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SSM Health Care

SSM Health Care. Category 5: Staff Focus. Our Workforce …. Our Workforce …. CQI Quality Principles. Patients and other customers are our first priority Quality is achieved through people All work is part of a process Decision-making by facts Quality requires continuous improvement.

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SSM Health Care

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  1. SSM Health Care Category 5: Staff Focus

  2. Our Workforce …

  3. Our Workforce …

  4. CQI Quality Principles • Patients and other customers are our first priority • Quality is achieved through people • All work is part of a process • Decision-making by facts • Quality requires continuous improvement

  5. RN Recruitment Retention Teams 2000 Current Compensation Nursing Recruitment and Retention Steering Team NursingEducation Collegial Relationships Nursing Technology Nursing Informatics Shared Accountability Nursing Portal

  6. Work Life Balance – Flexibility

  7. Benefits to Fit Many Needs • Phased retirement • Health plan option to cover Legally Domiciled Adult • Defined Benefit plan plus Matched Savings plan • Tuition reimbursement and loan repayment • Long-term care insurance • Adoption benefits

  8. Shared Accountability – Low Nursing Turnover • St. Marys Hospital Medical Center (Madison, WI) – 7.4% • St. Marys Health Center (Jefferson City, MO) – 9.2% • Cardinal Glennon Children’s Hospital – 10.8% • St. Joseph Health Center – 7.7% December 31, 2002 American Organization of Nurse Executives benchmark = 14%-24% dependent on size, location, specialty, etc.

  9. Showcase for Sharing Examples Great Idea!! • Nurse internship programs • Decreased ER wait time • Standardized forms and discharge orders • Employee recognition approaches • Improved patient satisfaction

  10. Pre-Promotion Assessment • Calipers • Evaluates leadership potential • Helps ensure successful managers • Consistent evaluation and self-learning instrument

  11. Diversity • Core dimension of recruitment and retention • Need to reflect the communities we serve • Initially, address balance between male and female executives • Now, address areas of ethnic diversity

  12. Good Our Diversity Goals

  13. Our Diversity Journey • Corporate Vice President – Human Resources and System Diversity • Diversity forums • Diversity mentoring programs • Diversity component of employee satisfaction process

  14. Segmentation types Department Functional group ( manager, professional, support staff, etc.) Age National origin Tenure Pay type Gender Employee Satisfaction Survey

  15. Employee Satisfaction Results

  16. Training Options • Traditional, stand-up, classroom style • Videoconferencing • “Meeting in a Box” • Intranet/internet training modules • Placeware – using telephone and intranet

  17. Annual assessment Employee competency Trends and patterns? What has been done/will be done? What training has been done? What training needs to be done? Competency & Education Assessment

  18. Staff Focus: Lessons Learned • Improve the measurement of processes • Enhance diversity • Reformat the work environment • Find new ways to gather feedback • Take hard look at employee education • Benchmark internally and externally • Incorporate HR into the planning process

  19. “You must do things you think you cannot do.” Eleanor Roosevelt

  20. Questions?

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