|Town hall meeting recognizes progress
|Remaining June Town
Hall Meetings: 2 p.m., June 25, 2W Amphitheater; 11 a.m., June 28, HCC,
Room 120; and 11 a.m., June 29, 2W Amphitheater.
Stuart Smith, vice president for clinical operations and executive
director of MUSC medical center, and hospital administrators reviewed
organizational goals, results and information with employees using the
MUSC Excellence pillar format.
public with compassion, respect and excellence
Smith noted MUHA’s third quarter progress toward meeting and exceeding
goals in the following areas: outpatient patient satisfaction; employee
partnership and physician satisfaction mean scores; mortality
percentile rank; and medical-surgical discharges. The medical center
continues to focus on achieving inpatient patient satisfaction;
financial and outpatient encounters goals.
employee pride and loyalty
Etta Pisano, M.D., incoming College of Medicine dean and vice president
for medical affairs, will join MUSC on July 1. Pisano, who will replace
retiring dean Jerry Reves, M.D., is a board certified radiologist who
specializes in digital mammography and is an active researcher. She
comes to MUSC from the University of North Carolina’s School of
Third quarter patient satisfaction banner winners were recognized.
Hospital leaders praised 14 total departments or units in this
category. The top three area winners were: Adult Hospital &
ED—Chest Pain Center (99 percent ranking); Children’s Hospital -
Perinatal Services & ED—Peds Heart—7C, PCICU, Same day (99
percent); Outpatient Services & Clinics: Peds On Campus—Peds
Surgery (97 percent). Banner awards were hailed in 12 areas for work
excellence. Top winners include: 2 North (IOP), National Crime Victims
Center and the Heart & Vascular Cath Lab. The most improved overall
award went to OB-GYN residents.
Also recognized were employee, physician and DAISY nurse of the month
winners from January to April as well as 2010 Nurse of the Year winners.
quality patient care in a safe environment
Environmental Services made considerable gains in their patient
satisfaction scores from January 2009 to second quarter 2010. The
department’s satisfaction score jumped from the 26th to 75th percentile
(as of second quarter 2010).
The Joint Commission has accredited MUHA for another three-year period.
Hospital leadership thanked all managers and employees throughout the
medical center for their hard work in this achievement.
Betts Ellis reviewed results from the 2010 Employee Partnership Survey,
summarized the key components of the performance evaluation plan and
gave a brief update on the Medical Center FY 2010-2011 goals.
Partnership Survey results
The 2010 Employee Partnership Survey was conducted during April 12 – 23
by a national survey firm, Press Ganey. The survey measures employee
satisfaction and engagement or the level of meaning and purpose people
find in their work and in the organization.
Seventy-two percent (72 percent) of the medical center work force
(4,640 individuals) completed the survey. Our goal was to reach or
exceed the organization-wide goal of 72.5 or higher. We achieved a
score of 72.6.
The survey results highlight the ten top strengths and top
opportunities. Examples of our top strengths include “values of this
organization are evident in our everyday practices” and “my direct
supervisor recognizes my good work. Examples of top opportunities
include “leaders can be trusted to be straightforward and honest,”
“leaders really listen to employees,” and “my work group is asked for
opinions before decisions are made.”
It was noted the top three opportunities are the same as last year’s
top three, but in different order. Improvements were made over last
year’s mean scores for each of these opportunities (increased by .7, 2,
and 3.2 mean score points respectively) and we plan to continue to
include these in our organization-wide action plan.
The survey provides specific department-level employee partnership
results. Managers and directors will be scheduling meetings over the
next few months to discuss departmental findings and will involve
everyone in the development of action plans for continued improvement.
Also discussed were the details for the performance evaluation plan.
All employees are evaluated on a universal (July 1 – June 30)
evaluation period. Components of staff evaluation include: job
competencies (must meet); behavioral standards (50 percent weight); job
responsibilities (25 percent weight); and two or more pillar goals (25
percent weight). Meetings are being scheduled to communicate details of
the performance evaluation rating scale and pay plan. The FY 2010-2011
pay plan is posted on the Intranet at http://mcintranet.musc.edu/hr/documents/PAYPLAN.pdf.
FY 2011 Goals
Ellis reviewed the Medical Center’s pillar-based goals for FY
2010-2011. (The goals are posted on the Medical Center Intranet at:
the service pillar, our goal is for 79 percent of respondents to rate
us a 9 or 10 (on a 10-point scale) on the Hospital Consumer Assessment
of Health Care Providers and Systems (HCAHPS) survey for adult
inpatient areas and the 85th percentile for the outpatient patient
satisfaction (Press Ganey) survey.
employee partnership mean score (goal: 73.6) and physician satisfaction
mean score (goal: 74.3)
mortality percentile rank (goal: 80th percentile among academic medical
centers) and compliance with hand hygiene audits
days cash on hand (goal: 25 days) and net income (goal: $25.5m or 2.1
inpatient admissions (goal: 3 percent) and outpatient clinic visits
(goal: 5 percent)