Town Hall Meeting

Series 23May 2012

2

Acknowledge

Introduce

Duration

Explain

Thank

1. GHS 360 News

2. Vision, Mission, and Values

3. FY 2012 System Goals Update1. People

2. Service

3. Quality

4. Growth

5. Finance

6. Academics

4. A Different Way to View the World (cont’d from February)

5. Campus Updates

6. Questions, Surveys and Wrap-Up

Town Hall Agenda

Our VisionTransform health care for the benefit of the people

and communities we serve.

Our MissionHeal compassionately. Teach innovatively. Improve

constantly.

Who We Are

Why transform health care?

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• We believe there is a better way…– To care for and serve our patients and

families– To bring more value to health care

• And in turn, keep businesses in and attract them to the Upstate.

– To create a healthier upstate

GHS Values Our core values are compassion, respect, caring, honesty, integrity, and trust. We live

our values through open communication, forward thinking, creativity, continually striving to

improve, responsiveness, a willingness to change, education, research, and clinical quality.

What We Stand For

We’ve been evaluating the current Values Statement and considering opportunities to modify/revise.

• Impetus: New Vision and Mission Statements– How well does the current Values Statement connect

with the revised Vision and Mission Statements?

• Leadership Team Feedback (June 2011)• Too long• Some aspects are redundant• Hard to personally connect with the statement • Recommendation: Explore modifications

• Leadership Team Input. (September 2011)• What do we currently value?• What do we want to value?

GHS Values Statement …Review Process

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Top Ranking Values Concepts

• Integrity• Compassion• Respect• Accountability• Innovation• Quality• Authentic

Communication

• Transparency• Patient-

Centeredness• Trust• Diversity• Interdisciplinary

Collaboration / Teamwork

8*These concepts were mentioned most frequently by leadership and were ranked as most important.

What do we want to value?

• Analysis of input, research, and draft language prepared by Marketing and Communications Staff (Fall 2011 / Winter 2012)– Multiple options presented

• Small group review (Spring 2012)– Jerry Youkey, MD, Greg Rusnak, Michelle Taylor-

Smith, Malcolm Isley, Howell Clyborne, Tod Tappert– Assignment: Using all the input from previous steps,

recommend a new values statement.

GHS Values Statement …Review Process (cont’d)

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Proposed Values Statement

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Together, we serve with integrity, openness, respect and trust.

GHS Values Statement

Small Group Discussion(Use Survey Question 4.3 to record your ideas.)

Vision StatementTransform health care for the

benefit of the people and communities we serve.

Mission StatementHeal compassionately. Teach

innovatively. Improve constantly.

Values StatementTogether, we serve with

integrity, openness, respect and trust.

Tell Us What You Think

1. How well does the proposed values statement connect to our vision and mission and reflect the type of organization we want GHS to be?

2. Is anything missing? If yes, what?

• Review feedback and consider possible revisions based on management and staff comments/suggestions

• Present final recommended values statement to the Board of Trustees for discussion/action.

• Report back to staff

Next Steps…GHS Values Statement

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What’s Working Well?GHS Law Enforcement Services)

• A seven-year transformation led by Shawn Reilly, GHS Chief of Police.

• 2010 and 2011– GHS was named in Security magazine’s 500 Top

Security Organizations• 2012

– GHS ranks #10 on the list of Top 75 Safest Hospitals in the US

– The International Association of Hospital Security and Safety has recognized GHS as a Security Program of Distinction• Only two hospital systems and 17 hospitals with this

status in North America.

What’s Working Well?2012 March for Babies

• Congratulations to Team GHS– Top fund-raising team in Greenville County!– Raised $80,000 ($10,000 more than last year)!– Team GHS has raised more than

$400,000 since 2007!• March for Babies is close to the

hearts of many at GHS and consistent with our role as a leading health resource for women and children in the Upstate.

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FY 2012 Goals Update

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Total Healthsets the tone…

GHS Total Health PhilosophyThe GHS Total Health philosophy is central to our

approach to health care delivery, work force development and medical education. We value interdisciplinary collaboration throughout a highly integrated delivery structure using patient-centered, standardized, and evidence-based practices with reportable quality and

financial outcomes.

GHS Pillars of Excellence

People Service Quality Growth Finance Academics

We work to transform health care.

Measured By FY 2012Target

YTD Results

Employee Commitment Index

4.28 4.2985th

%-tile

Employees Completing Health Risk Assessment

75% 78.3%

2

Highlights

Employee Opinion Survey - 2012 Results

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Employee Participation

Administration Period: March 2012

Administration Mode: Online Survey

10,356Employees

Invited

8,067EmployeesResponded

2009 2010 2011 20120%

20%

40%

60%

80%

100%

80% 81% 79% 78%

7,048 7,894 7,842 8,067

HistoricalResponse

Rate Trend

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Improvements in All Domain Scores

2012

2012

2012

2012

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Key Findings

Accomplishments Workforce commitment

continues to score significantly (+.13) above National Healthcare (NHC) Average

Strongest aspect of commitment is “I would recommend this organization as a good place to work.”

• Over 100 more Tier I work groups compared to 2011.

• Highest performing item is “The person I report to cares about my job satisfaction.”

No items declined compared to 2011.

Opportunities

Just one item was below NHC Average – “I am satisfied with my benefits.”(Note: This was also the most improved item compared to the 2011 survey.)

Lowest performing item is “My work unit is adequately staffed.”(Note: This item was .15 above the National Healthcare Average.)

