Formats:
Word document, PDF
Size:
8.5" x 11"
Intended audience:
UBT co-leads
Best used:
This worksheet can help you and your co-leads craft successful working agreements to plan, run and evaluate meetings.
Use this worksheet to develop working agreements. Includes considerations and agreements.
Highlights of the 2005 National Agreement in a 12-page summary.
This step-by-step guide shows users how to use UBT Tracker, an online tool for tracking team performance, recording tests of change and more.
This 11-slide presentation includes tools on how to integrate workplace safety into the work of unit-based teams.
At the beginning of 2010, Bernard Tyson, executive vice president of Health Plan and Hospital Operations, and the regional presidents came up with a series of actions and effective practices to prevent injuries. One of the actions is to report Workplace Safety Never Events.
This 11-page presentation can be shown at meetings, or individual tips can be shared in huddles and other gatherings.
The Path to Performance provides a consistent way for teams to understand where they are in the developmental process—and what they need to do to move to the next level. It sets standards in seven dimensions of performance: sponsorship, leadership, training, team process, team member engagement, use of tools, and goals and performance. Teams must meet all the criteria of each dimension at each level before they can move to the next level.
As teams become high performing, they tend to have better attendance, fewer workplace injuries and better service scores and quality outcomes.
A Level 1 team is building a foundation for effectiveness by identifying leaders and sponsors.
A Level 2 team is establishing structures to engage all team members and learning techniques of performance improvement.
A Level 3 team is demonstrating progress on team engagement and is initiating projects to improve performance.
A Level 4 team displays high engagement from all team members and has completed a number of successful improvement projects.
A Level 5 team uses sophisticated performance improvement tools and is achieving multiple targets across all four points of the Value Compass.
This tool offers 16 tips for giving effective, engaging presentations.
This case study analyzes the evolution of the Labor Management Partnership at Kaiser Permanente from its inception in 1997 to June 2002 and identifies a set of critical issues and challenges the parties will face in moving forward.
This report analyzes LMP's evolution from 2002 to 2004 and identifies critical issues and challenges moving forward.