Johnson County Community College andHIMSS Heart of America Chapter

Paul KlehnChief Information Officer and

AVP Managed IT Services

October 23, 2014

Health IT Workforce and Education Summit14“Creating the Pipeline”

Health IT Leader Perspective: Talent Search

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TODAY’s OBJECTIVES

• The Liberty Hospital & Allscripts Managed IT Services Relationship

• What is “The Pipeline”

• Why Busy Healthcare IT Leaders Must Invest Time and Energy to “The Pipeline”

• How I Use “The Pipeline” in My Search for Talent?

• How Do You Enter into “The Pipeline”?

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Liberty Hospital

• Public Community Hospital; A Political Subdivision District Hospital (1974)

• Governed by an Elected Board of Directors

• Standalone – Fiercely Independent – Not-for-Profit Institution

• 228 Licensed Beds

• More than 330 physicians

– 40 employed by the hospital district, the rest private or employed outside

• 1400 Employees

• 30 IT Staff

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Mounting Challenges

• Hospital Admissions Declining (less volume / less revenue)

• Payer Rates Declining

– Mandatory Federal Spend Reductions – Medicare

– Insurance Providers – patient deductibles increased & lower reimbursements

– More Self-pay Leading to More Bad Debt

– Increased Claim Audits & Denials

• Cost Increases Leading to Margin Decreases

– Healthcare IT is Very Expensive !

– Suppliers & Equipment

– Human Capital Malpractice & Other Insurance

– Legal & Regulatory Compliance Demands (More Overhead)

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May 2013

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Allscripts

• Originally - Top Tier Clinic and Hospital EMR Systems Provider

• World Wide Client Base

– U.S. East & West Coast Highest Concentration

– Headquarters in Chicago, IL

– Growing in Kansas City; CEO Paul Black (former COO Cerner) & Raytown, MO Data Center

• Has Evolved & Expanded to provide:

– Population Health Management Solutions

– Managed IT Services

– Remote Hosting Services

– US & Global Professional Services

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Partnership

• Allscripts Managed IT Services Agreement (Aug 2013)

• Benefits

– Lowered recurring EMR licensing & maintenance cost

– Immediately relieved Liberty of HR, benefits, and recruiting responsibilities for IT workforce

– Immediately expanded “bench depth” with national & international IT resources

– “Pipeline” expansion

– Insight & influence to product support, development, and enhancement

• Trade-offs

– Give up some autonomy for IT support services

– Must manage perceived and some real conflicts of interest in product / solution selections

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The “Pipeline”1. a long tubular conduit or series of pipes, often underground, with

pumps and valves for flow control, used to transport crude oil, natural gas, water, etc., especially over great distances.

2. a route, channel, or process along which something passes or is provided at a steady rate; means, system, or flow of supply or supplies: Freighters and cargo planes are a pipeline for overseas goods.

3. a channel of information, especially one that is direct, privileged, or confidential; inside source; reliable contact.

Source: Dictionary.com

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The “Pipeline”• Supply - High Quality HIT Employment Candidates

• Educated• Trained• Proficient• Experienced• Good Soft Skills• Eager to Work Hard• Eager to Learn and Develop• Most of All – A Good Fit for Your Organization

• Pipes – The Flow of Your Supply (prioritized by quality)• Your Existing Employees• Volunteers• Professional Networking

– HIMSS, AHIMA, CHIME, and other professional associations– Social Media; LinkedIn, HISTalk, Blogs

• Recruiters• Educational Institutions

– Internships– Advisory Boards

• Advertisements– websites: LinkedIn, Monster.com, indeed.com, healthcarecareers.com, etc.– Magazines & Newspapers

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Why The Need for a “Pipeline”• The Continuous ‘Flow’ of Human Capital

• Terminations– Voluntary & Involuntary

• Retirements• Promotions

• The ‘Leaks’• Dissatisfied Employees• Spouse job changes – moves• Industry poaching

• The Increase in Demand• More Projects• More Systems• Upgrades & Conversions from Legacy Systems• New Business Services• New Acquisitions & Partnerships

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How I Use The “Pipeline”

• Pipes – The Flow of Your Supply (prioritized by quality)• Your Existing Employees

– Get to know your employees; aspirations, challenges, and background – make it personal– Help them achieve their personal & professional goals– Share with them your own experiences

• Professional Networking– HIMSS, AHIMA, CHIME, and other professional associations

» Join & actively PARTICIPATE– Social Media; LinkedIn, HISTalk, Blogs

» Dedicate time to explore these resources» Review information about your staff, peers, and JOB APPLICANTS !!!

• Recruiters– Establish a trusted relationship with one or two recruiting firms– Clearly articulate and hold them accountable to your organizations culture and expectations

• Educational Institutions– Internships– Advisory Boards

• Advertisements– websites: LinkedIn, Monster.com, indeed.com, healthcarecareers.com, etc.– Magazines & Newspapers

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How Can You Get into The “Pipeline”?

• Get uncomfortable– If what you are doing now is not delivering the results you want, then

you have to adapt and change– The Einstein definition of insanity: ‘Continuing to do the same thing

and expecting different results’

• Diversify Yourself– Join and get involved with multiple new organizations– Learn more than one system

• Invest in Yourself– Formal education– Volunteering

• Be Humble– Find a Mentor– Ask More Questions Rather Than Direct Marketing Yourself

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TODAY’s OBJECTIVES

• The Liberty Hospital & Allscripts Managed IT Services Relationship

• What is “The Pipeline”

• Why Busy Healthcare IT Leaders Must Invest Time and Energy to “The Pipeline”

• How I Use “The Pipeline” in My Search for Talent?

• How Do You Enter into “The Pipeline”?

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GO ROYALS !!!!!

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