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Kaiser Permanente Mid-Atlantic States

REWARD FOR RESULTS Program for 2008

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BELIEVE in your Power to achieve Results



For possible payout in March 2013





Reward for Results:An Inspiration and A Promise

Reward for Results is a way to ensure that Kaiser Permanente employees share in the results when we meet or exceed both our financial and performance goals.





Reward for Results: Key Principles

Our financial success and some of our performance goals are measured for the Region as a whole when determining if a Reward for Results payment will be made. Some performance goals are measured at facility or service area level.

Our financial success as a Region determines the funds available for the Reward for Results program.

You must be an eligible employee to receive a Reward for Results payment.





Reward for Results: Guiding Practices

1. Enhance "Line of Sight" for employees.2. Drive improvements in areas important to the strategic direction of the organization. 3. Engage employees more in decisions affecting their work. 4. Reward people partially based on where they physically work; many employees directly impact and share in the member's care experience. 5. Integrate within Service Areas; reward people based on their contribution to the MOB and ultimately, to the success of the service area.





Reward for Results: Financial Goal

In order for a payment to be made, we must first meet our financial target.

We measure our financial success in terms of our operating margin, which is the amount of revenue we make over our expenses.

The more successful we are, the more funds there will be available to share.





Reward for Results: Performance Goals Attendance — Reduce the use of annual and banked sick leave (not including unpaid and FMLA protected leave).

Workplace Safety — Ensure a safe environment for the people of KPMAS.

Service — Ensure our members’ satisfaction with their care and service experience.

Unit-Based Teams (UBTs) — Increase thenumber of high-performing teams in the region - percentage based on total number of teams atyear-end 2011.





Reward for Results: Performance Goals





Reward for Results: Keeping Track

Updates will be provided:

In department meetings, in UBT meetings, with customized presentations, etc.

With targeted mailings, Plugged In, intranet, general mass announcements, fliers, etc.

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