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We have such a struggle to find candidates that other community hospitals and providers seem to be able to pay more and have been our competition- it will be hard to partner with them for fear they will take good candidates from us. It is the being more fluid and trusting other entities that I see would be a huge hurdle, but also the hurdle that would be the strongest community builder if achieved. Solid trusting relationships will need to be made on both sides and clear expectations for the interview process or site visit for all members of the team would have to be agreed upon first.
Hello, my name is Mary Allgood, Human Resources Director for ACCESS Family Care in Southwest Missouri. I have worked for Wal-Mart Home Office in People Division as a People Manager/Training Coordinator a long time ago and before this role was working in a non profit organization for dental services for the underserved and underinsured as their HR Manager. I am excited to have a network of other HR professionals to talk with and to see what I can learn along the way!
My team challenge was to audit all credentialing files by Sept. 29th- team has audited the files and is now working on missing information that needs to be in the file. When I started the HR group was not working as a team helping each other. This is the thing I am most proud of plus knowing that all the credentialing files will be complete.
The challenge I have now is learning as much and as fast as I can about the National Practitioner Data Bank. When to report a provider, how to if need be, and all the other entities that things like that would need to be reported such as Board of Healing Arts, insurance, etc. (I did not have the background of FQHCs)
We contribute 3% whether employee contributes anything or not.