UMHS
STRATEGIC PRINCIPLES
UMHHC
GOALS & OBJECTIVES
1.
2.
3.
4.
5.
6.
1. Integration, Collaboration, Teamwork
2. Innovation, Adaptation and Prioritization
3. Growth and Investment
4. Taking Care of Our Own
5. Cultural Competency
6. High Value and Fiscal Soundness
7. Integrity and Trust
Service
Financial Health
Quality Care
Academic Support
People
Community Health
Refer to website for goals and objectives information
http://www.med.umich.edu/i/exec/umhsgoals/
Clinical Nurse Specialist Planning and Evaluation
UMHHC Performance Expectations For All Employees
For behavioral descriptions of performance ratings go to (form must be unlocked to use links)
http://www.med.umich.edu/umhshr/doc/UMHS_Perf_Eval_Rating_Desc.pdf
Scale: N = Not Met A = Approaching S = Solid Performance E = Exemplary
1. Customer Focus: Relates work and job purpose to UMHHC mission and
commitment to putting patients and families first.
2. Teamwork: Interacts effectively and builds respectful relationships within and
between units and among individuals.
3. Communication: Communicates effectively in ways that enhance productivity and
build respectful relationships. Demonstrates active listening, written, verbal, and
information technology skills. Shares relevant information.
4. Conflict Resolution: Seeks constructive approaches to resolving workplace issues.
SelfEvaluation
Manager’s
Evaluation
5. Integrity: Adheres to high standards of personal and professional conduct.
6. Adapting to Change: Responds positively to change, showing willingness to learn
new ways to accomplish work.
7. Respect for Individuals: Fosters mutual respect and supports UMHS commitment
to diversity. Promotes community building and diversity initiatives that help
employees learn and respect each other’s’ differences.
8. Safety: Contributes to a safe and secure environment for patients, visitors, faculty,
and staff by following established procedures and protocols as appropriate by job
function.
9. Quality: Adopts practices to improve work processes, enhance customer
satisfaction and ensure excellence in daily work.
10. Efficiency: Accomplishes work in ways that maximize productivity and available
resources while minimizing waste.
Summary of UMHHC Performance Behaviors (Includes supporting comments and areas requiring further development. Use
corresponding number where applicable.)
PLEASE TYPE OR PRINT INFORMATION
Clinical Nurse Specialist
Staff Member Name
Document to be reviewed in September 2007.
Department Name
Employee ID #
Job Title / Classification
Evaluation Period
09/14/06, Page 1 of 4
THE UNIVERSITY OF MICHIGAN HEALTH SYSTEM
University of Michigan Hospitals and Health Centers
Staff Performance Planning and Evaluation
UMHHC Performance Expectations Job Specific
Guidelines for writing job specific expectations go to (form must be unlocked to used links)
http://www.med.umich.edu/umhshr/supervisor/specific-expectations.html
List Key Job Specific Expectations based on the job description.
To add rows, copy and paste an entire row. Document must be “unlocked” to add rows. See guide/website for details.
Scale: N = Not Met
11. Attendance.
A = Approaching
S = Solid Performance
E = Exemplary
SelfEvaluation
Manager’s
Evaluation
12. Direct Patient Care:
 Serves as a reliable source of information on the latest evidence supporting
cost-effective, safe nursing practices.
 Conducts comprehensive, holistic wellness and illness assessments and
interventions using established or innovative evidence-based techniques,
tools, and methods.
 Identifies and prioritizes nursing care needs for a select population of
patients/families and plans patient care conferences and programs.
 Designs and evaluates innovative educational programs for patients,
families, and groups.
 Collaborates with the multidisciplinary team using the nursing process to
integrate the nursing perspective into a comprehensive plan of care for the
patient/family.
 Identifies, collects, and analyzes data that serve as a basis for program
design and outcome measurement.
 Evaluates the impact of nursing interventions on fiscal and human
resources.
13. Nursing Practice:
 Collaborates with others to resolve issues/reduce barriers related to patient
care, communication, policies, resources and outcomes.
 Collaborates with nurses to develop practice environments that support
shared decision-making. Creates and revises nursing policies, protocols
and procedures using evidence-based information to achieve outcomes for
indicators that are nurse-sensitive.
 Leads clinical practice, quality improvement initiatives, research utilization
project or conducts research for a unit or a program.
 Collaborate with Educational Nurse Specialists, Educational Nurse
Coordinators and others on content and operational design of orientation,
clinical competency, and other formal and informal clinical educational
