- group project class work 30min - hc youtube - practice test - break-even analysis - managing...
TRANSCRIPT
WEEK VI OUTLINE
- Group Project Class work 30min
- HC Youtube - Practice Test - Break-Even Analysis - Managing the Chaos -
GROUP A
1- Dana 3- Deja 2-Theresa
4- Nancy Medical Practice Name: Women’s Specialty Care
Details : Specialty: OB-GYN # Of Employees: 10 # Of Physicians: 6 # Of PA's :2 # Of MW‘s: 2 # Of Offices: 3 # Org Type: C-Corp
GROUP B
1- Diana 3- Hana 2- Devon
4- Cailin Medical Practice Name: Community Care of New Castle County Details : Specialty: Family Medicine # Of Employees: 14 # Of Physicians: 9 # Of PA's :3 # Of NP‘s: 3 # Of Offices: 2 # Org Type: LLC
GROUP C
1- Natalia 3- Irene 2-Norberto
4- Alyssa Medical Practice Name: Pediatric Physician Care Details : Specialty: Pediatric # Of Employees: 10 # Of Physicians: 6 # Of PA's :2 # Of MW‘s: 2 # Of Offices: 3 # Org Type: C-Corp
WEEK VI
1) Plan for how to grow patient base/how to receive more patients from local PCPs
2) Retention strategy 3) Flow charts for structure of organization 4) Break-Even
A) # of Encounters
WHAT IS BREAK-EVEN?
The break-even point (BEP) is the point at which cost or expenses and revenue are equal: there is no net loss or gain, and one has "broken even".
Break-even analysis calculates what is known as a margin of safety, the amount that revenues exceed the break-even point.
FIXED COST
These are costs that are the same regardless of how many items you sell.
All start-up costs, such as rent, insurance and computers, are considered fixed costs.
HEALTHCARE ENVIRONMENT
Rapidly changing Changes in healthcare are as complex
as healthcare itself Pace at which changes are occurring is
increasing
TWO CATEGORIES OF CHANGE
First order change- leaves the underlying system relatively unchanged such as when new reports are created
Second order change involves a redefinition or re-conceptualization of the business of an organization and how that business is conducted.
CHALLENGES OF SECOND LEVEL CHANGE
When the challenges of second-level change are not sufficiently anticipated and prepared for it can result in failure of HIT implementation.
STEPS TO SUCCESS
Define a vision Share the vision Define clear goals (clinical and
revenue-related) Decide that failure is not an option
MORE STEPS TO SUCCESS
Establish a clear line of decision support
Adapt as needed along the way Evaluate computer skills of users and
provide support/education
LEADERSHIP AND SUCCESS
Consistency throughout implementation
Establish a sense of urgency Empower others to act on the vision Ability to institutionalize new ways of
doing things within the organization
TOP LEVEL MANAGERS
Must give consistent strong support to the project
Should act based on current information
Avoid making decisions based on personal objectives
FRONT LINE USER ENGAGEMENT
Frontline healthcare providers must be involved from the very outset of the project
They must also be engaged on an ongoing basis
UNDERSTANDING FAILURE
Complete failure- a new system that is either never implemented or implemented and then abandoned
Successful implementation- meets the key goals without experiencing significant undesirable outcomes
Partial failure: more difficult to define since subjectivity enters into the assessment
FAILURE FACTORS
Technical shortcomings Project management shortcomings Organizational issues The continuing information explosion (Lorenzi, N. & Riley, R., 2003)
THE RESISTANCE FACTOR
Any significant HIT project will encounter resistance. The differences lie in the degree of resistance which is met.
In organizations where morale is generally good and where there is a history of having managed change well employees are more open to a proposed system change (Young, 2000).
THE GOOD AND THE BAD OF RESISTANCE
Not useful when it leads to conflict and diverts time and attention from the goals of implementation
Useful when it helps to identify flaws in a system
COMMUNICATION
Keep your ear to the ground throughout the change process
Give front line users a voice Respond to their concerns Distinguish between organizational
noise and real problems
THE COMPETENCE FACTOR
Users go from being experts in whatever system or version they were using before to no longer feeling so competent
Associated stress
MEASURING SUCCESS POST IMPLEMENTATION
Is the value added consistent with the amount of resources expended?
What did the system really cost?
IMPLEMENTATION OF HIT IS A COMPLEX UNDERTAKING
Approach it in a way that minimizes risk and maximizes the potential benefits
Use strategies and methods that will lead to that end
TAKE-AWAY POINTS
Provide consistent, strong leadership Use change management strategies Decide that failure is not an option Get front line users involved from the
very beginning Expect the unexpected & adapt as
needed
ADAPTABILITY
The degree to which organizations are prepared for change and the ability they have to change rapidly and effectively will determine how successful they are at using HIT to meet their organizational objectives.