slide1
Download
Skip this Video
Download Presentation
Building A Healthy Work Environment

Loading in 2 Seconds...

play fullscreen
1 / 16

who is hca - PowerPoint PPT Presentation


  • 213 Views
  • Uploaded on

Building A Healthy Work Environment. Who Is HCA?. Nation’s leading provider of healthcare services 182 locally managed hospitals 94 outpatient surgery centers Imaging centers Physician clinics and offices 22 states, England & Switzerland Revenues exceeding $24.5 Billion (2005)

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

PowerPoint Slideshow about 'who is hca' - Mercy


An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
who is hca
Who Is HCA?
  • Nation’s leading provider of healthcare services
  • 182 locally managed hospitals
  • 94 outpatient surgery centers
  • Imaging centers
  • Physician clinics and offices
  • 22 states, England & Switzerland
  • Revenues exceeding $24.5 Billion (2005)
  • Assets of more than $22 billion (2005)
  • 190,000 employees
what are we trying to achieve
What are we trying to achieve?
  • Stronger retention
  • Greater productivity
  • Better place to work

 PatientSatisfaction

  • Increased Quality & Service
  • Reduced claims risk
  • Expanded volumes
  • Higher revenue

HEALTHCAREPROVIDEROF CHOICE

 Physician Satisfaction

EMPLOYEROF CHOICE

 Employee

Engagement

so how do we get there
So How Do We Get There
  • Establish High Performance Criteria
    • Balanced focus
      • Patient/Physician Satisfaction (Top Quartile)
      • Productivity/Retention
      • Financial Indicators (EBDITA, Operating Expense/Adjust Admit)
      • Employee Engagement Rankings
    • Consistent or Improving over multiple years
  • Identify High Performing Facilities Within The System
  • Research differentiating practices and behaviors
much lower turnover
Much Lower Turnover

Turnover at HPFs decreased 3.9% while increasing 1.4% at low performers

lower levels of risk higher patient safety
Lower levels of riskHigher Patient Safety

Source: HCI – Issues in Review – 2004 & 2005. Risk level determined by and representative of actual claims for incidents that occurred over a three year period from January 1, 2002 and December 31, 2004

financial performance
Financial Performance

$15m more in average EBDITA per facility

what we learned
What We Learned

The basic leadership and workplace behaviors and practices we’ve said for years matter . . . really do impact a hospital’s success.

  • External Consultants
  • Internal OE Team
healthy work environment
Healthy Work Environment

Doing well in these five areas is key to transforming good places to work into GREAT places to work

leadership effectiveness
Leadership Effectiveness

Senior Leadership Vision/Direction

  • Distinct leadership styles practiced
  • Leaders available and approachable
  • Clear vision communicated and shared

Supervisor/Management

  • Coach
  • Work/Life Balance
  • Skills/Career Development
  • LESSONS
  • Philosophy that drives decision making and communication
    • Prototype for selection/cultural fit
    • Balance Scorecard Accountability
    • Effective visibility
voice communication
Voice/Communication
  • Two-way communication
  • Willingness to share good and bad news
  • Employee Advisory Groups exist
  • HR is perceived to be employee advocate
  • LESSONS
    • Employee Advisory Groups
    • Communication Toolkits
    • No Employment At Will
staffing and workload
Staffing and Workload
  • Quality drives staffing decisions
  • Resources/Technology support caregivers
  • Selection based on behavioral fit
  • Solid focus on learning and development
  • LESSONS
    • Role clarity
    • Management Development
    • Staffing Models
compensation practices
Compensation Practices
  • Market competitive pay practices
  • Flexibility is rewarded
  • Understanding of total compensation
  • Fair and equitable rewards
  • LESSONS
    • Articulated Philosophy to include market position/communication strategy
    • Leveling
    • Recognition Programs
    • Variable pay practice guidelines
recognition service culture
Recognition/Service Culture
  • Recognition and appreciation occurs formally and informally at all levels
  • Regular and frequent activities to promote community
  • Strong standards put patients first, and include family, physicians and colleagues
  • Physicians take ownership for facility outcomes and accountability for behaviors
  • LESSONS
    • Diversity Management
    • Medical Staff Leadership Consultation/Support
    • Community Involvement Programs
    • Longevity/Retention Programs
high performance
High Performance

sustainable outcomes

The #s

People

Culture

balanced focus

ad