program development.
14. Nurses :
 Assists the staff in developing critical thinking and clinical judgment.
 Creates a nursing care environment that stimulates continuous self-learning,
reflective practice, feeling of ownership and demonstration of responsibility
and accountability.
 Mentors nurses to acquire new skills, develop their careers and effectively
incorporate evidence into practice.
 Provides input for staff evaluation.
PLEASE TYPE OR PRINT INFORMATION
Clinical Nurse Specialist
Staff Member Name
Document to be reviewed in September 2007.
Department Name
Employee ID #
Job Title / Classification
Evaluation Period
09/14/06, Page 2 of 4
THE UNIVERSITY OF MICHIGAN HEALTH SYSTEM
University of Michigan Hospitals and Health Centers
Staff Performance Planning and Evaluation
UMHHC Performance Expectations Job Specific
Guidelines for writing job specific expectations go to (form must be unlocked to used links)
http://www.med.umich.edu/umhshr/supervisor/specific-expectations.html
List Key Job Specific Expectations based on the job description.
To add rows, copy and paste an entire row. Document must be “unlocked” to add rows. See guide/website for details.
Scale: N = Not Met A = Approaching S = Solid Performance E = Exemplary
15. Organization/System Leadership: Consults with other units and health care
professionals to improve care. Participates and guides institutional groups to
enhance the clinical practice of nurses and improve patient outcomes. Develops
pilots, evaluates, and incorporates innovative models of practice across the
continuum of care. Designs and evaluates programs and initiatives that are
congruent with the organization’s strategic plans, regulatory agency requirements,
and nursing standards. Participates in need identification, selection and evaluation
of products and equipment. Advances nursing practice through participation in
professional organizations, publications, and presentations.
16.
SelfEvaluation
Manager’s
Evaluation
17.
Summary of Job Specific Behaviors (Includes supporting comments and areas requiring further development). Use corresponding
number where applicable.
Previous year Learning and Self-Development Plan Assessment. Refer to the M-Learning system transcript for specific
courses and activities completed. http://mlearning.med.umich.edu/. List supporting comments and areas requiring further
development below.
Competency / Mandatory Requirement Summary – See M-Learning link http://mlearning.med.umich.edu/ to obtain
transcript. Required mandatories include: Fire/Safety, Corporate Compliance, Unit Critical Incident Plan, Patient Safety.
Refer to blue folder competency tab for competencies not included in M-Learning.
PLEASE TYPE OR PRINT INFORMATION
Clinical Nurse Specialist
Staff Member Name
Document to be reviewed in September 2007.
Department Name
Employee ID #
Job Title / Classification
Evaluation Period
09/14/06, Page 3 of 4
THE UNIVERSITY OF MICHIGAN HEALTH SYSTEM
University of Michigan Hospitals and Health Centers
Staff Performance Planning and Evaluation
Overall Evaluation Summary Statement
Guidelines for the overall performance ratings go to (form must be unlocked to use links)
Overall Rating Guidelines.pdf
N
Overall Performance Rating
A
S
E
Scale: N = Not Met A = Approaching S = Solid Performance E = Exemplary
If “N” or “A” used in the overall rating, check problem area(s) listed below. Identify any action plans for UMHHC performance
expectations, job specific, or self development areas not listed above.
Job Specific
Customer Service
Communication
Effective team / group work
Other:
Action Plan:
Peer /Customer Feedback(Optional): Use this space to capture feedback that is received throughout the year.
Sources of peer/customer feedback include:

Employee survey results

Customer feedback solicited via questionnaire

Patient satisfaction survey results

You’re Super Awards

360 Feedback results

Written feedback (i.e. emails) regarding the individuals performance
Feedback Summary:
Annual Learning and Self-Development Plan: The Learning and Self-Development Plan is used to set personal and professional
goals which contribute to the staff member’s growth and development. After review of evaluation and peer/customer feedback, identify
plan for development. (Examples of developmental opportunities include job-shadowing, coaching, mentoring and training.) Enter all
training courses into the M-Learning system. http://mlearning.med.umich.edu/ .
1. Growth Area:
2. Growth Area:
3. Growth Area:
Employee Comments: (Optional)
Date
Employee Signature
Supervisor Name
Supervisor Signature
Department
PLEASE TYPE OR PRINT INFORMATION
Clinical Nurse Specialist
Staff Member Name
Document to be reviewed in September 2007.
Department Name
Employee ID #
Job Title / Classification
Evaluation Period
09/14/06, Page 4 of 4