Imagine! Healthcare
Group Final Project
Pamela Bierbaum, Amber France, Jill Marshall, Sandra Pena, and Glenn Rhees
Dr. Hollie Pavlica, DrPH
MPH 458
Human Resources in Healthcare
Services
• Women’s Health
– OB/GYN
– Nurse-Midwives
– Doula Services
– Breastfeeding Services
– Other support services
Imagine! Healthcare
Dedicated to Women’s
Health
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Private non-profit
12 Labor and delivery rooms
40 Mother and baby rooms
Natural birthing
450 full time employees
Who’s Who
Executive
Director
Chief Operating
Officer
Human
Resources
Chief Nursing
Officer
Legal
Labor,
Relations
Charge
Nurses
Medical
Records
Training
Nursing
Social
Services
Benefits
Quality
Assurance
Chief Financial
Officer
Chief Medical
Officer
Outreach
Facilities and
Maintenance
Credentialing
and Privileging
Stakeholder
Relations
Business
Operations
Physicians
Volunteer
Services
Nursing
Assistants
Risk
Management
Imagine! Healthcare
Human Resources
Internal
Assessments
Organizational
Mission
Environmental
Assessment
Organizational
Strategy
HR Strategy
Formulation
HR Strategy
Implementation
Formulation of
Other
Functional
Strategies
HR Outcomes
Organizational
Outcomes
Implementation
of other
Functional
Strategies
Legal and Ethical Issues
in the Workplace
• Equal Employment Opportunity
– Equal Assess
– Prohibits sex-based wage discrimination
Legal and Ethical Issues
in the Workplace
• Diversity
– Positive work composition
– Attract diverse groups
– Accommodations
Legal and Ethical Issues
in the Workplace
• Disabilities
– Prohibition of Discrimination
– Equal Opportunity
– Reasonable Accommodations
Legal and Ethical Issues
in the Workplace
• Sexual harassment
– Questions
– HR Contact
• HR Director: Judy Blue, 867-5309
Ethics and Imagine!
Healthcare
• Definition
– Principles
– Values
– Good
– Proper
– Honest
– Decent
Ethics and Imagine!
Healthcare
• Code of Ethics
– Safe
– Respect
– Confidential
– Professional
– Trustworthy
– Compassionate
– Respectful
Recruitment
Sample Job Description
• Quality Assurance Nurse
– Job Description
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Evaluate service delivery
Gather and analyze data
Identify trends and errors
Develop reports
Monitor compliance and performance improvement
Make recommendations
Provide Training
Recruitment
Sample Job Description
• Essential Job Functions
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Monitoring
Tracking and trending
Planning
Coordinating
Communicating
Improvement strategies
Quarterly reports
Performance improvement
Recruitment
Sample Job Description
• Education and Licensure Requirements
• BSN
• Registered Nurse
New Employee
Orientation
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Importance of Training
Agency Mission
Internal Policies & Procedures
Employee Benefits
Compensation
What you can expect from Imagine!
Training Requirements and New
Employee Orientation
Week 1
Monday
Morning: New Employee Orientation
Afternoon: Meet with your Supervisor
Tuesday
Morning: Health and Safety
Afternoon: Environment of Care
Wednesday
Morning: Infection Control
Afternoon: Bloodborne Pathogens
Thursday
Morning: Lifting, Body Mechanics, and Back Safety
Afternoon: Disaster Preparedness and Fire Prevention
Friday
Morning: Patent Safety and Error Reporting
Afternoon: Quality Improvement
Imagine! Healthcare
Training Requirements and New
Employee Orientation
Week 2
Monday
Morning: Zero Tolerance Policy
Afternoon: Incident Reporting
Tuesday
Morning: HIPAA
Afternoon: Unions
Logo
Wednesday
All Day Cultural Competence
Thursday
Morning: Maintaining a safe workplace
Afternoon: Documentation
Friday
All Day: Defensive Driving
Imagine! Healthcare
Performance
Management
• Helps everyone involved to work to the full potential of
the organization.
Performance
Management
• Purpose
• Establish performance goals related to
organizational goals
• Make expectations clear and realistic
• Monitor progress of established goals
• To assist with strategies to fulfill progress
• Continue job improvement
• Provide meaningful feedback
• Provide coaching opportunities and educational
training
Performance
Management
• Ongoing management is a coordinated
effort which assists the organization with
– reforming or updating job expectations
– creating criteria for future recruitment for the
position
– identifying the tools necessary for continuing
training or development
– proving a fair and consistent process for
compensation
Proper Management
Appraisals
• Include:
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long and in-depth responses
transparency
clarification and defining of objectives
motivational techniques
training needs and educational desires
strength identification
team role applications
communication and relationship development
conflict resolution and counseling
reinforcement of organizational goals and philosophies
feedback
Sample Performance
Appraisal
Trait / Skill
Training
Required
(1)
Acceptable
(3)
Exemplary Justification
(5)
1. Initiates tasks independently
2. Completes work accurately and on time
3. Adapts schedule to meet the changing needs of the patient
population
4. Interacts with patients, co-workers, subordinates, and
supervisors professionally and according to the mission
of Imagine! Healthcare
5. Identifies barriers to work and makes recommendations as
needed
6. Works independently with some oversight and direction
7. Communicates with other departments, and participates as
an active member on assigned teams
Performance (SMART) Goals:
__________________________________________________________________________________________________________
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Employee Retention
REFERENCES
Bauer, T.N. (2010). Onboarding New Employees: Maximizing Success. SHRM. Retrieved
from
https://www.shrm.org/about/foundation/products/Documents/Onboarding%20EPG%20FINAL.pdf
Berkley HR. (2014). New Employee Orientation. Retrieved from
http://hrweb.berkeley.edu/guides/managing-hr/recruiting-staff/new-employee
Fallon Jr, L. F., & McConnell, C. R. (2007). Human resource management inhealth care:
Principles and practice. Sudbury, MA: Jones & Bartlett Learning. Chapter 10
Fried, B., & Fottler, M. D. (2011). Fundamentals of human resources in healthcare. Chicago:
Health Administration Press
New Mexico Department of Health (NMDOH) (2011).Code of Conduct.
PERA. (2010). Member Handbook. Retrieved from
http://www.torcnm.org/downloads/PERA%20Member%20Handbook.pdf
Presbyterian Healthcare (PHC). (2014). Doctors and Services. Retrieved from
https://www.phs.org/doctors-services/services-centers/Pages/default.aspx
REFERENCES
Richards, L. (2014). What are the Benefits of New Employee Orientation Programs.
Houston Chronicle. Retrieved from: http://smallbusiness.chron.com/benefitsnew-employee-orientation-programs-1281.html
San Francisco General Hospital and Trauma Center (SFGH). (2009). New
Employee Orientation Handbook. Department of Education and Training.
Sharp Healthcare (2014). Mission, Vision, and Values. Retrieved from
http://www.sharp.com/choose-sharp/mission-vision-values.cfm
State Personnel Office (SPO). (2010). Employee Benefits Manual.
University of California. (2014). New Employee Orientation. Retrieved from
http://ucsfhr.ucsf.edu/index.php/pubs/hrguidearticle/chapter-5-new-employeeorientation
University of Utah (Utah). (2014). Hospitals and Clinics. Retrieved from
http://healthcare.utah.edu/hospital/administration/orgchart.pdf