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This document outlines best practices for rural physician recruitment presented by Tracy Schira-Parker of Elements Management Consulting & Accounting. It discusses starting with accountability and community participation, researching political and healthcare systems, setting goals and targets, attracting the right physicians through community profiling, offering incentives while avoiding guarantees, collaborating with partners, building relationships, financial requirements, and the economic impact of healthcare services on rural communities. The presentation emphasizes taking responsibility, working together, thinking creatively, and persisting through challenges.
This Isn’t Why I Went to School! – 3 Ways to Deal with Change for Clinical StaffCornerstone OnDemand
Staff turnover in healthcare is high, costly, and is causing hospital leadership to panic. Replacing just one nurse, for example, can cost upwards of 1.3 times their salary, so care centers need to learn why this is happening - Are team members disengaged? Do they have the right resources? – and how they can provide top quality patient care while also meeting the evolving needs of their staff. This requires a modern, proactive approach to talent management that will enable them to maximize retention rates and provide an engaging environment for healthcare professionals.
Join us for this free webinar sponsored by Cornerstone OnDemand. Dr. Tom Tonkin, Principal Consultant of Thought Leadership & Advisory Services at Cornerstone OnDemand, will share his thoughts and strategies to help identify and reduce the risk of staff departures to healthcare organizations.
During this webinar, Dr. Tonkin will provide easy-to-understand insights on:
• Current attrition trends and challenges that have disrupted traditional recruiting and retention strategies;
• The needs (and demands) of today’s healthcare workforce; and
• Talent strategies that create a more engaged, productive, and passionate workforce.
Dr. Matthew Priddy - Positioning your practice for growth: Physician Recruiti...Hint
This document summarizes a presentation about physician recruiting and positioning a direct primary care practice for growth. The presenter discusses the benefits and challenges of adding another physician, with an ideal practice size being 1-2 physicians. Hiring considerations include whether to bring someone on as a partner or employee. Key factors in the decision include practice finances, culture fit, ownership structure and exit planning. The presenter provides tips on the hiring process and common mistakes to avoid.
This document summarizes a webinar discussing reasons for staff turnover in the healthcare system. It identifies four main reasons for turnover: 1) shortage leads to more shortage as burnout increases, 2) the importance of building the right team through proper recruiting and mentoring, 3) lack of clear onboarding practices for new employees, and 4) poorly supported change management when organizations undertake initiatives. The webinar featured a physician speaker who discussed these challenges from her perspective and provided recommendations such as focusing on workforce design, candidate sourcing, emphasizing diversity, maintaining a positive culture, dedicated onboarding processes, and change management essentials like communication and participation. Unified talent management solutions were presented as helping to address these turnover factors through
Working together for Better Care in Richmond HW_Richmond
Presentation from Richmond CCG, Healthwatch Richmond, Hounslow and Richmond Community Healthcare, Kingston Hospital, West Middlesex University Hospital and the Richmond GP Alliance on the changes happening to community services in Richmond.
The document discusses considerations for primary care clinical commissioning groups (PCNs) that have recently formed. It identifies common issues that PCNs spend time on such as governance structures, payment distributions, and contracts. The document also discusses lessons learned from common pitfalls when forming PCNs like not prioritizing clinician time or leadership development. Finally, it emphasizes the importance of PCNs establishing a clear purpose before focusing on specific functions or organizational structures.
Healthcare 2014: Realities and Opportunities, MD@UNasir Kamal, MD
This document discusses rising healthcare costs for employers and proposes a telehealth solution. It notes that healthcare premiums per employee rose to $10,475 in 2012 and up to 70% of doctor visits are unnecessary. The proposed solution, MD@U, allows unlimited access to licensed physicians via phone, text, or email for a low flat monthly fee per employee. This solution aims to reduce costs for employers by providing convenient medical care that avoids unnecessary office visits while improving employee satisfaction.
The document discusses issues with the structure and management of blood centers in the UK. It notes that the centers have up to 8 independent directorates that do not have centralized leadership. This directorate structure leads to uneven staff distribution, competing priorities, and barriers to resolving problems across departments. The document advocates merging support directorates and giving site directors authority over all departments to improve efficiency, coordination, and support for front-line staff.
This document outlines best practices for rural physician recruitment presented by Tracy Schira-Parker of Elements Management Consulting & Accounting. It discusses starting with accountability and community participation, researching political and healthcare systems, setting goals and targets, attracting the right physicians through community profiling, offering incentives while avoiding guarantees, collaborating with partners, building relationships, financial requirements, and the economic impact of healthcare services on rural communities. The presentation emphasizes taking responsibility, working together, thinking creatively, and persisting through challenges.
