Human Resource Management

1. Human Resource Management Brian Gange, Dana McGuire, Rania Mustafa, Haley Simmons, & Lynell Shove Concordia University 08/21/2015

2. ACNE GROUP 1 What is HRM at ACNE? • Legal Compliance & Safety • Recruitment • Training and Qualifications • Performance Management • Motivation for present and future

3. ACNE GROUP 1 About the Arthritis Center of Nebraska (ACNE)

4. ACNE GROUP 1 Mission and Goals • “Providing compassionate, comprehensive care, and effective innovative therapies to those facing musculoskeletal illness” (ACNE, 2015). • “We’re dedicated to helping people with rheumatoid arthritis, osteoporosis, autoimmune diseases and other musculoskeletal conditions. We use the latest technologies and treatments to restore health and enhance well-being” (ACNE, 2015).

5. ACNE GROUP 1 ACNE… • Is a profitable private physician clinic. • Is the leading research site in Lincoln, Nebraska for Arthritis. • Employs 57 employees, that includes full time and part time staff. • Is located at 3901 Pine Lake Road, Suite 120, Lincoln, Nebraska.

6. ACNE GROUP 1 Our Team

7. ACNE GROUP 1 ACNE Services • Specialties • Osteoarthritis • Rheumatoid Arthritis (RA) • Gout • Lupus • Osteoporosis • Fibromyalgia • Psoriatic Arthritis • Anklosing Spondylitis • On-site Services • Laboratory testing • Bone mineral density testing • Infusion therapies • Radiographic imaging • Clinical research programs • Joint aspiration • Nerve conduction testing • Injection therapies

8. ACNE GROUP 1 Laboratory Testing • Chemistry • Electrolytes • Calcium • Vitamin D • Rheumatoid Factor • Thyroid Studies • Liver Enzymes • Kidney Functions • Many more!!! • Hematology • Complete Blood Count • Sedimentation Rate • Urinalysis • Specialized Chemistry • dsDNA, anti-SSA, anti-SSB, anti-Sm, anti-Sm/RNP • Antinuclear Antibody • Cyclic Citrullinated Antibody • Phlebotomy • Synovial Fluid Analysis

9. ACNE GROUP 1 Legal Compliance and Safety

10. ACNE GROUP 1 Ethical and Legal Issues All of our Physicians, Physician Assistants and Nurse Practitioners are Board Certified and licensed by the State of Nebraska. Everyone who works for the Arthritis Center of Nebraska (ACNE) has a responsibility to adhere to the standards of their profession, the organization and the medical community. Everyone who works for ACNE is required to follow all applicable state and federal laws, rules and regulations.

11. ACNE GROUP 1 Ethical and Legal Issues • Workers regardless of their profession operate within a legal and ethical framework of some type. ​​ • This simply means we all work within the boundaries defined by applicable laws and ethical standards. ​​ • As a Medical Technologist or Clinical Laboratory Scientist you must adhere to all of the standards set forth by the federal and state government, your organization and profession.​

12. ACNE GROUP 1 Code of Ethics • Duty to the Patient • Duty to the Profession and Peers • Duty to Society • Pledge to the Profession

13. ACNE GROUP 1 CLIA- Clinical Laboratory Improvement Amendments • The federal government requires all entities performing laboratory testing on humans to be certified and in compliance with the regulations of CLIA.​ CLIA is responsible for over 251,000 laboratories. ​ • Three federal agencies are responsible for CLIA.  Each Agency has a unique role in ensuring laboratory quality.​ • Food and Drug Administration [FDA] • The Center for Medicaid Services [CMS] • The Center for Disease Control [CDC]

14. ACNE GROUP 1 U.S. Food and Drug Administration (FDA) • Validates and Approves tests for use in the United States. • Categorizes all tests based on how complex they are.​​ • Reviews requests for waiver by application.​​ • Develops rules for Clinical Laboratory Improvement Amendment (CLIA) categorization.  ​

15. ACNE GROUP 1 Center for Medicaid Services (CMS) • Issues Laboratory certificates and collects fees.​​ • Conducts inspections and enforces compliance.​​ • Monitors Laboratory performance and proficiency testing.​ • Publishes CLIA rules and regulations.​

16. ACNE GROUP 1 Center for Disease Control and Prevention (CDC) • Provides analysis, research and technical assistance.​ • Develops technical standards and laboratory practice guidelines.  ​ • Conducts quality improvement studies and manages an advisory committee.​ • Monitors proficiency testing practices. ​ • Develops professional information and education.​

17. ACNE GROUP 1 Health Insurance Portability and Accountability Act (HIPAA) • Prevent intentional or inadvertent misuse of patient names, identities, insurance, financial information, and medical records. • If violation is suspected , the privacy officer, security officer, or compliance officer must be notified immediately. • Violations could result in suspension or termination.

