Update from Leader Meeting

For those of you who I was not able to personally speak to the past two weeks, here is the update from the MUHA All Leader meeting with Dr. Cawley in late June.  For complete details, see your email from Dr. Cawley dated today.  I will summarize the things most important to our units.  This summary will come out each month about a week or two after our meeting with Dr. Cawley.  I will do my best to communicate this information in person to as many of you as possible.  However, I know it is not realistic to think I can catch all of you in a one to two week time period, so the Blog will be the final mass communication of information.  It will be very important for all of you to read the blog at least once a week!

• Town Halls will be mandatory for all staff beginning July 2013.
• Held once per quarter, dates/times will be posted and also an option to review contents online.
• Benefits Update:
• Beginning July 24th paycheck, the employee contribution rate to the pension plan (SCRS) will rise from 7% to 7.5%.  MUSC will also pay in more for each employee.
• Also July 24th paycheck, those in the alternate pension plan (PORS) will have an increased contribution to 7.84%.
• These increases were made by the State of SC and MUSC and all state employees must comply.
• Prudential will no longer offer long-term care insurance to NEW applicants as of 6/30/13. Those who already have it will be able to retain it.
• MUHA Organizational Goals
• We are currently only meeting 2 of our 10 MUHA organizational goals.
• See Dr. Cawleys email for complete details.
• We are meeting our Net Income Goal and our Outpatient Growth goals.
• CH is at or just below our Patient Satisfaction Goal of 85%ile. (7C and PICU are 99%ile!).
• On another positive note for both PICU and 7C, our employee engagment scores improved for both units this year!!!  I will be receiving a more detailed report to review with each unit and we will use that information and your valuable input to make action plans for further improvements in the coming year.
• HURON & Incentives
• Huron's fee schedule is fixed with no variable component and is very back loaded so they must produce positive results before receiving payment.
• Thus far, we have identified over $61 million in savings, implemented changes to net $15.5 million in savings and confirmed a savings thus far of $4.5 million.
• Staff Evaluation Changes
• Next year, the weights will change on the staff evaluations.
• Currently they are as follows: 50% behavior, 25% unit goals, and 25% job duties.
• In FY2014, they will be 35% behavior, 35% unit goals, and 30% job duties.
• Our unit goals are:
• 7C:  Patient Satisfaction and Hand Hygiene compliance
• PICU:  CAUTI Prevention (decreased # of foley days) and Hand Hygiene compliance.
• Also, the rating scale will change next year.  One a scale of 1 to 5, meeting goal will net you a score of 3 (presently it is 4).  Thus, we will have to exceed our goals to obtain a score of 4 or 5.

Thanks for all the wonderful work you do each day and for maintaining your high quality of care amidst these ever-changing and challenging times in healthcare. 

Melinda