This Isn’t Why I Went to School! – 3 Ways to Deal with Change for Clinical StaffCornerstone OnDemand
Staff turnover in healthcare is high, costly, and is causing hospital leadership to panic. Replacing just one nurse, for example, can cost upwards of 1.3 times their salary, so care centers need to learn why this is happening - Are team members disengaged? Do they have the right resources? – and how they can provide top quality patient care while also meeting the evolving needs of their staff. This requires a modern, proactive approach to talent management that will enable them to maximize retention rates and provide an engaging environment for healthcare professionals.
Join us for this free webinar sponsored by Cornerstone OnDemand. Dr. Tom Tonkin, Principal Consultant of Thought Leadership & Advisory Services at Cornerstone OnDemand, will share his thoughts and strategies to help identify and reduce the risk of staff departures to healthcare organizations.
During this webinar, Dr. Tonkin will provide easy-to-understand insights on:
• Current attrition trends and challenges that have disrupted traditional recruiting and retention strategies;
• The needs (and demands) of today’s healthcare workforce; and
• Talent strategies that create a more engaged, productive, and passionate workforce.
Dr. Matthew Priddy - Positioning your practice for growth: Physician Recruiti...Hint
This document summarizes a presentation about physician recruiting and positioning a direct primary care practice for growth. The presenter discusses the benefits and challenges of adding another physician, with an ideal practice size being 1-2 physicians. Hiring considerations include whether to bring someone on as a partner or employee. Key factors in the decision include practice finances, culture fit, ownership structure and exit planning. The presenter provides tips on the hiring process and common mistakes to avoid.
This document summarizes a webinar discussing reasons for staff turnover in the healthcare system. It identifies four main reasons for turnover: 1) shortage leads to more shortage as burnout increases, 2) the importance of building the right team through proper recruiting and mentoring, 3) lack of clear onboarding practices for new employees, and 4) poorly supported change management when organizations undertake initiatives. The webinar featured a physician speaker who discussed these challenges from her perspective and provided recommendations such as focusing on workforce design, candidate sourcing, emphasizing diversity, maintaining a positive culture, dedicated onboarding processes, and change management essentials like communication and participation. Unified talent management solutions were presented as helping to address these turnover factors through
Working together for Better Care in Richmond HW_Richmond
Presentation from Richmond CCG, Healthwatch Richmond, Hounslow and Richmond Community Healthcare, Kingston Hospital, West Middlesex University Hospital and the Richmond GP Alliance on the changes happening to community services in Richmond.
The document discusses considerations for primary care clinical commissioning groups (PCNs) that have recently formed. It identifies common issues that PCNs spend time on such as governance structures, payment distributions, and contracts. The document also discusses lessons learned from common pitfalls when forming PCNs like not prioritizing clinician time or leadership development. Finally, it emphasizes the importance of PCNs establishing a clear purpose before focusing on specific functions or organizational structures.
Healthcare 2014: Realities and Opportunities, MD@UNasir Kamal, MD
This document discusses rising healthcare costs for employers and proposes a telehealth solution. It notes that healthcare premiums per employee rose to $10,475 in 2012 and up to 70% of doctor visits are unnecessary. The proposed solution, MD@U, allows unlimited access to licensed physicians via phone, text, or email for a low flat monthly fee per employee. This solution aims to reduce costs for employers by providing convenient medical care that avoids unnecessary office visits while improving employee satisfaction.
The document discusses issues with the structure and management of blood centers in the UK. It notes that the centers have up to 8 independent directorates that do not have centralized leadership. This directorate structure leads to uneven staff distribution, competing priorities, and barriers to resolving problems across departments. The document advocates merging support directorates and giving site directors authority over all departments to improve efficiency, coordination, and support for front-line staff.
This document provides an overview of the Wessex Academic Health Science Network (AHSN) Annual Review for 2018/19. It introduces the Board and leadership team that guides the AHSN. It then discusses the AHSN's work over the past year to spread healthcare innovation across the Wessex region through various programs and partnerships focusing on industry, primary care, digital health, healthy aging, and more. The document highlights some of the AHSN's accomplishments and impacts over the past year in supporting local innovators, NHS adoption of innovations, job and investment growth, and more.
Dr. Rajesh V. Thakur has over 28 years of experience in hospital administration and clinical services. He currently owns and manages a 15-bed general nursing home and specialty clinic, and works as a healthcare consultant for an e-health startup. Dr. Thakur has expertise in medical services, administration, operations, client relations, and e-health. He is seeking a position as a hospital manager or administrator to utilize his experience in positively contributing to a healthcare organization.
The Leadership Pipeline: Cultivating Your Organization’s High Potential Emplo...Modern Healthcare
The Leadership Pipeline: Cultivating Your Organization’s High Potential Employees – Joseph Cabral at Modern Healthcare's 8th annual Workplace of the Future Conference on Wednesday, October 14, 2015 at the Omni Hotel in Nashville Tennessee.
