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Currents Sept. 2
To Medical Center
I want to thank everyone for your cooperation and support during this
busy hurricane season. The incident command and administrative team
closely monitors the status of approaching storms with the goal of
being thoroughly prepared, but also organizationally nimble so that we
can implement the least disruptive staffing plan based upon conditions.
As indicated by our policy, managers are to designate a primary
response team (often called Team A or designated employees) to provide
direct care and support immediately before, during and after the storm.
Managers also designate a relief team (often called Team B) which
includes staff who report and provide care and service following the
Nondesignated employees include those not expected to report to work
during hazardous weather or emergency conditions. However,
nondesignated employees are expected to communicate with their
respective departments to stay abreast of possible status changes in
If the full emergency/disaster plan is declared:
- Employees should bring personal items including food,
water, clothes, blanket and any other personal items needed to remain
at the medical center for two to three days.
- Employees should not bring family members to work, except
in cases in which child care cannot be otherwise obtained.
- Child care will be provided on a very limited
basis—concerned staff are asked to make other arrangements if possible.
- Pet care will be provided on a very limited basis—concerned
staff are asked to make other arrangements if possible.
- Employees will be paid for time worked but not sleep time.
To address changing conditions of an approaching storm, an
“Intermediate Weather Alert Plan” may be put into effect. The
intermediate plan may be used when tropical conditions (high wind and
rain) are expected. Under the intermediate plan staff may be asked to
arrive early and/or remain after normally scheduled hours.
- During the full emergency/disaster plan meal tickets will
During the full emergency or intermediate plan alert, employees who
report to work may park in designated garages. Employees will need to
present an employee ID to park in restricted garages.
Employees should display “Emergency Worker” placards in vehicles while
traveling to work during emergency periods. Managers have been provided
placards for distribution. (Visit room 201 MUH if additional placards
Also, employees should be familiar with the weather emergency (Green
Card) which can be used for work-related instructions. These cards have
been issued to managers and can be located on the medical center
intranet staff toolbox.
Thank you very much.
President for Clinical Operations
Executive Director, MUSC Medical Center
People—Fostering employee pride
Nesmith, director of Safety,
Security and Volunteer Services, shared the latest update on
Hanna. Nesmith urged managers to review the medical
center’s disaster preparedness plan. Updated emergency weather
information also can be found at the hot button of MUSC’s main Web
Managers were asked to review plans with employees and their status on
work teams A and B. Designated employees are reminded that they may be
required to remain at work for up to 72 hours during a
disaster/emergency and should remain in contact with their
supervisor/manager. Employees should prepare items their own personal
disaster preparedness supply kit which includes personal medications,
water, food (canned items), bread, crackers, sleeping bag/materials,
change of clothing, hygiene items, employee identification and
emergency worker hang tag.
In addition, Nesmith asked hospital employees to review the 2008
Medical Center Employees General/Emergency Information “green card.”
All designated employees are encouraged to finalize plans and make
necessary arrangements to prepare family and pets for evacuation as
Pam Marek, Decision Support Services, reminded managers of the
successful roll out of the Planning, Establishing and Activating
Clinical Housing (PEACH) form. Marek praised managers for their proper
use of the PEACH form, especially in preparation for ART’s opening. As
management prepares for a planned November backfill, efforts to
communicate these changes within a 45 day window continue. Staff can
find the PEACH form under the MUHA intranet tools toolbox.
Employees should complete the “reason/date/approval” drop-down box and
“reason/purpose of change” area of the form to help manage
Employees may contact Pam Marek, 792-8792; Nancy Hendry, 792-7057; or
Sherrie Spencer, 792-9030, with questions. The next training class is
scheduled for Sept. 12. Personalized training is also available.
CMS survey outcome
Kim Phillips, transplant service line administrator, reviewed the
outcome from the mid-August on-site Medicare CMS Survey of the medical
center’s transplant-related process.
MUSC received seven standard deficiencies, with no condition level
deficiencies, which is considered good. Findings focused on
improvements to documenting interdisciplinary partici-pation of care,
patient and dialysis unit notification, donor and recipient blood type
verification, and maintaining minimum volume criteria of 10 transplant
/year for the heart transplant program.
Phillips thanked all staff who participated throughout the survey,
especially Joint Commission coordina-tors Lois Kerr and Terri Ellis,
for their cooperation and support. He cited that good preparation,
focusing on the initial survey preparation, helped establish good first
impressions for the survey.
