Relationships Report 2011 :: Strategic Value Reports

Indicator Goal Met Indicator Goal Not Met BM = Benchmark EOS = Employee Opinion Survey (Annual) PRC = Professional Research Consultant Survey (Annual)

Indicator	Goal	BM	Jul	Aug	Sep	Oct	Nov	Dec	Jan	Feb	Mar	Apr	May	Jun	Avg
Improve Employee Relationships	GOAL	BM	JUL	AUG	SEP	OCT	NOV	DEC	JAN	FEB	MAR	APR	MAY	JUN	AVG
Overall Partnership	≥90th	90th
EOS – Systems and Leadership	≥90th	90th
EOS – Resources	≥90th	90th
EOS – Teamwork	≥90th	90th
EOS – Direct Management	≥90th	90th
EOS – Job Engagement	≥90th	90th
EOS – Work Engagement	≥90th	90th
EOS – Organizational Engagement	≥90th	≥90th
Overall Employee Retention Rate	≥92.7	≥92.7	90.5												90.5
Improve Physician Relationships	GOAL	BM	JUL	AUG	SEP	OCT	NOV	DEC	JAN	FEB	MAR	APR	MAY	JUN	AVG
PRC: Physician Perception - Nursing Care	≥90th	90th	92.2												92.2
PRC: Physician Perception - Quality of Care	≥85.9th	90th	80.6												80.6
PRC: Physician Perception - Administration	≥84.9th	90th	78.1												78.1
Improve Community Relationships	GOAL	BM	JUL	AUG	SEP	OCT	NOV	DEC	JAN	FEB	MAR	APR	MAY	JUN	AVG
Market Share Percentage of Outpatients	≥86.3%
Market Share Percentage of Inpatient Admissions	≥70.5%

EOS - Teamwork

Questions on EOS Survey:

There is good coordination of effort in my work group
Members of my work group treat each other with dignity and respect

Why is this important?

Measures “Fairness, Pride, and Camaraderie” from Trust Wheel; Responds to Strategic Planning Process (SPP) re: Relationship Building

PRC: Physician Perception - Nursing Care (Treatment of Patients)

Questions on Physician Survey:

Nursing Assessment and Monitoring of Patient Status
Nursing Care and Treatment of Patients
Nursing Collaborative Relationship with Physician
Nursing Responsiveness to Patient/Family Needs
Instructions Given to Patients about Care after Discharge
Adequacy of Nurse Staffing Levels Directors of Nursing

Why is this important?

Measures Competency, Credibility and Respect; Responds to Strategic Planning Process (SPP) input re: Physician Relationships

PRC: Physician Perception - Administration

Questions on Physician Survey:

Responsiveness to Concerns of Physicians
Timeliness of Communication with Physicians
Willingness to Involve Physicians in Strategic Direction
Encouragement of Physician Input in Decisions
Availability and Maintenance of Needed Medical Equipment
Amenities Offered to Physicians

Why is this important?

Measures Credibility and Respect on Trust Wheel; Responds to Strategic Planning Process (SPP) input re: Physician Relationships

EOS – Systems and Leadership

Questions on Employee Opinion Survey:

Leaders do a good job communicating major developments
Leaders really listen to employees
Leaders do a good job of planning for the future
As long as I perform well, this organization will try to find a place for me
My work group is asked for opinions before decisions are made
I have opportunities to influence policies and decisions that affect my work
Excellent performance is recognized here
Compared to other healthcare organizations my pay is fair

Why is this important?

Measures “Respect” from Trust Wheel; Responds to Strategic Planning Process input re: involvement/communication

Employee Opinion Survey Benchmark Information

Our Employee Relationships benchmarks are determined by the Employee Opinion Survey administered semi-annually by Press Ganey.

Press Ganey Associates is the health care industry’s leading independent vendor of satisfaction measurement and improvement services. Press Ganey currently partners with over 7,000 health care facilities and assists them in collecting and using patient, resident, employee, and physician evaluations in their quality improvement initiatives.

Professional Research Consultant (PRC) Physician Survey Benchmark Information

Our Physician Relationships benchmarks are determined by the PRC Medical Staff Perception Study administered semi-annually.

PRC maintains an extensive and continually updated database of physician responses, providing a national baseline of physician perceptions. PRC’s medical staff norms are based on the largest database of its kind including thousands of physician responses from across the nation.

Professional Research Consultant (PRC) Community Survey Benchmark Information

Our Community Relationships benchmarks are determined by the PRC Community Perception Study administered semi-annually.

EOS – Resources

Questions on EOS Survey:

There is adequate staffing in my work group
I have the equipment I need to do my job well
Physical conditions (light, heat, space, appearance) in my area are good

Why is this important?

Measures “Fairness, and Pride” from Trust Wheel; Responds to Strategic Planning Process (SPP) input re: Recognition

EOS – Direct Management

Questions on EOS Survey:

My last performance review helped me improve
My direct manager provides coaching to help me achieve my goals
My direct manager recognizes my ideas or suggestions for improvement
My direct manager communicates effectively
My direct manager can be trusted
It is easy to talk to my direct manager about things that go wrong on my job
My direct manager recognizes my good work

Why is this important?

Measures “Respect, Pride and Camaraderie” from Trust Wheel; Responds to Strategic Planning Process (SPP) input re: Work Life Balance & Career Development

EOS – Job Engagement

Questions on EOS Survey:

My work gives me a feeling of accomplishment
My work makes good use of my skills and abilities
My work provides me an opportunity to be creative and innovative
I am given opportunities for ongoing education and professional development
My work is meaningful
Overall, I am satisfied with my job

Why is this important?

Measures “Respect, Fairness, Competence, Credibility ” from Trust Wheel; Responds to Strategic Planning Process (SPP) input re: Involvement/Supervision

EOS – Work Engagement

Questions on EOS Survey:

Employees in my work group regularly express their concerns and suggestions about our work
Our employees do everything they can to provide high quality service
Employees in my work group are fully attentive to the needs of others
Employees in my work group report a strong sense of connection to their work
Employees in my work group do everything they can to make SOMC successful
Employees who work here are seldom distracted from their work

Why is this important?

Measures “Respect, Fairness, Competence, Credibility” from Trust Wheel; Responds to Strategic Planning Process (SPP) input re: Involvement/Supervision

EOS – Organizational Engagement

Questions on EOS Survey:

I plan to be working at SOMC one year from now
I would recommend the healthcare services provided at SOMC to my friends and relatives
I would recommend SOMC to a friend as a great place to work
I believe the quality of care here is excellent
I think SOMC is highly regarded in the community
The values of SOMC are evident in our everyday practices
Overall, I am satisfied with SOMC

Why is this important?

Measures “Respect, Pride, Competence, Credibility” from Trust Wheel; Responds to Strategic Planning Process (SPP) input re: Service

SOMC Relationships Dashboard: Fiscal Year 2011

EOS - Teamwork

Why is this important?

PRC: Physician Perception - Nursing Care (Treatment of Patients)

Why is this important?

PRC: Physician Perception - Administration

Why is this important?

EOS – Systems and Leadership

Why is this important?

Employee Opinion Survey Benchmark Information

Professional Research Consultant (PRC) Physician Survey Benchmark Information

Professional Research Consultant (PRC) Community Survey Benchmark Information

EOS – Resources

Why is this important?

EOS – Direct Management

Why is this important?

EOS – Job Engagement

Why is this important?

EOS – Work Engagement

Why is this important?

EOS – Organizational Engagement

Why is this important?

Market Share Percentage of Outpatients

Market Share Percentage of Inpatient Admissions

Market Share Percentage of Emergency Department