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Currents To Medical Center Employees: At the Oct. 4 communications meeting, Mary Brigman, Human Resources compliance coordinator and recruiter, gave an update on the Medical Center’s Affirmative Action Plan (AAP). Ms. Brigman pointed out that the components of the AAP include a narrative summary of our commitment, statistical reports, ongoing monitoring of employment activity and documentation of good faith efforts. The responsibility for carrying out the Medical Center’s AAP is shared by the Human Resources office, all managers and supervisors involved in the hiring process and the leadership team. The MUSC President’s Office oversees institutionwide compliance.   The Medical Center Human Resources Employment Policy No. 4 serves to ensure equal access to job opportunities and to underscore our affirmative action commitment. Our management team has done a good job in following the policy and in completing the Applicant Review Lists (ARLs), which enable detailed documentation of the selection process.   In carrying out our AAP, the Medical Center Human Resources office tracks all applications and hires for 21 job groups, including temporary jobs. During Fiscal Year 2004 – 2005, we had 22,570 eligible applications.   Our system enables each step of the selection process to be statistically measured to focus upon any weaknesses. The steps include initial determination of an individual’s eligibility to apply (e.g. eligible to work in the U.S., no falsification of application, eligible for rehire if previously employed and so forth), verification of meeting minimum qualifications, referral by Human Resources to the hiring official, interviews and the job offer. Human Resources investigates any step which statistically indicates “adverse impact” on minority applicants, and follows through when additional attention is needed.    While there is progress to be made with our AAP goals, through the efforts of all concerned we have a good employment policy and solid documented process.  As we move forward, all hiring officials must be diligent in ensuring for good faith efforts.    Finally, on another matter, the Medical Center will hold an “Appreciation Day” for exceptional work in achieving our financial performance goals during Fiscal Year 2004 – 2005. Additional information is highlighted below.  Everyone’s participation is encouraged.    Thanks to everyone for a job well done. W. Stuart Smith Vice President for Clinical Operations and Executive Director, MUSC Medical Center Appreciation day, PTO plan discussed Sue Pletcher of Patient Access and Health Information Services provided an update which revealed that the Medical Center’s Health Information Services Coding Department  ranked #5 among 239 major teaching coding hospitals.     The ranking was conducted by the American Health Information Management Association and HSS, a professional coding, regulatory and reimbursement process company, which reviewed data from the 2004 Medicare Provider Analysis and Review file and other categories to rank the nation’s top 50 coding hospitals.   Previously cited in the top 50 in 2003, MUSC was the only teaching hospital in both North and South Carolina recognized for this honor.   The only other facility cited in the survey was Laurens Hospital, ranked #42 in top urban, non-teaching hospitals. Pletcher recognized HIS coders: Christine Lewis, manager; Kathy Borrero, Louis Castagnaro, Barbara Ditmore, Deborah Gantt, Deborah Harder, Zenobia Hawkins, Maureen Kelsey-Burke, Linda Kirvin, Ethel Maxey, Cindy Morris, Madeline Mungin, Mary Anne Reid, Donna Reilly, Stephanie Rivera, Veronica Rivers, Norma Sawyers, Ann Shuler, supervisor; Leslie Smalls and Dorothy Thomas. Policy-19 PTO Donations Janet Browning of Human Resources announced details of the new HR Policy-19  PTO Donations. The policy is designed to assist employees who experience a catastrophic event due to a serious injury/illness or that of a qualified family member.   In order for an employee to be eligible to receive a PTO donation, they must: be in a regular/permanent position (working a minimum of 20 hours per week) have exhausted PTO and/or ESL banks experience a terminal/serious illness/injury or catastrophic event resulting in an absence of four or more weeks complete a request form in person or through a designee (manager) and submit to HR Benefit Office for approval   Employees on temporary total disability, workers' compensation or undergoing disciplinary process are not eligible to participate in the PTO donation program.   Donations are strictly voluntary and confidential and can be made in four hour increments. Donations must be made accrued PTO hours.   Names will never be disclosed to the recipient. Donations will be debited from the PTO donor’s bank and credited to the PTO recipient’s bank. They are also  credited in the order they are received in HR. Donor employees must retain a balance of 120 PTO hours after donation.   As a new policy, HR plans to monitor and review details of this program for updates and changes. PTO donation and request forms can be found on the HR intranet Web site. Patient Safety Rosemary Ellis reviewed the status of the MUSC Tactical Plan and the year’s patient safety goals.   Ellis shared the progress of several quality/safety projects. DVT/PE group has developed a new electronic universal form for adult patients. The form is currently being reviewed for approval and provides more useable fields and integrates easy resource links for users.   She also provided results of a hospital comparison tool which assesses hospital quality measures sponsored by the Department of Health and Human Services. Created by the Centers for Medicare and Medicaid Services and other organizations, the Web site rates hospital performance treatments outcomes for adult patients with heart attack, heart failure, pneumonia and surgery. MUSC’s performance rated highly compared to other hospitals in the care of heart attack patients. Employee Appreciation Day Katy Kuder, Volunteer Services manager, announced an Employee Appreciation Day on Wednesday, Oct. 19 to recognize the efforts of hospital employees. The event, Fun on the Horseshoe, will feature food, fun games, a prize cube and music. Tickets will be used in exchange for food items like hamburgers, popcorn, cotton candy and other fare. The fun begins at 11 a.m. to 2 p.m. for daytime staff and again at 9 p.m. to midnight (main hospital cafeteria) for evening staff. Department envelopes bearing an employee list and event tickets were distributed.   Kuder encouraged everyone present to volunteer for staffing to help ensure the event’s success. Other committee members involved in this project include Rosie Smith, Casey Liddy, Meredith Sanders, Kathy Seward, Kelly Hedges, Carmen Rice, Sue Cammer, Jeanette Brown, Eric Larson, Brad Masteller, Cathy Young and Betty King.     Friday, Oct. 7, 2005 Catalyst Online is published weekly, updated as needed and improved from time to time by the MUSC Office of Public Relations for the faculty, employees and students of the Medical University of South Carolina. Catalyst Online editor, Kim Draughn, can be reached at 792-4107 or by email, catalyst@musc.edu. Editorial copy can be submitted to Catalyst Online and to The Catalyst in print by fax, 792-6723, or by email to petersnd@musc.edu or catalyst@musc.edu. To place an ad in The Catalyst hardcopy, call Community Press at 849-1778.