A slide show explaining the role of the nurse in Life Care Planning and how nurses are especially suited for this service. Nurse consultants write life care plans for attorneys and other seeking to determine the costs of future medical care.
Presentation slides: Queensland Public Sector Discussion Group - 25 May 2017Alarka Phukan CPA, CMA
Dan O'Halloran discusses how increased access to performance data can empower healthcare workers by helping them understand how their work contributes value. He outlines some key considerations for measuring performance effectively, including defining performance, understanding the purpose of measurement, and avoiding common traps like only looking backward or relying too heavily on numbers. O'Halloran also discusses promoting innovation, systems thinking, and transparency to empower positive change. He explains how performance is tied to service agreements and purchasing of healthcare services based on value, efficiency, population health outcomes, and other factors that contribute to the "Triple Aim" of better care, lower costs, and improved population health.
The document discusses the importance of employee engagement for businesses. It defines employee engagement as employees who are willing to work hard and go the extra mile to help the company succeed. The document presents research finding that engaged employees are more productive, less likely to leave, and can improve customer loyalty and financial performance. It provides tips for achieving engagement such as starting with management buy-in, clear communication, training, recognition, and using various communication tactics like meetings, email and social media. The key message is that employee engagement has a direct link to business success, especially in difficult economic times.
Overview of the differences between long-term and short-term rehabilitation services, the advantages and disadvantages of each, as well as financial and other considerations for health administrators per type of service.
Nursing leadership excellence - Delivering the general practice forward viewNHS England
This document summarizes a presentation about delivering the General Practice Forward View through nursing leadership in Lewisham, UK. It discusses identifying the need for change, sharing the vision, and focusing on relationships, recruitment, retention, and resilience through a leadership program for practice nurses. The program involved 12 practice nurses over 12 months in 6 modules with guest speakers and networking. Participants reported increased confidence and capability in delivering primary care services. Stakeholders commented that practice nurses provide valuable continuity of care for long-term conditions and their involvement adds insight into care pathways.
Chris Ham: Staff engagement and empowerment in the NHSThe King's Fund
Chris Ham presents presents the findings and evidence around the review he chaired into staff engagement and devolved decision-making for the Department of Health. He stresses the need for a culture of high staff engagement and devolved decision-making, due to compelling evidence suggesting this increases quality of care.
This document discusses strategies for effectively managing mental health claims and return to work. It notes that mental health claims now represent a large cost for employers due to rising rates of conditions like depression and anxiety. Early recognition of issues, ensuring the right diagnosis and treatment, and having an effective return to work plan that focuses on abilities are emphasized as important strategies. Providing workplace support for mental health, differentiating issues from disabilities, and understanding accommodation obligations are also discussed as ways to improve outcomes.
This document outlines Bell Aliant's approach to disability management. It discusses shifting from a medical model to a holistic approach that focuses on the total costs of disability, including indirect costs. Key points include:
- Traditional disability management focused on direct medical costs but indirect costs are much higher.
- Disability is influenced more by non-medical factors like workplace policies and individual motivation than underlying medical conditions.
- The goal shifted to "Accept and Assist" employees rather than focus on medical diagnoses and time off work.
- This involves talking to employees, understanding barriers beyond medical issues, and supporting a long-term view of retaining engaged employees.
The document summarizes the key topics from an employee forum held by the organization in June 2013. It includes feedback from previous forums, an overview of the organization's goals and metrics, ways employees can help achieve the goals, and next steps around action planning based on an employee engagement survey. The document provides updates on goal progress through May 2013 and survey results that identify areas of lower engagement to focus on. Managers will create action plans in an online tool to address engagement priorities and track progress.
OneCall Health Access provides telemedicine services through a national network of U.S. board-certified physicians available 24/7 by phone or video chat. The service allows members to receive medical care for non-emergency conditions from their home or on the go rather than visiting urgent care centers or emergency rooms. Employers can offer telemedicine as an employee benefit to reduce healthcare costs and increase convenience and access to care for employees.
This document discusses how Lean is sometimes seen as mean in healthcare but argues that it does not have to be. It provides four reasons why Lean is sometimes seen as mean: 1) Focusing on cutting staff to fit budgets instead of empowering existing staff, 2) Not helping employees and mandating tools without explanation, 3) Blaming others instead of taking responsibility, 4) Mandating tools without explaining their benefits. However, the document argues that real Lean is sustainable and benefits patients through reduced wait times and errors, benefits employees by reducing waste and frustration, and benefits organizations by strengthening them long-term and improving quality while reducing costs.
How many more staff do you need to improve the quality of care?mckesson
The document discusses challenges to the assumption that improving quality of care automatically means hiring more staff. It examines three common assumptions: 1) Quality is determined solely by staff levels, 2) Staff are already 100% efficient, 3) Roles cannot be changed. The document advocates using tools to understand variation in patient needs over time and removing non-essential tasks to increase direct care time. It provides two examples where multi-disciplinary teams achieved improved outcomes by focusing on required skills rather than rigid roles and increasing role flexibility.
