Trillium Performance Management System

Document Type:Essay

Subject Area:Management

Document 1

Implementing Factors a) communication plan b) Appeal process c) Motivation d) Clear assessment Strategy IV. Employee Consideration a) Ethical principles b) Training and education V. Reference List Organization Strategy Trillium is an integrated healthcare organization that delivers quality and patient-centered care in Toronto through coordination, partnership, and collaboration. It was established in 1977 and has professional healthcare providers dedicated to providing individualized patient care. The organization offers affordable health and Medicaid insurance services in order to improve the healthcare status of the people they serve. System Defining and Measuring Results Defining and measuring Trillium healthcare results is significantly important for successful implementation of PMS. Measuring results tells about how the organization is performing and may lead to improved performance. Trillium serves as a trusted source of actionable information regarding quality and cost of healthcare services.

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The organization has a wide-range of goals to be measured. The organization has developed initiatives for defining and measuring patient outcomes. These measurement results are used for accreditation and certification of healthcare plans and practitioners. The use of process measures in PMS is vital to ascertain the extent to which healthcare service providers consistently provide patient-centered services as per the recommended guidelines. This will allow measurement treatment procedures in order to improve quality service and health status of the patient. The assessment of whether practitioners meet the required process measures will be vital for the implementation of PMS. The assessment should be precise for successful implementation. Healthcare service providers welcome the use of performance. Secondly, the supervisor responds to the questions healthcare practitioners had raised based on observations and perceptions of the practitioner performance.

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Thirdly, the healthcare providers meet with the supervisor to discuss the rating performance. Fourthly, evaluation results are used to guide and determine pay raise of the healthcare provider. The questions contained in the performance appraisal are divided into 2 sections. Employees at Trillium healthcare organization are paid low wages despite their hard work. Performance appraisal is a means by which managers can accurately evaluate the performance of the organization and pay employees accordingly. It will help the organization to differentiate between top performers and low performers (Aguinis, 2009). It makes it easier for employees to develop a good compensation plan for the employees (Goetsch, 2014). Therefore, the implementation of PMS requires the development of a comprehensive compensation plan that entails salary, benefits, and bonuses.

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The perception of quality healthcare service depends on interactions between healthcare service providers and patients. Clinicians should have close relationships with patients in order to improve their health outcomes. This can be achieved through adherence to treatment, patient self-management, and participation in patient care. For successful implementation of PMS, there is need of strong relationships between Trillium’s healthcare provider’s communication skills and patients (Goetsch, 2014). The communication plan should be tailored to help the organization achieve set goals and objectives. The appeal process can help evaluate the quality of services delivered to patients and the general public (Sykes, 2014). The appeal process will help the organization identify gaps in healthcare service provision and work towards improvements. Motivation Healthcare providers expect to be recognized for their hard work, commitment, and sacrifice.

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Reward system and pay for performance acts as the motivating factor to perform better and increase productivity. In most cases, most the employees appreciate greatly monetary rewards more than non-monetary rewards including certificates, trophies, outings, and letters of appreciation. Healthcare outcomes are influenced by many factors including language barriers, uncooperative patients, and poor perceptions, the PMS will be used to assess the performance outcome of healthcare practitioners based on the outcome. As a human resource manager, I recommend more training of supervisors on the assessment of healthcare practitioner’s performance (Goetsch, 2014). The assessment is based on leadership and thus the organization can achieve effective management system through training of personnel’s. Organizations are prone to biases. A clear assessment strategy will ensure that equity in terms of service delivery and employee treatment at Trillium healthcare organization.

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