ASHHRA Update
Annual Conference: The final arrangements are being made for the 2008 Annual Conference in Austin, Texas. Try to make your registration for the Oct. 11-14 event by Sept. 15 or else you will pay $100 more.
Conference Scholarship: MetLife Resources is sponsoring conference scholarships again this year; one well deserving Region 2 member may be eligible for a $1000 scholarship to use toward the cost of the conference and to defray some of the hotel or other related expenses. To be eligible for consideration the applicant must:
- attend the 2008 conference
- show financial need
- must be present for recognition at the conference
- must prepare a one-page post-conference report to be published in the Region 2 newsletter.
The application deadline is July 31. For more information and to apply for the scholarship go to http://www.ashhra.org/ashhra/foundation/conference_scholarship.html. Last year’s winner was Marcia Telthorster from Doylestown, Penn.
Region 2 Great Ideas: Rewards and Recognition
Recently, we asked Region 2 members to share their rewards and recognition strategies, and many responded. Here are some of the terrific R&R our Region 2 colleagues are implementing:
We are in the process of developing a complete scheme of rewards and recognition.
We have implemented key facets of our program that are interwoven with a “culture of excellence” that we are defining and introducing. Following the Studer model, we have implemented thank you cards that are sent to staff who perform over and above their typical duties. We have awarded our first “President’s Award,” given to an employee who exemplifies the traits and behaviors we believe are mission critical. This is an annual award. For Nurses Day this year, we awarded the first annual “Nurse of the Year Award” to the nurse who was recognized by her/his peers for exemplary nursing skills as defined by our standards. In addition, we are revitalizing our “Employee of the Month” award. One of the 12 winners will be the recipient of “Employee of the Year” (different from the President’s Award). – Ed Petka
For several years we have maintained a supply of various items used for "On-the-Spot" awards. The gifts range from movie passes, gift cards to local retail stores or restaurants, "Thank You" candy bars, Blockbuster gift cards, etc. We also have a supply of greeting cards and can quickly send a personal note with the gift. We have received very positive feedback from recipients and their managers. Since the program is easy to administer, we are able to respond quickly and provide immediate recognition. Managers know that they can just call or e-mail HR and the "Thank You" to their staff is being processed. - Karen Welch
Some of the ways we recognize employees
• New employee orientation,
• Special badge clip to identify new employee (lend a helping hand)
• Welcome card mailed to new employee prior to starting stating we're happy they joined our team, with a free lunch pass and work schedule.
• “Happy You Are Here” letters from the COO mailed to new managers after 90 days of employment.
• Pass to leave work early (2 hours)
Other recognition efforts include the following:
• Employee of the Month/Manager of the Quarter nominations include a picture displayed, American Express Gift Card, Special Parking in front of an “Employee of the Month” sign or “Manager of the Quarter” sign
• "Super Star" awards include a night out. Awardees board a bus and go to a surprise location (The Zoo, Art Museum, etc.). - Teresa Murray
Some departments have a process in which a $50 gift card is given after accumulating five recognition points. We also do salary increases based on merit, bonuses of up to 10 percent of salary for managers who exhibit and sustain exceptional performance. We also have an annual SPIRIT (Service, Performance, Initiative, Respect, Integrity and Teamwork) recognition program for exceptional performance determined by peer nominations. All nominees are given movie theater tickets and the winners receive $500 and a certificate. – Tony Pellicano
We have a quarterly "roving Trophy," determined by employee votes, for a high performing team and/or unit . We give free lunch and movie tickets for the roving trophy recipients. – Eileen Casey
At my organization we have a “Beacon of Light Employee,” monthly employee birthday recognition, Thanksgiving certificate, “welcome to the team” kit….lunch bag for new hires, coffee mug, pen (with company name). – Terry Leonard
We provide a manager recognition kit to every leader with direct reports. The kit includes a handbook on how to recognize/use the kit, a variety of thank you notes and cards, and a supply of WAWA gift cards (equivalent to three/per direct report/per year). Leaders can also send e-thank you notes through e-mail. Kits are distributed during the reward/recognize presentation in our New Leader Orientation. WAWA cards are replenished annually and other items are stocked through our materials management system. –Carol Brill
Thank you everyone for sharing your great ideas. This is just another great example of the power of chapter membership.
Society of Healthcare Human Resources Professionals of PA (SHHRPP)’s Magical Mystery Tour.
SHHRRP’s Annual Conference was held April 17 and 18 at the Seven Springs Mountain Report in Champion, Penn. It was an incredible event with a Beatles theme that was not to be believed. Just take a look at the program guide:
MAGICAL MYSTERY TOUR PROGRAMS: Every health care organization strives to be a "destination employer" and an "employer of choice.” To achieve such a standing requires the highest degree of employee engagement with the organization's mission and goals. However, competing for world-class talent is a never-ending challenge. Financial resources are limited and the natural stresses of the work environment are inescapable. SHHRPP is please to provide the following educational tours.
"A Hard Day’s Night"
From Measurement to Action: Building Employee Commitment and Enhancing the Quality of Life in the Workplace
This presentation will build the case necessary to motivate HR professionals to either begin and/or reduce current efforts aimed at helping to reduce unnecessary stressors in the healthcare workplace. As part of our discussion, our presentation will also provide key background information to help facilitate, shape and focus the discussion,
including: definition of stress and techniques for reducing stress; discussion of the consequences of stress in the workplace; and, benefits of reducing stress in the workplace;
Presenter: David Snyder, Ph.D., Snyder Consulting Group
"Come Together"
Patient Services/Human Resource Collaboration: A Force to be Reckoned With!
