Typically, technical quality is measured using clinical information found in administrative databases, electronic health records, or medical charts, whereas interpersonal quality is measured using patient surveys.

10 Metrics for Measuring Physician Performance

1. On-time starts.
2. Utilization of block time.
3. Case volume.
4. Cost of staff per case.
5. Cost of supplies per case.
6. Infection rates.
7. Surgical complications.
8. Handwashing compliance.

Importance

• Evidence-Based. The measure should be grounded in science, explicit, and reflect the degree of scientific certainty.
• Substantial potential for improvement.
• Severity and prevalence.
• Substantial impact.
• Relevant.
• Improve value.
• Reliability.
• Validity.

The principal methods of measuring hospital performance are regulatory inspection, public satisfaction surveys, third-party assessment, and statistical indicators, most of which have never been tested rigorously.

Core measures are national standards of care and treatment processes for common conditions. These processes are proven to reduce complications and lead to better patient outcomes. Core measure compliance shows how often a hospital provides each recommended treatment for certain medical conditions.

Below are the 15 key management KPI examples:

• Customer Acquisition Cost. Customer Lifetime Value. Customer Satisfaction Score. Sales Target % (Actual/Forecast)
• Revenue per FTE. Revenue per Customer. Operating Margin. Gross Margin.
• ROA (Return on Assets) Current Ratio (Assets/Liabilities) Debt to Equity Ratio. Working Capital.

These types of indicators include: employee engagement, satisfaction and turnover. Studies show that higher employee engagement is linked to higher customer satisfaction. When employees are happy at work and believe in their product/company this comes across to customers.

Types of KPIs

• Quantitative Indicators. Quantitative indicators are the most straight-forward KPIs.
• Qualitative Indicators. Qualitative indicators are not measured by numbers.
• Leading Indicators.
• Lagging Indicators.
• Input Indicators.
• Process Indicators.
• Output Indicators.
• Practical Indicators.

Here are a few ways to measure and evaluate employee performance data:

1. Graphic rating scales. A typical graphic scale uses sequential numbers, such as 1 to 5, or 1 to 10, to rate an employee’s relative performance in specific areas.
2. 360-degree feedback.
3. Self-Evaluation.
4. Management by Objectives (MBO).
5. Checklists.

So why should public managers measure performance? Because they may find such measures helpful in achieving eight specific managerial purposes. As part of their overall management strategy, public managers can use performance measures to evaluate, control, budget, motivate, promote, celebrate, learn, and improve.

There are five specific types of measures that have been identified, defined and will be applied throughout Iowa state government: input, output, efficiency, quality and outcome.

Essentially, tactical performance is how well you stick to your plan, and adaptive performance is how well you diverge from your plan.

Key Tools and Techniques for Performance Management

• Key performance indicators (KPIs) and metrics.
• Performance appraisals.
• 360 degree feedback.
• Management by objectives (MBO)
• Performance management frameworks.
• Reward and recognition programmes.
• Personal development plans (PDP)
• Where to go from here.

Principles of Measuring Performance

• Expose Weaknesses. Your performance measures must expose your weaknesses so you can improve them.
• Facilitate Collaboration Across Functional Boundaries.
• Be Highly Visible and Kept Current.
• Balance Lagging and Leading Indicators.
• Matter.

KPI stands for key performance indicator, a quantifiable measure of performance over time for a specific objective. KPIs provide targets for teams to shoot for, milestones to gauge progress, and insights that help people across the organization make better decisions.

Is the Work Getting Done? Five Ways to Monitor Employee Performance

1. Watch employees work. One of the most effective ways to monitor an employee’s performance is with your own eyes.
2. Ask for an account.
3. Help employees use self-monitoring tools.
4. Review work in progress on a regular basis.
5. Ask around a little.

How to Measure Progress and Achieve Goals

1. Measure process goals. If you’re Type A like me, you probably overwork yourself, under the assumption that more work gives more progress.
2. Measure how far you’ve come.
3. Measure distance to your goals.
4. Re-measure often.

These four characteristics give us four types of progress measures: performance measures, activity measures, quota measures, and status measures.

Why Measuring Progress is Important Measuring progress to your goal lets you see whether you’ve made a dent, are at a standstill, or have fallen behind. This information is useful in helping you to make or adjust a plan of action for getting on track. Your measurements act as your guide toward reaching your goal.