This document summarizes a presentation about building market share through employed physician engagement at Ozarks Medical Center. It describes how OMC recruited specialists but physicians operated independently. A physician council was formed to improve culture and processes, identify barriers to referrals, and standardize protocols. Studies found referral delays in some specialties. Changes improved access and patient satisfaction. Market share increased from 44.1% to 54.5% from 2008 to 2012 after employing physicians and aligning culture and processes.
Employee Engagement: Your Tool for Tackling Heath Care CostsDigital Measures
Everyone is concerned about increasing health care costs. This interactive session will review the various triggers that drive health care and insurance costs and cover the major communication and engagement strategies that companies use to reduce their trend. Case studies to be discussed include wellness, employee engagement and communication, benefit plan design and consumerism. Successful benefit incentive programs that support communication programs and have a quantifiable return on investment will also be discussed.
This document provides information about an upcoming Healthcare Operational Excellence Executive Sector Meeting taking place October 22-24, 2017 in Dallas, TX. It lists the event participants which include various healthcare executives from hospitals and medical centers. The document discusses why attendees should attend, including maximizing their time, finding proven solutions, accessing reliable information from senior healthcare executives, and networking opportunities. It also outlines the think tank session topics that will be discussed during the event.
US Tech Solutions is a leading global staffing and consulting firm that provides IT, healthcare, and other professional staffing solutions. It has over 10 years of experience in the staffing industry and projected revenue of $60 million in 2010. The company operates in 5 countries with over 700 employees and offers flexible staffing engagement models to help clients maximize ROI and reduce costs and time to market.
This document provides an overview of the Wessex Academic Health Science Network (AHSN) Annual Review for 2018/19. It introduces the Board and leadership team that guides the AHSN. It then discusses the AHSN's work over the past year to spread healthcare innovation across the Wessex region through various programs and partnerships focusing on industry, primary care, digital health, healthy aging, and more. The document highlights some of the AHSN's accomplishments and impacts over the past year in supporting local innovators, NHS adoption of innovations, job and investment growth, and more.
Dr. Rajesh V. Thakur has over 28 years of experience in hospital administration and clinical services. He currently owns and manages a 15-bed general nursing home and specialty clinic, and works as a healthcare consultant for an e-health startup. Dr. Thakur has expertise in medical services, administration, operations, client relations, and e-health. He is seeking a position as a hospital manager or administrator to utilize his experience in positively contributing to a healthcare organization.
The Leadership Pipeline: Cultivating Your Organization’s High Potential Emplo...Modern Healthcare
The Leadership Pipeline: Cultivating Your Organization’s High Potential Employees – Joseph Cabral at Modern Healthcare's 8th annual Workplace of the Future Conference on Wednesday, October 14, 2015 at the Omni Hotel in Nashville Tennessee.
A slide show explaining the role of the nurse in Life Care Planning and how nurses are especially suited for this service. Nurse consultants write life care plans for attorneys and other seeking to determine the costs of future medical care.
Presentation slides: Queensland Public Sector Discussion Group - 25 May 2017Alarka Phukan CPA, CMA
Dan O'Halloran discusses how increased access to performance data can empower healthcare workers by helping them understand how their work contributes value. He outlines some key considerations for measuring performance effectively, including defining performance, understanding the purpose of measurement, and avoiding common traps like only looking backward or relying too heavily on numbers. O'Halloran also discusses promoting innovation, systems thinking, and transparency to empower positive change. He explains how performance is tied to service agreements and purchasing of healthcare services based on value, efficiency, population health outcomes, and other factors that contribute to the "Triple Aim" of better care, lower costs, and improved population health.
The document discusses the importance of employee engagement for businesses. It defines employee engagement as employees who are willing to work hard and go the extra mile to help the company succeed. The document presents research finding that engaged employees are more productive, less likely to leave, and can improve customer loyalty and financial performance. It provides tips for achieving engagement such as starting with management buy-in, clear communication, training, recognition, and using various communication tactics like meetings, email and social media. The key message is that employee engagement has a direct link to business success, especially in difficult economic times.
Overview of the differences between long-term and short-term rehabilitation services, the advantages and disadvantages of each, as well as financial and other considerations for health administrators per type of service.
Nursing leadership excellence - Delivering the general practice forward viewNHS England
This document summarizes a presentation about delivering the General Practice Forward View through nursing leadership in Lewisham, UK. It discusses identifying the need for change, sharing the vision, and focusing on relationships, recruitment, retention, and resilience through a leadership program for practice nurses. The program involved 12 practice nurses over 12 months in 6 modules with guest speakers and networking. Participants reported increased confidence and capability in delivering primary care services. Stakeholders commented that practice nurses provide valuable continuity of care for long-term conditions and their involvement adds insight into care pathways.
