The document discusses improving healthcare performance management through establishing an enterprise performance management (EPM) infrastructure. It outlines four pillars needed for modern performance management: performance professionals, methodologies, performance content, and delivery of insights. An EPM platform can support these pillars through various functions like benchmarking, identifying opportunities, root cause analysis, improvement design, and monitoring. The document argues this virtuous cycle enabled by EPM can help healthcare systems shift their value curve by transforming processes. It also provides an example of how one health system established a system-wide EPM function to standardize metrics and increase the effectiveness and efficiency of performance management.
Everything you think you know about Enterprise Performance Management is WrongTidemark Systems Inc.
The era of CFOs as gatekeepers who primarily oversaw transactions is over. To grow aggressively, companies need a modern approach to business analytics. CFOs need real-time insight, context around data, and collaboration capabilities to take their business to the next level. Real time insight from big data and modern systems give CFOs the data they need to improve decisions, reduce risk and improve performance.
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Everything you think you know about Enterprise Performance Management is WrongTidemark Systems Inc.
The era of CFOs as gatekeepers who primarily oversaw transactions is over. To grow aggressively, companies need a modern approach to business analytics. CFOs need real-time insight, context around data, and collaboration capabilities to take their business to the next level. Real time insight from big data and modern systems give CFOs the data they need to improve decisions, reduce risk and improve performance.
Aligning Healthcare Organizations: Lessons in improved Quality and Efficiency...Nathan Ives
Aligning Healthcare Organizations describes how best practices in measuring organizational performance in the nuclear power industry can be applied to healthcare providers facing the daunting challenge of concurrently increasing production, efficiency, and quality while reducing operating costs.
Overcoming Skepticism In Performance Measurement Hci April 14, 2011 FinalDean Spitzer
Performance measurement can be powerful and dangerous. This presentation discusses the problems and presents the opportunity, especially for HR professionals.
How do successful organizations improve employee productivity and reduce labor costs?
Aberdeen Group’s 2015 research reveals that successful organizations have certain ‘habits’ in common. Significantly, the approach to employee productivity is a key factor in their success, and it's an operational metric that overshadows all others.
Kevin Prouty, senior vice president of research at Aberdeen, and Ken Madley, productivity consultant at Kronos Inc., will share the research results and discuss the three habits of highly productive organizations in a live webinar.
In the webinar, you'll hear how organizations are:
Reducing unplanned overtime by up to 33 percent.*
Realizing a 5 percent to 20 percent* improvement in productivity metrics
Achieving the flexibility to improve organizational processes
Learn how you can apply these habits to your organization and improve employee productivity and impact your bottom line.
* Productivity: Managing and Measuring a Workforce. Aberdeen Group. January 2015
201308 Insurance And Technology Webinar: Upgrading Financial SystemsSteven Callahan
Webinar on the reasons for upgrading financial systems, which are often left behind with the focus on customer facing administration and distribution management systems. Yet regulations are forcing companies to look at the benefits of upgrading their financial systems.
Leveraging the erp and strategy nexus 2013 slideshareChris Catto
Expand Your Thinking - Sample Slide deck - Recent Presentation ICAA Accounting Conference National Series 2013 Leverage ERP and Strategy Nexus
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Tech transfer is a common methodology for transferring new products or an existing
commercial product to R&D or to another manufacturing site. Transferring product knowledge to the
manufacturing floor is crucial and it is an ongoing approach in the pharmaceutical and biotech
industry. Without adopting this process, no company can manufacture its niche products, let alone
market them. Technology transfer is a complicated, process because it is highly cross functional. Due
to its cross functional dependence, these projects face numerous risks and failure. If anidea cannot be
successfully brought out in the form of a product, there is no customer benefit, or satisfaction.