Employee Perspective Roll out Training has been rescheduled for 2:30
p.m., Sept. 10, ART Auditorium; 11:30 a.m., Sept. 11, Room 628, CSB; 1
p.m., Sept. 12, Room 628, CSB.
Changes were made to MUHA HR Policy #5—Competency Assessment and
(Section B-1)—General orientation is now known as “organizational
orientation.” and “All employees including contract employees will
complete an organizational and unit/department orientation.”
(Section B-2)—Revised patient age groups to reflect Medical Center
policy A-69, Age Criteria for Patients Treated at MUSC – Neonate (0-28
days); infants (29 days –12 months); pediatric (13 months-12 years);
adolescent (13 years-17 years); adult (18 years-60 years); and
Geriatric (61-plus years)
(Section C)—(#1) All employees will have an annual review.
(Section C)—(#2) The authority determines the annual organizational
Section C)—(#3) All staff will complete annual and ongoing
unit/department competency assessment on time.
(Section C)—(#4) Each unit/department will use qualified individuals
for competency assessment.
(Section D)—Modified to be more concise.
- Organization Education and Training Request—MUHA Education
and Training Steering Committee is looking at standardizing staff
education and training. The committee has developed a process in which
new/modified education/training programs that affect more than two
units/departments must be reviewed by the committee. An
education/training request form for new/modifications to organizational
wide orientation/education program is available on the HR Web
site and must be completed and e-mailed to Lindsay Perry,
Perrylm@musc.edu. The owner of the training presents information to the
committee and if approved reports back on the effectiveness of the
training using specific metrics. For information call 792-5098
- Review of standardized unit file folders. The medical
center is considering standard file folders that will be utilized by
all units/departments. A grid will be developed to assist managers with
filing documents in designated sections. Access to unit/departmental
files should be limited to the manager and administrative assistant (if
applicable). Separate education files should be maintained as necessary.
Employees can also make changes/renew their flexible spending account
(Money Plus); Long-term care insurance: Employees must arrange for
premium deductions. Payroll deduction will no longer be available.
(More information to come); Purchase optional life insurance: employees
can enroll or increase optional life up to $50,000 not to exceed the
maximum of $500,000; Dependent life spouse may enroll or increase with
medical underwriting; dependent life (children) can enroll without
medical underwriting for $1,500; Health Plans—MUSC Options will not be
offered beginning January 2009; (No changes) SHP Savings Plan and SHP
Standard Plan; Blue Choice Health Plan of SC (premium increase); and
CIGNA (premium increase). Additional information will be forthcoming.
- Benefits annual enrollment (October) —Employees may make
changes to their health plan during this time.
Benefit of the Month—September
Medical Spending Accounts—Allows eligible employees to pay for many
out-of-pocket medical expenses with pre-tax dollars. Eligible expenses
include dental, vision, medical insurance and prescription drug co-pays
and deductions, experimental treatments that are medically necessary.
In October, employees should estimate their anticipated expenses for
2009 (up to a maximum of $5,000). Employees can enroll or renew the
amount deducted from their paycheck in October. Claims are submitted
for reimbursement through a State contracted vendor, FBMC. Participants
also can use the EZ reimburse MasterCard to pay for expenses up front.
Employees are reminded that the program has a use or lose provision.
Education roll out
Laurie Zone-Smith, Ph.D., R.N., manager, Center for Professional
Development and Clinical Education Resources, reviewed the group’s
agenda for the meeting held July 17, Aug. 7 and Aug. 31. The next
meeting will be at 9 a.m., Sept. 18, 2W Amphitheater.
Standard of Behavior –
Meredith S. Strehle, Children’s Services Administration, presented
September’s Standard of the Month: Taking pride in yourself and your
Strehle reminded employees to take pride in the workplace and help keep
the work area clean by cleaning up liter, debris and spills promptly.
Finance—Providing the highest
value to patients while ensuring financial stability
Hargett presented the July
2008 income statement and day’s cash on hand. For July 2008, the
average daily census was 498 compared to 500 for the same period last
year. Salaries and benefits are up $6 million during last year,
while other operating expenses have increased by $5 million.
Non-operating expenses are up by $1.5 million from increased
deprecation expense. The loss for July is $3.8 million compared to a
budgeted profit of $1 million and a $2.4 million profit for July of
last year. Operating cash is $13.9 million or 5.6 days cash on hand.
- Sandra Gould, R.N., is the new Adult ED (1 West) manager.
- Polly Guffin, R.N., also was named TCU Manager in the
- Sally Potts, R.N., was named the director of Therapeutic
Friday, Sept. 5, 2008
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