Every year employees are asked
to participate in the annual employee partnership survey to share their
ideas on what works well and what could be improved.
medical center is focused on being the best place to work, the best
place to receive care, and the best place to practice medicine and
teach,” said Stuart Smith, vice president for clinical operations and
executive director, MUSC medical center.
“Fairness of performance reviews” and “evaluation helped improved
performance” were raised as areas that employees felt needed some
improvement on past partnership surveys. Final 2009 survey results are
not yet available. Employees' concerns were heard. In response, the
medical center is implementing a new, online, performance management
system, SuccessFactors, in July. The university and University Medical
Associates (UMA) also have plans to implement SuccessFactors at a later
will replace the current manual paper system for managing employee
performance. It does not, however, replace the one-on-one conversations
that must occur between the employee and manager on an ongoing basis.
The system will reduce the amount of paperwork required, freeing up
more time for managers to meet with their employees.
SuccessFactors will also:
the fairness and consistency of performance reviews—everyone will be
reviewed at the same time, using the same format, in one system.
- Create a strong connection between MUSC goals, leader and employee goals.
MUSC the ability to clearly tell the difference between low and high
performing employees, so high-performing employees can be rewarded.
- Reinforce the importance of MUSC Standards of Behavior—all employees will be evaluated on the same standards.
addition, all employees will now have pillar goals. Leaders have
carried pillar goals for the past three years, but this will be a
change for those employees who do not supervise others. These employees
will carry two pillar goals. Pillar goal choices will be simple and
consistent; and employee goals will be linked to those of managers or
supervisors. Employee goals will fall under three pillars: service,
quality and finance. There will be some exceptions, but the focus is to
have the employee goal be the same as or strongly connected to the
surgical clinics nurse manager Judi Bucknam, right, reviews performance
goals with university internal medicine clinical care coordinator Beth
Once SuccessFactors is rolled out, employees will be able to access
their position description (PD) round the clock, even from home, as a
link to the tool will be part of MyRecords. Employees will also be able
to electronically make notes about key actions completed, goals
reached, even compliments received, throughout the year. The system
will make it easier for the medical center to respond to Joint
Commission survey questions during a survey, since we will not have to
track down as many pieces of paper.
All employees are encouraged to visit the newly launched SuccessFactors Web site—https://www.musc.edu/medcenter/SuccessFactors/index.html
to learn more. The link is available from the MUHA Human Resources
site. Managers, supervisors and their designated support staff must
attend training. Training began June 15. Log into CATTS (http://www.musc.edu/catts)
to register. Employees who do not supervise other employees are not
required to attend training, but are encouraged to attend a drop-in
Drop-in session will be held throughout the summer. Visit the
SuccessFactors Web site and click on ‘training’ for times, dates and
locations. A timeline of upcoming dates is below:
- June 15 – July 10: Training will be held for leaders and support staff.
15 – Aug. 31: Leaders and/or their designated administrative support
staff must load PD’s for all employees into SuccessFactors. Leaders
must also load pillar goals for themselves to cascade to their direct
- July 13 – July 31: Drop-in sessions for those loading PD’s into system.
- Aug. 10 – Aug. 31 : Drop-in sessions for employees.
31: Deadline for managers to complete a 2009 review for every
employee (except those hired on or after April 1, 2009).
- Aug. 31: 2010 planning stage acknowledgement forms.
will not manage performance— employees are responsible for managing
their own performance. The new system should, however, increase the
fairness of the process, so that it supports every employee’s
development and ensures that MUSC Medical Center is a great place to
Friday, June 19, 2009