Goal Setting Performance Research Articles

Opportunism in Performance Goal Setting in the Public Sector: Evidence from South Korea

This study examines the circumstances under which public organizations establish easy performance goals, analyzing nationwide data collected from cabinet departments in central and local government agencies in South Korea. Several factors have been identified as contributing to the tendency of public organizations to set easily achievable goals. Firstly, local governments tend to establish less challenging performance standards compared to central government agencies. Secondly, public organizations with higher financial resources per employee ratios are inclined to set easy performance goals. Lastly, the presence of a strong innovation-oriented culture or transparency requirements decreases the likelihood of setting easy performance goals.

Streamlining performance prediction: data-driven KPIs in all swimming strokes

ObjectiveThis study aimed to identify Key Performance Indicators (KPIs) for men’s swimming strokes using Principal Component Analysis (PCA) and Multiple Regression Analysis to enhance training strategies and performance optimization. The analyses included all men’s individual 100 m races of the 2019 European Short-Course Swimming Championships.ResultsDuration from 5 m prior to wall contact (In5) emerged as a consistent KPI for all strokes. Free Swimming Speed (FSS) was identified as a KPI for 'continuous' strokes (Breaststroke and Butterfly), while duration from wall contact to 10 m after (Out10) was a crucial KPI for strokes with touch turns (Breaststroke and Butterfly). The regression model accurately predicted swim times, demonstrating strong agreement with actual performance. Bland and Altman analyses revealed negligible mean biases: Backstroke (0% bias, LOAs − 2.3% to + 2.3%), Breaststroke (0% bias, LOAs − 0.9% to + 0.9%), Butterfly (0% bias, LOAs − 1.2% to + 1.2%), and Freestyle (0% bias, LOAs − 3.1% to + 3.1%). This study emphasizes the importance of swift turning and maintaining consistent speed, offering valuable insights for coaches and athletes to optimize training and set performance goals. The regression model and predictor tool provide a data-driven approach to enhance swim training and competition across different strokes.

Upaya Meningkatkan Kinerja Karyawan Melalui Desain Pekerjaan dan Lingkungan Kerja dengan Kepuasan Kerja Sebagai Variabel Intervening

This study aims to investigate the relationship between job design, work environment, job satisfaction, and employee performance in an organization. These factors are considered to have an important role in creating optimal working conditions and encouraging employees to achieve high performance. The research method used is a survey with a quantitative approach. The respondents of this study were employees from several organizations in various industrial sectors. Data were collected through questionnaires adapted from instruments that have been tested for reliability. The results of data analysis showed a positive relationship between good job design and employee performance. This suggests that when job duties and responsibilities are clearly organized, employees have a better chance of achieving set performance goals. In addition, the results also show that a good work environment contributes positively to employee performance. Factors such as social support, adequate physical facilities, and a positive organizational culture can increase employee motivation and engagement, which in turn improves their performance. In conclusion, this study provides a more in-depth understanding of the relationship between job design, work environment, job satisfaction, and employee performance. This research is expected to provide guidance and recommendations for management practitioners to implement effective strategies to improve employee performance in their work environment.

Differences and relationship in functional movement screen (FMS™) scores and physical fitness in males and female semi-professional soccer players.

Soccer is the world's most popular sport for both men and women. Tests of athletic and functional performance are commonly used to assess physical ability and set performance goals. The Functional Movement Screen (FMS™) is a widely used seven-test battery developed by practitioners to provide interpretable measure of movement quality. The main objective of the present study was twofold, to analyze the relationship between FMS™ results from male and female soccer players and to compare their physical performance in different tests. A total of twenty-eight semi-professional soccer players: fourteen male (age: 21.29 ± 1.64 years; weight: 70.66 ± 5.29 kg; height: 171.86 ± 5.35 cm; BMI: 20.90 ± 2.22 kg/m2) and fourteen females (age: 20.64 ± 1.98 years; weight: 63.44 ± 5.83 kg; height: 166.21 ± 12.18 cm; BMI: 23.02 ± 2.50 kg/m2) were recruited for this study. A paired sample t-test was used for determining differences as a repeated measures analysis. All the participants conducted the following tests: The Functional Movement Test (FMS™), 10-m linear sprint, 5-0-5 COD Test and Yo-Yo Intermittent Recovery Test-Level 1 (YYIRT Level 1). A t-test with data from 505 COD (change of direction) test showed significant differences between groups, p = 0.001, d = 1.11, revealing faster times in male soccer players (2.50 ± 0.19) in respect with female soccer players (2.70 ± 0.17). Crucially, a t-test with data from FMS did not reveal significant differences between groups. Multiple regression for V02max revealed significant effects (r = 0.55, r2 = 0.30, adjusted r2 = 0.24, F = 5.21, p = 0.04 and standard error = 2.20). On the other hand, multiple regression for 10-m sprint showed significant effects (r = 0.58, r2 = 0.33, adjusted r2 = 0.28, F = 5.98, p = 0.03). The impact of these factors on the correlation between FMS™ scores and physical performance measures can vary among individuals. This study demonstrates the necessity of utilizing and applying multiple field-based tests to evaluate the movement and capabilities of physical performance in sports. Crucially, consider individual variations and factors such as training background, fitness level, and sport-specific demands when interpreting the relationship between the FMS™ and physical performance in both sexes.

