In September 2010 the medical center (MUHA) adopted an Influenza
Vaccination policy (see medical center intranet: https://www.musc.edu/medcenter/news/influenza_vaccine.htm)
goal of protecting patients, employees and others. An
influenza vaccination policy is recommended by the Joint Commission,
Centers for Disease Control and Prevention, South Carolina Hospital
Association, Society for Hospital Epidemiology of America and other
organizations. This policy is similar to other employment-related
requirements that protect everyone, such as pre-employment vaccinations
and annual TB testing.
This year’s vaccine, offered free to all employees, is a single
injection or nasal spray that protects against the three main flu
strains that research indicates will cause the most illness during flu
season, including H1N1, H3N2 and seasonal influenza. The vaccine may be
declined for religious beliefs, medical reasons or other personal
matters. Our policy calls for employees who do not receive the
influenza vaccination by a designated date (January 1 this year) to
wear a mask during the flu season, which is expected to last from Jan.
1 to March 31.
I want to thank MUHA employees for your overwhelming support of this
policy by taking the vaccine in the timely fashion. In previous years
our vaccination rate has been around 55 percent. This year,
approximately 98.7 percent of MUHA employees have been immunized and
this number will likely improve once all reporting is final.
medical center is committed to improving patient safety, quality of
care and employees’ well being. Thanks again to everyone for your
support of this goal.
W. Stuart Smith
Vice President for Clinical Operations
and Executive Director, MUSC Medical Center
R.N., director of Therapeutic Services, announced that the sleep lab
earned its accreditation.
Kim Phillips, R.N., Transplant
Services administrator, stated that the liver transplant program was
given an award by the Department of Health and Human Services.
R.N., Infection Control manager, revealed her department is now 100
Employee of the Month
Family Medicine clinical manager, recognized Karen Moskos, R.N., Family
Medicine, as employee of the month for demonstrating the highest level
of compassion. On Nov. 19, 2010, Moskos assisted a family of five, who
were displaced by a house fire by raising more than $300.
Human Resources (HR) update
Bastian, Human Resources director, shared her department’s Orientation
WINS. Here’s some recent feedback from new employees:
- “I thought
the interview team provided candid answers to me as a potential
- “Day One
felt very welcoming. The campus maps and parking pamphlet made arrival
very easy! At end of day felt very welcome at MUSC.”
- “It was very
informative about standards specific to MUSC.”
- “Having been
through orientation several times, I felt this version was the best.
Information was presented accurately and succinctly.”
- “A member of
MUSC called the night before orientation to make sure I knew where to
park and how to get to orientation site as well as review schedule for
- “Very simple
and well organized. I am a returning employee and this orientation was
better than my first orientation. Good Job.”
Bastian stated badges of new employees will be scanned and attendance
documented in CATTS. A copy of the Organizational Orientation
Competency Test will be maintained only in the HR file, and the yellow
copy will no longer be given to employees; nor is it required to be in
the unit/department file.
Employee” link has been created on the HR website. New hires starting
on or after Feb. 1 will be emailed a link to the site for new hire
information. New hires who do not have e-mail or Internet access will
be instructed to pick up a packet from HR prior to reporting to
Bastian also reminded meeting attendees that only MUHA Human Resources
can conduct all outside reference checks. All reference inquiries are
to be directed to Human Resources. The only exception would be for
internal candidates. In this case, the hiring manager is expected to
contact the current manager or HR for an internal reference.
HRIS manager, provided steps for managers wanting to get a jump start
on employee evaluations and complete a mid-year 360 Staff Peer Review:
- Create a
form for an employee in SuccessFactors
Performance > Create New Form > 360: Staff Peer Review.
- Use the
Modify Raters button to add or delete names from the default list of
raters. (You can now delete the employee’s name and the
supervisor’s name from the default list of raters if needed.)
