Sunday, September 29, 2013
S1 - Thought Leader Forum: Envisioning Tomorrow’s Health Care Workplace
S2 - What HR Needs to Know About the Affordable Care Act
S3 - The Storm (Continually) Brewing Out West
S4 - Labor Forecasting: Building the Business Case for Workforce Investment
S5 - Birds of a Feather: Forging a Successful Partnership Between HR and Training
S6 - Transforming Health Care: The Story Behind 99th Percentile Engagement
S7 - Managing Disruptive Behavior
S8 - Dealing With Today's Culture: Eminem Becomes a CNA
S9 - Breaking Down the Silos: Leveraging Employee Performance Management
S10 - Driving a Workplace Safety Culture at Kaiser Permanente
S11 - Employee Benefits Hot Topics
S12 - Do Titles Matter? Strategic Human Capital Case Study
S13 - The Missing Ingredient - Effective Internal Communications
S14 - Applying Behavioral Economics to Strategic Health Plan Redesign
S15 - Managing Change in the Right Direction: People vs. Project Management
S16 - Health Care’s New Landscape: Leading a Generationally Diverse Workforce
S17 - Effective Decision Making for Meeting Long-Term Objectives
S18 - From Nothing to Amazing: Centralizing Recruiting
S19 - Improving the Candidate Experience for Continuing Care Job Seekers
S20 - Culture of Health Think Tank Panel: Delivering ROI on Health
Irma Babiak Pye, SPHR, Senior Vice President & CHRO, Valley Baptist Health System
Kevin Nazworth, President, TIAA-CREF
A select group of Thought Leaders that include CEOs and other health care experts participated in a discussion around envisioning tomorrow’s health care workplace. The future workforce will see a blurring between a variety of components - including diversity, inclusion, HR, work-life balance – that will become one in an institution's ability to address talent needs and requirements as the workforce evolves. To succeed in the future, institutions will need to have a “visionary” mindset to translate how global, economic, and demographic changes will impact their organizations and how to implement changes to meet future needs. Hear from experts best practices and strategies that have been successful in a variety of health care settings.
- Become well-equipped to successfully lead your organizations into the future by attracting and retaining qualified staff while meeting the needs of patients in the future
- Take home best practices and tools to transition the future workforce successfully in your organization
- Realize what changes in management will be required to keep up with the changing workforce
F. Curt Kirschner, Jr, Partner, Jones Day
Cathy Livingston, Partner, Jones Day
Elena Kaplan, Partner, Jones Day
This session will provide a real-time update on the Affordable Care Act (ACA) and the impact on labor, employee benefits, and health law issues which will affect health care HR. As health care HR leaders and large employers within the community, be ahead of the game and prepare for the impending changes in 2014. This presentation will provide a high-level overview of the requirements that large employers face as well as looking ahead to 2014 requirements and provisions which still need regulations before advice can be provided. The changes from health care reform are looming and it is HR's responsibility to institute many of these critical provisions within the workplace.
- Understand the current and projected initiatives of the ACA to provide guidance that will enable participants to develop strategies to maximize HR opportunities
- Identify the HR implications, changes, and challenges that health care reform presents, including health and welfare plans
- Educate participants about the key health care system structural changes that will affect HR the most, such as the acquisition and integration of physician practices
Gail Blanchard-Saiger, VP Labor & Employment, California Hospital Association
Attend this presentation to discuss pending California legislation pertaining to the following issues: workplace violent prevention plans; expansion of prevailing wage obligations; changes to community benefit laws as well as updates on California’s safe patient handling regulations, revisions to California’s disability discrimination regulations and labor union ballot initiatives.
- Review timely issues that are taking place in California which are likely to head your way
- Develop a plan to manage pending legislative changes and regulatory updates
- Prepare yourself for similar issues that may soon face your organization
Brandon Melton, SVP, Human Resources, Lifespan
This highly interactive session will focus on an increasingly critical imperative for health care human resources leaders - namely the need to forecast our health care organization's labor needs from now through the end of the employment life of our baby boomer employees. Attend and receive a template for forecasting your organization's labor needs and building the business case for workforce investment.
- Identify at least six key data elements needed to forecast your organization's short and long term demand and supply of labor
- Outline a methodology for making the business case for increased investment in your organization's future labor needs
- Create a highly collaborative process for developing a workforce investment plan for your health care organization
Michelle Gross, Manager of Staff Training & Development, University of Minnesota Physicians
Michelle Leavitt, Director, Product Strategy, NetLearning | A HealthcareSource Company
Learn how HR and training team members partner at a large physician practice to improve care quality, increase employee satisfaction, decrease turnover, and reduce costs.