Principal’s Strategies in Improving Employee’s Performance (Study at SMA Negeri South Bengkulu)

This study aims to determine the Principal's Strategy in Improving Employee Performance (Study at SMA Negeri 1 Bengkulu Selatan). This research is qualitative research which is presented descriptively. There were 6 informants in this study consisting of: 2 key informants and 4 key informants. Methods of data collection through interviews, observation, and documentation. The data analysis techniques used are data reduction, data presentation, and drawing conclusions. Based on the results of the research and discussion, it is known that employee performance (a study at SMA Negeri 1 Bengkulu Selatan has been carried out). This can be seen from the indicators discussed earlier, namely: (1) Positive Encouragement: there is an award given by the school principal to TU employees and the teacher council who have achieved achievements assessed by the school principal, in the form of a charter. (2) Perform a Performance Audit: Every year the principal conducts an audit both in terms of finance and performance checks of employees, both the teacher council and TU staff to assess performance results. (3) Set Performance Standards and Goals: The principal assigns duties and responsibilities to the teacher council and TU staff in accordance with their respective duties in carrying out their duties. (4) Give Feedback: To Employees Regarding Their Performance The principal can see from the absence of teachers and TU staff to check the attendance of early or late employees whether or not the tasks assigned are carried out. (5) Give Employees Compliments or Other Rewards Related to Performance. The existence of praise given or carried out by the principal to the staff of the teacher council, TU and students who excel by giving some kind of reward can be in the form of money that has been budgeted by the school committee.

Follow a System for Setting Performance Goals

The Major Gifts ReportVolume 25, Issue 4 p. 8-8 Goal-Setting Procedures Follow a System for Setting Performance Goals Megan Venzin, Megan VenzinSearch for more papers by this author Megan Venzin, Megan VenzinSearch for more papers by this author First published: 06 March 2023 https://doi.org/10.1002/mgr.32124Read the full textAboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinkedInRedditWechat No abstract is available for this article. Volume25, Issue4April 2023Pages 8-8 RelatedInformation

Characterization of Laboratory Flow and Performance for Process Improvements via Application of Process Mining.

The rising level of laboratory automation provides an increasing number of logged events that can be used for the characterization of laboratory performance and process improvements. This abundance of data is often underutilized for improving laboratory efficiency. The first aim of this descriptive study is to provide a structured approach for transforming raw laboratory data to data that is suitable for process mining. The second aim is to describe a process mining approach for mapping and characterizing the sample flow in a clinical chemistry laboratory to identify areas for improvement in the testing process. Data were extracted from instrument log files and the middleware between laboratory instruments and information technology infrastructure. Process mining was used for automated process discovery and analysis. Laboratory performance was quantified in terms of relevant key performance indicators (KPIs): turnaround time, timeliness, workload, work-in-process, and machine downtime. The method was applied to two Dutch university hospital clinical chemistry laboratories. We identified areas where alternative routes might increase laboratory efficiency and observed the negative effects of machine downtime on laboratory performance. This encourages the laboratory to review sample routes in its analyzer lines, the routes of high priority samples during instrument downtime, as well as the preventive maintenance policy. This article provides the first application of process mining to event data from a medical diagnostic laboratory for automated process model discovery. Our study shows that process mining, with the use of relevant KPIs, provides valuable insights for laboratories that motivates the disclosure and increased utilization of laboratory event data, which in turn drive the analytical staff to intervene in the process to achieve the set performance goals. Our approach is vendor independent and widely applicable for all medical diagnostic laboratories.

