Omnicare, a CVS Health company’s Post

I keep getting asked the same question recently--what type of employer sponsors #directprimarycare for its employees? There are two parts to the answer. 1. Our analysis of over 6,000 businesses running their DPC benefit on the Hint Health platform shows that businesses across the spectrum from blue to gray to white collar implement DPC, with Supply Chain, Hospitality and Construction leading the pack 2. Based on my observation of customer data from Hint Connect, DPC is framed either as a "return to old fashioned medicine" where patients can call their doctor and develop a relationship with someone in their community (this approach is more common in blue collar industries), or as a concierge-like experience for white collar knowledge workers. In either case though, the critical thread is that the employer actually CARES about their employees and wants to provide a benefit that provides true value to the physical and financial health of employees. https://lnkd.in/gTXy8vFE #dpc #primarycare #employeebenefits

DaveKlinkConsulting.com What’s your company mission? Last week I mentioned in a post there are 3 to 4 really important things companies need to do to foster success. This week’s post will focus on, what I would consider, one of the top items to have in place. One of the most important things I learned on summer vacation (40 years in healthcare) is the importance of a company mission. A company’s mission can ensure a culture of performance, consistency in employee behavior, and clarity of what’s important (companies of any size – it’s important in companies of 10 employees to 70,000+). I use the word ‘can’ ensure all those things because having a mission statement alone means nothing if no one lives it. If a company doesn’t have a meaningful and clear mission (statement), then what do employees use as a compass when making decisions or figuring out a proposed outcome? Well intentioned employees will do the best they can but there will not be a consistency of what’s important, or outcomes that support company goals. I worked for an amazing company (MedExpress Urgent Care) that grew from 40 to 250 locations in my tenure and was extremely successful (patients and the P&L support that statement). How? There was clarity in expectations surrounding the mission. We were all responsible for the execution and measurable outcomes (our performance was judged based on the outcomes of these expectations). The best example of this is how the CEO and leadership rallied everyone in the organization around the mission: “Great care, fast, in a warm and welcoming environment”. Side note, still burned into my brain even after leaving there 7 years ago. At the time, I was a Vp of Operations responsible for 100 or so locations. I had clarity of responsibility and duty. Having the statement alone isn’t good enough of course. You need to tie the mission to measurable outcomes. There are always plenty of measures that are important (and need to exist) but boiling it down to some of the most important from the mission statement was simple at MedExpress: Great Care – defined from surveying patients leading to a Net Promoter scores per location and provider. We used these scores to coach and reveal opportunities and successes at each location. Fast – defined by something we called “Through-put time”, time the patient spent in the center from check-in to check-out. Living the mission, it wasn’t unusual for the CEO to call me on a Sunday morning asking why average ‘through-put’ time for a certain location was higher than our standard, that’s how much we lived the mission. Warm and welcoming environment – defined by a couple items such as the surveying of patients, how they felt about their experience as well as internal ‘grading’ systems. Of course, these things need to be institutionalized, engrained in the DNA of everyone. The punchline…Organizations need clarity of mission, definition of what’s important, and a culture of accountability surrounding the mission.

If you are using Excel as your primary method for manually calculating your physician's compensation, productivity, and value-based metrics, could we have a casual discussion about Performance Suite being an option for you and your medical group? I would love to have a conversation.

Our team member, Matt Miller, recently hosted a session at DisruptHR Chicago about the balancing act between navigating rising healthcare costs and maintaining #EmployeeExperience. Matt shared a few innovative strategies for how our #HRCommunity can mitigate cost increases (of which there are MANY this year) without totally sacrificing the quality of employee experience. We'd love to hear from you; what are you doing this year to walk this tightrope? Sound off in the comments! 🎙️ ⬇️ #TBT #BenefitsEngagement #BenefitsStrategy

What a whirlwind of a year 2023 has been! 🎢 We've embarked on an incredible journey, forging partnerships with industry leaders like Motivity, Paystri, Hi Rasmus, Paycom, and more. We've attended 5 new and amazing conferences, and the most exciting part – we've expanded our family of therapists and practitioners! 🚀 Yet, the real highlight? The new features we introduced last year, designed to simplify the lives of our practitioners and earning a shoutout in Teamwork Healthcare's Best Practice Management Tools for ABA Providers list – pure joy! 🌟 Our excitement is boundless as we step into the new year. We've got significant updates in the pipeline, all geared towards better serving you and your clinics. A heartfelt thanks to our phenomenal team and practitioners, the true champions of our success. Here's to an exhilarating 2024 together! #practicemanagementsoftware #practicemanagementsolutions #therapypms #ehr #emr #datacollectionsoftwares #appliedbehavioranalysis #speechlanguagepathology #speechlanguagepathologist #physicaltherapy #physicaltherapist #occupationaltherapy #occupationaltherapist #abasoftware #practicemanagement #clientcare #therapy #qualitycare #softwarefortherapist #therapistresources #schedulingsoftware #billingsoftware #physicaltherapysoftware #mentalhealth #therapyaccess #mentalhealthaccess #mentalhealthcommunity

Our #ValuePartnerships are driving innovative ways to address workforce shortages, care equity, operational performance, and cost containment. In this article, learn how #SiemensHealthineers is working with our customers differently to solve some of the industry’s top challenges. #healthcareaccess #operationalexcellence #workforcedevelopment #togetherwecan https://lnkd.in/gwCt5NmE

Want to know how #healthcare leaders leverage #digitalfax innovation to enhance efficiency and staff satisfaction? Get the future of faxing report.

We surveyed 100 long-term care providers about their businesses, quality measurement, and person-centered care. Overwhelmingly, they agree: we need a better standard for measuring quality care. And they say staff retention and training are two of the biggest areas of focus to improve quality.   Our survey shows that overwhelmingly, long-term care providers see person-centered care as critical to the future of long-term care and the future of their companies. They recognize that while cost is important, quality matters just as much and maybe more. They know that hiring, supporting, and retaining caregivers whose goals are aligned with their clients’ will be key to their success.   Find more survey data here: https://lnkd.in/err-Jgp5   #QualityCare #PersonCenteredCare #AgingCare

Hot off the press! Read the latest #ANCCPathway article which outlines new requirements that have been incorporated in the 2024 Pathway to Excellence Application Manual to enhance workplace excellence and prioritize the well-being of our healthcare workforce. Discover the key updates and changes made to the Elements of Performance. The EOPs serve as a blueprint for organizations to foster a culture of excellence and create #nursevalidated #positivepracticeenvironments 💙. Click on the link below to access the full article. https://lnkd.in/ejDbzVxG

Chronic Care Staffing Ranks No. 22 on the SC 50 Fastest Growing Companies List — MediaContacts.co — With #43 Percent Revenue #Growth in #2023 #Chronic #Care Staffing Receives #Ranking No. #22 Among #South Carolina's Fastest-Growing #Private and #Public Companies CHARLESTON, #SC #Dec #13 2023 Chronic Care Staffing, LLC #CCS a leading outsourced provider of clinically-based #virtual care #management #services has #once #again been recognized by The South #Carolina #Business #Awards as one of the fastest-growing companies in the Palmetto #State In 2023, Chronic Care Staffing ranks #number 22 on the SC #50 Fastest Growing Companies list with 43 percent revenue growth. Requirements for consideration include a South Carolina headquarters, three full fiscal years of operation, and revenues of at least $3 million in the most recent reported year. Members of the sponsoring organizations