Moreover, high emphasis is in sustaining manufacturing with highest quality each and every time. It
is vital that tech transfer projects need to be executed flawlessly. To accomplish this goal, risk
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A Capability Maturity Model for Corporate Performance Management, an Empirica...Mika Aho
Presents a Capability Maturity Model (CMM) for assessing the maturity of Corporate Performance Management (CPM) within an organization.
The CPM maturity development process was studied in five case companies where the author participated into CPM projects in a various consultation roles. Through a literature study and the development process in each company, the author has made observations, and has identified the key components, factors, and levels of a CPM maturity.
The findings of this study further extend the CPM research providing a deeper understanding of the process, components, and levels of CPM maturity. The conference paper also provides organizations with an understanding about CPM and its potential value. The model provides a quick way for organizations to gauge where their CPM initiative is now and where it needs to go next.
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HealthCare Heal Thyself - The Patient as the hub of a new health systemMark Scrimshire
Presentation at Digital Health In Context 2015: Big Data presented by @TigerLabsCo.
This is my presentation about the changes in Healthcare and how the patient will become the hub. Also referencing #BlueButton and #BlueButtonOnFHIR and how it empowers patients. To find out more come to http://healthca.mp/dev on 5/30/2015 in Washington DC.
How do successful organizations improve employee productivity and reduce labor costs?
Aberdeen Group’s 2015 research reveals that successful organizations have certain ‘habits’ in common. Significantly, the approach to employee productivity is a key factor in their success, and it's an operational metric that overshadows all others.
Kevin Prouty, senior vice president of research at Aberdeen, and Ken Madley, productivity consultant at Kronos Inc., will share the research results and discuss the three habits of highly productive organizations in a live webinar.
In the webinar, you'll hear how organizations are:
Reducing unplanned overtime by up to 33 percent.*
Realizing a 5 percent to 20 percent* improvement in productivity metrics
Achieving the flexibility to improve organizational processes
Learn how you can apply these habits to your organization and improve employee productivity and impact your bottom line.
* Productivity: Managing and Measuring a Workforce. Aberdeen Group. January 2015
201308 Insurance And Technology Webinar: Upgrading Financial SystemsSteven Callahan
Webinar on the reasons for upgrading financial systems, which are often left behind with the focus on customer facing administration and distribution management systems. Yet regulations are forcing companies to look at the benefits of upgrading their financial systems.
Leveraging the erp and strategy nexus 2013 slideshareChris Catto
Expand Your Thinking - Sample Slide deck - Recent Presentation ICAA Accounting Conference National Series 2013 Leverage ERP and Strategy Nexus
- Chris Catto
Tech transfer making it as a risk free approach in pharmaceutical and biotech iniaemedu
Tech transfer is a common methodology for transferring new products or an existing
commercial product to R&D or to another manufacturing site. Transferring product knowledge to the
manufacturing floor is crucial and it is an ongoing approach in the pharmaceutical and biotech
industry. Without adopting this process, no company can manufacture its niche products, let alone
market them. Technology transfer is a complicated, process because it is highly cross functional. Due
to its cross functional dependence, these projects face numerous risks and failure. If anidea cannot be
successfully brought out in the form of a product, there is no customer benefit, or satisfaction.
Moreover, high emphasis is in sustaining manufacturing with highest quality each and every time. It
is vital that tech transfer projects need to be executed flawlessly. To accomplish this goal, risk
management is crucial and project team needs to use the risk management approach seamlessly.
A Capability Maturity Model for Corporate Performance Management, an Empirica...Mika Aho
Presents a Capability Maturity Model (CMM) for assessing the maturity of Corporate Performance Management (CPM) within an organization.
The CPM maturity development process was studied in five case companies where the author participated into CPM projects in a various consultation roles. Through a literature study and the development process in each company, the author has made observations, and has identified the key components, factors, and levels of a CPM maturity.
The findings of this study further extend the CPM research providing a deeper understanding of the process, components, and levels of CPM maturity. The conference paper also provides organizations with an understanding about CPM and its potential value. The model provides a quick way for organizations to gauge where their CPM initiative is now and where it needs to go next.