Capability Level Analysis of IT Governance Using COBIT 5 on Continuity and Availability Of Services (Case Study: LMS Spada Wimaya)

Purpose: This study aims to assess the capability level to determine the condition of the capability level as-is, to-be, gap analysis and provide recommendations for improving IT governance in the continuity and availability process of LMS Spada Wimaya service. Design/methodology/approach: The capability level assessment refers to the COBIT 5 Process Assessment Model (PAM) assessment criteria with the research stages adopting the COBIT 5 Assessment Process Activities. Findings/result: Based on the urgency and problems that occur in LMS Spada Wimaya related to the continuity of service availability, the appropriate COBIT 5 enterprise goals are chosen, namely Business Service Continuity and Availability which describes in achieving the vision and mission goals of UPN "Veteran" Yogyakarta related to the procurement of LMS Spada Wimaya. The process of mapping results is prioritized based on impact and importance. The results of the assessment of the current capability level (as-is) in the BAI06, DSS03, DSS05, and MEA01 processes are at level 2 with the expected target capability level (to-be) at level 3 with a gap level of 1. DSS01, DSS02, and DSS04 are at level 1 with a target capability level (to-be) expected at level 3 with a gap level of 2. output criteria, setting performance goals and targets, making Standard Operating Procedures (SOP), conducting performance assessments to ensure compliance. Originality/value/state of the art: This study has the same focus as previous research, which is measuring the ability of the IT governance level with the criteria for the COBIT 5 Model Assessment Criteria (PAM), but is implemented in a different case study and the focus of the process is in accordance with the results of mapping the alignment of organizational goals with COBIT 5 IT goals according to urgency and problems that describe in achieving the vision and mission of the object of research.

EFFECTS OF PERFORMANCE MANAGEMENT SYSTEM ON EMPLOYEE PERFORMANCE AND THE MODERATING ROLE OF STAFF DEVELOPMENT: THE CASE OF MINISTRY OF MINES AND MINERALS DEVELOPMENT IN ZAMBIA.

The main aim of this paper is to investigate the effects of Performance Management System on Employee Performance in the Civil Service, specifically the Ministry of Mines and Minerals Development (MMMD) in Zambia. The research consists of four main parts: The effects of Performance Management System on Employee Performance; The effects of Performance Management System on Staff Development; The relationship between Staff Development and Employee Performance; and the mediating role of Staff Development on the effects of Performance Management System on Employee Performance. A quantitative approach was adopted in this study, with the population of interest consisting 250 employees who were randomly selected from six Departments under MMMD in Lusaka. The data was collected with the aid of structured questionnaires, and analysed using the Statistical Package for Social Sciences (SPSS) and excel. The findings of the research study indicates that Performance Management System: improves employee performance, efficiency and attitude towards work; identifies employee individual strengths and weaknesses; helps in identifying training needs and employee competencies; and also helps align employee qualifications/skills to the job requirements (job specifications). The research concludes that, Performance Management System has effects on Employee Performance and Staff Development. It also concludes that the relationship that exists between Staff Development and Employee Performance is that Staff Development enhances Employee Performance, which in turn improves career progression of employees as they acquire new knowledge and skills of doing their job. Further, the study concludes that Staff Development plays a reconciling role between Performance Management System and Employee Performance. The role played include: assisting employees gain knowledge and understanding of the job requirements, to enable them achieve the set performance standards and goals; facilitates for effective monitoring of employee performance; and helps to bridges gaps between identified employee incompetence and performance requirements.

Representations of student performance data in local education policy

The use of data for governance purposes has been widely recognised as a way for national authorities to coordinate their activities across administrative levels and improve educational quality. This places the mid-central authority—in many countries the municipal level—in the midst of modern education governing. This article reports a case study analysis of the particular uses of performance data and numbers by mid-central municipal authorities in the daily work of governing schools in Norway. The three empirical case studies combine an analysis of policy document and fieldwork interviews with municipal administrators. The article contributes important insights into the role of municipal administrators as interpreters of policy goals at a crucial yet understudied level of the education system. In contrast to the dominant perspective in the data use literature, which often addresses implementation and the effectiveness of how numbers and data can be ideally designed and used, the results provide grounds for a more nuanced understanding of the institutional processes related to setting performance goals.

