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Currents The next six months will be busy, in addition to the day-to-day demands to provide and support excellent clinical care. We will continue our efforts to improve the Medical Center’s financial situation, prepare for implementation of the authority, and get ready for a JCAHO survey.  Congress recently passed the budget bill, which included some legislative relief for hospitals that have been significantly hurt by the Balanced Budget Act of 1997 (BBA). The relief serves to freeze the BBA reductions at the fiscal year 1999 level, with a slight reduction next year and significant reduction in year three. Basically, the relief is in the form of delayed reductions.  Various work teams continue to prepare for the authority implementation. We will report additional details as we move forward. At the Nov. 23 communications meeting, Vivian Gettys, JCAHO program manager, and Susan Carullo, manager of Employment, Compensation and Employee Relations, gave an update on age-specific competency documentation, and plans to implement the combined position description and performance appraisal forms. This combined form, which includes preprinted evaluation criteria for the Medical Center-wide core competencies—including age-specific competencies—and values, should improve our competency assessment process. It is clear that competency assessment is a “hot button” for JCAHO, that performance appraisals need to mirror the job descriptions, and that age-specific competencies need to be rated and well documented. The combined form has been piloted in numerous departments and has been well received to date.  W. Stuart Smith Vice President for Clinical Operations and Executive Director, MUSC Medical Center JCAHO mock survey to be conducted Dec. 13 through 15 Vivian Gettys announced that a JCAHO mock survey will be conducted for the entire Medical Center Dec. 13 through Dec. 15 in order to identify areas of improvement for the new year.  Gettys will distribute more information about the survey schedule to directors and managers. Performance Appraisal (EPMS) Gettys reminded directors and managers that an employee’s performance of age-specific competency must be documented on the performance appraisal (EPMS) form, using the four-point scale for patient care and patient contact positions. Age-specific competency must be incorporated into the body of the EPMS document, and must be rated with other competencies and job duties. Directors and managers should send their questions to Gettys through e-mail (gettysv). Susan Carullo updated the management team on plans to roll out the new combined performance appraisal (EPMS) and position description forms throughout the Medical Center. For more than a year, a work team has developed the combined form.  (A previous update on progress was given to the management team in April 1999.) The combined form has been piloted by a number of departments. Key elements of the new form include: Three Major Sections Job tasks (e.g., clinical or support duties and objectives) Core competencies Performance characteristics (values) Two Forms Nonmanagement Management Computer Support Can be prepared using WordPerfect (or using Access in the future) Plans are to improve computerization in the future Core Competencies and Performance Characteristics Are Prepreprinted Four competencies apply to all employees: Customer service Compliance Performance improvement Age-specific competencies Three additional competencies apply to managers: budget and financial management; human resources management; leadership Performance Characteristics Are Our Values Accountability Respect Excellence Adaptability Each Major Section Is Weighted Nonmanagement Job tasks —70 percent Core competencies—20 percent Performance characteristics—10 percent Management Job tasks—55 percent Core competencies—35 percent Performance characteristics—10 percent Four Performance Levels (Terminology is subject to change in the future.) Substantially exceeds (3.5 rating and above) Exceeds (2.5 - 3.4) Meets (1.5 - 2.4) Below (1.4 and below) Purpose of the Combined Form To include our core competencies and values in performance evaluation To ensure performance appraisals and job descriptions mirror and meet JCAHO needs To ensure across-the-board ratings on age-specific competencies Approval Process The State Office of Human Resources approved the new form. Our JCAHO consultants support the use of the new form. The form has been piloted in numerous departments. If you have suggestions about how to improve the new form, please e-mail your comments to Carullo (carullos) or Jane Smith (smithjan) by Dec. 7. Medical Center Requisitions Change John Franklin, director of Support Services, introduced four university procurement officers. Effective Dec. 6, all Medical Center requisitions should be forwarded to room 107 of Children’s Hospital for processing. Business managers should contact Chad Chadwick (792-7931) if they have questions.