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Town hall meeting highlights goals

Stuart Smith, vice president for clinical operations and executive director of MUSC medical center, reviewed the medical center’s FY08-09 organizational goals.

FY08-09 MUHA Organizational Goals: Service—goal set for achieve-ments in the 80th percentile; People— employee turnover goal is 55th percentile; no current employee perspectives and physician satisfaction measurements score at this time; Quality—global measurement for mortality percentage (goal is set at UHC 75th percentile, as of January, MUHA is at the 58th percentile); mortality goal reflects on the quality of care provided at MUSC and function of accurate documentation; Finance—current economic situation affects hospital’s investments and average days cash on hand via average and goal is 18 (currently at 10.8 days).  Growth – goal set at 7 percent for both med-surg discharges and outpatient encounters (med-surg is currently at 3.3, outpatient encounters at 12.9).
Smith also reviewed results submitted to the Hospital Consumer Assessment of Healthcare Provider and Systems (HCAHPS) Survey. Hospitals who receive funding through Medicare and Medicaid have the option to publicly report this information through the HCAHPS survey.It reflects patient satisfaction and performance for quality patient care  with MUSC services and outcomes based on performance measures. According to survey results, MUSC rated as the top hospital in the state.
At the town hall meetings information was presented on changes planned to the MUHA performance management process. In the past two annual employee perspective surveys “fairness of performance evaluation” ranked as a top opportunity for improvement.
A performance management design team representing areas throughout the medical center worked to develop the structure for the new performance management process. Changes planned will involve a fundamental recon-struction and overhaul of the policy and forms. The rollout of the new policy and robust online system will begin in July. Training sessions are being scheduled for managers and others.
The new policy/tools will emphasize behavioral standards, job competencies, unit-specific job competencies (Joint Commission), job descriptions and include a listing of pillar-based goals that translates organizational/depart-ment goals to patient/employee satisfaction score.
Also new is the move to confirm a universal review date for all employees to help align actions to organizational goals. When funding is available, the performance evaluation will be reflected via merit increases (scheduled in October). New hires are expected to complete their one-year probationary period and then roll into the FY annual review period.
To view the town hall presentation, visit

Friday, April 10, 2009

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