Accounting Performance Goals in CEO Compensation Contracts and Corporate Risk Taking

This study provides the first large-sample archival evidence on the impact of three commonly used accounting performance goals (thresholds, targets, and maximums) in CEO compensation contracts on corporate risk taking. Using proxy statement disclosure on performance goals for CEOs of U.S. public companies, we find that lower thresholds and higher maximums are associated with greater corporate risk taking, and these results are more pronounced when CEOs have greater incentives to achieve accounting performance goals or have lower innate risk aversion. In addition, we find that target difficulty is not significantly associated with corporate risk taking after controlling for thresholds and maximums. Finally, we find that CEO compensation contracts are more likely to have lower thresholds and higher maximums when risk taking is more value-enhancing or when R&D investment is more profitable, consistent with boards setting performance goals to induce an appropriate amount of corporate risk taking. Our study contributes to the accounting literature on target setting and corporate risk taking by identifying accounting performance goals as a tool in executive compensation contract design to influence risk taking. This paper was accepted by Suraj Srinivasan, accounting.

Struggles and strategies in anaerobic and aerobic cycling tests: A mixed-method approach with a focus on tailored self-regulation strategies.

Endurance sports pose a plethora of mental demands that exercisers have to deal with. Unfortunately, investigations of exercise-specific demands and strategies to deal with them are insufficiently researched, leading to a gap in knowledge about athletic requirements and strategies used to deal with them. Here, we investigated which obstacles exercisers experience during an anaerobic (Wingate test) and an aerobic cycling test (incremental exercise test), as well as the strategies they considered helpful for dealing with these obstacles (qualitative analysis). In addition, we examined whether thinking of these obstacles and strategies in terms of if-then plans (or implementation intentions; i.e., "If I encounter obstacle O, then I will apply strategy S!") improves performance over merely setting performance goals (i.e., goal intentions; quantitative analysis). N = 59 participants (age: M = 23.9 ± 6.5 years) performed both tests twice in a 2-within (Experimental session: 1 vs. 2) × 2-between (Condition: goal vs. implementation intention) design. Exercisers' obstacles and strategies were assessed using structured interviews in Session 1 and subjected to thematic analysis. In both tests, feelings of exertion were the most frequently stated obstacle. Motivation to do well, self-encouragement, and focus on the body and on cycling were frequently stated strategies in both tests. There were also test-specific obstacles, such as boredom reported in the aerobic test. For session 2, the obstacles and strategies elicited in Session 1 were used to specify if-then plans. Bayesian mixed-factor ANOVA suggests, however, that if-then plans did not help exercisers to improve their performance. These findings shed novel light into the mental processes accompanying endurance exercise and the limits they pose on performance.

High-Performance Nanostructured Palladium-Based Hydrogen Sensors-Current Limitations and Strategies for Their Mitigation.

Hydrogen gas is rapidly approaching a global breakthrough as a carbon-free energy vector. In such a hydrogen economy, safety sensors for hydrogen leak detection will be an indispensable element along the entire value chain, from the site of hydrogen production to the point of consumption, due to the high flammability of hydrogen–air mixtures. To stimulate and guide the development of such sensors, industrial and governmental stakeholders have defined sets of strict performance targets, which are yet to be entirely fulfilled. In this Perspective, we summarize recent efforts and discuss research strategies for the development of hydrogen sensors that aim at meeting the set performance goals. In the first part, we describe the state-of-the-art for fast and selective hydrogen sensors at the research level, and we identify nanostructured Pd transducer materials as the common denominator in the best performing solutions. As a consequence, in the second part, we introduce the fundamentals of the Pd–hydrogen interaction to lay the foundation for a detailed discussion of key strategies and Pd-based material design rules necessary for the development of next generation high-performance nanostructured Pd-based hydrogen sensors that are on par with even the most stringent and challenging performance targets.

Comparison of canine urine specific gravity measurements between various refractometers in a clinical setting.