Performance measures are the keys to unlocking understanding and gaining support between facilities organizations and senior leadership. By developing bridging metrics and planning strategic conversations, facilities can elevate the perception of their teams as thought-leaders and strategic advisers focused on the organization's goals.
HealthCare Heal Thyself - The Patient as the hub of a new health systemMark Scrimshire
Presentation at Digital Health In Context 2015: Big Data presented by @TigerLabsCo.
This is my presentation about the changes in Healthcare and how the patient will become the hub. Also referencing #BlueButton and #BlueButtonOnFHIR and how it empowers patients. To find out more come to http://healthca.mp/dev on 5/30/2015 in Washington DC.
My recommendations at FICCI as Vice Chair of personalised healthcare and genomics committee
Kapil Khandelwal
QuoteUnquote with KK
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Since 2003, Heal n Cure has been mirroring the recommendations of the U.S. Preventive Services Task Force* (USPSTF) for the screening and management of obesity and diabetes. Over the years, we have aligned our weight management program – “Inspire Core Wellness”, based off the Task Force’s findings. The program has delivered impressive results in reversing all modifiable health risk factors.
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Objective
Introduce principles and review strategies for supporting healthcare professionals impacted by adverse patient safety events. By the end of the session the participant will be able to:
1.Relate to the impact of a patient safety adverse event on the provider, based on a personal story provided by a healthcare professional.
2.Describe the potential impact of traumatic experiences on the health and well-being of healthcare professionals.
3.Identify key elements of an effective program for supporting caregiver coping with adverse patient safety events.
4.Explain how a just culture promotes peer to peer support of the second victim.
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Saludos,
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http://ecastrom.blogspot.com
http://comunidadwindows.org
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The hospital industry must move beyond Transaction Reporting HMIS to Performance Improvement Tools like Visual Analysis Business Intelligence
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1. Health System, Heal Thyself
Creating a scalable and
efficient performance
management infrastructure
December 2nd, 2015
2. 2
Improving the value equation across Quality, Service, and
Cost of healthcare is a national imperative
“Intermountain Healthcare understands
‘best care’ and how to achieve it on a
consistent basis; higher quality means
significant elimination of waste and
significant reduction in the cost of care
delivery. Intermountain had the data.
Deloitte had the consulting services and the
distribution network to make that better care
widely available.”
Brent James, M.D.
Chief Quality Officer
Intermountain Healthcare
• Decrease variation in processes
• Measure the processes and value through
analytics
• Measure, adjust, measure, adjust…
Quality Cost
3. 3
The need to respond and anticipate the market shift is driving
health systems to focus on managed insights and disruptive
approaches to driving sustainable strategic and operational
improvements
Surmounting Strategic and
Operational Imperatives
Clinical Transformation
Value-Based Care
Customer / Patient
Engagement
Sustainable Margin
Operating Model
Transformation
4. 4
The effectiveness of these strategic and operational efforts is
hindered by several factors
1 2 3
Reason 1: Lack of access to performance insights
5. 5
The effectiveness of these strategic and operational efforts is
hindered by several factors (continued)
1 2 3
Reason 2: Slow adoption of performance management disciplines
6. 6
The effectiveness of these strategic and operational efforts is
hindered by several factors (continued)
Do you know the performance
of your Clinically Integrated
Network?
