Shared 3-Point Rating Scale & ASPIRE Behaviors For All Health System Entities

Why are we sharing the ASPIRE behavior rating section (new for SOM & UPG).

Foundational values and behavioral competencies are a fundamental component of driving behaviors, culture and engagement in an organization. Since 2011, the Medical Center has formally incorporated a common set of values (ASPIRE; formerly RISE) in their performance appraisals to help drive cultural norms / behaviors. This will now extend to the entire Health System as a means to enrich the appraisal process.

How do the ASPIRE Rankings Work?

The Health System and Nurse Appraisal templates each contain an ASPIRE section. Each individual value requires a rating. The section has a summary comments box to capture specific examples of demonstrated behaviors over the performance cycle. Workday performs an average calculation to generate a section summary rating. For the Health System template, this section is weighted at 50% of the Overall Rating.  For the Nurse template, this section is weighted at 25% of the Overall Rating with the Clinical Ladder Behaviors section also holding a weight of 25%.

Why do we use the 3-Point Rating Scale (new for UPG and SOM)?

Ratings offer a quantifiable view of individual and organizational performance. This means organizations can report on the assessment of available talent and use trends to plan for improvements. Which managers are most effective? Which employees are most likely to become leaders? Leveraging a three-point scale across all three entities reduces the level of subjectivity and variance, especially for those in identical job roles. 

UVA’s rating scale ranges hold us to a high standard of performance. For the 3-point Rating Scale, the peak level of performance ‘3’ or ‘Consistently Exceeds’, is set to the narrowest point spread (2.61 – 3.00 or a .39 point spread), recognizing and rewarding rare and exceptional impact on our organization. The rating range of ‘2’ or ‘Fully Meets/Often Exceeds’ is 1.71 – 2.60 and the rating range of ‘1’ or ‘Does Not Fully Meet/Inconsistent’ is 1.00 – 1.70. These ranges were assigned by applying a bell-curve to historical ratings on a 3-point scale.