Chris Ham: Staff engagement and empowerment in the NHSThe King's Fund
Chris Ham presents presents the findings and evidence around the review he chaired into staff engagement and devolved decision-making for the Department of Health. He stresses the need for a culture of high staff engagement and devolved decision-making, due to compelling evidence suggesting this increases quality of care.
This document discusses strategies for effectively managing mental health claims and return to work. It notes that mental health claims now represent a large cost for employers due to rising rates of conditions like depression and anxiety. Early recognition of issues, ensuring the right diagnosis and treatment, and having an effective return to work plan that focuses on abilities are emphasized as important strategies. Providing workplace support for mental health, differentiating issues from disabilities, and understanding accommodation obligations are also discussed as ways to improve outcomes.
This document outlines Bell Aliant's approach to disability management. It discusses shifting from a medical model to a holistic approach that focuses on the total costs of disability, including indirect costs. Key points include:
- Traditional disability management focused on direct medical costs but indirect costs are much higher.
- Disability is influenced more by non-medical factors like workplace policies and individual motivation than underlying medical conditions.
- The goal shifted to "Accept and Assist" employees rather than focus on medical diagnoses and time off work.
- This involves talking to employees, understanding barriers beyond medical issues, and supporting a long-term view of retaining engaged employees.
The document summarizes the key topics from an employee forum held by the organization in June 2013. It includes feedback from previous forums, an overview of the organization's goals and metrics, ways employees can help achieve the goals, and next steps around action planning based on an employee engagement survey. The document provides updates on goal progress through May 2013 and survey results that identify areas of lower engagement to focus on. Managers will create action plans in an online tool to address engagement priorities and track progress.
OneCall Health Access provides telemedicine services through a national network of U.S. board-certified physicians available 24/7 by phone or video chat. The service allows members to receive medical care for non-emergency conditions from their home or on the go rather than visiting urgent care centers or emergency rooms. Employers can offer telemedicine as an employee benefit to reduce healthcare costs and increase convenience and access to care for employees.
This document discusses how Lean is sometimes seen as mean in healthcare but argues that it does not have to be. It provides four reasons why Lean is sometimes seen as mean: 1) Focusing on cutting staff to fit budgets instead of empowering existing staff, 2) Not helping employees and mandating tools without explanation, 3) Blaming others instead of taking responsibility, 4) Mandating tools without explaining their benefits. However, the document argues that real Lean is sustainable and benefits patients through reduced wait times and errors, benefits employees by reducing waste and frustration, and benefits organizations by strengthening them long-term and improving quality while reducing costs.
How many more staff do you need to improve the quality of care?mckesson
The document discusses challenges to the assumption that improving quality of care automatically means hiring more staff. It examines three common assumptions: 1) Quality is determined solely by staff levels, 2) Staff are already 100% efficient, 3) Roles cannot be changed. The document advocates using tools to understand variation in patient needs over time and removing non-essential tasks to increase direct care time. It provides two examples where multi-disciplinary teams achieved improved outcomes by focusing on required skills rather than rigid roles and increasing role flexibility.
This document summarizes a presentation about building market share through employed physician engagement at Ozarks Medical Center. It describes how OMC recruited specialists but physicians operated independently. A physician council was formed to improve culture and processes, identify barriers to referrals, and standardize protocols. Studies found referral delays in some specialties. Changes improved access and patient satisfaction. Market share increased from 44.1% to 54.5% from 2008 to 2012 after employing physicians and aligning culture and processes.
Employee Engagement: Your Tool for Tackling Heath Care CostsDigital Measures
Everyone is concerned about increasing health care costs. This interactive session will review the various triggers that drive health care and insurance costs and cover the major communication and engagement strategies that companies use to reduce their trend. Case studies to be discussed include wellness, employee engagement and communication, benefit plan design and consumerism. Successful benefit incentive programs that support communication programs and have a quantifiable return on investment will also be discussed.
This document provides information about an upcoming Healthcare Operational Excellence Executive Sector Meeting taking place October 22-24, 2017 in Dallas, TX. It lists the event participants which include various healthcare executives from hospitals and medical centers. The document discusses why attendees should attend, including maximizing their time, finding proven solutions, accessing reliable information from senior healthcare executives, and networking opportunities. It also outlines the think tank session topics that will be discussed during the event.
US Tech Solutions is a leading global staffing and consulting firm that provides IT, healthcare, and other professional staffing solutions. It has over 10 years of experience in the staffing industry and projected revenue of $60 million in 2010. The company operates in 5 countries with over 700 employees and offers flexible staffing engagement models to help clients maximize ROI and reduce costs and time to market.