• Know professional referral
and shared patient patterns
• Seeing how providers relate
to a health system’s existing
physician network
• See out of network physician
clusters
Source: Deloitte Network Insight™
Reason 3: Complexity of health system operations
1 2 3
7. 7
Current-state inadequacies can be overcome by adopting a
next-generation enterprise performance infrastructure
Source: Deloitte Center for Health Solutions 2015 US Hospital and Health System Analytics Survey
8. 8
The virtuous cycle of performance management is enabled by
the fours pillars of modern performance management
infrastructure
MONITOR
& SUSTAIN
EVALUATE
IMPROVE
Performance
Content
Delivery
Performance
Methodologies
Performance
Professionals
9. 9
An emerging solution is an Enterprise Performance
Management (EPM) platform that supports the pillars of
modern performance management infrastructure
Methodologies
Enable the workflow of
performance
methodologies
Evaluate
opportunities for
improvement
Design and
Implement
Monitor and sustain
Performance Content
Manage performance
content that matters
Process and
performance data
Measures
management
Benchmarks
Models
Delivery
Deliver actionable
performance insights
Dashboards and
scorecards
Visualization
Analysis Reports
Alerts
Performance Professionals
Allow performance professionals to be more efficient and effective in their
services as they team with accountable leaders to transform operations in the
pursuit of excellence
10. 10
Modernizing performance management infrastructure enables
health systems to shift the value curve of their performance
programs
Acquire
performance
data
Manipulate
the data into
performance
insights
Opportunities,
root cause,
measure and
monitor
Transformation,
process reengineering,
sustainable margin and
change management
Status Quo Value-Add
11. 11
In general, the industry is only just starting to mature the
competencies, disciplines and infrastructure needed to truly
transform the Provider health system operating model
The current-state maturity of health system performance management
infrastructure:
Performance Professionals – The level of PI skillsets and resources are
fragmented, duplicative, uneven, but improving with the health Quality
Improvement movement
Methodologies – Initiatives are ad-hoc, no standard PI approach, lack of
prescriptive optimization models for PI and process redesigns
Performance Content – Performance data governance, capture and
management across clinical, financial and operational systems is highly
manual and resource intensive
Business Intelligence – Delivery of actionable performance insights into the
hands of accountable Operations Leaders is not timely, complete, accurate,
pertinent, or actionable
Developing Advanced LeadingLegend Foundation
Source: Deloitte industry observation and opinion
12. 12
On a scale of 1 to 5 (1 being lagging, 5 being industry leading maturity),
how would you rank your health system’s performance management
infrastructure maturity?
Pulse Check
Skilled Workforce
Methodology
Performance Content
Business Intelligence
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
13. 13
The EPM powered performance management virtuous
cycle…
• What is the efficiency of our
many functional departments
compared with leading
practice and our peers?
Benchmarking
• Where can we gain the
most impact from strategic
and operational
imperatives? Where is the
waste and variation, and
how can we monetize it?
Opportunities
Deloitte Performance Improvement Work Bench, Data for Illustrative Purposes
Deloitte Operations Intellect™, Data for Illustrative Purposes
14. 14
The EPM powered performance management virtuous
cycle…
• What are the biggest
operational gaps; is it cost,
asset efficiency, revenue loss
something else?
• What are the likely drivers
of variance, lower
performance and additional
costs?
Root Cause Analysis
Deloitte Operations Intellect™, Data for Illustrative Purposes
15. 15
The EPM powered performance management virtuous cycle
Improvement Design
• What are the best practices
to be incorporated into care
and operations workflow?
Model process
transformations; optimize
and solve for the ideal
operating state; define
planned impact and targets
Monitor and Sustain
• Are we realizing the benefits
and targets, are the
interventions working, will
we achieve them in the
required timeframe, is there
corrective action we can
take?
TIBCO Process Modeler, Data for Illustrative Purposes
Deloitte Revenue Intellect™, Data for Illustrative Purposes
16. 16
EPM
The 4 Pillars
Enterprise Data
Management
Capture, Quality,
Storage, Delivery
Enterprise Data
Governance
Data Stewardship, Data
Councils, Polices & Procedures
Enterprise Applications
EHR, ERP, Costing, Supply Chain, HR, etc.
