News to Know – Nov. 21, 2022

  • DataGen is hosting a national webinar to review the 2023 Medicare fee-for-service outpatient prospective payment system final rule and hospital impact analysis at 3 p.m. on Nov. 30, 2022. This webinar is available free of charge but registration is required. The MHA will provide hospitals with an impact analysis of the final rule within the next few weeks. Members with questions should contact Vickie Kunz the MHA.
  • MHA Endorsed Business Partner NextJob is hosting a free webinar on Actionable Neuroscience Insights for Improved Workplace Performance at noon ET Dec. 7, 2022 to educate employees about the brain processes of perception, cognition and neuro-linguistics and share tips to help improve performance at work. MHA members are invited to register and share information about the webinar with their colleagues. To learn more, visit the business partner profile page for NextJob or contact Paul Dzurec at NextJob.

Care for Caregivers to Win the Staffing Battle

Medical Solutions

The nursing labor shortage is not going away any time soon. There’s no magic wand for addressing the short supply of clinicians. So, what can be done now? Retain staff.

Medical Solutions is an endorsed business partner of the MHA and a leading provider of innovative staffing support through its Managed Services Provider program. A new blog titled How Retention is the New Recruitment from Medical Solutions looks at the value of retention. It addresses the real cost of turnover as well as the challenges created by nurse burnout. Finally, it outlines steps that facilities can take to better retain their valuable staff.

To learn more about Medical Solutions, contact Mike Daeges at (402) 704-1429. For more information on the MHA Endorsed Business Partner program, contact Rob Wood at the MHA.

Salary.com Offers 2022 Compensation Best Practices E-book

Salary.com

Salary.com, an MHA Endorsed Business Partner, is sharing its 10 Compensation Best Practices” e-book as a resource for hospital leaders to consider in developing compensation strategies.

Hospitals and health systems continue to transform, and compensation practices need to keep pace. Staff retention has become a top concern, and diversity and pay equality issues are critically important.

An organization’s compensation philosophy is the first step toward fair and competitive pay, leading to higher retention rates and the ability to attract top talent. Employers can open the level of transparency throughout the organization and develop trust among employees. The philosophy will help answer employees’ questions about how their pay is determined.

Downloading Salary.com’s “10 Compensation Best Practices” e-book will help healthcare leaders review their compensation philosophy in the context of today’s human resources challenges and discover other strategies for setting appropriate pay structures in 2022.

Members with questions may contact Kevin Plunkett at Salary.com. For more information on the MHA Endorsed Business Partner program, contact Rob Wood at the MHA.

Salary.com Shares Resources for Developing Compensation Strategies

salary.com logo

As part of an educational series from the MHA Endorsed Business Partners, Salary.com shared the following three resources for hospital leaders to consider in developing compensation strategies.

As part of its Get Pay Right podcast series, Salary.com explores Remote Work and Compensation. In this episode, Salary.com leaders share insights from the latest research and discuss how to define a strategy for remote pay and ways to address the impact on compensation, pay equity and culture.

As organizations evaluate their post-pandemic hiring practices, many are offering signing bonuses to stand out in the shifting war for talent, but is this a short-term fix? Salary.com’s recent New Hire Pay Practices Pulse Survey shows the extent to which organizations are increasing pay levels to attract top talent and how new hire pay practices are impacting internal equity. The results highlight important findings that organizations should consider as they define their post-pandemic practices.

Finally, Salary.com shared new findings from the annual National Salary Budget Survey. Planned 2022 salary increases for U.S. workers are trending upward, breaking a 10-year flat cycle. Forty one percent of organizations will have a higher salary increase budget in 2022 than 2021.

Members with questions may contact Kevin Plunkett at Salary.com. For more information on the MHA Endorsed Business Partner program, contact Rob Wood at the MHA.

CyberForce|Q Offers Continuous, Collective Approach to Cybersecurity Assessments

cyberforce

The MHA’s newest Endorsed Business Partner, CyberForce|Q, offers a new approach to cybersecurity for healthcare organizations. CEO Eric Eder described a situation where a rural healthcare system’s CEO shared his organization’s experience from a cybersecurity breach. It involved a ransomware attack that took the hospital offline for two weeks and was still being restored five months later.

The CEO indicated that the organization’s last cybersecurity assessment was performed three years prior and many of the findings were either forgotten or no longer relevant. Its already overwhelmed IT staff struggled to act on findings from seven different assessments performed by five different consultants. Many organizations face similar issues, but CyberForce|Q offers an approach that has proved more effective and more efficient than traditional assessments.

