Transcript Presentation - UCLA Health

Leadership Orientation
1
UCLA Health
UCLA Health System
David Geffen School of Medicine –
DGSOM
UCLA Health System
UCLA Hospital System
Faculty Practice Group - FPG
UCLA Hospital System
Ronald Reagan UCLA
Medical Center – RRUCLA
MC
Santa Monica UCLA &
Orthopaedic Hospital SMH
Resnick Neuropsychiatric
Hospital - RNPH
2
3
4
6
Human Resources Website
7
Important Links
Based on priorities
8
Important Links
Check your compliance for
various requirements
9
10
11
12
13
•PART 1 – PATIENT EXPERIENCE LEADERSHIP ORIENTATION
•2014 SCHEDULE: FEB 21; APR 11; JUN 20; AUG 15; OCT 17
8 AM – 12:30 PM
 Learn how UCLA Health has raised patient satisfaction scores to the 98th percentile through
recruitment, on boarding, recognition, rounding, communication and service recovery strategies.
Become familiar with the available to that will assist you in leading your teams to success and how to
sustain that success over time.
•PART 2 – UCLA OPERATING SYSTEM
•2014 SCHEDULE: JAN 17; MAR 5; MAY 12; JUL 18; SEP 19; NOV 21
8 AM – 3:30 PM
 This session will introduce Lean methodologies and tools such as A3s, A4s and performance boards to
achieve continuous performance improvement. Develop successful teams through Active Daily
Management techniques and by preparing your employees for success, connecting and engaging your
staff and through improved prioritization and delegation skills.
14
15
Steps for Onboarding:
1.
Seek position approval
2.
Create a Hiring Plan with your Recruiter
3.
Review applications, selecting the most qualified applicants - After your Open
Job has been Posted
4.
o
We hope you will make a rapid hiring decision within 2 weeks of growing a
sufficient applicant pool
o
Any Candidate strongly being considered should complete a livescan and a Skills
Survey (references) after interviewing – JUST TELL US
o
Keep your recruiter informed of the candidates you have interviewed so that we
can correctly inform them of their status
We do the rest!
Now you can get ready for Day 1 in your department.
16
Your Human Resources team will do the following:

Schedule new hire for New Employee Orientation

All new hires will begin their employment with UCLA Hospital System on a New
Hire Orientation day

Schedule new hire for Pre-Employment Physical & New Hire Session

Process Photo ID badge, Proximity Access & Parking

Coordinate Training with CareConnect team

Directors and Managers stay up to date with the process through the
Onboarding Dashboard and the Onboarding Coordinators
Offboarding Process
Offboarding Process
Offboarding Process
22
Retention & Recognition Program
•Employee Non-Cash Awards and Other Gifts – G-41
Employee recognition and retirement non-cash awards program:

Employee Recognition policy
An item of tangible personal property may be awarded to an employee in recognition of his or
her noteworthy work-related accomplishments. Such awards should be of minimal value.
Examples include, but are not limited to, flowers, fruit, a book, a plaque, or similar item. In
addition, a ticket to a sporting or cultural event (excluding a season ticket) or a one-month
parking permit or transit pass may be provided to an employee as a recognition award. The cost
of an employee recognition award is limited to the per-person amount set forth in Appendix A.
Employee recognition awards may not exceed $75 per person per calendar year.
An array of options is found online, such as:
Movie Tickets
Cultural Event
Subway
Money on Bruin Card
Theme Park - Knott's Berry
Amazon
Target Gift Card
Musical Theater Tickets
Best Buy
Starbucks
Sporting Event
iTunes
23
HR Applications
24
25
Clinical Incentive Programs
•
Clinically Aligned Programs

CEMRP 2 – Clinical Enterprise Management Recognition Program 2

Executive Director Level -- Tier A

Director Level -- Tier B

Manager Level – Tier C

Staff Level -- Tier C – up to $1000
26
Clinical Incentive Programs – Executive
Director & Director Level
ELIGIBILTY

UCLA Health System employees in Department Head and Unit Director positions responsible for the fiscal and
operational administration of a department or unit are eligible for the Director CIP. These individuals typically
report to a Senior or Associate Director, with the exception of some directors of large units reporting to
Department Heads directly.