It is important to evaluate and understand all components of
the EPM ecosystem to effectively pursue strategic imperatives
Enabling the four pillars of
modern performance
management infrastructure
Preparing, managing, and
delivering high quality
performance data
Governing our complex
data ecosystem with
discipline and rigor
The source of performance
data and process insights
17. 17
Where the majority of
health systems are
today?
1. Foundation
2. Developing
3. Advanced
4. Leading
• Departmental metrics
• Use of spreadsheets /
manual processes
• Linear approach (annual
budget vs. rolling
forecast)
• Function-driven and
siloed
• VP-level accountability
for excellence
• Cross-function process
codification
• Focus on balanced
performance
• Line-of-Sight workforce
accountability
• Collaboration
• Application integration
• Governed metrics and
targets
• Business planning
integration
• Closed loop process
and continuous
improvement
• Performance
management culture
aligned with strategic
planning
• Integration with SLAs
• 50+ simultaneous PI
initiatives supported
Think Enterprise, Act EnterpriseThink Local, Act Local Think Enterprise, Act Local
In general, it takes 3-5 years to traverse the performance
management maturity scale
18. 18
A mid-Atlantic regional health system adopted enterprise
performance management disciplines and solutions to
increase effectiveness and efficiency
Lack of Performance
Management Infrastructure
Without a Health System
performance management strategy
and delivery approach, each Site
within the organization managed its
performance reporting and analysis
independently. Measurements were
defined differently by Site, line of
business, hospital, or business unit
making it difficult to conduct
meaningful performance
comparisons
Excess PM overhead
PM teams were not strategically
organized and deployed, leading to
lack of focus, reporting delays,
duplicated PM labor costs, and gaps
in maturity
System-wide EPM
Over several years, the Health
System created an EPM services
function led by a newly created VP.
Resources were load balanced across
the System which included the
creation of an Institute for Excellence
to drive performance education and
skills development
Standardized performance
data
An investment was made in a platform
to manage performance data and
generate standardized performance
monitoring measures designed using
the Balanced Scorecard approach to
strategy mapping, the use of
leading/lagging indicators, and drill-
down to evaluate performance
variance
SOLUTION
Industry Leading EPM
A model of healthcare performance
management maturity, this EPM
initiative has evolved to now include an
increasing number of business
function specific solutions and
expansion of the application of the
LEAN PI methodology
Alignment
Drove cross-functional collaboration
and sharing of best practices in each
Site and across the System to achieve
excellent customer service, patient
safety, clinical quality, financial and
operational performance
2x Increase in Production
The number of performance projects
supported doubled after 1 year
IMPACTISSUE
Takeaway
Management and clinical leadership are responsible for the performance of the organization. To facilitate their ability to
continuously enhance performance, it was essential to create a supportive performance management infrastructure
The entire industry is seeking to pull the levers on the value equation across quality, services and Cost.
One of our partners, Intermountain Healthcare, has long been a north star in understanding the need to industrialize Best Care, on a consistent basis – higher quality, eliminate waster, while reducing total and unit costs.
Talking point suggestions from Jenn:
Many organizations are trying to understand how to thrive in a market where the ground is shifting. Reimbursement is not only going down, but it is shifting in terms of how we get paid for our services. As the industry is anticipating a value-based care environment, how do we respond to this? Does this mean that costs are going down? Not necessarily. Input costs may be on the rise with newer and newer technologies driving our ability to better care for patients and provide a more valuable patient experience, but our ability to administer enhanced care and treat these patients does not necessarily decline. If we are to tackle the value equation, we need to use analytics and business intelligence to effectively steer our organizations. This will allow us to pin-point variability in cost and quality which can hopefully enable to keep bending the cost curve while keeping up with expectations around quality.
To win this market shift, health systems are attempting to accelerate their performance programs across margin improvement, transformation clinical operations, thriving in a value-based reimbursement environment, and engaging with our once patients who are now increasingly our customers.
This has all resulted in an exponentially growing portfolio of performance initiatives, but on a foundation of, in our opinion, an inadequate performance management infrastructure.
