uhealth new faculty orientation
DESCRIPTION
UHealth New Faculty Orientation. October 2010. UHealth Org Chart. The University of Miami Medical Group. UMMG. Leadership Council. Clinical Chairs, plus at-large elected from Departments and Centers. Elects Chair/Vice-Chair. 3-year term ( 2). Board of Directors. - PowerPoint PPT PresentationTRANSCRIPT
UHealth New Faculty Orientation
October 2010
UHealth Org Chart
2 10/15/10
The University of Miami
Medical Group
Miami VAMedical CenterMiami VAMedical CenterMiami VAMedical CenterMiami VAMedical Center
UMMG
Leadership Council Elects Chair/Vice-Chair
Board of Directors
Clinical Chairs, plus at-large elected from Departments and Centers
Clinical Chairs plus Chair/Vice Chair plus 9 at-large LC members plus 2 VCAs
Executive Committee2 Clinical Chairs plus 1 at-large LC members elected2 Chairs appointed by Dean, plus Administrative leaders
Revenue CycleManaged Care Contracting
Taxation
Disability Retirement
3-year term (2)
At-large members serve 3-year term
UMMG Governance & Structure
ASAP Committee G&E Committee Finance Committee Benefits Committee
UHealth Org Chart
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UHealth Org ChartUMMG Practice Plan
Chief Operations OfficerAVP
Steve Falcone, MD, MBA
Executive DirectorRevenue CycleGene Lawson
Vice Chair for Administration Michael Kelley
DirectorMedical FinanceRick Norwood
HR/BudgetLisa Tobin-Jacobson
Chief Medical Officer (CMO)
Jorge Guerra, MD
Vice Chair for Administration
CHDSCristian Murray
Central Business Office
Finance MangerRamanie Perera
Hialeah Cardiology
Family Med Clinic and Practice PPW
Gen Med Practice
Pediatrics Clinic and Practice PAC
Associate Finance Director
Shehzad Mughai
Key West
UHealth at Boca Raton
UHealth at Fort Lauderdale
UHealth at Palm Beach Gardens
Director UMMG Initiatives
Helen Scarr
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UMMG Key Responsibilities• Practice Improvements
– Strategic planning– Practice restructuring– Compensation plans– Taxation models– Funds flow
• Revenue Cycle Improvements and implementation of CBO
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UMMG Key Responsibilities• Develop business plans for new practice sites and
initiatives• Represent the practice in local, regional, state and
national functions• Foster strong relationships with referring physicians• Identify an implement a primary care and community
health delivery system strategy• Establish and oversee faculty orientation program
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UMMG Key Responsibilities• Improve profitability of UMMG business lines• Assist in EMR implementation• Prepare annual budget• Monitor physician productivity
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UMMG FY10-11 INITIATIVES• Reconstitute structure• Focus on EMR implementation• Focus on revenue cycle changes• Focus on access• Optimizing system performance through
stronger practice to hospital referrals
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UMMG FY10-11 INITIATIVES• A bias towards the development of primary
care network(s)• Focused and coordinated clinical outreach
development• Establish principles that govern behavior and
decision making• Establish more multidisciplinary site based
clinics
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UMMG PRINCIPLES• Patient-centric Care• Disease-centric Care (Multidisciplinary Point
of Care)• High Quality Care• Fostering Physician, Staff and Facility
Productivity• Generation of surplus
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UMMG Administration SharePoint Sitemedportal.med.miami.edu/sites/ummg
UHealth Faculty Orientation Websitefacultyorientation.med.miami.edu
Home Welcome Session ULearn Faculty Orientation Requirements Brief History of the UM Leonard M. Miller School of Medicine About UHealth UCare UMMG Policies and Procedures Clinical Department Clinical Systems Faculty Affairs Benefits Campus Map
UHealth New Faculty Orientation
UHealth Faculty Orientation Website (continued…)
www.uhealthsystem.com/facultyorientation/
• Can be accessed from time of hire• Provides direct link to required orientation
elements to be completed prior to providing patient care
• Provides a handy copy of the Departmental Onboarding Checklist
• Useful faculty resource as career at UM continues with updated policies and clinical systems information
HARDWIRE PATIENT-CENTERED CULTURE OF TEAMWORK & EXCELLENCE
UHealth and the Studer Group
+Outcomes-based health
consulting firm
Teach evidence-based tools & processes to help create & sustain service & operational excellence
Branded Initiative
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UCare“U Can Achieve Real Excellence”
Make UHealth a better place forEmployees to workPhysicians to practicePatients to receive care.
UCare Leadership Development Institute (LDI)Quarterly educational session to provide leaders (physicians,
administrators, managers) with tools, resources, and training that support a patient centered culture.
UMMG Clinical Indicators-FY 2011OUR MISSION
The University of Miami Health System delivers high-caliber, compassionate health care; advances patient care through applied research; educates the next generation of medical leaders; and contributes to a healthier world.
