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On Boarding for Retention

On Boarding for Retention. Reliant Medical Group Jim Goodman & Lynne Feraco. Physician Turnover Rates. Source: 2010 Physician Retention Survey Cejka Search and AMGA. Part Time . Source: 2010 Physician Retention Survey Cejka Search and AMGA. Why do physicians leave. Poor cultural fit.

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On Boarding for Retention

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  1. On Boarding for Retention Reliant Medical Group Jim Goodman & Lynne Feraco

  2. Physician Turnover Rates Source: 2010 Physician Retention Survey CejkaSearch and AMGA

  3. Part Time Source: 2010 Physician Retention Survey Cejka Search and AMGA

  4. Why do physicians leave • Poor cultural fit. • Relocated to be closer to family • Higher compensation • Better community fit • Incompatible work schedule • Excessive call requirements • Source: 2006Physician Retention Survey Cejka Search and AMGA

  5. What makes them stay

  6. The business case for retention • Quantifying the cost of turnover • Cost of recruiting • Loss of revenue • Cost of physician ramp up

  7. What is On-Boarding? • Definition On-boarding is a process in which new employees are integrated into the workplace and/or a new community and given the tools and knowledge they need to become successful at their job, connected to their organization’s goals and connected to their new community.

  8. Where do we start • Relationship Building

  9. Recruiting • Cultural Fit • Establish mutual expectations between leadership, recruiter and candidate • Structure of the interview day • Personalized • Integrate retention into the screening/interview process as an overall hiring goal.

  10. Successful On-Boarding • Begins with signed contract • Formal plan • Family involvement • Mentoring for providers and spouses • Community Connections

  11. Years 1 – 3 Most Critical Source: 2010 Physician Retention Survey CejkaSearch and AMGA

  12. Results • Meaningful work that makes a difference. • A sense of community. • Affirmation of their value by regular, reliable, positive feedback.

  13. Reliant Medical Group A Case Study • What were we seeing internally • How did we compare nationally • What we wanted

  14. What we did- Big Picture • Leadership initiated strategic deployment • Kaizen events • Provider recruitment/retention & engagement • Results

  15. Media

  16. Reliant’s Strategy Building relationships • HR meeting • Reference tool • 3 year check list • GOAL – Mentoring Program • Provider Engagement • Technology • Community

  17. Reliant’s Strategy • Three year checklist • Formalized • Personalized • Operationalized

  18. Reliant’s Strategy • Mentoring • What is mentoring • Why do providers need it • How does it affect retention

  19. Reliant’s Strategy A mentor program for the providers of Reliant Medical Group

  20. Reliant’sStratagy GOAL • Advisory committee • Eligibility for participation • Voluntary vs. Assigned • Structure • Tenure • Action items

  21. Dr. John Fallon Provider Engagement Events • Name Change • Historical Significance • Focus of each event • Internal community

  22. Women’s Provider Committee • Social and Professional • Build friendships • Provide support

  23. Technology

  24. Community • Opens professional network. • Builds roots outside of work. • Adds additional connections for family. • Provides opportunities for professional development. • Builds positive brand value in community.

  25. How is it working • Quantitative • Qualitative • Future

  26. Questions?

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