Cliniques universitaires Saint-Luc asbl - Université catholique de Louvain
Performance Management
Performance Management
PATH Who
PATH Who
BSC Saint
BSC Saint
-
-
Luc
Luc
Hospitals performance measurement
Performance mgt framework
Performance mgt framework with causewith cause--&&--effect relationships between dimensionseffect relationships between dimensions
Implementation of Quality Improvement Strategy
Implementation of Strategy Map (according to our missions)
Methodology & Sharing experiences
Internal performance measurement
Project Steps
Project Steps
National presentation PATH by WHO Internal presentation PATH
GO Ressources Methodology + « Ethic code » Adaptations of the 18 indicators definitions Pilot group : 22 hospitals
MEASURES
MEASURES
Consolidation / validation by SPF
Communication CommunicationCommunication
Working groups
National & international feedbacks
GO Ressources
Communication
Cliniques universitaires Saint-Luc asbl - Université catholique de Louvain
PATH Integration
PATH Integration
Use of indicator : To measure an objective achievement
R 2.1 :
R 2.1 : WHATWHAT do we want do measure ?
R.2.2 :
R.2.2 : HOWHOW to measure ? (calculation method) Q 1 : WHICH Q 1 : WHICH PATH indicators to integrate ? Q 2 : HOW Q 2 : HOW to integrate internally the indicators ?
R 1 :
R 1 : Indicators that measure strategy map
PATH Integration
PATH Integration
R 2.1 :
R 2.1 : WHATWHAT do we want do measure ?
R.2.2 :
R.2.2 : HOWHOW to measure ? (calculation method) Q 1 : WHICH Q 1 : WHICH PATH indicators to integrate ? Q 2 : HOW Q 2 : HOW to integrate internally the indicators ?
R 1 :
R 1 : i.e. Absenteism rateAbsenteism rate
(Human Ressources part in the strategy map)
Cliniques universitaires Saint-Luc asbl - Université catholique de Louvain
PATH Integration
PATH Integration
R.2.2 :
R.2.2 : HOWHOW to measure ? (calculation method) Q 1 : WHICH Q 1 : WHICH PATH indicators to integrate ? Q 2 : HOW Q 2 : HOW to integrate internally the indicators ?
R 1 :
R 1 : i.e. Absenteism rateAbsenteism rate
(Human Ressources part in the strategy map)
R 2.1 :
R 2.1 : Work LoadWork Load Staff MotivationStaff Motivation
PATH Integration
PATH Integration
R 2.1 :
R 2.1 : Work LoadWork Load
Based on FTEFTE
Q 1 : WHICH
Q 1 : WHICH PATH indicators to integrate ?
Q 2 : HOW
Q 2 : HOW to integrate internally the indicators ?
R 1 :
R 1 : i.e. Absenteism rateAbsenteism rate
(Human Ressources part in the strategy map)
Staff Motivation
Staff Motivation
Based on frequencyfrequency
Use of indicator : To measure an objective achievement
Cliniques universitaires Saint-Luc asbl - Université catholique de Louvain
PATH Integration
PATH Integration
R 2.1 :
R 2.1 : Work LoadWork Load
Based on FTEFTE
Q 1 : WHICH
Q 1 : WHICH PATH indicators to integrate ?
Q 2 : HOW
Q 2 : HOW to integrate internally the indicators ?
R 1 :
R 1 : i.e. Absenteism rateAbsenteism rate
(Human Ressources part in the strategy map)
Staff Motivation
Staff Motivation
Based on frequencyfrequency
Use of indicator : To measure an objective achievement
Barometer of
Ex : Absenteism Rate
Ex : Absenteism Rate
WORK LOAD WORK LOAD
(1) Tx absentéisme (WHO) = nb jours cal. d’absence % (nb personnes * nb jours cal. de la période)
(2) Tx absent
(2) Tx absentééisme (Saintisme (Saint--Luc) = nb de jours dLuc) = nb de jours d’’absence calendrier en ETP % nb dabsence calendrier en ETP % nb d’’ETPETP
(3) Pct personnes absentes = nb personnes avec 1 ou + périodes d’absence % nb personnes total (4) Pct d’absentéisme = nb de jours d’absence % nb de jours de prestation
[ (5) Moyenne de durée de la maladie = nb de jours d’absence / nb de période de maladie par an ]
STAFF MOTIVATION
STAFF MOTIVATION
(6) Fréquence d’absentéisme = nb de période d’absence par an (7) Facteur de Bradford = nb de jours d’absence x (fréquence)2
Cliniques universitaires Saint-Luc asbl - Université catholique de Louvain
Ex : Absenteism Rate
Ex : Absenteism Rate
ASSUMPTIONS
ASSUMPTIONS
3 absences3 absencesAbsence 1 : 1 person, 4 Mondays in January 2006 Absence 2 : 1 person, 2 Mondays in January 2006
Absence 3 : 1 person, from Friday to Monday (medical certificate of 4
days in January 2006)
This person should have worked 21 days in January (5 days week from Monday to Friday)
4 services4 services
Service A : 1 person full time ( 1 FTE) Service B : 1 person half time ( 0.5 FTE) Service C : 2 person half time ( 1 FTE) Service D : 2 person full time ( 2 FTE)
Ex : Absenteism Rate
Ex : Absenteism Rate
Absence 1 Absence 2 Absence 3 Serv A Serv B Serv C Serv D Serv A Serv B Serv C Serv D Serv A Serv B Serv C Serv D ) Tx abs. WHO 2 12,90 12,90 6,45 6,45 6,45 6,45 3,23 3,23 12,90 12,90 6,45 6,45 Tx abs. 1 jour 12,90 12,90 6,45 6,45 Tx abs. 2 à 7 jours 6,45 6,45 3,23 3,23 12,90 12,90 6,45 6,45 (2) Tx absent. St-Luc 12,90 12,90 6,45 6,45 6,45 6,45 3,23 3,23 12,90 12,90 6,45 6,45 (3) Pct pers. absent. 100 100 50 50 100 100 50 50 100 100 50 50 (4) Pct d’absent. 19,05 19,05 9,52 9,52 9,52 9,52 4,76 4,76 9,52 9,52 4,76 4,76 ) Moy. durée mal. 1 1 1 1 1 1 1 1 2 2 2 2 ) Fréq.d’absent. 4 4 4 4 2 2 2 2 1 1 1 1 (7) Facteur Bradford 64 64 64 64 8 8 8 8 2 2 2 2
RESULTS
Cliniques universitaires Saint-Luc asbl - Université catholique de Louvain
Ex : Absenteism Rate
Ex : Absenteism Rate
Dimensions of analysis
Dimensions of analysis
Length of absence
Length of absence
Ex : 1 day, short term, long term ?
Category
Category
Ex : physicians, nurses, administrative staff ?
Structure
Structure
Ex : hospital, departement, service ?
Time
Time
Conclusion
Conclusion
Definition
Definition
Indicator sheet Keep it simple !Measure
Measure
ImplementationValidations & Quality controls
Analysis & communication
Analysis & communication
Comparisons with past, objective, benchmark Links between indicators, KSF
Tools : BSC, OLAP, reporting, queries, forecasting