Narrowing Margins
After a period of improved margins tied to US economic gains, many hospitals again face tightening margins. The percent of hospitals with a negative operating margin grew from 9.5% in 2012 to 14.5% in 2013. In addition, average hospital operating margins declined from 3.6% in 2012 to 3.1% in 20131. Unit costs continue to rise out of sync of declining unit reimbursement
Payment Reform is fundamentally changing health system operating models
The Healthcare Transformation Task Force members, comprising of large healthcare systems, have pledged shifting 75% of their business to value based contracts by January 20202.
Providers and payers are increasingly bearing population health risk.
Hospitals will take on significant financial risk for patient care, either through contracts with payers or becoming a payer (as an Accountable Care Organization [ACO]) as well as a provider. Between 46-52 million or roughly 15-17% of the population is served by an ACO3.
There exists an increasing need for identifying and removing waste and unwanted process variation.
The Institute of Medicine reported that in 2014, nearly $765 Billion was lost to inefficiency, redundancy, errors, overutilization and unnecessary variation in clinical practices4.
Inadequate Infrastructure
Beyond Excel and PowerPoint, Health Systems are currently lacking the necessary infrastructure required to manage their complex and exponentially growing performance management programs with efficiency and effectiveness.
Beyond Excel and PowerPoint, health systems generally lack the necessary infrastructure required to manage their complex performance management data – process insights, performance measures, models and put those performance insights into the hands of operations leaders so they can take action.
Spreadsheets and spreadmarts are not a tenable infrastructure to support the exponential growing number of performance initiatives. Business intelligence is becoming such a part of our management DNA. The speed and scale at which information is available to us to steer our organization can be overwhelming. We need information to make effective and timely strategic and operational decisions everyday and we need the right tools to enable such actions. It is not enough to rely on spreadsheets anymore. Think about the way smartphones and apps have changed the way we live and the speed at which we need and expect information to make daily decisions. Apply that to our organizational management abilities and think about continuing to live in a world where we hear a response “I’ll get that report to you tomorrow” or “let me run some numbers and I’ll get back to you by the end of the week.” The pace at which information can be available to inform strategic and operational decisions has increased tenfold and we as leaders need to mature our approach to leveraging this information.
Reason number 2. Having worked with scores of health systems across the U.S., we observe there is widely variant degrees of adopting performance methodologies.
Broadly speaking, whether it is LEAN, Six Sigma, PDSA – health systems need a pervasive, enterprise-wide, deep and wide adoption of the discipline to identify the opportunities for improvement – where is the waste and variation, Once identified, what to do about it – the many disciplines to test scenarios, redesign processes, apply optimization models to processes; and once your many many performance interventions are in motion, monitoring and sustaining the initiatives to ensure the realization of the benefits.
Adoption of performance methodology is haphazard, not extensible and repeatable nor scalable as a general statement of the current state. There are certainly health care leaders to learn from, and many laggards, and the entire U.S., healthcare industry can learn from other industries that are far more mature in their performance disciplines.
The days of knowing our LOS, cost and profit as the Key Performance Indicators to drive improvement and operating model transformation are far behind us.
Health system operations are vastly more complex and demand ever more sophisticated performance management techniques to understand, improve and sustain change.
A case in point as we see an increasing need to understand complex clinically integrated physician networks – we need to understand referral patterns, shared patient patterns, asset efficiency, and coverage of customer demand – no easy task from all perspectives - data, analytics, governance, and process design.
Movement to ICD10 from ICD9 is indicative of the direction US healthcare is moving..more complexity. We have more choices and more accountability to operate as effective stewards for our patients and our organizations; however, that job is not getting easier. The ability to inform strategic decisionmaking is getting more important as we think about disruptive operational approaches like business partnerships, M&A, SL management, etc. Our ability to use information to drive complex decision-making is key to our success.