HealthTechS3 is a 45-year-old healthcare services company that provides strategy, operations, clinical quality, governance, and leadership consulting services as well as software solutions to over 50 hospitals nationwide. Their services help hospitals improve care, transform operations, and develop leaders. They have a team of former hospital executives and clinical experts and have helped many client hospitals earn awards and recognition for quality and performance.
Chris Reed is a Cost Containment Manager and Medical Concierge Manager who has over 20 years of experience in healthcare network management, contracting, and claims auditing. His current role involves providing patients information to help them choose high quality yet cost-effective care facilities, while also managing a team that audits claims to help health plans and employers reduce costs. Prior to his current role, he helped build a proprietary healthcare network in Indiana from the ground up through extensive provider contracting and network management experience.
The HealthCare Initiative is a third generation, family owned executive search firm founded in 1974 that specializes in identifying and recruiting talented healthcare professionals. They have decades of experience working with top healthcare organizations and professionals to build long-term relationships. They focus only on the healthcare industry and work to understand each client and candidate's unique needs to develop a tailored recruitment process. Their philosophy is based on transparency, commitment, treating others with respect, and maintaining open communication.
The HealthCare Initiative is a third generation, family owned executive search firm specializing in healthcare recruitment since 1974. They have extensive experience working with top healthcare professionals and organizations to identify, attract, and deliver talented healthcare professionals throughout the US. Their specialized focus and long-term relationships have positioned them to develop a nationwide network of established healthcare professionals. They provide customized recruitment processes tailored to each client and candidate's unique needs and goals.
WayPoint Healthcare Advisors is a deeply experienced solutions provider anchored by strategy and focused on cost, growth, patient experience, and clinical process improvement. We translate strategy into action.
Our experts are hands-on, directly involved in
every step from planning to implementation –
until the transformation is complete.
A2M Resources LLC is a consulting firm that assists healthcare organizations in improving operations and financial performance. They analyze clients' processes and systems, develop tailored action plans for improvement, and help implement changes. Their consultants have extensive experience in areas like revenue cycle management, IT strategy, clinical management software, and physician compensation. A2M Resources provides operational assessments, process redesign, management advisory services, and has successfully completed projects involving revenue cycle optimization, affiliation agreement development, due diligence for mergers and acquisitions, and EMR technology expansion plans.
INTEGRATED thought leaders Dr. William Jessee and Don Seymour share their insight and advice on the emerging pay/risk trend in today's evolving healthcare environment. This webinar coincides with their 3-part video series titled "Raising the Bar."
Measuring Physician Relations ROI; Tools & TechniquesRenown Health
The document describes a workshop on measuring physician relations return on investment. It discusses how three organizations, including Baystate Health, demonstrate results from their physician relations programs. At Baystate Health, their physician liaison program led to $8 million in new annual revenue, a 25 to 1 return on their $316,000 investment. Their liaisons conduct over 1,400 face-to-face visits annually and help fill new specialist panels 50% faster. The workshop aims to help others learn from these examples on tracking measures that align with goals and demonstrating physician relations program value.
2017 Physician Strategies Webinar Series - Physician Relations StructureEndeavor Management
Acquire insight into how to develop a more strategic and operational approach that can grow your organization’s physician referral base in a continually evolving accountable care environment.
Healthwatch Stoke-on-Trent held its annual meeting for 2018/19. The organization works to gather people's views on health and social care services, with a focus on those who find it hardest to be heard, to help shape support. In 2018/19, Healthwatch worked with others on an information card for homeless people accessing GPs. It also engaged people for the NHS Long-Term Plan and identified key themes around access, communication, and specific conditions. Healthwatch will focus areas of prescriptions/pharmacy and community mental health services to understand experiences and identify improvements.
This document provides a profile summary for Dr. Raja Dutta, including his contact information, 19 years of experience in clinical and hospital administration, skills and competencies in areas like strategic planning, medical administration, operations, and auditing. It details his organizational experience directing hospitals with 300-1000 beds and lists his educational background, including an M.D. from Russia and MHA from AIIMS.
This document summarizes a proposal from Leadership Praxis to provide leadership development services to Acme Medical Center. It outlines Leadership Praxis' approach of developing leaders from within through comprehensive analysis, competency development, and project management to achieve measurable improvements in areas like patient satisfaction scores, reimbursement, and staff retention. Their customized five-step process is designed to ensure sustainable results through organizational assessment, needs-based training, and long-term follow up.
Build Physician Relationships that Drive Business Results; Part 1Renown Health
This document discusses the need to improve relationships with physicians to drive business and referrals. It notes that physicians today feel overburdened and pessimistic about the profession. The document then outlines Baystate Health's strategy to establish a physician referral program using a 3-pronged approach: 1) A physician relationship database to track referrals and provide analytics. 2) An Office of Physician Referral Management to resolve issues. 3) Physician Relations Liaisons assigned to territories to build engagement with physicians and ensure smooth referrals. The goal is to improve physician well-being, communication, and referrals to grow volumes and the health system's business.
