Out of the Box Benefits Mindy Lindsey Human Resource Director Five Rivers Health Centers OACHC October 2017
Five Rivers Health Centers FRHC began in May 2011 by absorbing three (3) former hospital departments of Miami Valley and Good Samaritan Hospitals in Dayton with the hope of becoming a FQHC. In 2011, FRHC had 78 employees. In 2012 FRHC became a FQHC-LA and in November 2013 achieved FQHC status. FRHC is currently the 10 th largest FQHC in Ohio. In 2016 we saw over 21,000 patients with more than 78,000 visits. Currently FRHC has 215 employees. FRHC achieved Patient Center Medical Home designation Level 3 at 4 locations. FRHC is the only FQHC with over 137 residents this is the largest number of residents in a FQHC in the nation.
Five Rivers Health Centers Departments Five Rivers is comprised of seven (7) departments with nine (9) locations. Five Rivers Center for Women s Health Five Rivers Pediatric Health Center Five Rivers Family Health Center Five Rivers Medical Surgical Health Center (with additional locations for Specialty and Surgery Clinics) Five Rivers Dental Center Five Rivers Samaritan Homeless Clinic Five Rivers Green County Health Center
Five Rivers Health Centers Services Each site offer behavioral health, substance abuse, case management, psychiatry, financial counseling, and dietary support. Center for Women s Health offers Centering Pregnancy and Parenting, supportive housing case management, Healthy Start services, Daddy Boot Camp, and Look/See dental consultations. Medical Surgical Center offers Hematology/Oncology clinics, Neurology, infectious disease, sickle cell, general surgery, gastrointestinal and orthopedic clinics. Homeless clinic offers daily education groups, traditional counseling, dental services, respite care, podiatry, transportation to/from shelter to clinic for appointments and cooking classes. In-House 340B Pharmacy with delivery service. Fresh fruit for all patients
Topics of Discussion Employee Engagement Time Off Paid Wellness Nurse Practitioner Tuition Reimbursement Program FORCE Clinical Ladder Incentive Program Provider Benefits Traditional Benefits Challenges Opportunities
Employee Engagement Goal: Employee Driven Organization Workforce Development Committee Education Committee FORCE Committee Clinical Ladder Best Practices Committee Health Care Advisory Committee
Employee Engagement Goal: Employee Driven Organization Spirit Week Uniforms and Lab Coats Self-Evaluation on Performance Appraisal Bi-Weekly Rounding at all locations Half-Day All Employee Meeting
The Why, The What, and The How
Time Off Paid (TOP) Goal: Work Life Balance TOP Accrual generous accrual rates TOP Donation Program TOP Cash Out Program offered twice per calendar year Max cash out is 40 hours per calendar year Must have 40 hours remaining after cash out TOP Purchase Program Offered during open enrollment only May purchase up to one week of TOP
Wellness Goal: Reduce Stress Relating to Health and Finances Financial Wellness Paid by Five Rivers Health Centers Financial Peace University Smart Dollar One-on-one sessions with financial advisor YMCA Corporate Discount Payroll Deduction 529 College Fund Payroll Deduction
Wellness Employee Assistance Program Paid by Five Rivers Health Centers Annual Stress Relief Bonus Physical Wellness On-site exercise classes Vouchers for local yoga studio
Nurse Practitioner Tuition Reimbursement Program Goal: Grow Our Own Requirements Employed at FRHC for 2+ years Received Exceeds on performance rating the last 2 evaluations (or 2 out of 3) Satisfactory grades must be maintained (3.0 or above)
Nurse Practitioner Tuition Reimbursement Program Benefits to Employee Tuition will be reimbursed up to $31,000 (pro-rated for part-time employees). FRHC agrees to be precepting location for employee s on-site educational rotations. Benefits to Five Rivers Health Centers Employee signs a contract committing to at least 4 years of service following graduation from NP program.