Veterinary facilities might use multiple refractometers and individuals to measure urine specific gravity (USG). Previous comparison studies show conflicting results. Furthermore, the clinical significance of measurement differences and interobserver variabilities has not been assessed. We aimed to determine statistically and clinically significant differences between four refractometers in measuring canine USG and subsequent categorization of urine concentrations and azotemia and determine the variability between different observers performing USG measurements. Fifty-nine specimens were included for the USG measurements with four refractometers by different observers. Each refractometer pair was compared using Spearman's rank correlation, Bland-Altman difference plots, and Deming regression analyses. Calculated bias was compared to set performance goals. Interobserver agreement was evaluated, and intraclass correlation coefficients were used to determine differences in the categorization of urine concentrations and azotemia (prerenal or renal). There was excellent correlation (rs =.99-1.00) between refractometers. All comparisons involving R4 showed significant constant and proportional biases. Mean bias met the clinical performance goals for all refractometers, except for comparisons with R4, where up to 17 results were outside the allowable bias. There was almost perfect agreement (rs =.999) between observers and excellent agreement (ICC=.96-.99) for the classification of urine concentrations. In azotemic patients (22%), there was perfect agreement (ICC=1.00) for the categorization of azotemia. In most cases, three of the refractometers evaluated in this study can be used interchangeably at all USG values, without affecting clinical decision-making. Multiple observers did not significantly affect decision-making.

English

This research aimed to study current situations, problems and needs for the development of an English teaching evaluation model focusing on task-based learning to develop English writing ability and creative thinking in the language; to create the development of the English teaching evaluation model, implement and evaluate the model designed. The research tools consisted of a structured interview form, an English writing ability test, creative thinking in language tests, an English teaching evaluation model focusing on task-based learning to develop English writing ability and creative thinking in language format, and a satisfaction questionnaire towards the model designed. Descriptive statistics were employed in the study including percentage, mean, standard deviation and F-test (One - way MANOVA). The results revealed that the model consists of 7 elements: Principle, objectives of the learning and evaluation, learning English area and learning indicators, selecting method of instruction based on the evaluation, setting performance goals based on the task/work, formulating the evaluation criteria and evaluation report. This is in addition to the 6 steps of evaluation: assessment preparation, designing learning activity, teaching and evaluation, teaching operation, conclude the assessment and feedback from related parties. On the other hand, results of the implementation revealed that the students who use this model obtained the average score, significantly at 0.05 level on English, writing ability and creative thinking in language which was higher than those who did not use the model. Based on the evaluation results, the effectiveness of the model was found to be at a high level overall and for each aspect.   Key words: English teaching evaluation model, task-based learning, English writing ability, creative thinking in language.

Effects of Failure on Self-Efficacy and Self-Set goals Over Time: The Role of Max/Min Goal Standards

For managers, one of their main concerns is enabling continued motivation within subordinates, for which goal-setting provides one of the most valid and practical strategies at their disposal (Locke & Latham, 1990; 2002). When employees experience continued success (i.e. reach their goals), this positively impacts outcomes beyond higher levels of performance, such as higher self-efficacy (Bandura, 1991). But what happens with these beliefs when people are constantly failing to achieve their goals? How should managers go about setting performance goals that do not lower the subordinates’ self-efficacy beliefs, yet simultaneously consider the mechanisms of goal specificity and difficulty that underlie the positive behavioural outcomes as put forward by goal-setting theory? The current research aims to provide a dynamic perspective on the effects of ongoing failure within individuals on self-goal setting and their efficacy beliefs development. By considering a theoretical framework of minimal and maximal goal standards (Giessner et al., 2018), we further show how framing such goals can influence this process by showing that maximal (versus minimal) goals can buffer against these expected negative consequences of not achieving a goal. As a result, we thirdly provide managerial recommendations of how to make use of (maximal) goal standards in organizational settings.

Multiple-Case Study of U.S. General Aviation Airports for Operational Sustainability

Improving operational sustainability may help U.S. general aviation (GA) airports improve overall sustainable development without substantial financial inputs. An exploratory multiple-case study of five GA airports was conducted to explore the current understandings of airport operational sustainability among U.S. GA airports. Based on findings, a new definition of airport operational sustainability for U.S. GA airports was developed. A set of performance metrics for measuring operational sustainability in U.S. GA airports was identified. The new definition may help GA airports to develop sustainable management plans, and may help airports in other categories to expand their sustainability perspectives. The metrics identified in this study may be used to measure progress to the sustainable development, identify problems, and set performance goals or targets for airports.

