Example Scorecard

ABC Org 0 10 20 30 40 50 60 70 80 90 100 Yourorganization As shown in Figure 2, the top respondent score was 75.0, and the median score was 39.5, indicating broad variability in practices across organizations. your organization in a given dimension. Areas where your Overall Composite Performance Ranking Composite Score Top-Performer Score Group Median Overall ***** 66.475.035.9 Leadership Domain Performance Ranking Domain Score Top-Performer Score Group Median Strategically Aligning Leadership Development (15%) 32 73.095.958.3 Attracting and Selecting Leaders (10%) 29 46.075.630.6 Preparing New Leaders for Success (5%) 14 95.0100.030.0 Talent Management and Succession Planning (5%) 17 62.090.022.9 Providing Developmental Experiences (10%) 24 65.0100.025.0 Providing Performance Feedback (10%) 29 40.073.029.3 Developing Clinical Leadership Strength (10%) 4 78.084.016.5 Developing for Diversity & Inclusion (10%) 18 63.894.639.1 Incorporating Administrative Fellowships (5%) 10 85.094.014.5 Monitoring & Achieving Results (10%) 4 70.090.015.0 Utilizing Coaching for Leadership Development (5%) 17 60.097.023.1 Leadership and Well-being (5%) 2 82.088.033.0 This scorecard provides the results of areas measured on the 2020 NCHL Health Leadership Survey. Survey items were developed by a team of researchers based on best-available evidence about development activities that have the greatest impact on leadership performance over time. The scorecard is designed to provide a comparison of your organization's leadership development to the organizations who participated in the 2020 survey. The goals of the scorecard are to provide guidance about where development resources can be optimally allocated in support of your organization's long-term human capital development goals. Unique survey responses from 2016, 2018, and 2020 were used to calculate group median and top-performer scores. Includes measures of program centralization, senior leadership and governance involvement, fostering of leadership accountability, and attention to ensuring objectivity in the performance review process. Measures an organization's efforts to recruit top talent by competitively positioning their quality of work and worklife, and their sophistication in using eivdence-based approaches to the leader selection process. Assesses the extent to which the organization systematically prepares new leaders during the critical early period of new roles. Includes program monitoring activities as well as their associated outcomes, including leadership bench strength and leadership retention. Assesses the extent to which the organization's leadership systematically supports the health and well-being of its employees. ABC Organization Includes internal and external coach engagements, training and credentialing of internal and external coaches, and evaluation and structure of coaching engagements. Includes use and frequency of formal job rotations (re-assignment of leaders on a full-time basis to temporary roles for skill development), action learning (facilitated learning through team-based work on organizational problems), and the provision of cohort leadership development programs. Includes the extent of systematic collection of information about leadership performance, as well as the regular provision of this feedback to leaders in a context of development as well as accountability. Assesses focal attention to clinical sub-populations as part of the selection, development, and succession planning systems. Includes the percentage of leadership positions occupied by women and/or under-represented minorities, weighted according to organizational level. Measures the presence and competitiveness of administrative fellowships (training/work programs, lasting 12 months or longer, for recent graduates of healthcare management / related graduate programs), as well as the sophistication of development provided to administrative fellows. Assesses the presence and depth of succession planning, the selection and development of high potentials, and the level of formal leadership development provided to manage talent. Note. The Leadership and Well-being dimension was added in 2020 so the rankings were calculated using only 2020 data. 2016 and 2018 total scores were based on historical dimension scores and weights. Top Ranking Awardees •Centura Health •Children's Health System of Texas •Children's Hospital Los Angeles •Cone Health •Henry Ford Health System •Intermountain Healthcare •Tampa General Hospital •The Cleveland Clinic Foundation •University of Texas MD Anderson Cancer Center •UPMC Program of Distinction Awardees •Akron Children’s Hospital •Atrium Health •Hartford HealthCare •Lucile Packard Children's Hospital at Stanford •Mount Sinai Health System, Inc. •Rush University Medical Center