Abstract
Backgound/Aims Geisinger’s Henry Hood Center for Health Research houses the Geisinger Center for Health Research and the Geisinger Center for Clinical Studies, established in 2003 and 2006, respectively. The Centers experienced rapid growth, from 4 employees in 2003 to 60 in 2010. In response, we sought to build professional development resources for the expanding staff. The aim of this project was to develop a tool to be used during the annual review process for personal career growth, goal-setting, and self evaluation, and also as a resource for employee evaluations. The tool focuses on job-specific behavioral core competencies.
Methods Our task force developed a worksheet targeting four categories of job-specific core competencies for success and growth: behavior, communication, management, and organization. Each core competency included five sub-categories with definitions and examples. For each goal, a growth target (individual, department-specific and organizational) was also assigned. The Goal-Setting Tool was introduced to project managers and project coordinators one month prior to the annual review process. While developing their goals, employees were instructed to assign a competency and a growth target focus to each goal. While it was encouraged that all 5 competencies and all 3 growth areas be addressed, this was not required. Before and after completing their goals, employees were also asked to complete a questionnaire regarding whether/ how they anticipated this tool would help or had helped in the goal setting process.
Results All project managers and project coordinators used the new tool in their annual goal setting process. Among those who completed the questionnaire, no observable differences were noted in the pre- and post-tool implementation periods, suggesting that employees’ expectations regarding the utility of this tool were met. From a manager’s perspective, the new tool was helpful, as it facilitated the goal-setting process and encouraged employees to consider career options, such as career growth and opportunity, educational needs, and their contribution to the overall success of the organization.
Conclusions The tool was successfully implemented and we plan to expand implementation of the tool to junior research staff. A modified version of the tool may be introduced institution-wide.