Pettit Pharma & Device Search is a specialist recruitment agency that connects candidates with medical device and pharmaceutical organizations in Australia and New Zealand. With over 20 years of experience, the agency has an extensive network of clients and focuses on quality, integrity, and honesty. They provide a unique tool to measure employee engagement that aims to improve retention for their clients.
Delivering the Healthcare Pricing Transparency That Consumers Are DemandingHealth Catalyst
Can you imagine having your detailed healthcare pricing published in the Wall Street Journal? The thought makes most health systems cringe with concern that they’d lose money on the unknown. And yet every other major consumer category includes pricing up front. Amazingly, one health system has developed just such a care model for most major specialties that is predictable and completely transparent. Join us in this webinar to learn how they did it. You’ll get amazing insight into the importance of their quality measures and actual, daily costing for each procedure, not just allocated costs.
5 9-2013 ss-secrets_of_successful_home_health_agenciesC Sam Smith
This document discusses the characteristics of successful home health agencies. It identifies 7 secrets to success: 1) becoming a learning organization, 2) achieving proficiency in clinical services, 3) complying with regulations, 4) having wisdom in financial matters, 5) diversifying service models, 6) cultivating an intentional, culturally sensitive environment, and 7) employing servant leadership. The document uses examples and vignettes to illustrate how exemplary agencies have implemented these secrets.
Similar to Interim leadership as a career path webinar (20)
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NURSING MANAGEMENT OF PATIENT WITH EMPHYSEMA .PPTblessyjannu21
Prepared by Prof. BLESSY THOMAS, VICE PRINCIPAL, FNCON, SPN.
Emphysema is a disease condition of respiratory system.
Emphysema is an abnormal permanent enlargement of the air spaces distal to terminal bronchioles, accompanied by destruction of their walls and without obvious fibrosis.
Emphysema of lung is defined as hyper inflation of the lung ais spaces due to obstruction of non respiratory bronchioles as due to loss of elasticity of alveoli.
It is a type of chronic obstructive
pulmonary disease.
It is a progressive disease of lungs.
Hypertension and it's role of physiotherapy in it.Vishal kr Thakur
This particular slides consist of- what is hypertension,what are it's causes and it's effect on body, risk factors, symptoms,complications, diagnosis and role of physiotherapy in it.
This slide is very helpful for physiotherapy students and also for other medical and healthcare students.
Here is summary of hypertension -
Hypertension, also known as high blood pressure, is a serious medical condition that occurs when blood pressure in the body's arteries is consistently too high. Blood pressure is the force of blood pushing against the walls of blood vessels as the heart pumps it. Hypertension can increase the risk of heart disease, brain disease, kidney disease, and premature death.
Sectional dentures for microstomia patients.pptxSatvikaPrasad
Microstomia, characterized by an abnormally small oral aperture, presents significant challenges in prosthodontic treatment, including limited access for examination, difficulties in impression making, and challenges with prosthesis insertion and removal. To manage these issues, customized impression techniques using sectional trays and elastomeric materials are employed. Prostheses may be designed in segments or with flexible materials to facilitate handling. Minimally invasive procedures and the use of digital technologies can enhance patient comfort. Education and training for patients on prosthesis care and maintenance are crucial for compliance. Regular follow-up and a multidisciplinary approach, involving collaboration with other specialists, ensure comprehensive care and improved quality of life for microstomia patients.
The Importance of Black Women Understanding the Chemicals in Their Personal C...bkling
Certain chemicals, such as phthalates and parabens, can disrupt the body's hormones and have significant effects on health. According to data, hormone-related health issues such as uterine fibroids, infertility, early puberty and more aggressive forms of breast and endometrial cancers disproportionately affect Black women. Our guest speaker, Jasmine A. McDonald, PhD, an Assistant Professor in the Department of Epidemiology at Columbia University in New York City, discusses the scientific reasons why Black women should pay attention to specific chemicals in their personal care products, like hair care, and ways to minimize their exposure.
nursing management of patient with Empyema pptblessyjannu21
prepared by Prof. BLESSY THOMAS, SPN
Empyema is a disease of respiratory system It is defines as the accumulation of thick, purulent fluid within the pleural space, often with fibrin development.
Empyema is also called pyothorax or purulent pleuritis.
It’s a condition in which pus gathers in the area between the lungs and the inner surface of the chest wall. This area is known as the pleural space.
Pus is a fluid that’s filled with immune cells, dead cells, and bacteria.
Pus in the pleural space can’t be coughed out. Instead, it needs to be drained by a needle or surgery.
Empyema usually develops after pneumonia, which is an infection of the lung tissue. it is mainly caused due in infectious micro-organisms. It can be treated with medications and other measures.