Findings from a Deloitte survey suggest that value-based care is a major driver and investment focus for analytics. Improving clinical outcomes, population health, and supporting new payment models are among other top drivers. Several respondents indicated their current analytics capabilities are limited to reporting, data warehousing, and business intelligence. However, adding forecasting and advanced analytics capabilities, particularly for clinical and population health analytics are among top priorities. Those who have invested in more mature capabilities, such as forecasting, report greater success with analytics for their business functions. And, the more success organizations achieve, the more likely they are to invest in additional advanced analytics and benefit in the future.
Despite these investment priorities, some respondents indicated they do not have a clear picture of their organization’s total investment and spending on analytics. Fifteen out of the 50 respondents said they are unsure about their current and projected spending on analytics. This may be explained by an incoherent approach to the issue. Thirty out of the 50 respondents did not believe their organization has a clear, integrated strategy and vision for analytics deployment. Further, organizations indicated culture and politics and fragmented ownership as top barriers to adoption. These issues are realities for many health care systems today.
It is still yet to be seen where health systems’ analytics strategies will be in three-to-five years. Many health systems have capital exhaustion, especially around IT, but are not yet making meaningful investments in analytics. In the coming years the vast majority of health systems will need to respond to industry issues such as value-based care, consumerism, and increased regulation. Sailing the ship blindly will not be an option.
The virtuous cycle of performance management refers to the framework of Evaluating, improving, and monitoring and sustaining operating performance across the many facets of the health system operating model.
Focus on Breakthrough Opportunities
Broad reporting on Metrics that Matter – key performance indicators, benchmarks, and models to detect undesirable variation and waste -> opportunities for improvement
Rapid Cycle Performance Improvement
Model and simulate desired change to optimize operations; support implementation of strategic and operational imperatives with more agility by leveraging business intelligence to course correct as needed
Deliver Actionable Insights to Performance Stakeholders
Deliver actionable insights via dashboards, reports, KPIs, and alerts to accountable performance stakeholders
Through modernizing performance infrastructure, we want to enable the four pillars of enterprise performance management – or EPM.
We ultimately want to enable the performance professionals across clinical care, functional departments, revenue, supplies, costs, human resources, etc. - both the performance improvement professionals, whether they are your LEAN and Six Sigma professionals and/or your performance consultants. And then ultimately enabling the accountable operations leaders so they can be active participants in transforming operations in partnership with the performance professionals.
Methodology – we are agnostic to the various techniques and approaches, but all performance programs need to do three things – evaluate, improve, and monitor and sustain. The techniques and disciplines include benchmarking, root cause analysis, opportunity identification, supporting intervention design such as workforce optimization, process reengineering - Simplify, Reengineer, Change, Train, Transform, to name several. Lastly, monitoring and sustaining such as benefits realization Tracking and KPIs to ensure performance interventions are working as intended, or course corrections are indicated.
Content refers to all the data and performance insights that feed into the methodology. Capture, integrate and manage performance data. Once capture, turning it into insights such as performance measure calculation and KPIs, managing our targets both external benchmarks and internal stretch goal targets, and models – broadly speaking optimization models, predictive models, descriptive models that are applied in the steps of performance methodologies – for example, DMAIC models that would be applied using Six Sigma techniques.
Lastly, Delivery. Methodology and performance content needs to all be packaged and delivered into the hands of the Skilled Professionals so they can take action. Which closes the circle – enabling the professionals – both PI and accountable operations leaders to be more efficient and effective in transforming the operating model of the health system.
This concept of the end goal to be enabling the professionals to be more efficient and effective is an important one. By modernizing the pillars of EPM – methodology, content, and delivery – a modern performance management infrastructure allows our professionals to shift the value curve of their activities.
Pivoting from the status quo of roughly 70% of effort being consumed by hunting down performance data, capturing it, keying it into excel, manipulating and preparing it for performance insights is not sustainable…without hiring hundreds more professionals to do this non-value added work. With EPM we shift the curve, allow them to now expend 70% of their time doing the hard stuff – taking action, process reengineering, change management, working with operations and clinical leadership to transform the operating model.
