Good morning Director Team Leads,? Thank you again for leading the Leadership workgroup for Directors! ?Attached you will find the ?raw data? for subdomain

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Leader Within

Reflective Practice

Competency: Demonstrates strong leadership by improving team performance and engagement through regular evaluations, active participation in unit initiatives, effective communication, and timely responses to operational challenges.

Measurable Indicators:

· Increase leadership confidence by ≥5% through peer/self-assessment tools.

· Attend ≥90% of leadership meetings and ensure 95% closure on unit initiatives via documented follow-through.

· Conduct quarterly 1:1 evaluations with direct reports, resulting in ≥5% improvement in team performance metrics.

· Lead daily huddles with ≥90% staff participation, using them for feedback and post-incident debriefs.

· Document and deliver feedback at least quarterly to staff and leadership on performance and process improvements.

Career Development

Competency: Champions professional development and inclusive mentorship by guiding future leaders, fostering mentee growth, participating in continuous education, and promoting access to advancement opportunities, resulting in measurable staff engagement and leadership readiness.

Measurable Indicators:

· Mentor one or more staff yearly with ≥80% mentee-reported growth.

· Identify and train one future leader annually with tracked leadership progress.

· Support diverse, inclusive mentor/preceptor pool via annual review and adjustment.

· Attends at least one leadership conference or professional development seminar annually, implementing at least one new learned strategy on the unit. (i.e. LDI)

· Facilitates an easier process for staff to obtain tuition reimbursement for continuous learning, resulting in a 10% increase in staff pursuing higher education.

Foundational Thinking

Competency: Demonstrates foundational thinking through critical problem-solving, performance alignment, data-driven decision-making, empowerment, innovation, and continuous learning to enhance operational efficiency and staff engagement

Measurable Indicators:

· Effectively addresses ≥90% of unit-level challenges through independent decision-making or staff empowerment,

· Implement at least one new protocol annually to improve efficiency or safety—validated through audit and performance metrics.

· Achieves ≥95% staff understanding of unit expectations through regular workflow audits (e.g., daily intake, OVR reviews), proactive identification of improvement opportunities, and strategic recognition of positive practices—targeting a ≥5% quarterly increase in staff recognition submissions and consistent audit outcomes showing low ambiguity.

Personal and Professional Accountability

Competency: Demonstrate leadership through introspection, emotional intelligence, and flexible response.

Measurable Indicators:

· Complete annual self-assessments with action plans for improvement.

· Receive “role model” ratings in 85% of peer/direct report evaluations.

· Obtain or maintain a national certification.

· Maintain 100% compliance with all required licenses, certification (i.e. RN, ACLS, BLS, CHEMO), and continuing education units (CEUs) as evident by annual verification.

· Participates in leadership shadowing experiences at least twice per year to enhance organizational understanding.

· Implement two Individual Development Plans (IDPs) annually, with 80% goal completion.

· Participate in a Jackson Leadership Development Program (i.e. Leading at Jackson)

· Participate in at least one Shared Governance Council

Professionalism

Profession Accountability

Competency Statement: Ensures adherence to all professional standards, maintaining licensure compliance and ethical decision-making while demonstrating integrity in leadership.

Measurable Indicators:

· Ensures 100% of direct reports maintain active licensure and certifications.

· Demonstrates integrity in decision-making, with zero documented complaints of unethical behavior.

Health Equity and Social Determinants of Health

Competency: Promote respect in the workplace and moral courage in leadership and care.

Measurable Indicators:

· Lead or participate in one advocacy initiative or community engagement activity annually to support staff or patient rights.

· Serves as an effective ANM representative in relevant meetings, ensuring staff perspectives are heard and addressed.

· Ensures patient and family advocacy concerns are addressed in 100% of observed instances during rounding and direct interactions

Competency Statement: Ensures equitable healthcare practices by implementing policies that address social determinants of health and promote culturally competent care.

Measurable Indicators:

· Implements unit-level policies to prevent communicable diseases, achieving 95% staff compliance.

· Ensures 90% of eligible patients receive proper screenings for social determinants of health through regular audits.

· Completes at least one cultural sensitivity training annually, applying principles to improve patient-centered care.

· Demonstrates social awareness, contributing to a 5% improvement in patient satisfaction scores related to cultural sensitivity.

Organizational Accountability

Competency Statement: Takes ownership of unit-level challenges, proactively leading resolutions and ensuring service recovery through professional accountability.

Measurable Indicators:

· Addresses 100% of identified unit-level is