2024 Media Preferences of Older Adults: Consumer Survey and Marketing Implica...Media Logic
When it comes to creating marketing strategies that target older adults, it is crucial to have insight into their media habits and preferences. Understanding how older adults consume and use media is key to creating acquisition and retention strategies. We recently conducted our seventh annual survey to gain insight into the media preferences of older adults in 2024. Here are the survey responses and marketing implications that stood out to us.
Mental Health and well-being Presentation. Exploring innovative approaches and strategies for enhancing mental well-being. Discover cutting-edge research, effective strategies, and practical methods for fostering mental well-being.
Health Tech Market Intelligence Prelim Questions -Gokul Rangarajan
The Ultimate Guide to Setting up Market Research in Health Tech part -1
How to effectively start market research in the health tech industry by defining objectives, crafting problem statements, selecting methods, identifying data collection sources, and setting clear timelines. This guide covers all the preliminary steps needed to lay a strong foundation for your research.
This lays foundation of scoping research project what are the
Before embarking on a research project, especially one aimed at scoping and defining parameters like the one described for health tech IT, several crucial considerations should be addressed. Here’s a comprehensive guide covering key aspects to ensure a well-structured and successful research initiative:
1. Define Research Objectives and Scope
Clear Objectives: Define specific goals such as understanding market needs, identifying new opportunities, assessing risks, or refining pricing strategies.
Scope Definition: Clearly outline the boundaries of the research in terms of geographical focus, target demographics (e.g., age, socio-economic status), and industry sectors (e.g., healthcare IT).
3. Review Existing Literature and Resources
Literature Review: Conduct a thorough review of existing research, market reports, and relevant literature to build foundational knowledge.
Gap Analysis: Identify gaps in existing knowledge or areas where further exploration is needed.
4. Select Research Methodology and Tools
Methodological Approach: Choose appropriate research methods such as surveys, interviews, focus groups, or data analytics.
Tools and Resources: Select tools like Google Forms for surveys, analytics platforms (e.g., SimilarWeb, Statista), and expert consultations.
5. Ethical Considerations and Compliance
Ethical Approval: Ensure compliance with ethical guidelines for research involving human subjects.
Data Privacy: Implement measures to protect participant confidentiality and adhere to data protection regulations (e.g., GDPR, HIPAA).
6. Budget and Resource Allocation
Resource Planning: Allocate resources including time, budget, and personnel required for each phase of the research.
Contingency Planning: Anticipate and plan for unforeseen challenges or adjustments to the research plan.
7. Develop Research Instruments
Survey Design: Create well-structured surveys using tools like Google Forms to gather quantitative data.
Interview and Focus Group Guides: Prepare detailed scripts and discussion points for qualitative data collection.
8. Sampling Strategy
Sampling Design: Define the sampling frame, size, and method (e.g., random sampling, stratified sampling) to ensure representation of target demographics.
Participant Recruitment: Plan recruitment strategies to reach and engage the intended participant groups effectively.
9. Data Collection and Analysis Plan
Data Collection: Implement methods for data gathering, ensuring consistency and validity.
Analysis Techniques: Decide on analytical approaches (e.g., statistical
TEST BANK FOR Health Assessment in Nursing 7th Edition by Weber Chapters 1 - ...rightmanforbloodline
TEST BANK FOR Health Assessment in Nursing 7th Edition by Weber Chapters 1 - 34.
TEST BANK FOR Health Assessment in Nursing 7th Edition by Weber Chapters 1 - 34.
TEST BANK FOR Health Assessment in Nursing 7th Edition by Weber Chapters 1 - 34.
India Medical Devices Market: Size, Share, and In-Depth Competitive Analysis ...Kumar Satyam
According to TechSci Research report, “India Medical Devices Market Industry Size, Share, Trends, Competition, Opportunity and Forecast, 2019-2029,” the India Medical Devices Market was valued at USD 15.35 billion in 2023 and is anticipated to witness impressive growth in the forecast period, with a Compound Annual Growth Rate (CAGR) of 5.35% through 2029. This growth is driven by various factors, including strategic collaborations and partnerships among leading companies, a growing population, and the increasing demand for advanced healthcare solutions.
Recent Trends
Strategic Collaborations and Partnerships
One of the most significant trends driving the India Medical Devices Market is the increasing number of collaborations and partnerships among leading companies. These alliances aim to merge the expertise of individual companies to strengthen their market position and enhance their product offerings. For instance, partnerships between local manufacturers and international companies bring advanced technologies and manufacturing techniques to the Indian market, fostering innovation and improving product quality.
Browse over XX market data Figures and spread through XX Pages and an in-depth TOC on " India Medical Devices Market.” - https://www.techsciresearch.com/report/india-medical-devices-market/8161.html