Because that is the core hypothesis – presented with the need to support an exponentially growing portfolio of performance initiatives – a health system can either hire an army of professionals to do the work on top of inefficient performance infrastructure, or they can invest in modernizing the performance infrastructure so the existing cadre of processionals can do more, faster, with scale and a lower total cost of ownership.
Beyond Excel and PowerPoint, health systems generally lack the necessary infrastructure required to manage their complex performance management programs with efficiency and effectiveness.
Having worked with scores of health systems across the country we observe a general state of immaturity currently.
….highlight each pillar and observations on the state of maturity.
Lack of benefits realization tracking
Untethered from strategy execution
Take a pulse check of what the participants believe collectively their maturity levels are. Hopefully validate the prior observations.
Some practical manifestations of what a next-generation performance infrastructure should support, enable and deliver
Benchmarking architecture so we can hone in on where the biggest opportunities for improvement are.
Once opportunities are identified, doing the deep dives to understand where the contributing waste is, where is the unwanted variation. This is an example of the opportunity found in the perioperative department as an example across OR and PACU.
Adopting a systematic, real-time approach to evaluating your organization’s performance and an agile method for responding to information and driving change will be a necessity for providers in the future. Gone are the days of slowly gathering insights to form decisions for initiatives which may or may not move forward. More and more providers are using real-time business intelligence to nimbly drive disruptive strategic and operational decisions. They are reviewing timely information to benchmark their performance and pursuing opportunities more quickly and with the ability to immediately monitor the impact of these changes.
Continuing the guided path to performance management, we now need to understand the root cause of the variation and waste. What are the operating levels of many different processes that are off. A modern EPM platform needs to package up all the performance insights, KPIs, process measures, outcome measures so the professionals can zero on exactly where change needs to occur and understand the drivers of unwanted variance leading to lower performance across costs, utilization, efficiency and productivity.
Once the exact levers to be pulled are understood, with the help of our performance management platform, time to design the intervention. How will we transform operations to deliver the performance benefits.
So understanding process best practices, being able to depict those processes, attach process measures, cost, resource, and time cycle to each step in the process. Run scenarios of redesigns – what are the net effect on throughput, capacity utilization, cost, revenue. Doing all of this using modern capabilities at our disposal – not pen and paper and whiteboards.
Lastly, once our redesigns, our interventions are being implemented we need to be able to monitor and sustain them. Are the initiatives delivering the designed benefits (less cost, more revenue, efficiency, throughput, etc.). Given the current cadence will we realize the benefits in time. Being able to look at the KPIs by initiative and ultimately knowing who is accountable and being able to ask them why and what are they going to do when benefits are not being realized – is a course correction required.
Realizing a next-generation performance management platform is of course reliant on other “Enterprise” ecosystem initiatives.
Enterprise Applications
We need process data – this comes from the standardized operations automation to support Patient, Product, Provider, and Service operating model. Data about patients, costs, operations, and outcomes, and processes.
Enterprise Data Governance
Data and information needs to be governed as an shared enterprise asset. Data Management for the development and execution of architectures, policies, practices, and procedures that properly manage the collection, quality, standardization, integration, and aggregation of performance data assets across the enterprise
Enterprise Data Management
Performance data and content needs to be captured, integrated and managed – such as the several flavors of enterprise data warehouses.
Enterprise Performance Management
And on top of this interrelated foundation – the four pillars of EPM can be delivered.
So how to take the Journey.
(This could be where we replace the bullets to highlight more tangible “get started” activities that we would recommend to a health system depending on where they are today. Bringing it back to the Five, coach it in a sustainable margin, periop department, or customer engagement, VBC, etc. specific journey across the performance maturity continuum. These are pretty generic now.)