The first step in this approach is to advance from relying upon infrequent and disparate cybersecurity assessments to a continuous assessment model. This model still informs specific controls, but it is also workflow integrated, updated in nearly real time with objective metrics and realigns tactics with strategy every month. The model allows healthcare participants to share benchmark data and best practices.

Created by healthcare for healthcare, the Healthcare Security Operations Center (HSOC) provides collective cybersecurity defense for healthcare 24/7/365. Being part of a collective defense has proved to prevent breaches from happening in the first place. The idea for the HSOC is rooted in trusted sharing established by hospital associations where members can work on solving industry problems together, sharing tactical ideas and best practices to protect all hospitals within the HSOC environment. This continuous and collective approach could benefit Michigan healthcare organizations as they seek efficiency and effectiveness from their cybersecurity technology investments.

CyberForce|Q is offering a virtual event from 10 to 11 a.m. EDT July 14 as part of its Coffee and Collaboration series, where MHA CEO Brian Peters will discuss ways to speak to those in the healthcare C-suite about cybersecurity and will provide insights into emerging issues confronting the healthcare field​. The session is free of charge, but registration is required to receive connection information.

For more information on the MHA Endorsed Business Partner program, contact Rob Wood at the MHA.

Placing Clinicians in One Week at the Start of COVID-19 in NYC

Medical Solutions

Medical SolutionsDue to a rapid increase in COVID-19 cases at the beginning of the pandemic, a hospital turned to Medical Solutions, its trusted staffing partner, to address its demand for needing skilled clinicians in New York as quickly as possible. Medical Solutions is an endorsed business partner of the MHA and a leading provider of innovative staffing support through its Managed Services Provider program.

A case study from Medical Solutions details the lessons learned from this partnership:

  • Pick the Right Partner – Medical Solutions had an eight-year staffing relationship with this hospital system. Familiarity and trust were critical to finding ways to move quickly.
  • Efficient Interviewing – To efficiently find nurses and ensure the facility directors continued to provide patient care, Medical Solutions’ internal nurse managers conducted interviews and made offers.
  • Operational Support – Medical Solutions handled administrative tasks like recruiting and onboarding, communicating with multiple agencies, and maintaining compliance standards to reduce the strain on hospital staff.
  • Licensing Changes – An allowance in the state licensure expanded the candidate pool and improved the ability to find qualified clinicians.

To learn more about Medical Solutions, contact Rory Audino at (402) 986-5167 or Blake Sorrell at (402) 401-4505.  For more information on the MHA Endorsed Business Partner program, contact Rob Wood at the MHA.

MHA Service Corporation Board, Human Resources Committee Meet

At its Feb. 11 meeting, the MHA Service Corporation (MHASC) Board of Directors discussed and evaluated nondues revenue sources for the MHASC during the COVID-19 pandemic and beyond to provide financial support to the MHA. In the coming year, the performance of current services will be reviewed for renewals, and priorities for new initiatives will be considered.

The board discussed how best to position the association’s enhanced data collection strategy to address recent federal provisions calling for the funding and establishment of statewide all-payer claims databases (APCDs). The MHA Board of Trustees plans to form a subcommittee with content expertise to advise the association on relevant considerations and provide the MHA Board of Trustees with recommendations on how best to use APCDs. The board also recognized the MHA Unemployment Compensation Program for managing an unprecedented number of pandemic-related unemployment claims with an aggressive, comprehensive and consultative approach.

The MHASC Human Resources (HR) Committee met Feb. 16 to discuss current HR leadership priorities and review its role in guiding workforce initiatives related to resources, education, data, staff development and more. The committee addressed priorities including COVID-19 vaccination coordination, staffing shortages, virtual work, diversity, unconscious bias and grief leadership/resilience resources. The committee further discussed developing an MHA HR Council as a resource for healthcare professionals.

The board and HR Committee received a report from MHA endorsed business partner HealthEquity outlining a cohesive, integrated benefits program designed to provide employees with resources to maximize their health savings account and flexible spending account benefits. HealthEquity will provide more information in a member webinar from 3:30 to 4 p.m. EST March 3, and members may contact Rob Wood at the MHA to register.

The MHASC provides critical support to the MHA in the form of nondues revenue through its Endorsed Business Partner program, Data Services and Unemployment Compensation Program. Visit the MHA Business Services webpage to learn more about available member resources.

Questions regarding the MHASC Board of Directors and HR Committee should be directed to Peter Schonfeld at the MHA.