A list of participants is defined and approved prior to the beginning of each fiscal year.

The List of Participants is verified and approved annually prior to the beginning of the fiscal year by the Staffing
Resources Committee (SRC), which consists of the COO, CAO, CHRO, CNO, CFO, CIO and CMO and staffed by
Human Resources and Finance.

All approved participants are notified of their participation by their Associate Directors for the
upcoming fiscal year.

All approved participants complete the Performance Objectives Goal Grid listing goals in the
following five areas: People, Quality & Service, Systems & Operations, Strategic
Growth/Technology/Facilities and Finance.
•
Goals are aligned in support of the goals set by the respective Senior or Associate Director for each
individual.
•
Performance Objective goal grids are due to Human Resources by July 31st of each year.
•
Performance Objective goals are reviewed and approved by the Senior and Associate Director team.
27
Clinical Incentive Programs – Manager Level
ELIGIBILITY
•
UCLA Health System staff in department/unit manager positions who meet the criteria established
below and are not participating in the Director Level CIP are eligible to participate in the plan.
•
A list of participants is defined and approved prior to the beginning of each fiscal year.
MSP Members
•
All MSP Members who do not meet the participation criteria for the Director CEMRP are eligible to
participate in the Management Incentive Plan based on their classification.
PSS Members:
•
PSS members who are classified in PSS grades 4 – 7 with some exceptions in the PSS grades 2 and 3
or ITP equivalents, may be eligible to participate in the Management Incentive Award Program if
they meet one of the following:
•
•
The employee is designated as a bona fide supervisor with authority to hire, dismiss, evaluate, promote, or
reclassify, or effectively recommend such actions; and the employee is responsible for budget preparation,
monitoring and is able to affect budget outcomes that directly impact the departmental bottom line or
The majority of the employee's assignment is institutional in scope versus intradepartmental and the
employee is able to affect performance outcomes that directly impact Operating Gain.
28
CIP – Director & Manager Level
•
GOAL SETTING PROCESS
• All approved participants complete the Performance Objectives Goal Grid listing goals in the following
five areas: People, Quality & Service, Systems & Operations, Strategic Growth/Technology/Facilities and
Finance.
•
Goals are aligned in support of the goals set by the respective Senior or Associate Director for each
individual.
•
Performance Objective goal grids are due to Human Resources by July 31st of each year.
•
Performance Objective goals are reviewed and approved by the Senior and Associate Director team.
29
30
31
32
33
UCLA Health
Wellness Initiative
• Annual Wellness Events
February: i♥WALKING week
 April: March for Babies Walk
 May: UC Walks Day
 August: Passport to Wellness Health Fair
(WW, SM, FPG)
 October: American Heart Association’s Heart
Walk, UC Food Day

• Wellness Communication

Wednesday Wellness e-blasts – wellness
topics/tips and events promoted

Wellness Website
www.wellness.healthcare.ucla.edu
• Lunchtime Workshops – Monthly
Nutrition – RRUCLA Dining Commons
Heart Healthy Assessment (January-June)
 Dining Commons nutrition facts are online
 Posters around Dining Commons provide
education on portion sizing, exercise, and good
nutrition
 “Greening up” – Dining Commons is stocked with
biodegradable cutlery and Styrofoam has been
eliminated
 Providing healthy sustainable foods during
National Nutrition Month and UC Food Day
 Increase whole grain options (Brown rice, whole
grain hamburger buns, high fiber breakfast
cereal)
 Healthy green salad and fruit alternatives at the
Grill
 No fried foods

Smoke-Free Initiative Lunch n’ Learns
34
35
CONTACTS FOR NEW LEADERS
ESSENTIAL CONTACTS FOR NEW LEADERS
Human Resources Overview
HR Directors are always available to meet with you to cover what you’ll need to know to navigate
successfully at UCLA Health. Feel free to call them whenever the need arises.
Maure Gardner, (310) 794-0523
[email protected]
Director, Compensation, Labor Relations , DGSOM Employee Relations & Workforce Administration
Robin Ludewig, (310) 794-6296
[email protected]
Director HR Planning , Talent Acquisition & Training
Jeri Simpson, (310) 828-0346
[email protected]
Director, Employee Relations, SMUCLA HR, Occupational Health & Benefits
36