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  • Our Quality and Data department track all of the data on productivity, visits, and compare to UDS and CCHN. Our staff ratio is .41 FP Physicians to non-physician providers. Our CMO and Quality Director are doing work on workflow analysis to increase access and productivity, as we have PCMH Level 3 certification award. The data is tremendously helpful.

    Try getting an assessment on your staff wellness:
    I recommend getting certified and using their coaching to assist in reducing burnout, increase wellness.

    Our SIM Survey on burnout is very helpful.

    We track the time to fill, turnover and are able to compare to our other CHC’s in the region with the work done by CHAMPS and CCHN. These Primary Care Associations have good data analysis that help in bench-marking. Other resources include MGMA and Employers Council HR Metrics. I wish I had a full time data analytics staff person to pull the details presented in today’s webinar to get better history. What does everyone else do? How many HR professionals do you have to work on this?

    Hi everyone thanks for your time. Thank you to Allison and the Star2 center. I have used their resources over the years to help create a detailed R&R program that we tied into our Strategic Plan. It is looked at annually and updated regularly. I will attach, but please be confidential as some of the items are sensitive in the internal opportunities. I hope this helps you though.

    You must be logged in to view attached files.

    • 2019- Expand upon employee development program and principles to empower all levels of the organization
    o Continue learner programs such as:
     Rural Residency program – increase to 5-6 residents a year
    • Obtain additional housing options through AHEC and reimbursements
     NIMAA – 3 students apprentices September 2019- April 2020
    • Goal to hire full time all 3 into Clinic Assistant positions after certification obtained in by June 2020
     Partner with High School Students in Summit, Lake and Park for Externship site for Dental and Clinic Assistant Trainee programs
    • 1-3 students per year in both Medical and Dental
     Partner with CMC Students in Summit & Glen Wood campus for Internships for Clinic Assistant Trainee programs
    • 1-3 students per year in Medical
     NP Clinical Rotations
    • Host 3-6 NP Students annually
    • Enhance and continue relations/Affiliation Agreement Programs including
    • Regis
     Job Shadows
    • Host 3-6 Pre Med and High School Program shadows annually
     Behavioral Health Host at least:
    • 1 Post Doctoral Student per year
    • 1 Intern per year
    • 1 Pre Licensure Candidate per year
    • 1-3
    o Enhance and continue relations/Affiliation Agreement Programs including
     University of Denver
    o Utilize Applicant Tracking System in HCM to provide annual recruitment information to Management team and BOD on Data:
     Time to Hire
     Turnover
    • Exit Survey Data
    o Create Employee Value Proposition with CCHN Collaboration
     Coordinate with Committee at state level for detailed EVP by 12/31/19
    o Present Updated Employee Evaluation Review format options to Management Team by 10/31/19
     Evaluate alternatives to SCCC Employee Evaluation from EE Annual Opinion Survey by 7/31/19
    • Test NPS Survey Monkey by 8/31/19
    • Partner with EAG on 360 Degree evaluation process to follow supervisory performance tied to employee experience
     Test options by 11/30/19
    o Engage 2 Leadership Representatives to do PDSA on 2 options
    • Test Performance Managements options
    o Begin updated final evaluation by 12/31/19
     Review Performance Management Module in OnePointHCM by 7/31/19
    • Customize based upon finalized Evaluation metrics 12/31/19
    o Peer to Peer
     Evaluate & study impactful recognition programs
    • SHRM P&G study – own and drive culture
     Launch a new platform for all levels of recognition
    • Review systems such as Yammer and Sharepoint to impact sharing
    • Leverage
    o Daily appreciation
    o Above & Beyonds
    • Empower Peers to provide rewards
    o Purchase and stock merchandise

    • 2020- Analyze and perform compensation analysis and set objectives to reduce disparities
    • 2021- Implement wage compensation plan

    Good day to you all, I am Colleen Bechtel. I live in Frisco, Colorado. My dream vacation right now is to go away to a warm, dry, dessert get away or beach with my family for a month.

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