Action Plan for People Management in the Health Service

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Action Plan for People Management in the Health Service 44 Action 7.1 Define and Elaborate on the Concept of Performance Management Performance Management is a way of managing people in organisations so that the performance of all staff is linked to organisation goals and both the organisation and individual objectives are managed through a cycle of planning and review. The essential features of a Performance Management system are: � Role clarity � Agreed standards of performance � Two-way communication � Coaching � Training for the job � Timely and specific feedback � Addressing obstacles to effective performance e.g. systems, facilities and training There are many types of systems and it is proposed that different approaches will be evaluated. A representative group will continue to develop the process so that a comprehensive system that adds value to organisations within the Health Service is approved. 7.1.1 7.1.2 Define and Elaborate on the Concept of Performance Management Activity Agree definition and elaboration of the management of performance concept and the operation of same Negotiate and formalise agreed pilot performance management system Responsibility HRDs, TUs, HSEA, DoHC, Stakeholders Group NJC Involvement All stakeholders All stakeholders Measure Having an agreed definition and P.M. system, inclusive of all materials, draft procedures, forms and training structures Pilot system agreed Start Date Early 2003 Mid 2003 Completion Date By mid to late 2003 Early 2004
Action 7.2 Communicate Understanding and Agreement of Types of Performance Management Systems Once the concept and understanding of what is meant by Performance Management is agreed, and a range of performance management systems reviewed with relevant materials and proposed training structures selected, it should then be communicated to all stakeholders at all levels within the Health Service. Effective communication structures, to enable comprehensive consultation, are essentially aimed at facilitating consultation with all stakeholders to ensure all legitimate concerns are aired and addressed. These consultative processes should also be inclusive of details relating to the essential features of Performance Management; objectives of the system for both the performance of the Organisation and the Individual and ultimately how it helps the enhancement of the Health Service. It is considered that there should only be one system of Performance Management operating on an organisation-wide basis however the depth and complexity may vary at different levels within a given Organisation. 7.2.1 Communicate Understanding and Agreement of Types of Performance Management Systems Activity Communicate and discuss options for systems of performance management Responsibility DoHC project group Involvement Stakeholders including the HSEA and Trade Unions Partnership committees Measure Workshop Evaluation Start Date By late 2003 Completion Date Ongoing Theme 7: Developing Performance Management 45
Page 1 and 2: Quality & Fairness - A Health Syste
Page 3 and 4: The health service is about “Peop
Page 5 and 6: The development of the action plan
Page 7 and 8: � Mr Matt Merrigan, National Secr
Page 9 and 10: Resources In developing the APPM it
Page 11 and 12: Action 1.1 Develop a Culture of Ope
Page 13 and 14: Action 1.3 Train Managers in People
Page 15 and 16: Action 2.1 Promote Employee Well-be
Page 17 and 18: Action 2.3 Review the Basis of Temp
Page 19 and 20: Action 2.5 Enhance Communication in
Page 21 and 22: Action 3.1 Establish a Databank of
Page 23 and 24: Action 3.3 Ensure Policies and Proc
Page 25 and 26: Action 4.1 Mainstream Partnership A
Page 27 and 28: Action 4.3 Use a Partnership Approa
Page 29 and 30: Action 4.5 Adopt a Partnership Appr
Page 31 and 32: Theme 5: Investing in Training, Dev
Page 33 and 34: 5.1.1 5.1.2 5.1.3 5.1.4 5.1.5 Activ
Page 35 and 36: Action 5.3 Further Develop On-the-J
Page 37 and 38: Theme 6: Promote Improved Employee
Page 39 and 40: Action 6.2 Create a National Databa
Page 41 and 42: Action 6.4 Initiate Screening Proce
Page 43 and 44: Action 6.6 Develop a Template for t
Page 45: Theme 7: Developing Performance Man
Page 49 and 50: Action 7.4 Commission Independent E
Page 51 and 52: Implementation The action plan sets
Page 53 and 54: Implications for all Stakeholders I
Page 55 and 56: � As a result of an increased emp
Page 57 and 58: time (starting in 2003) by the deve
Page 59 and 60: � The increased emphasis on partn
Page 61 and 62: Glossary APPM Action Plan for Peopl

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