Unintentional unethical behavior: the mediating and moderating roles of mindfulness

PurposeThis paper aims to investigate the mediating and moderating roles of mindfulness in explaining the influences of performance goal attributes (e.g. difficulty, specificity and performance pressure), moral justification and peer unethical sales behavior on unintentional unethical behavior in the sales context. In this study, goal attributes and peer unethical sales behavior are proposed to positively impact unethical selling behavior. Especially, mindfulness and moral justification are explored as mediators of these relationships. Moreover, mindfulness also moderates the influence of peer’s unethical sales behavior on moral justification.Design/methodology/approachA sample of 188 salespeople working in companies in Vietnam is included to test the conceptual framework. Partial least squares structural equations modeling and SmartPLS v3 were implemented to test the path model.FindingsThis study highlights the mediating and moderating roles of mindfulness in explaining unintentional unethical behavior. The findings indicate that sales performance goals negatively influence mindfulness and positively influence unethical behavior. In the mediating role, mindfulness mediates the relationships between goal attributes and moral justification. Further, moral justification also mediates the influence of mindfulness on unethical behavior. In the moderating role, mindfulness plays a significant impact on the positive relationships between peers’ unethical selling behavior and moral justification.Research limitations/implicationsData are collected from salespeople in Vietnam. Therefore, the results are limited.Practical implicationsWhile many organizations use goal-setting as a tool to promote employees’ performance, it is warned that goal variables (e.g. difficulty, specificity and performance pressure) may lead to unethical behavior. Interestingly, people may fail to notice moral dilemmas because of focusing on the goals. Furthermore, ethical erosion in organizations may spur unethical selling behavior. Therefore, salespeople sell unethically without intention to do so. Proposing mindfulness as self-regulation, these findings may explain the reasons people display unintentional unethical behavior. Therefore, it is crucial to set performance goals for employees not only to promote their performance but also to prevent unethical behaviors.Social implicationsBy focusing on the roles of mindfulness that foster unintended unethical practices, this study provides important implications for governments and policymakers. For example, governments may emphasize ethical codes to clearly definite which practices are unethical. Moreover, ethics training should be considered to enhance ethical cognition in people.Originality/valueEmphasizing unintentional unethical selling behaviors in sales context, this study tests a research framework which highlights the roles of mindfulness in explaining the dark effects of performance goals on people’s cognition and behavior. Therefore, this paper contributes to a deeper understanding of ethical blind spots in people’s cognition.

Perceived goal setting practices across a competitive season

Goal setting is an effective and frequently used tool for performance enhancement in sports. However, in the previous studies, the focus has been on goal effectiveness among individual male athletes and at one point in time. Therefore, the purpose of this longitudinal study was to examine goal setting practices in women’s sport teams across a competitive season from players’ individual and team perspectives. A total of 146 female players representing 24 teams in ice hockey, ringette, or floorball completed three online surveys. Surveys focused on setting outcome, process, and performance goals, as well as evaluating the follow-through of setting goals and actually reaching these goals across the season. The results indicated that teams set collective outcome goals, and several process, and performance goals at the outset of the season. One-third of the participants reported that these goals were recorded. Furthermore, results revealed that after the season, the achievement of the outcome goal was evaluated, whereas the attainment of process and performance goals was evaluated only occasionally. It is argued that the lack of follow-through in evaluating process and performance goals may be attributed to setting too many goals and not writing them down. It appeared that one-third of the teams did consistently follow the goal setting principles, and although this resulted in increased goal evaluation, it did not result in increased goal attainment. A number of future directions for research are offered and it is recommended that coaches should be made more aware of these guidelines and the importance of following them to achieve maximum benefits of a goal setting program.

2019 AATS/ACC/ASE/SCAI/STS expert consensus systems of care document: A proposal to optimize care for patients with valvular heart disease: A Joint Report of the American Association for Thoracic Surgery, American College of Cardiology, American Society of Echocardiography, Society for Cardiovascular Angiography and Interventions, and Society of Thoracic Surgeons.

This statement was commissioned as a Multisociety Expert Consensus Systems of Care Document by the American Association for Thoracic Surgery (AATS), American College of Cardiology (ACC), American Society of Echocardiography (ASE), Society for Cardiovascular Angiography and Interventions (SCAI), and