FORCE Program (Five Rivers Health Centers' Excellence in Nursing) Goal: Recruit and Retain Nurses Program Design Focus on personal growth and development Ex. education, volunteer in the community, recognition (local, regional, or national professional organizations), specialty certifications Focus on organization quality improvement Ex. impact UDS measures, PCMH care coordination, point person for a problem, educational presentations
Incentive Program Goal: Share the Success Organization Incentive Program Department Goal (budget) Organization Goal (HRSA patient numbers) Quality Goal (UDS driven)
Exclusions to Employee Incentive Must be employed the first day of the quarter Time off without pay Off more than 50% of the quarter = no incentive payment Off less than 50% of the quarter = 50% of the incentive Currently in a progressive discipline Step 2 or higher Person is no longer employed by Five Rivers Health Centers
Incentive Example Department earned 20% over budget for Quarter 1 Potentially incentive bonus = $500 Organization did not meet patient numbers (reduce incentive by 10%) Potential incentive bonus is reduced $500 - $50 (10% of original bonus) = $450 Department met 1 of the 2 quality goals (reduce incentive by 10%) Potential incentive bonus is reduced $450 - $50 (10% of original bonus) = $400 Incentive Bonus Payment = $400
Provider Benefits Continuing Medical Education (pro-rated for parttime employees) One Week Paid Time Off $2,000 Allowance Dragon Interactive Monthly Provider Meetings
Traditional Benefits Medical Coverage PPO and HSA Flexible Spending Account Dependent, Medical and Limited FSA Health Savings Account Dental Coverage Vision Coverage paid 100% by employee Short Term Disability paid by Five Rivers Health Centers Long Term Disability paid by Five Rivers Health Center Life and AD&D paid by Five Rivers Health Centers Voluntary Life and AD&D paid 100% by employee
Traditional Benefits 401K Roth and Traditional Options (matching component) 401K Safe Harbor Contribution paid by Five Rivers Health Centers On-site CPR Certification Paid education day for all employees 8 Paid Holidays
Challenges Health Insurance Renewal Met with Health Care Advisory Committee Rounding with all employees to educate and obtain feedback Adjust Five Rivers contributions based on feedback Email and video sent to employees to educate Survey sent for health insurance carrier vote
Opportunity PUSH for Wellness Progress Based Wellness Incentive Program Fitness Weight Blood pressure Nicotine use Cholesterol
Contact Information: Mindy Lindsey Five Rivers Health Centers Human Resource Director Mindy.Lindsey@frhc.org (937) 734-6837
Out of the Box Benefits Provider Recruiting and Retention in Challenging Times October 2017
The Challenge Fully staff clinical needs at all time with well trained employees, who are deeply engaged in the mission of the organization; Maintain a medical staff that is productive and delivering excellent care to a challenging population while sustaining a healthy work-life balance; Nurture the talent in the providers and develop leadership.
Culture & Reputation Be known as a great place to work Be known for doing great work Make the mission or meaning of what you do central in how you talk about your work Highlight accomplishments Sell your brand in the community
Culture & Reputation Collaborate with quality training programs Attend regional meetings Participate in Community boards Do research Train students Do community outreach
Benefits Competitive pay Signing Bonus Dues and CME Health Dental Vision FSA 403B retirement Life insurance, long/short term disability plans PTO Sabbatical Referral bonus
Competitive Advantage Meaningful work Greater autonomy in practice Flexibility in schedule Cultural diversity Integrated care model Supportive Care Team Loan repayment via state & federal programs
Interview Show off your Health Center Highlight strengths Help them to get to know your center Find out what really excites the candidate Invite them to meet providers and shadow patient care
Retention Regular analysis of regional salaries Create a collaborative culture among providers Celebrate accomplishment of individuals and the organization Reiterate the mission of the organization Help providers to develop mastery in their areas Create a place with a reasonable and sustainable practice
Onboarding Thorough introduction to organization- people, places and processes Peer Mentor with expectations for overview and contacts Extensive training in EMR Gradually ramping schedule tuned to progress of provider Regular review of progress and needs
Drive & Satisfaction Drive: The Surprising Truth About What Motivates Us Daniel H. Pink Autonomy the desire to direct our own lives; Mastery the urge to make progress and get better at something that matters; and Purpose the yearning to do what we do in the service of something larger than ourselves