The final step of the performance management process is the reward.

Pay & Performance is designed to reward those who contribute to the success of the Health System, so it makes sense that rewards are shared once the DUHS fiscal year closes.

The success of the Health System is measured in terms of the goals in the DUHS balanced scorecard. The power of the balanced scorecard lies in the linkage between its four perspectives. So, by improving the right organizational capabilities (Work Culture), you will improve your business processes (Clinical Quality/Internal Process), which result in improved customer perceptions (Customer), which in turn leads to meeting your financial objectives and achieving your vision.

Our Financial goal is to generate sufficient resources to reinvest in people, technology, buildings, research and education. The amount of money available for merit increases may change from year to year depending on the success of DUHS. The more successful we are in achieving all four of our goals (Clinical Quality/Internal Business, Customer Service, Finances, Work Culture), the more we will have to reward individual performance. But we must maintain a balanced approach to achieving our goals. If we focus too much on the Finances goal and neglect the Customer Service goal, we may have to reinvest more in Customer Service to address issues that arise as a result.

So your merit increase will be based on two factors: 1) the organizational success and 2) your individual/team contribution to that success as reflected in your overall performance rating.