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May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
May 2012 GHS Town Hall
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May 2012 GHS Town Hall

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Transcript

  • 1. Town Hall MeetingSeries 23 May 2012
  • 2. AcknowledgeIntroduceDurationExplainThank 2
  • 3. Town Hall Agenda1. GHS 360 News2. Vision, Mission, and Values3. FY 2012 System Goals Update 1. People 2. Service 3. Quality 4. Growth 5. Finance 6. Academics4. A Different Way to View the World (cont’d from February)5. Campus Updates6. Questions, Surveys and Wrap-Up
  • 4. Who We Are Our VisionTransform health care for the benefit of the people and communities we serve. Our Mission Heal compassionately. Teach innovatively. Improve constantly.
  • 5. Why transform healthcare?• We believe there is a better way… – To care for and serve our patients and families – To bring more value to health care • And in turn, keep businesses in and attract them to the Upstate. – To create a healthier upstate 5
  • 6. What We Stand For GHS Values Our core values are compassion, respect, caring, honesty, integrity, and trust. We live our values through open communication, forward thinking, creativity, continually striving to improve, responsiveness, a willingness to change, education, research, and clinical quality. We’ve been evaluating the current Values Statement and considering opportunities to modify/revise.
  • 7. GHS Values Statement…Review Process• Impetus: New Vision and Mission Statements – How well does the current Values Statement connect with the revised Vision and Mission Statements?• Leadership Team Feedback (June 2011) • Too long • Some aspects are redundant • Hard to personally connect with the statement • Recommendation: Explore modifications• Leadership Team Input. (September 2011) • What do we currently value? • What do we want to value? 7
  • 8. Top Ranking Values Concepts What do we want to value? • Integrity • Transparency • Compassion • Patient- • Respect Centeredness • Accountability • Trust • Innovation • Diversity • Quality • Interdisciplinary • Authentic Collaboration / Communication Teamwork*These concepts were mentioned most frequently by leadership and 8were ranked as most important.
  • 9. GHS Values Statement…Review Process (cont’d)• Analysis of input, research, and draft language prepared by Marketing and Communications Staff (Fall 2011 / Winter 2012) – Multiple options presented• Small group review (Spring 2012) – Jerry Youkey, MD, Greg Rusnak, Michelle Taylor- Smith, Malcolm Isley, Howell Clyborne, Tod Tappert – Assignment: Using all the input from previous steps, recommend a new values statement. 9
  • 10. Proposed ValuesStatement GHS Values Statement Together, we serve with integrity, openness, respect and trust. 10
  • 11. Small Group Discussion(Use Survey Question 4.3 to record your ideas.) Vision Statement Tell Us What You Think Transform health care for the benefit of the people and 1. How well does the communities we serve. proposed values Mission Statement statement connect to Heal compassionately. Teach our vision and innovatively. Improve constantly. mission and reflect the type of Values Statement organization we want Together, we serve with GHS to be?integrity, openness, respect 2. Is anything missing? and trust. If yes, what?
  • 12. Next Steps…GHS Values Statement• Review feedback and consider possible revisions based on management and staff comments/suggestions• Present final recommended values statement to the Board of Trustees for discussion/action.• Report back to staff 12
  • 13. What’s Working Well?GHS Law Enforcement Services)• A seven-year transformation led by Shawn Reilly, GHS Chief of Police.• 2010 and 2011 – GHS was named in Security magazine’s 500 Top Security Organizations• 2012 – GHS ranks #10 on the list of Top 75 Safest Hospitals in the US – The International Association of Hospital Security and Safety has recognized GHS as a Security Program of Distinction • Only two hospital systems and 17 hospitals with this status in North America.
