Transcript SSM Healthcare: A Baldrige Perspective on Staff Focus

SSM Health Care
Category 5:
Staff Focus
Our Workforce …
Our Workforce …
CQI Quality Principles
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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
RN Recruitment Retention Teams
2000
Current
Compensation
Nursing Education
Nursing Recruitment and
Retention Steering Team
Collegial Relationships
Nursing Technology
Nursing Informatics
Shared Accountability
Nursing Portal
Work Life Balance – Flexibility
Per-diem
16%
Less than
part-time
4%
Full-time
61%
Part-time
19%
Benefits to Fit Many Needs
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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
Shared Accountability – Low
Nursing Turnover
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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.
Showcase for Sharing Examples
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Nurse internship programs
Decreased ER wait time
Standardized forms and discharge
orders
Employee recognition approaches
Improved patient satisfaction
Great
Idea!!
Pre-Promotion Assessment
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Calipers
– Evaluates leadership potential
– Helps ensure successful managers
– Consistent evaluation and selflearning instrument
Diversity
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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
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Our Diversity Goals
Professionals and Managers
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Good
Our Diversity Journey
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Corporate Vice
President – Human
Resources and
System Diversity
Diversity forums
Diversity mentoring
programs
Diversity component
of employee
satisfaction process
Employee Satisfaction Survey
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Segmentation types
– Department
– Functional group ( manager, professional,
support staff, etc.)
– Age
– National origin
– Tenure
– Pay type
– Gender
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Employees
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Percent Favorable
Employee Satisfaction Results
90
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50
HR Solutions Normative
Training Options
Traditional, stand-up, classroom style
 Videoconferencing
 “Meeting in a Box”
 Intranet/internet training modules
 Placeware – using telephone and
intranet
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Competency & Education
Assessment
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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?
Staff Focus: Lessons Learned
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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
“You must do things you think
you cannot do.”
Eleanor Roosevelt
Questions?