AMC’s acclaimed hit show, Mad Men, has returned for its final season to complete its journey through the 1960s. Throughout this era of transition, we see the characters change the style of their clothes, their hair, and perhaps of most interest, their roles in both the family and the workplace. The show’s initial seasons centered around the stereotypical roles of the male breadwinner and the stay-at-home housewife. Now, as the show nears its end, we see divorces, men taking a larger role in their children’s lives, independent women excelling in the workplace, and the clash of cultures as the ‘60s gives rise to the counter-cultural revolution and freedom from various forms of oppression. For me, it’s been extremely interesting to see how the workplace has changed since the debut of the show and to compare it to the workplace today.
What’s Changed — And What Hasn’t
From an HR standpoint, the Mad Men days seem like ancient history, with their overt sexual harassment and bigotry. Indeed, just over half a century ago — within the Mad Men era — employers could legally place newspaper classified ads categorized by gender and even by race or religion. Secretaries were referred to as “girls” and men didn’t pour their own coffee or hang their own coats. Women and minorities were hard-pressed to advance in the workplace — and, some would argue, that challenge persists to this day.
Today, HealthcareSource announced a definitive agreement to be acquired by Francisco Partners, a private equity firm. As President and CEO of HealthcareSource, I wanted to share what this means for our clients.
As a leader, I am proud. Proud of what our employees have done, proud of the relationships we’ve built with clients, and the value we’ve provided them. In the nearly seven years since I joined HealthcareSource, we have grown significantly from about 40 employees and 1,000 hospital clients to more than 200 employees and 2,500 hospital and non-acute care clients. We’ve grown from an applicant tracking company with two products to a talent management company with 11 products.
ICD-10 compliance for all HIPAA-covered entities is scheduled for implementation on October 1 of this year. No judgements from me if you’re a little leery of that date. We’ve had more than our fair share of delays. This time, though, it’s for real. ICD-10 implementation is going to happen in 5 months. Let that sink in. Five. Months.
Why is ICD-10 so essential now?
With the multitude of ICD-10 requirements it’s easy to forget that CMS isn’t trying to punish medical practices. The objective is to improve the practice of medicine through better information, enhanced patient datasets and automated claim reporting. The US is the last industrialized nation not using the greater functionality of the ICD-10-CM. Having healthcare records that are reliable and accessible to all providers has long been a challenge in the US. The New York Times notes that over 100,000 patient deaths a year are attributable to inaccurate medical records.
As a woman in the workforce, I find the persistence of wage inequality in this country deeply troubling. It is simply unacceptable that the average American woman makes 77 cents to her male coworker’s dollar — and that’s just the average. There are states where women take home as low as 66 percent of what men do for the exact same workload, and even states who notoriously pay employees more than anywhere else in the country still pay females an average of at least 6 percent less than they pay their male employees.
Additionally, and perhaps even more concerning, is the sad fact that this gap doesn’t get any better in fields traditionally dominated by women. According to a recent study by the Journal of the American Medical Association, even healthcare is guilty of paying it’s male professionals more than it’s female ones who hold the same, or very similar, positions. As a healthcare professional, and a woman, I could not be more disappointed by these results.
It looks like we’ve seen the last of the ICD-10 delays — finally! The possibility of yet another ICD-10 implementation delay was put to rest earlier this week when the Senate approved legislation to repeal the Medicare Sustainable Growth Rate (SGR) formula. Since there was no language regarding ICD-10 implementation delays in the latest version of the SGR bill, it can be expected that the ICD-10 implementation deadline will take place as scheduled on October 1, 2015.
Just check out these headlines regarding the vote from this past Tuesday, April 15:
Editorial Note: This is a contributed guest post written by Amy Goble, Vice President of AHACareerCenter.org, the online job board of the American Hospital Association (AHA).
It’s hard to keep up with all the changes happening in health care, especially as they relate to talent acquisition and the evolving roles of the health care workforce. To help health care recruiters and HR professionals stay abreast of the latest trends, AHACareerCenter.org has released a comprehensive report using resources from the American Hospital Association and other trusted sources. Here are three insights from the 2015 Health Care Talent Acquisition Environmental Scan:
1. The age range of health care workers spans more than forty years, creating distinctive challenges and opportunities for both employers and employees, such as:
Organizational hierarchies may be restructured as Gen Xers and Millennials rise to leadership roles. As Gen Xers and Millennials become leaders, health care organizations may need to consider flattening their structure and removing departmental and management hierarchies. Gen Xers and Millennials — future leaders and the bulk of the workforce — consider organizational hierarchies as barriers to creativity and innovation.
In healthcare, employees who feel engaged with their work are more likely to provide quality care. Many healthcare organizations are finding that positive coaching is an effective way to increase employee engagement and increase quality care.
Rather than relying on one annual performance review, more and more organizations are moving to a model where managers provide constructive feedback to employees throughout the year. Trinity Health System in Steubenville, Ohio, for example, has embraced this type of positive coaching as a way to motivate employees and influence changes in behavior. “When healthcare organizations focus exclusively on disciplining poor performers, they forget about the rest of the employees who are doing a good job. That pulls people down,” said Kathie Pasquarella, Director of Education and Training. “Instead, we try to focus on things that are going well. We show people where they are at and how they can reach the levels of performance we are looking for.”
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Employee turnover is a costly reality in healthcare. Experts estimate that for each percentage increase in annual nurse turnover, an average hospital faces losses of $300,000 per year. With healthcare occupations expected to grow dramatically to meet future demands, turnover isn’t likely to go away on its own anytime soon. In response, healthcare organizations must re-examine the current talent management processes in place to ensure they’re recruiting the best people who are likely to stay long-term.
When it comes to evaluating candidates, its common for many organizations to only take their professional experience and past job performance into consideration. However, this method overlooks the importance of behavioral competencies, such as compassion and customer service orientation that are predictive of retention and contribute to success on-the-job.
Editorial Note: This is a contributed guest post written by HealthcareSource customer Darla Burton, Director of Physician and Associate Recruitment at Mary Washington Healthcare (MWHC) in Fredericksburg, Virginia.
Everybody grows up with visions of superheroes in their heads. I am sure as children we have all dressed up as one or two in “our time.” We have had some changes in skill mix and recruitment challenges, specifically when reviewing our inpatient registered nurse needs. We have positions posted externally on many different sites; however, we have not tapped into our greatest resource — our associates!
When our marketing partner, Fusion Marketing pitched “Every Hero needs a Partner” as our 2015 recruitment campaign for internal associates to refer an experienced RN or one of our other high demand, low applicant areas…our leadership team fell in love with the concept.
We’re getting excited for Talent Symposium 2015 – HealthcareSource User Conference, coming to Orlando, FL this October 25-28. We’re so excited that we can’t stop singing, dancing, and making movies. If you haven’t registered yet, be sure to watch our video to see all of the reasons you can’t miss this year’s conference.
Need a little more convincing? Check out my parody of “Uptown Funk.” If this doesn’t get you dancing straight to Orlando, I don’t know what will. Enjoy!