This program is designed to demonstrate the evolution of the Patient Services/Human Resources Department relationship into a “Team” that has a powerful impact on operational success. Actual examples of collaboration will be presented that will describe the results of this partnership.
Presenter: Denise M. Lucas, RN, MSN, CNAA, Vice President Patient Services/Chief Nursing Officer
DuBois Regional Medical Center
"Please, Please Me"
Why Employee Engagement Matters and How to Move
This session focuses on the ways employee engagement impacts key operating metrics and why building a more engaged workforce may be easier than you think. We will review results of PeopleMetrics self-funded national study on Employee Engagement conducted in 2007, and use Lifespan Health System, a four hospital health system in Rhode Island with 11,000 employees, to illustrate key findings.
Presenter: Kate Feather, MSc, Executive Vice President of People Engagement at PeopleMetrics, an employee and customer engagement research firm based in Philadelphia.
"I’ll Follow The Sun"
Quality Health Management Tools and Resources
Employees are the most productive and happiest when they are in good health. With all of the demands of work and family, many of them don’t take the time to manage their health in a positive manner. By giving them the tools, resources and programs to maintain and/or improve their health, everyone wins and a new type of retention program can be created.
Presenter: Bruce Zimmerman EA, MAAA, FCCA, Consulting Actuary and President of Visionary Health Solutions
"Lucy In The Sky With Diamonds" (Two parts)
Down the Rabbit Hole: The Curious World of Healthcare Compensation
An overview of the always exciting, but often strange, world of Pennsylvania healthcare compensation.
Compensation Survey Presenter: Thomas J. Cummins, CCP, Vice President of Survey Analysis and Production, Olney and Associates
Employee Benefits Survey Presenter: Thomas A. DeFilippo, FSA, Principal, Mercer Human Resource Consulting
"The Long And Winding Road"
2007 Employment and Labor Law Trends and Predictions for 2008
2007 workplace law developments highlight the need for healthcare employers to re-examine preventive business strategies to ensure compliance with employment, labor and legal developments. This interactive session will provide attendees with an update on: 2007 developments from the EEOC, including new guidance on workers with care giving responsibilities; Labor update; practical advice concerning new federal and state employment decisions, and what they mean to healthcare employers, and: predictions for what to expect in 2008
Presenter: Lynn C. Outwater, Esq., Managing Partner of the Pittsburgh office of Jackson Lewis, LLP
"We Can Work It Out"
Hot Topics at the Table
This presentation will focus on current trends in collective bargaining that impact both business decisions and collective bargaining strategies. Discussion will include trends with respect to work stoppages, health insurances, pension benefits, relationship strategies, job security, staffing issues and mandatory overtime.
Presenter: Dan LeClair, Commissioner, Federal Mediation and Conciliation Service
I find myself singing as I read each presentation. This was the clever brainchild of Marc Cammarato. This clever program was also given a special mention for best program at the Leadership Conference in Chicago this past March.
Meet AHA Solutions
AHA Solutions is a sister organization of ASHHRA and works collaboratively with ASHHRA to sponsor events, provide education, and gather continuous input into the development of the human resources portfolio of products and services.
The AHA currently endorses a comprehensive set of HR solutions including performance management, succession planning, employee engagement surveys and consulting, exit survey services, pre-employment behavioral assessments, wellness coaching and EAP, leave administration, background screening and drug testing services, retirement services, and voluntary employee benefits.
Opportunities/Resources: Organizations that have products and services endorsed by the AHA are excited about the opportunity to work with the local ASHHRA chapters in several capacities, including:
• Provide educational content in venues such as conferences, dinners, roundtables, panel discussions.
• Provide thought leadership/consulting that could be used as newsletter content and as a source of data, trends and statistics.
Here is a listing of AHA Partners and speaking engagements:
Magellan
• Beyond Psychiatric Disabilities: Recognizing the Behavioral Aspects of all Disabilities,
• Behavioral Health Considerations in Consumer Centric Health Care
• Create, Advance & Sustain a Culture of Wellness: Behavioral Change Models; A Behavioral Health Perspective
• Behavioral Coaching for High cost High Risk Employees
• Depression within the Human Lifecycle: Working Adults
• Hospital Employee – Cost or Asset; Optimizing Human Potential in the Workplace
• The Evolution of Disease Management (Discusses the stages of DM up to current approach of wellness coaching and changing behaviors)
Absentys
Eliminating legal and paperwork nightmares of absence/leave administration
Certphi
• Background Screening of Healthcare Personnel: Understanding the Interplay of Laws
• Closing the Gap in Applicant Screening
• Drug Testing in Healthcare
Halogen
• Automating High Performance Workforce
• Modernization of Performance Evaluation System Saves Money
• Using Technology to Support Performance Evaluations
HR Solutions
• How to Retain and Engage Mature Healthcare Workers
• The Linkage Between Employee Engagement, Diversity and Satisfaction
• Creating a ‘Magnetic Culture’ at Your Organization: Recruiting, Engaging and Retaining Top Performers
• Strategic Alignment Through Successful Employee Engagement & Brand Building
• Hyland
• Goodbye to Paper Personnel Files
Pilat
• Engaging and Retaining Top Talent
• Surviving the Labor Shortage,
If you have an interest in working with any of the AHA Solutions partner organizations or are aware of any upcoming meetings where AHA Solutions may be able to assist, please contact: AHA Solutions, Inc. (a subsidiary of the American Hospital Association) 800.242.4677.
Next Newsletter is due out September. Please send me your thoughts and suggestions for discussion and or feature items. Much obliged.
--Fran Keane
Region 2 Consultant
FKEANE@Centrastate.com