  • 14. What’s Working Well? 2012 March for Babies• Congratulations to Team GHS – Top fund-raising team in Greenville County! – Raised $80,000 ($10,000 more than last year)! – Team GHS has raised more than $400,000 since 2007!• March for Babies is close to the hearts of many at GHS and consistent with our role as a leading health resource for women and children in the Upstate. 14
  • 15. FY 2012 Goals Update 15
  • 16. Total Healthsets the tone… GHS Total Health Philosophy The GHS Total Health philosophy is central to ourapproach to health care delivery, work force development and medical education. We value interdisciplinary collaboration throughout a highly integrated delivery structure using patient-centered, standardized, and evidence-based practices with reportable quality and financial outcomes. GHS Pillars of Excellence People Service Quality Growth Finance Academics
  • 17. We work to transform health care. Measured By FY 2012 YTD Target ResultsEmployee 4.28 4.29Commitment 85thIndex %-tileEmployeesCompleting 75% 78.3%Health RiskAssessment 2
  • 18. Employee OpinionSurvey - 2012 Results Highlights 18
  • 19. Employee Participation Administration Period: March 2012 Administration Mode: Online Survey Historical Response 10,356 100% Rate TrendEmployees 7,048 7,894 7,842 8,067 Invited 80% 80% 81% 79% 78% 60% 8,067Employees 40%Responded 20% 0% 2009 2010 2011 2012 19
  • 20. Improvements inAll Domain Scores 2 2 2 2 0 0 0 0 20 1 1 1 1 2 2 2 2
  • 21. Key Findings Accomplishments Opportunities Workforce commitment  Just one item was below NHC continues to score significantly Average – “I am satisfied with my (+.13) above National benefits.” Healthcare (NHC) Average (Note: This was also the most improved item compared to the Strongest aspect of commitment 2011 survey.) is “I would recommend this organization as a good place to  Lowest performing item is “My work.” work unit is adequately staffed.”• Over 100 more Tier I work (Note: This item was .15 above the groups compared to 2011. National Healthcare Average.)• Highest performing item is “The person I report to cares about my job satisfaction.” No items declined compared to 21 2011.
  • 22. Improved OverallWorkforce Commitment* Performance Difference: 2012 Workforce Greenville National 2011 2010 Commitment Hospital Healthcare GHS GHS Percentile System Average Ranking 4.29 +.13 +.08 .00 85thNote – In this presentation GREEN/ RED notes a statistically significant difference. •National Healthcare Average +/- .03 •Greenville Hospital System 2010 +/- .03 *This is the one of GHS System measurements for our People Goal. •Greenville Hospital System 2009 +/- .03 22
  • 23. Workforce Commitmentby Facility CI Score 20104.50 CI Score 2011 CI Score 2012 99th 99th %tile 97th %tile %tile 99th 98th 94th %tile %tile %tile 94th 91st 90th4.25 %tile 85th %tile 85th 77th %tile 79th %tile %tile 78th 72nd %tile %tile %tile %tile 63rd %tile 40th 34th %tile4.00 %tile3.753.50 GHS Overall Corporate Services Greenville Memorial Greer Memorial Hillcrest Marshall Pickens 23
  • 24. Workforce Commitmentby Facility (continued) CI Score 20104.50 CI Score 2011 99th %tile CI Score 2012 98th 92nd 92nd 90th %tile 94th 93rd %tile 95th %tile %tile4.25 %tile %tile %tile 84th 72nd 74th %tile 64th 72nd %tile %tile %tile %tile 42nd %tile 41st4.00 %tile 24th %tile 14th %tile3.75 1st %tile3.50 North Greenville Patewood Roger C. Peace The Children’s Hospital The Cottages at University Medical Brushy Creek Group24
  • 25. Work Units Results(Tiers 1, 2 and 3) 25
  • 26. Morehead’s TierClassifications High Survey Scores: Typical Expectations: minimal action planning Maintain Tier 1 status, assist activities Tier 3 and Tier 2 managers with action planning best practices Average Survey Scores: Typical Expectations: Achieve action planning activities Tier 1 status through action plan typically required development/implementation – at least one work unit initiative. Typical Expectations: Achieve Low Survey Scores: Tier 2 status through action plan significant action development/implementation – planning activities at least two work unit initiatives, and participating in Mentor Program. 26
