person tracking growth

Healthcare Performance Improvement Plan

Remember in the childhood game of Operation trying to pick up tiny bones with tweezers without getting yourself and your patient zapped? If you did get shocked, you probably didn’t establish a protocol on how to avoid getting it the next round. You probably just said, “better luck next time.”

Fortunately for all of us who have ever been patrons of health care, performance is taken more seriously. Fixing performance in the health industry is much different than the game Operation. Healthcare is arguably the most important industry where protocols and improvement plans need to be established. Performance improvement plans are tools used to resolve medical and administrative issues.

Don’t let poor healthcare performance go unresolved and cross your fingers patients will be safe. Here are five easy steps to building a healthcare improvement plan:

Document Performance Issues

Documenting the issue and area where employee performance needs improvement is the first step in the PIP process. Being objective, factual and specific is what the supervisor should strive for. Here are some of the key components the supervisor can address:

  • Description of performance discrepancy
  • Performance expectations
  • Incidence and dates of the issues
  • Consequences

Develop Improvement Plan & Goals

Once a performance issue has occurred, there needs to be an established plan for improvement. The PIP should include SMART goals (specific, measurable, attainable, relevant and time-related). The plan needs to have clear expectations and the repercussions of not meeting the expectations. The PIP indicates what resources will be provided to help the employees meet these goals.

Meet with Employee

After goals have been set, the manager needs to meet with the employee. Clearly define what needs improved and share the action plan with the employee. Talk with the employee to get their feedback and thoughts on the plan.

Review the Plan

The supervisor needs to take information from meeting with the employee. If need be, the plan should be adjusted after meeting with the employee. The supervisor needs to make sure that all final information that needs to be added to the PIP is done so. Once any additions to the PIP have been completed, the final plan should be signed by the supervisor and employee.

Follow Up

Establish a timeline for regular follow-up meetings to discuss how improvements are being made toward goals. Also, give time for the employee to ask questions to aid in their development. Use these meetings to keep motivating the employee to continually improve.

Don’t let your employees struggle and keep zapping themselves. Establish protocols and improvement plans to ensure that your customers and patients are provided with the best resources. Give Lessonly a try today here.

How a Letter Prepared Me for Sample Performance Review Phrases
Retain Your Team With an Employee Development Plan Template

Like what you see? Learn more below.