadership at both organizations including:  Brian Gittens, Associate Dean, Human Resources, Equity and Inclusion, School of Medicine and Public Health, Elizabeth Bolt, Chief Administrative Officer and SVP/Chief Human Resources Officer, UW Health, Teresa Neely, SVP/Chief Ambulatory Administrative Officer, and Lori Hauschild, VP, Primary Care.

Highlights from these new programs include:

  • (Goal 1) A new performance management policy at UW requires ongoing supervisor/employee communication, annual goal setting, formal midpoint conversation documentation, and an annual summary evaluation; Changes to the UW Health performance management process will focus on continuous feedback supporting the annual review process;
  • (Goal 2) UW Health’s time to complete evaluations  is five months; DFMCH has representation on the SMPH Performance Management Workgroup. We are hopeful that this representation, coupled with feedback from our department will support an increase in time to complete evaluations for UW employees and ease the burden on supervisors;
  • (Goal 3) UW will provide training events, resources, and reference materials to ensure the new system is easily utilized by supervisors; UW Health offers resource guides and computer based trainings to assist in navigating their performance management system; 
  • (Goal 4) Three resources for professional development: UW’s new Learning and Talent Development Office, which offers online and classroom education programs; UW Health’s Learning and Development System, which offers many options for SMPH employees; UW Madison’s free access to Lynda.com

Performance Development Task Force:

Mary Fendry (Chair)
Shereen Vakili
Amy Grelle
Shari Barlow
Michelle McCrumb
Will Katz

Performance Development Implementation Team:

Mary Fendry
Leslie Haskins
Taylor Spritzig
Colin Shekem


For More Information

For complete information on the strategic planning process, visit the DFMCH ReCHARGED website.

Below are the five DFMCH strategic planning task forces, their executive sponsors and their implementation chairs.

Task Force

Executive Sponsor

Implementation Chair

Wellness & Resiliency

Beth Potter, Linda Haskins

Julia Yates

Residency Education

Bill Schwab

Ildi Martonffy (expansion)
Michelle Grosch (curriculum)

Research

Larry Hanrahan

Regina Vidaver

Team-Based Care (Scribes)

Sandy Kamnetz

John Hawkins

Clinical Care (APP Role)

Kirsten Rindfleisch

Sara Redemann

DFMCH ReCHARGED is an ongoing process of engagement and continuous improvement. Thanks to everyone who has attended conferences or events, or who has participated in task forces, steering groups, interview and focus groups. There will many more opportunities to get involved, and we are all look forward to making our vision a reality!

DFMCH Executive Team
Val Gilchrist, Larry Hanrahan, Linda Haskins, Sandy Kamnetz, Kirsten Rindfleisch, Bill Schwab