  • 27. Tier Results Historical 60% Tier Movement 54% 40% 46% 40% 39% 36% 34% 20% 21% 18% 12% 107 WU 123 WU 76 WU 217 WU 235 WU 211 WU 276 WU 230 WU 333 WU 0% Tier 3 Tier 2 Tier 1 2010 2011 2012Tier 1 = Power Items Score™ ≥ 4.15Tier 2 = Power Items Score™ ≥ 3.80 and < 4.15Tier 3 = Power Items Score™ < 3.80 27
  • 28. GHS Employee Survey ResultsSix-Year Trend100 99th80 91st 85th 72nd60 62nd4020 16th 0 2006/7 2008 2009 2010 2011 2012 Press Ganey Percentile Ranking 28
  • 29. What’s Next?• Managers will analyze results. – Late April/Early May• Department-specific survey results will be reviewed with work teams. – May/June• Action Planning will take place – Action plans to be developed by late June. 29
  • 30. Patients and families are the focus of everything we do.Measured by: HCAHPS Domains* (4 of 8 Domains above 75th Percentile) Press Ganey Overall Mean Scores** FY 2011 YTD Targets Results*Inpatient 4 or more 6 2 Top Quartile**Ambulatory 93.5 92.8 Surgery Top Quartile**Emergency 86.2 60th %-tile 83.2 1 Services.
  • 31. We provide right care at the right time and in the right place.Measured By Targets YTD ResultsCMS Clinical 98.0% 99.0%Value Based 75th %-tilePurchasingCompliancePatient Safety 68.2% Not yetCulture 75th %-tile available.SurveyHand 90% 92.6% 2Hygiene (Year Three)
  • 32. We develop our System to meet the needs of our communities. Measured By Annual YTD YTD Target Target ResultsMD 360 Visits 36,980 17,061 19,014Community 50 --- 37Care (High Risk (50 total Enrollees) enrollees inCoordination FY’12)Program Through March 2012 2
  • 33. We responsibly direct our resources to support our mission.Measured by: Operating Margin Annual YTD YTD Target Target Results 2.5% 2.8% 0.1% ($36.8 M) Through March 2012
  • 34. We educate to transform health care.Measured by:Implementation of strategic initiatives thatadvance our Academic Health System model.Target:Matriculate the first class of the USC Schoolof Medicine - Greenville.YTD RESULTS:• 1,444 applications received• 276 interviews conducted• 66 acceptance offers Through April 10, 2012
  • 35. A Different Way to View the World 35
  • 36. Four Ways of Being in the World As Me Through Me Co-Creator -I cooperate with what wants to O happen. N -Allowing / Flow -Appreciation, Wonder, Awe Purpose and love E -Forgiveness N - Wisdom E Questions: What is seeking to S emerge? What wants to S happen in and through me? Non-Attachment SURRENDER Non-Judgment R Non-Resistance To Me E By Me S Victim – Villain - Hero P Creator –Challenger -Coach - I am at the effect of… O -I take healthy responsibility - I should… / You should… N - I choose to…. S -Integrity -Blaming and Complaining -Curiosity I -Façade / Concealing -Creativity Shifting B -Resistance -Candor / Revealing I through: -Gossip -Authentic Feelings L - Awareness Questions: Why me? I Questions: What can I learn -Presence Who’s fault is it? T from this? How am I creating - Consciousness Y this? COMMITMENTS
  • 37. Shifts to Authentic Community Pseudo Team Authentic Team Gateways From To Through Complaining Healthy Responsibility Concealing Revealing Truth and Openness Facade Authentic Feelings Commitment Entitlement Appreciation Accountability Conflict Creativity Vulnerability Defensiveness Curiosity Discomfort Control Participation Fear Knowledge Wisdom Risk of Betrayal Risk of Embarrassment Rules Compassion Being Right Being Present
  • 38. Campus President’s Update AGENDA • What’s working well on campus? • Campus-level results related to System goals including Employee Survey results. • Other Campus highlights. 38
  • 39. Questions andTown Hall SurveysPlease complete the Town Hall Surveys. 39

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