18. ACNE GROUP 1

19. ACNE GROUP 1 Job Description, Training, and Qualifications

20. ACNE GROUP 1 Medical Technologist or Clinical Laboratory Scientist​​ The State of Nebraska does not require a license to be a Medical Technologist or Clinical Laboratory Scientist. However, as a medical professional you have a responsibility to follow a Code of Ethics​​The Code of Ethics of the American Society for Clinical Laboratory Science has set forth the principles and standards by which laboratory professionals practice.

21. ACNE GROUP 1 Job Description: Medical Technologist • Reports to: Laboratory Manager • Department: Laboratory • FLSA: Non-Exempt Position Summary: • “This position typically reports to a Medical Laboratory Manager, physician, or other appropriate medical administrator of a medical laboratory, clinic, or other licensed medical facility. Although laboratory testing skills are vital to this position, an incumbent must also be able to successfully interact with patients in a professional and caring manner when providing information or collecting specimens. This position is a high level non-exempt technologist that performs sophisticated but routine laboratory tests under regular supervision. A critical aspect of the Medical Technologist position is maintaining all instrumentation and testing procedures within established quality control standards” (Medical Technologist, n.d.).

22. ACNE GROUP 1 Qualification Requirements Minimum Education / Training / Licensure / Certifications: • Bachelor’s degree in Medical Technology or related science from an accredited program. • Current and active certification from the American Society of Clinical Pathologists (ASCP) as a medical laboratory scientist (MLS) formerly known as MT or CLS, or equivalent accreditation agency. • Valid and current State of Nebraska license as a MT. Minimum Experience: • Two (2) years in a clinical laboratory. Preferred Experience: • Basic computer knowledge (Word and Excel). • Skills in lab information systems.

23. ACNE GROUP 1 Knowledge, Skills, and Abilities • Ability to see things from the customer’s/patient’s point of view and respond in a timely appropriate and courteous manner. • Ability to work effectively with others and promotes positive working relationships. • Ability to successfully prioritize and manage multiple engagements simultaneously. • Effective oral and written communication skills, excellent organizational and interpersonal skills, and computer literacy required. • Handle emergency or crisis situations with calmness and professionalism. • Perceive pertinent details and verbal or tabular material. • Perform arithmetic operations quickly and accurately. • Strong analytical and problem solving skills. • Understand meaning of words, ideas associated with them and their effective use. • Understand instructions, reason, and make judgments.

24. ACNE GROUP 1 ACNE-Training • Policies & Procedures in Clinic • Policies & Procedures in Laboratory • Lab Testing Training • Computer Programs • HIS-eclinical • LIS-labdaq • Microsoft Outlook-email

25. ACNE GROUP 1 Required Personal Protective Equipment (PPE) • Eye Protection • Gown • Mask • Non-sterile medical gloves • Sterile medical gloves

26. ACNE GROUP 1 Services Patient Care Services: • Adapts care and treatment to reflect age specific needs of patient. • Adapts care and treatment to reflect cultural values of patient. • Adapts care and treatment to reflect personal needs of patient. • Adapts care and treatment to reflect psycho-social needs of patient. • Adapts care and treatment to reflect religious beliefs of patient. • Adapts care and treatment to reflect legal wishes of patient.

27. ACNE GROUP 1

28. ACNE GROUP 1 Performance Management

29. ACNE GROUP 1 Performance management is a function that includes various responsibilities including: • Setting performance goals with and for employees • Monitoring the progress of each employee • Designing strategies that will help create and sustain improvement • Providing feedback and coaching for employees

30. ACNE GROUP 1 Performance Management: Appraisals One of the ways our organization completes effective performance management is to complete appraisals for employees. Appraisals are a method of assessing an employee’s competency in the workplace. Using the results of an appraisal, we work closely with employees to set goals. There are several benefits to performing an appraisal: • Information is collected that can help managers make decisions about compensation and promotions. • It is easier to outline an employee’s strengths and weaknesses and set goals accordingly. • Self esteem is fostered in employees. • Job functions are clarified for employees. • Appraisals lead to overall improvement in organizational and individual effectiveness.