Duncan also revealed a HML process pilot
in SuccessFactors that is coming soon. Managers will be able to see
their employees side-by-side and rate them simultaneously.
announced that congress extended the provision of The Education
Assistance Program which provides a tax exclusion (for qualified
tuition expenses) of up to $5,250 for educational assistance from an
employer. It was scheduled to expire at the end of 2010, but now has
been extended until the end of 2012. Please refer to the Human
Resources Policy #17, Tuition Assistance Program for information
regarding MUHA’s program.
benefit of the month is the Lunchtime Losers program. Lunchtime Losers
is a 10-week worksite weight loss program for MUSC employees. Sign up
at firstname.lastname@example.org. For information contact Tonya Turner at
email@example.com or Josh Brown at firstname.lastname@example.org.
Ansos eShift update
Decision Support Services program coordinator, stated 45 units (nursing
and mental health facilities) are now utilizing the project.
Approximately 2,000 employees have access to eShift, which has been
live since October 2010. Brown thanked project sponsor Sally Potts for
her support. Some issues that have arisen include the staffing
information report (currently lists all employees instead of those
available to work); the manual export function; the Swap function (must
print the Swap form prior to manager approval); and timely approval
(pending shifts should be approved within a week).
should ask their employees to provide their email addresses and phone
numbers for change notification in the program. For employees to
receive overtime (OT) pay, they must check the OT box in eShift.
There are several
reports available to managers in eShift:
Openings allows managers to know who will be working on a particular
- The Staffing
Information Report is accessible to all employees, who have access to
- The Ansos
report enables manager to include their current schedule.
Ambulatory, Respiratory Therapy and
Radiology are the next units scheduled for program inclusion. There
also is an eShift workgroup scheduled for Jan. 25 in Room 220 Clinical
Sciences Building at 11a.m.
the Public with compassion, respect and excellence
Patient Survey Process update
Thompson, Patient and Family Care Center manager, presented preliminary
results from patient surveys. Torri Jacobsen, Patient and Family Care
Center coordinator, is publishing frequent scorecard updates as survey
returns continue to increase. There is a link to survey updates on the
Medical Center Intranet homepage. So far, “n” size is still low in many
The Expectations score is a new concept. It is not part of the overall
score, and the E-gap equals the difference between the expectation and
overall score. Patients establish the expectation score by answering
questions on the survey. For example:
- Before I
came to MUSC, I expected the hospital to meet my personal needs
- Before I
came to MUSC, I expected things not to go wrong at the hospital.
- Before I
came to MUSC, my expectations of the overall quality of the hospital
were extremely high.
Avatar training starts this month, and
the primary super user and general user list are being updated for all
areas. The Primary Super User Webinar is set for January 26 and
participants will receive Avatar login upon completion. The Webinar for
general users is slated for February 2, and users will receive Avatar
login during training. Webinar sessions will be recorded so they may be
There also will be onsite training
Wednesday, Feb. 23 and Thursday, Feb. 24. An overview session open to
all is scheduled for Feb 23. After the initial rollout, monthly Avatar
training sessions will be offered to employees.
Service Pillar goals for areas using
Avatar must be updated. The Leadership Evaluation Team and
Administrators Group will develop new goals for areas that are using
Avatar. Areas using Avatar do not need to enter data in their monthly
LEM scorecard until new goal metrics are communicated (last data point
should be Oct or Nov for most). Final 2010-2011 goal ratings will be
based on data from the last two quarters of the year for areas using
Avatar. As soon as goal recommendations are finalized, managers will
receive guidance on data to enter in monthly LEM, as well as
information to share with front-line staff.
highlights from patient surveys:
score of 92.7 (out of 100): Expectations score is
inpatient score of 91.76: Expectation score is 93.41
Office score of 93.21: Expectations score
employee pride and loyalty
Weaver, R.N., clinical director of Surgical Services announced that
Nancy Knapp, who is a consultant from ISH, is serving as the interim
manager of the Main operating room (OR). She has more than 20 years of
OR experience in major trauma centers throughout the country.
- The next
Communications meeting will be held Jan. 18 in the Storm Eye Institute
Tuesday, Jan. 4,