- Review at least three opportunities for collaboration between HR and training teams
- Discuss the role of training in the disciplinary and performance improvement functions
- Outline a process for building a partnership between HR professionals and learning professionals based on intersecting interests
Jami Herzberg, FACHE, SPHR, AVP, Human Resources, Carolinas Health Care System
W. Spencer Lilly, MHA, Division President, Central Group Carolinas Health Care System and President, Carolinas Medical Center
Rod Wilkes, Vice President, Employee and Physician Engagement, Press Ganey
Carolinas Health Care System embraced employee and physician engagement as a top-level metric in their strategy to “transform health care delivery” and become a role model for the industry. The speakers discuss how using accountability for employee (teammate) and physician engagement to drive strategic initiatives and organizational goals to transform health care delivery.
- Describe the future workforce challenges of pay-for-performance health care delivery
- Recall three examples of innovation and creativity by HR leadership, as demonstrated by increased employee and physician engagement at CHS
- Understand the correlation between employee and physician engagement and other critical health system metrics and outcomes
James Veronesi, MSN, RN, NEA-BC, CHE, Senior Director, The Advisory Board Company
This session equips health care HR leaders with the tools to analyze disruptive incidents, confront disruptive individuals, navigate organizational barriers, and ultimately create a self-correcting workforce culture.
- Overcome personal barriers that prevent taking action
- Develop the skills to execute strategic confrontations with disruptive individuals
- Understand how departmental culture can contribute to pervasive disruption
W. Jonathan Martin II, Managing Partner, Constangy, Brooks & Smith, LLP
Today's "culture" is invading your hospital. What one employee finds funny causes another to file suit. How do you balance morale and litigation avoidance? Attend this session to gain practical solutions and take home tools to implement immediately.
- Identify and correct new forms of harassment
- Avoid adverse litigation by conducting meaningful investigations
- Increase employee morale (and the bottom line) through positive employee relations
Chris Cowan, Corporate Director of HR Service Delivery, Christiana Care Health System
Hear how Christiana Care successfully leveraged its employee performance management processes to break down organizational silos and improve knowledge-sharing and collaboration across the organization.
- Build a business case for modernizing employee performance management in order to break down organizational silos while supporting compliance and helping all departments see value in the investment
- Understand how to use a performance management system to increase knowledge sharing across the organization and help business leaders drive their own talent initiatives
- Articulate how employee performance management best practices help improve alignment across the organization while supporting innovation across business units
Deborah Konitsney, Ph.D., Director, Organizational Research, Kaiser Permanente
Leslie Pole, Statistical Consultant, Kaiser Permanente
Katie Welch, Senior Consultant, Organizational Insights and Surveys, Towers Watson
This presentation will focus specifically on the link between workplace culture and safety at Kaiser Permanente. It will examine the three organizational factors that predict injury rates and can be used to identify vulnerable departments, and to determine changes in processes and programs to driver a stronger culture of safety and reduce injury rates.
- Understand the basics of linkage research methodology and its potential benefit to organizations
- Build a business case for investments in the critical aspects of the work environment that have a direct impact on safety and workplace injury rates
- Discover how to use employee data more effectively to drive positive change in the organization, not only in safety, but also in employee engagement, enhanced performance, and other key organizational metrics
Mark D. Nelson, Partner, Drinker Biddle & Reath LLP
Sarah Bassler Millar, Partner, Drinker Biddle & Reath LLP
Melissa R. Junge, Associate, Drinker Biddle & Reath LLP
This session will provide an in-depth look at wellness, health promotion and disease management programs from a legal compliance perspective as well as providing on-the-ground insights to successful program implementation. As the relevant rules change frequently, this session will focus on the latest legislative, regulatory and litigation developments and practical tips to help you make sure your programs are legally compliant with the current rules.
- Understand the requirements under ERISA, HIPAA, GINA, the Affordable Care Act and the ADA and how to structure programs that comply within the myriad legal rules
- Identify wellness plan design options and understand the HR, benefit plan and legal implications for the design options
- Gain insight into trends and best practices for wellness program structure, administration and implementation
Karen Garvey, Director Benefits and Compensation, ThedaCare
Rena Somersan, Principal, Compensation Consulting Group, Verisight
ThedaCare’s journey to clean up titling and span of control issues that didn't match relative contribution to the organization and was disengaging top performers. The presenters will illustrate how this study showcases a human capital model that neatly packages up titling, executive compensation, and performance management issues.
- Identify and understand ways to solve span of control and titling convention issues
- Understand the link between titling, job level and executive compensation systems
- Explain how a human capital model can support engaged performance at the organization
Lynne Cunningham, National Speaker and Coach, Studer Group
Through an interactive presentation, learn how effective internal communications can accelerate organizational results for Value-Based Purchasing, Core Measures, and HCAHPS. What is measured can be improved. What leaders are held accountable for WILL improve. Health Care HR Leaders need to apply solid communications principles to keeping metrics in front of their team, rewarding improvements, and coaching those who are not seeing the desired outcomes.
