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Attracting Talent-Achieving Excellence-Promoting Quality

Attracting Talent-Achieving Excellence-Promoting Quality. NBRHC’s Integration of Quality in Physician Recruitment. Our Quality Journey. Past Recruitment Practices. Limited Short- Term Results. =. Our Quality Journey. Building Foundation. Lessons Learned. Implementation. Need. Next Steps.

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Attracting Talent-Achieving Excellence-Promoting Quality

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  1. Attracting Talent-Achieving Excellence-Promoting Quality NBRHC’s Integration of Quality in Physician Recruitment

  2. Our Quality Journey

  3. Past Recruitment Practices Limited Short- Term Results =

  4. Our Quality Journey Building Foundation Lessons Learned Implementation Need Next Steps June 2013 – February 2014 August 2012 - May 2013 April 2015 – March 2016 March 2014 – March 2015

  5. Investment in Quality Quality Team Program Assistant, Clinical Support and Quality

  6. Supported , Driven Top Down & Organization Wide Performance Scorecard Report Card # of Scorecards by Area

  7. Support & Formal Education on Quality Processes and Tools • Team Building Sessions • Development Funding • Creative Problem Solving Sessions • Challenge Mapping Thedacare Visit for Entire Leadership Team

  8. Implementation of Formal Medical Leadership

  9. Integrating Quality into Medical Affairs

  10. Quality must haves for Success

  11. Continuous Improvement Projects & Initiatives

  12. The Project

  13. Family Medicine Physician Recruitment / HR Planning

  14. Opportunity to Integrate Quality Improvement Included Members from: • NBRHC • The City of North Bay • Medical Learners from the Northern Ontario School of Medicine (NOSM) • Other members of the community Collaboration exercise to address the Family Physician shortage and improve the recruitment process

  15. Challenge Mapping

  16. Example of Challenge Map

  17. Future State Identify Human Resource Needs Advertise Position Recruitment Process Candidate Review Candidate Selection Advertising Strategy Data Gathering Standardized Process Standardized Process & Recruitment Package Standardized Process

  18. Implementation Plan

  19. Reliability & Sustainability Plan

  20. Our Success

  21. Implementation of Formal HR Plan Legend Service Area is:

  22. NBRHC’s Standardized Formal Recruitment Process

  23. Why medical services should complete a Pre-Recruitment Impact Analysis?

  24. How does it help identify recruitment needs/goals? Asks the right stakeholders key questions including:

  25. Possible need to recruit is identified What is the Process? Head of Service & Chief of Department complete Part A of Pre-recruitment Impact Analysis (PRIA) PRIA Part B is completed by services where potential impact has been identified Head of Service & Chief of Department discuss potential recruitment at Service Meeting and at Department Meeting Is moving forward with recruitment supported & recommended? No – recruitment is not supported. Process ends. Yes – recruitment is supported VP of recruiting service reviews the submitted PRIA Part A and Part B(s) VP completes PRIA Part C Is moving forward with recruitment supported & recommended No – recruitment is not supported. Yes – recruitment is supported Recruitment Specialist works with recruiting Head of Service to post position COS & CEO review the submitted PRIA Parts A, B, C COS & CEO both complete PRIA Part D

  26. Pre-Recruitment ImpactAnalysis Tool

  27. Summary

  28. Questions

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