Common use of Shared Vision Clause in Contracts

Shared Vision. The 2005 Attendance, Performance Improvement, Performance-Based Pay, Service Quality and Workforce Development BTGs recommended the establishment of teams based in work units as a core mechanism for advancing Partnership as the way business is conducted at Xxxxxx Permanente, and for improving organizational performance (attached as Exhibit 1.B.1.c.1 (1)). Unit-based teams (UBT) were then established and have been refined in every national bargaining since. A unit-based team includes all of the participants within the boundaries of the work unit, including supervisors, stewards, providers and employees. Engaging employees in the design and implementation of their work creates a healthy work environment and builds commitment to superior organizational performance. Successful engagement begins with appropriate structures and processes for Partnership interaction to take place. It requires the sponsorship, commitment and accountability of labor, management, and medical and dental group leadership to communicate to stakeholders that engagement in Partnership is not optional, but the way that Xxxxxx Permanente does business. Members of a unit-based team participate in: » planning and designing work processes; » setting goals and establishing metrics; » reviewing and evaluating aggregate team performance; » budgeting, staffing and scheduling decisions; and » proactively identifying problems and resolving issues. The teams need information and support, including: » open sharing of business information; » timely performance data; » department-specific training; » thorough understanding of how unions operate; » meeting skills and facilitation; and » release time and backfill. Senior leadership of KFHP/H, medical and dental groups and unions in each region and cross-regional, shared services and national functions will agree on a shared vision of the process for establishing teams, the methods for holding teams and leaders accountable, and the tools and resources necessary to support the teams. Unit-based team goals will be aligned with national, regional, facility and unit goals. Implementation of unit-based teams should be phased, beginning with Labor Management Partnership readiness education and training of targeted work units, providing supervisors and stewards with the knowledge and tools to begin the team-building work. It is expected that unit-based teams are the operating model for Xxxxxx Permanente. The Rutgers study findings on What Teams Need can be found in Exhibit 1.B.1.c.1(2).

Shared Vision. The 2005 Attendance, Performance Improvement, Performance-Based Pay, Service Quality and Workforce Development BTGs recommended the establishment of teams based in work units as is a core mechanism for advancing Partnership as the way business is conducted at Xxxxxx Permanente, and for improving organizational performance (attached as Exhibit 1.B.1.c.1 (1)). Unit-based teams (UBT) were then established and have been refined in every national bargaining since. A unit-based team includes all of the participants within the boundaries of the work unit, including supervisors, stewards, providers and employees. Engaging employees in the design and implementation of their work creates a healthy work environment and builds commitment to superior organizational performance. Successful engagement begins with appropriate structures and processes for Partnership interaction to take place. It requires the sponsorship, commitment and accountability of labor, management, and medical and dental group leadership to communicate to stakeholders that engagement in Partnership is not optional, but the way that Xxxxxx Permanente does business. Members of a unit-based team participate in: » planning and designing work processes; » setting goals and establishing metrics; » reviewing and evaluating aggregate team performance; » budgeting, staffing and scheduling decisions; and » proactively identifying problems and resolving issues. The teams need information and support, including: » open sharing of business information; » timely performance data; » department-specific training; » thorough understanding of how unions operate; » meeting skills and facilitation; and » release time and backfill. Senior leadership of KFHP/H, medical and dental groups and unions in each region and cross-regional, shared services and national functions will agree on a shared vision of the process for establishing teams, the methods for holding teams and leaders accountable, and the tools and resources necessary to support the teams. Unit-based team goals will be aligned with national, regional, facility and unit goals. Implementation of unit-based teams should will be phasedphased in, beginning with Labor Management Partnership readiness education and training of targeted work units, providing supervisors and stewards with the knowledge and tools to begin the team-building work. It is expected that unit-based teams are the operating model for Xxxxxx Permanente. The Rutgers study findings on What Teams Need can be found in Exhibit 1.B.1.c.1(2).parties agree that five key success factors for unit-based teams are:

Shared Vision. The 2005 Attendance, Performance Improvement, Performance-Based Pay, Service Quality and Workforce Development BTGs recommended the establishment of teams based in work units as is a core mechanism for advancing Partnership as the way business is conducted at Xxxxxx Permanente, and for improving organizational performance (attached as Exhibit 1.B.1.c.1 (1)). Unit-based teams (UBT) were then established and have been refined in every national bargaining since. A unit-based team includes all of the participants within the boundaries of the work unit, including supervisors, stewards, providers and employees. Engaging employees in the design and implementation of their work creates a healthy work environment and builds commitment to superior organizational performance. Successful engagement begins with appropriate structures and processes for Partnership interaction to take place. It requires the sponsorship, commitment and accountability of labor, management, and medical and dental group leadership to communicate to stakeholders that engagement in Partnership is not optional, but the way that Xxxxxx Permanente does business. Members of a unit-based team participate in: » planning and designing work processes; » setting goals and establishing metrics; » reviewing and evaluating aggregate team performance; » budgeting, staffing and scheduling decisions; and » proactively identifying problems and resolving issues. The teams need information and support, including: » o open sharing of business information; » o timely performance data; » o department-specific training; » o thorough understanding of how unions operate; » o meeting skills and facilitation; and » o release time and backfill. Senior leadership of KFHP/H, medical and dental groups and unions in each region and cross-regional, shared services and national functions will agree on a shared vision of the process for establishing teams, the methods for holding teams and leaders accountable, and the tools and resources necessary to support the teams. Unit-based team goals will be aligned with national, regional, facility and unit goals. Implementation of unit-based teams should will be phasedphased in, beginning with Labor Management Partnership readiness education and training of targeted work units, providing supervisors and stewards with the knowledge and tools to begin the team-building work. It is expected that unit-based teams are the operating model for Xxxxxx Permanente. The Rutgers study findings on What Teams Need can be found in Exhibit 1.B.1.c.1(2).parties agree that five key success factors for unit-based teams are: