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Emergency Department Directors Academy Phase I …...Emergency Department Directors Academy Phase I...
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Emergency Department Directors Academy Phase I Fall 2019 New Physician Recruiting and Orientation DESCRIPTION Does your system consist of a) "You want to interview, OK come see me during my shift tomorrow" b) “Now that you have completed the tour, here is a copy of the chart. Good luck!"? The presenter will describe the successful and effective recruitment and orientation processes to ensure success. Successful recruitment requires an elaborate organization of reviews and interviews and a thorough understanding of the candidate’s capacity and aspirations. Effective orientation incorporates substantial exposure to the EDs processes, policies, support systems, and operations prior to beginning clinical activities. The participant will be given a case study guidebook to help you develop orientation materials for your own emergency department. OBJECTIVES • Develop and implement an effective recruitment process. • List necessary recruitment reviews and interviews. • Explore candidate’s capacity and aspirations. • List necessary components of practitioner orientation. • Design orientation checklists and materials. • Define and give examples of physician orientation plans. • New Physician Recruiting and Orientation 11/11/2019, 12:30 PM - 1:30 PM FACULTY: Stewart Ross Coffman, MD, FACEP BIOGRAPHY: Dr. Coffman attended the California State Polytechnic University and the Universität Tübingen, in Tübingen, Germany, majoring in Microbiology. He attended Baylor College of Medicine in Houston, Texas and graduated with his medical degree in 1991. After completing an internship in Internal Medicine at Baylor, he headed to California to finish his residency in Emergency Medicine at UC San Diego. Dr. Coffman joined the faculty at UT Southwestern Medical School in Dallas as they began their Emergency Medicine Residency program in 1995. Questcare Medical Services started up in 1997. In addition to the full-time practice of emergency medicine, he took on various leadership roles over the next 18 years including Questcare Partners Chief Medical Officer and President of Questcare DFW EM before the company’s acquisition by Emcare in 2015. Dr. Coffman attended UT Dallas and received his MBA with a focus in Healthcare Management in 2010. Dr. Coffman is the EMS Medical Director for the Lewisville Fire Department as well as the Public Health Officer for the City of Lewisville. He has served as Medical Director and Tactical Physician for the FBI in Dallas/Fort Worth for 20 years and is attached to the DFW FBI Healthcare Fraud Unit. Dr. Coffman now serves Envision as Senior Vice President for the Questcare Operating Unit. DISCLOSURE: (+) No significant financial relationships to disclose
Transcript of Emergency Department Directors Academy Phase I …...Emergency Department Directors Academy Phase I...
Emergency Department Directors Academy Phase I Fall 2019 New Physician Recruiting and Orientation DESCRIPTION Does your system consist of a) "You want to interview, OK come see me during my shift tomorrow" b) “Now that you have completed the tour, here is a copy of the chart. Good luck!"? The presenter will describe the successful and effective recruitment and orientation processes to ensure success. Successful recruitment requires an elaborate organization of reviews and interviews and a thorough understanding of the candidate’s capacity and aspirations. Effective orientation incorporates substantial exposure to the EDs processes, policies, support systems, and operations prior to beginning clinical activities. The participant will be given a case study guidebook to help you develop orientation materials for your own emergency department. OBJECTIVES
• Develop and implement an effective recruitment process. • List necessary recruitment reviews and interviews. • Explore candidate’s capacity and aspirations. • List necessary components of practitioner orientation. • Design orientation checklists and materials. • Define and give examples of physician orientation plans. • New Physician Recruiting and Orientation
11/11/2019, 12:30 PM - 1:30 PM FACULTY: Stewart Ross Coffman, MD, FACEP BIOGRAPHY: Dr. Coffman attended the California State Polytechnic University and the Universität Tübingen, in Tübingen, Germany, majoring in Microbiology. He attended Baylor College of Medicine in Houston, Texas and graduated with his medical degree in 1991. After completing an internship in Internal Medicine at Baylor, he headed to California to finish his residency in Emergency Medicine at UC San Diego. Dr. Coffman joined the faculty at UT Southwestern Medical School in Dallas as they began their Emergency Medicine Residency program in 1995. Questcare Medical Services started up in 1997. In addition to the full-time practice of emergency medicine, he took on various leadership roles over the next 18 years including Questcare Partners Chief Medical Officer and President of Questcare DFW EM before the company’s acquisition by Emcare in 2015. Dr. Coffman attended UT Dallas and received his MBA with a focus in Healthcare Management in 2010. Dr. Coffman is the EMS Medical Director for the Lewisville Fire Department as well as the Public Health Officer for the City of Lewisville. He has served as Medical Director and Tactical Physician for the FBI in Dallas/Fort Worth for 20 years and is attached to the DFW FBI Healthcare Fraud Unit. Dr. Coffman now serves Envision as Senior Vice President for the Questcare Operating Unit. DISCLOSURE: (+) No significant financial relationships to disclose
Stewart Coffman, MD, MBA, FACEPEmergency Department Directors Academy
New Physician Recruiting and Orientation
What do you want as a Medical Director?
• Fill a staffing hole• Hire the Best and Brightest• Hire ‘B’ team player…get ‘B’ team
results.
Recruiting
Recruiting…and Retention
• It takes you away from your FAMILY!• It takes your TIME!• It costs MONEY!• It causes MANAGEMENT ISSUES!
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By the numbers…
• 25% of newly hired physicians leave within 3 years
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By the numbers…
• 25% of newly hired physicians leave within 3 years• 50% of physicians list “poor cultural fit” as their reason for voluntary
separation
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By the numbers…
• 25% of newly hired physicians leave within 3 years• 50% of physicians list “poor cultural fit” as their reason for voluntary
separation• 72% of the physicians that put geography first start looking for a new
job within 2 years
400,000
By the numbers…
• 25% of newly hired physicians leave within 3 years• 50% of physicians list “poor cultural fit” as their reason for voluntary
separation• 72% of the physicians that put geography first start looking for a new
job within 2 years• Each departure costs ~ $400,000*
*NEJM Career Center, Jan/Feb 2015; “The Staggering Costs of Physician Turnover.”
Where to now?
Finding the perfect fit…
How do you spot the ‘A’ team?
Successful Recruiting
• Robust hiring process• Communicate Mission, Vision, Values early• Consider cultural fit throughout process• Use Behavioral Based interviewing to bring out misalignment• Recruiting should flow seamlessly into onboarding
Cultural fit- What are you really looking for?
• Long term player• They add value• Team player• Quick learners• They don’t add
management work• Responsive*• Follow through*• Humble• Coachable
Behavioral Based Interviewing• Behavioral competencies critical in excelling in
a particular position
• Important in jobs that have high turnover and costs
• Time consuming• Takes practice
• Select questions based upon most important characteristics you’re recruiting for:• Patient-centered care• Clinical quality• Collaboration and communication• Flexibility• Create a positive environment
Patient-centered care
Advisory Board Behavioral-Based Interviewing Toolkit
Clinical quality
Advisory Board Behavioral-Based Interviewing Toolkit
Collaboration and communication
Advisory Board Behavioral-Based Interviewing Toolkit
Flexibility
Advisory Board Behavioral-Based Interviewing Toolkit
Create a positive environment
Advisory Board Behavioral-Based Interviewing Toolkit
Come on down…
Medical Directors
• Participate in recruiting process• Introduce orientation and onboarding
program • Identify mentor• Schedule check-ins with new hires within
30 days of start• Identify and groom young stars for
leadership • Conduct exit interviews to assess for issues
Orientation and Onboarding
Onboarding- Mechanism through which new employees acquire necessary knowledge, skills, and behaviors to become successful employees
Orientation- Part of the onboarding process in which new employees are introduced to coworkers and receive information about topics such as working hours, performance standards, company benefits, IT systems, billing, and their specific facilities
Orientation and Onboarding
Shadow shift• Combine with facility orientation• Familiarize the new provider with ED processes
and nuances• Observational only without direct patient
interaction
Orientation shifts• Time spent as additional provider• Must have clinical privileges and IT access• Schedule alongside MD or AMD• Takes patients, makes dispositions, not
responsible for patient flow• Schedule 2 orientation shifts prior to 1st regular
shift
Orientation and Onboarding• Orientation Checklist• Ensures comprehensive orientation
• EMTALA• Key quality initiatives• Patient experience expectations• Productivity and metrics• Landmines?• Documentation• APP supervision• Scribe efficiency• Workflow efficiency
• Memorializes completion in case of future “issues”• Facility Handbook• Hardcopy of facility nuances• Virtual “Phone a friend”
Physician Mentors
Exchange CVs
Contact info
Clear mentor expectations r.e. touch points (7, 30, 60, 90, 90+ days)
Suggested mentor criteria:
• 2 years experience at the facility• Excellent job performance• Strong interpersonal skills• Role model • Committed to mentor role
Putting it all together…
Robust hiring process…think retention now!
Communicate Mission, Vision, Values early
Is this physician a good fit?
Use Behavioral-Based interviewing to bring out misalignment
Recruiting should flow seamlessly into onboarding
Comprehensive Onboarding
Facility Orientation with ChecklistShadow Shift & Orientation ShiftsFacility HandbookMentor program
Questions
New Physician Recruiting and Orientation