31. ACNE GROUP 1 Performance Management: Appraisals ACNE is an equal opportunity employer. Therefore, we recognize that cultural differences and misperceptions can cause inaccuracies in our appraisals. These inaccuracies are called rating errors. We actively work to minimize these errors by requiring all managers to receive Cultural Sensitivity and Diversity Awareness training before performing appraisals.

32. ACNE GROUP 1 Performance Management: Appraisals Here at Arthritis Center of Nebraska we want all of our employees to be successful! Therefore, we encourage you to look over the provided appraisal criteria for a hypothetical employee in the position of a Medical Technologist/Clinical Laboratory Scientist. This appraisal can give you an idea of what is expected of employees in this position. It can also give you a better understanding of how appraisals will be completed.

33. ACNE GROUP 1 Appraisal Questions and Rating

34. ACNE GROUP 1 Appraisal Feedback:

35. ACNE GROUP 1 Trends &Motivation for the Future

36. Major Trends in Health Human Resources Leadership Compensation and Competencies Succession Planning Physician Leadership Workforce Engagement

37. Leadership Compensation & Competencies 37 ACNE GROUP 1 Value-Based Care: Providers beginning to base pay on patient satisfaction, cost containment, and quality Trend is predicted to continuously rise between 2% and 4% Raises seen as a result of healthcare leader compensation is between 2% and 3%

38. Succession Planning 38 ACNE GROUP 1 “A process whereby an organization ensures that employees are recruited and developed to fill each key role within the company” (Heathfield, 2015). Leaders in HR are increasingly developing and applying training programs that shape essential leadership skills in current employees within their organization, according to the 2015 Healthcare Trends analysis. Nearly 40% of all executives from an executive survey stated that their company has recently developed a succession program.

39. ACNE GROUP 1 To ensure succession… • Praise good performance • Encourage feedback from employees • Employees and managers should create goal setting plans to improve performance in areas that were identified as low ratings • Identify training, retraining or possible professional development opportunities • For the hypothetical individual – retraining and education of the dress code policy to ensure adherence to lab rules were initiated

40. Physician Leadership 40 ACNE GROUP 1 Why is physician leadership trending? Physicians are able to use use their extensive wisdom of the patient experience in conjunction with a firm understanding of what to do with the data. Physicians are leading in clinical, operational, and strategic roles, according to the 2015 Healthcare Trends white paper.

41. Workforce Engagement 41 ACNE GROUP 1 In order to meet an organization’s clinical and financial goals, HR leaders have discovered that they must find strategies to increase workforce engagement some of these strategies that are starting to be used more regularly include workforce development initiatives and detecting cultural standards the obstruct engagement within the healthcare organization

42. Recap The Human Resource Department at the Arthritis Center of Nebraska aims to add value to the organization by emphasizing its strong ethical framework, up-to-date training and development programs, and strong performance management execution.

43. Arthritis Center of Nebraska’s HR Management Performance Management Removing Barriers Retaining Employees Team Leadership Building

44. ACNE GROUP 1 References Arthritis Center of Nebraska [ACNE]. (2006, May). ACN employee manual. Nebraska, Lincoln. Arthritis Center of Nebraska [ACNE]. (2015). Arthritis Center of Nebraska. Retrieved from http://nebraskaarthritis.com/ Clinical Laboratory Improvement Amendment [CLIA]. (n.d.). Retrieved from http://www.cms.gov/ Clinical Laboratory Improvement Amendment [CLIA]. (n.d.). Retrieved from http://dhhs.ne.gov/ Code of Ethics. (n.d.). Retrieved from http://www.ascls.org Fried, B.J. & Fottler, M.D. (2011). Fundamentals of Human Resources in Healthcare. Chicago, IL: Health Administration Press. Lipley, N. (2014). Appraisals can build resilience. Nursing Management, 21(3), p. 5. Mishra, V. & Roch, S.G. (2013). Cultural values and performance appraisal: assessing the effects of rater self-construal on performance rating. The Journal of Psychology, 147(4), p. 325-344. Schraeder, M., Becton, J.B., & Portis, R. (2007). A critical examination of performance appraisals: an organization’s friend or foe? Journal for Quality and Participation, 30(1), p. 20-25. University of South Florida. Medical Technologist. (n.d). Retrieved from http://usfweb2.usf.edu/human-resources/pdfs/class-comp/job-codes/5602.pdf