- Understand the linkage from employee engagement to patient experience to successful organizational performance results
- Appreciate the relationship between Communications Must Haves® and Evidence-Based Internal Communications Tactics
- Identify five questions that need to be asked if you want to take internal communications efforts to the next level
J. Michael Vittoria, Vice President, Corporate Benefits Services, MaineHealth System
Judith M. West, Senior Vice President and Chief Human Resource Officer for the MaineHealth System
Christopher Goldsmith, SPHR, CCP, CEBS, Vice President, Sibson Consulting
Understand how your employees’ behavioral biases influence their judgment in lifestyle, health care, and health benefit decisions - and where their lack of engagement in workplace wellness programs is costing your organization money.
- Identify how to apply principles from the field of behavioral economics to create a health benefits choice architecture to drive behavior change that will work in your organization’s culture
- Hear this case study blending health care consumerism, outcomes based incentives, vivid choices, and personal accountability that you can use to get senior leadership buy-in
- Produce a dramatic increase in employee engagement in the first year of organizational wellness programs
Amber Rabo, Director, OD and Training, The Methodist Hospital System
Kimberley DuBose, MBA, CCP, Project Manager to the CNO, The Methodist Hospital
The number one obstacle to success for major change projects within an organization is the ineffective management of the people side of change. As organizations tend to associate technical success with project success, the need to manage the people side of change is often overlooked. Change management, in partnership with project management, can serve to maximize the overall return on investment and exceed business objectives for a given project.
- Understand the focus, potential business value, and roles played in change management
- Identify the five elements of change via the ADKAR Model and how it interplays with the change lifecycle
- Recognize the three phases of the PROSCI Change Management Process
Gene Meyer, President and Chief Executive Officer, Lawrence Memorial Hospital
Mike Supple, Senior Vice President, B. E. Smith
Navigating the ever-changing health care landscape requires not just great vision and management at the top, but a diverse workforce which incorporates and engages the four generations currently working in the industry. To be successful, health care HR professionals need to understand and adapt to the differences among generations of professionals.
- Develop a comprehensive plan leveraging generational diversity to its full advantage and ensuring long-term continuity and growth
- Understand and adapt to the interplay of generational characteristics to improve satisfaction, retention, compensation, and development strategies
- Expedite knowledge transfer through cross-generational mentoring
James Veronesi, MSN, RN, NEA-BC, CHE, Senior Director, The Advisory Board Company
Attend this session which will teach leaders what constitutes “vision,” explains the benefits of vision-based decisions, and describes how to implement an organization-based vision.
- Create a vision of a desired future for the department that is aligned with the larger organizational vision
- Communicate the vision to stakeholders and facilitate buy-in
- Deliver reward, recognition, and evaluation practices consistent with the vision
Michele Miron, Recruiting Director, BAYADA Home Health Care
Join this session to hear how the presenter created a centralized full cycle recruiting function in a decentralized organization. By examining all recruiting data and transparency, find out how much was uncovered. Align the internal recruitment plan with the organizational recruitment plan.
- Build a centralized recruiting function in a decentralized organization
- Understand sourcing strategies and how to integrate within strategic planning
- Gather metrics - If you can't measure it, it doesn't count
Myra Johnson, Vice President, Human Resources, Heritage Community of Kalamazoo
Rebecca McNeil, Educational Content Manager, HealthcareSource
Attendees will learn how health care organizations can use assessment technology and behavioral interviewing to enhance the candidate experience, with a special focus on continuing care job seekers.
- Use behavioral interviewing strategies to better assess health care candidates
- Reference examples from health care recruitment organizations that improved their candidate experience
- Implement small changes in the interview process to make it more beneficial for candidates
Facilitatled by Nicole Morin-Scribner, SPHR, Chair ASHHRA Culture of Health Task Team
Eric Bacigal, Director of Employee Health, Safety, and Wellness, Henry Ford Health System
Alison Thurau, System Director Human Resources, Lee Memorial Health System-Florida
Doug Bryan, Director of Health and Well-Being Integration
Be part of our pilot approach to learning!
Brief overview from three experts of initiatives resulting in reduced health care costs:
- System dashboard (update from an AHA Culture of Health exemplar)
- On site employee clinic
- Involving the physician network in your employee health plan using an ACO approach
A facilitated discussion will then explore how to implement these best practices in your organizations as well as explore what can be done at the national level to support your individual challenges. Learnings will be captured in a whitepaper to promote strategies/resources resulting in positive ROI for health initiatives in your workforce with implications for population health in your community.
You need to demonstrate how health initiatives/plan changes will result in reduced costs. This unique exchange will help you learn from industry experts…and we can learn from you.
- Identify strategies implemented by other organizations that resulted in improved costs for their health plans
- Make a strong business case for ROI
- Influence C-Suite support of internal health initiatives by linking strategies to ACO and population health improvement
Not sure which sessions to attend? Use the Learning Track Selection Guide to determine the level and competency that you want to enhance