Service (20%) People Growth Quality Finance(30%)Patient Loyalty*:
Hospital Based Clinics:Likelihood to Recommend Practice: 90th RankBaseline (FY 10): 84th Rank
Likelihood to Recommend Provider: 90th RankBaseline (FY 10): 85th Rank
Non Hospital Based Clinics:Likelihood to Recommend Practice: 90th RankBaseline (FY 10): 71st Rank
Likelihood to Recommend Provider: 90th RankBaseline (FY 10): 99th Rank
1st Case OR on time Start:Increase the percent of physicians being on time for 1st case OR at UMH; UMHC/SCCC and ABLEH to 86%.
Turnover:Overall employee turnover:UMMG (including Faculty and Staff): < 6.9%Baseline (FY 10):Turnover: 6.9%
UChart Competency*:100% of Faculty and Staff passing competency assessment on UChart.
LDI Participation*:Increase the participation of leaders at LDI to 90% unexcused.Baseline (FY 10):UMMG: 49%
Telephone Etiquette*:100% staff participation on CBL on Telephone Etiquette.90% Compliance on Audit conducted for telephone etiquette.
New Patient Visit*:3rd available appointment for 90% of the new patient visits is within 1 -3 weeks out.
Surgical Volume:Achieve the targeted surgical volume (UMMG only) at UMH and ABLEH.
Imaging Volume:Achieve targeted imaging volumes at UMHC/ABLEH.
Chemotherapy Volume:Achieve targeted chemotherapy volumes at UMHC Sylvester.
Rad Onc Volume:Achieve targeted Rad Onc volume at UMHC Sylvester.
Track ONLY:Number of patients per room per session by Department/Division.
Operating Income*:Achieve operating income target.
Account Receivable Days:Achieve 100% compliance for providers closing encounters within 48 hours.
PQRI Measures:*Track and report at least 3 PQRI measures in each clinical department and achieve a high enough score to receive CMS incentive payment.
Hand Hygiene:Achieve 90% physician compliance for hand hygiene at ABLEH; UMH and UMHC/SCCC.
* Mandatory goals for UMMG leaders, if applicable Baseline Information in orange
Fundamentals of Communication
A Acknowledge Acknowledge & greet
I Introduce Introduce yourself & your title/position
D Duration Advise of duration
E Explain Explain details of procedure/intervention
T Thank You Always thank your customers
University of Miami Medical Group (UMMG)
Policies and Procedures• umdoctors.com• Policies and Procedures (gray bar)• Medical ID and password
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UMMG Master Schedule Policy
Defines clinic sessions: Hours of regularly scheduled sessions Release of open slots More efficient use of overbook slots
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UMMG Enforcement Policy (continued…)
UMMG On-Time Clinic Start Policy
Sets parameters to minimize patient wait times, particularly at the start of clinic sessions.
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…)
UMMG Consulting Policy
For many years the provisions of the University of Miami Faculty Manual that deal with consulting activities did not apply to UMMG members. A separate UMMG policy on consulting activities, and the UMMG Bylaws, had mandated that all consulting activities of UMMG members be performed under UMMG oversight and that all revenue from those activities be recorded as Practice income, with partial redistribution back to the member via non-uniform departmental rules.
After a deliberate process, a new consulting policy has been approved that allows for non-clinical consulting activities, including expert witness testimony, to be performed by any Faculty member as an independent contractor under the provisions of the Faculty Manual, similar to those activities of any other University Faculty, with minor limitations that pertain to specific situations common to the practice of Medicine.
UMMG Consulting Policy
UMMG Interaction with Industry Policy
• As a result of AAMC recommendations and policy changes at other Academic Medical Centers, Clinical Operations comm. charged with revision of existing (3/04) policy in Jan. ‘06.
• Fourteen provisions of the policy have been sequentially revised and each approved by the UMMG Executive comm.
• Final new policy language approved by Exec Feb. ’08• Policy Revisions Implementation: July ‘09
UMMG Physician Mentoring
• Physician Mentoring is a low profile and effective method of identifying disruptive behavior at its onset, and managing it before it effects the work environment
• It is a JCAHO 2009 required process in dealing with disruptive behavior and preventing the development of a hostile work environment
Risk Management
Risk Avoidance and Reduction can be tied into policies that improve the work environment and allows UHealth to deliver more patient-centric care.
UMMG Enforcement Policy
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UMMG members are responsible for complying with the provisions of all UMMG policies.
Each practitioner is accountable to his or her Chair for adherence to these policies.
Full disclosure of actions related to compliance with these policies is expected.
UMMG Enforcement Policy (continued…)
The list below describes the minimum expected consequence for deviations from UMMG policies:
1. Unintentional and minor deviation from policyAction: Verbal reprimand from department Chair or delegated supervisor.
2. Subsequent unintentional deviation from policy Action: Written reprimand from department Chair
and warning that any further infractions would result in a fine.
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UMMG Enforcement Policy (continued…)
3. Intentional or flagrant or repeated offenses. Action: Minimum fine of 5% of monthly salary, based on
previous 12-month average. Higher amounts may be imposed if deemed appropriate by the nature of the infraction.
4. Additional intentional or flagrant or repeated offenses; or significantly egregious offense.
Action: Termination from medical staff, including relinquishment of clinical privileges or termination from employment, as deemed appropriate, in accordance with pertinent University/Faculty guidelines.
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