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Improved Overall Workforce Commitment*

2012GreenvilleHospitalSystem

4.29

Performance Difference:

NationalHealthcare

Average

+.13

WorkforceCommitment

Percentile Ranking

85th

2011GHS

+.08

2010GHS

.00

Note – In this presentation GREEN/ RED notes a statistically significant difference.

•National Healthcare Average +/- .03

•Greenville Hospital System 2010 +/- .03

•Greenville Hospital System 2009 +/- .03*This is the one of GHS System measurements

for our People Goal.

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Workforce Commitment by Facility

GHS Overall Corporate Services

Greenville Memorial

Greer Memorial Hillcrest Marshall Pickens3.50

3.75

4.00

4.25

4.50

91st%tile

99th%tile

78th%tile

94th%tile

99th%tile

98th%tile

72nd%tile

94th %tile

63rd%tile

90th%tile 79th

%tile

34th%tile

97th%tile

CI Score 2010CI Score 2011

77th

%tile

99th

%tile

85th

%tile

40th

%tile

85th

%tile

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Workforce Commitment by Facility (continued)

North Greenville Patewood Roger C. Peace The Children’s Hospital

The Cottages at Brushy Creek

University Medical Group

3.50

3.75

4.00

4.25

4.50

98th%tile

99th%tile

72nd%tile

74th %tile

14th %tile

95th%tile

94th%tile

93rd%tile

72nd%tile

24th%tile

1st%tile

84th%tile

CI Score 2010

CI Score 2011

CI Score 2012

64th

%tile

92nd

%tile

90th

%tile

42nd

%tile 41st

%tile

92nd

%tile

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Work Units Results(Tiers 1, 2 and 3)

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Morehead’s Tier Classifications

High Survey Scores: minimal action planning activities

Average Survey Scores: action planning activities typically required

Low Survey Scores: significant action planning activities

Typical Expectations: Maintain Tier 1 status, assist Tier 3 and Tier 2 managers with action planning best practices

Typical Expectations: Achieve Tier 1 status through action plan development/implementation – at least one work unit initiative.Typical Expectations: Achieve Tier 2 status through action plan development/implementation – at least two work unit initiatives, and participating in Mentor Program.

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Tier Results

Tier 3 Tier 2 Tier 10%

20%

40%

60%

18%

36%

46%

2010 2011 2012

40%34%

39%

21%

333 WU235 WU107 WU 123 WU 217 WU 276 WU 230 WU76 WU 211 WU

Tier 1 = Power Items Score™ ≥ 4.15Tier 2 = Power Items Score™ ≥ 3.80 and < 4.15Tier 3 = Power Items Score™ < 3.80

HistoricalTier Movement

54%

12%

2006/7 2008 2009 2010 2011 20120

20

40

60

80

100

Percentile Ranking

62nd

99th

85th

GHS Employee Survey Results

Six-Year Trend

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16th

91st

72nd

Press Ganey

• Managers will analyze results.– Late April/Early May

• Department-specific survey results will be reviewed with work teams.– May/June

• Action Planning will take place– Action plans to be developed by late June.

What’s Next?

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Measured by: HCAHPS Domains* (4 of 8 Domains above 75th Percentile)

Press Ganey Overall Mean Scores**

Patients and families are the focus of everything we do.

FY 2011Targets

YTDResults

*Inpatient 4 or moreTop Quartile

6

**Ambulatory Surgery

93.5Top Quartile

92.8

**Emergency Services.

86.260th %-tile

83.2

2

1

We provide right care at the right time and in the right place.

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Measured By Targets YTD Results

CMS Clinical Value Based Purchasing Compliance

98.0%75th %-tile

99.0%

Patient Safety Culture Survey

68.2%75th %-tile

Not yet available.

Hand Hygiene

90%(Year Three)

92.6%

We develop our System to meet the needs of our communities.

Measured By AnnualTarget

YTDTarget

YTD Results

MD 360 Visits 36,980 17,061 19,014

Community Care Coordination Program

50(High Risk Enrollees)

---(50 total

enrollees in FY’12)

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Through March 2012 2

Measured by: Operating Margin

We responsibly direct our resources to support our mission.

AnnualTarget

YTDTarget

YTD Results

2.5%($36.8 M)

2.8% 0.1%

Through March 2012

Measured by: Implementation of strategic initiatives that advance our Academic Health System model.

Target:Matriculate the first class of the USC Schoolof Medicine - Greenville.

YTD RESULTS:• 1,444 applications received• 276 interviews conducted• 66 acceptance offers

We educate to transform health care.

Through April 10, 2012

A Different Way to View the World

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To Me

As Me Through Me

By Me

RESPONSIBILITY

SURRENDER

ONENESS

- I am at the effect of…- I should… / You should…

Victim – Villain - Hero

Questions: Why me? Who’s fault is it?

-Integrity-Curiosity -Creativity-Candor / Revealing-Authentic Feelings

Questions: What can I learn from this? How am I creating this?

Creator –Challenger -Coach

-I cooperate with what wants to happen.

Co-Creator

-Allowing / Flow-Appreciation, Wonder, Awe-Forgiveness- Wisdom

Non-AttachmentNon-JudgmentNon-Resistance

Four Ways of Being in the World

Purpose and love

-Blaming and Complaining -Façade / Concealing-Resistance-Gossip

Shifting through:- Awareness- Presence- Consciousness

COMMITMENTS

- I take healthy responsibility- I choose to….

Questions: What is seeking to emerge? What wants to happen in and through me?

Shifts to Authentic Community

Pseudo Team Authentic Team Gateways

From To Through

Complaining Healthy Responsibility

Truth and Openness

Commitment

Accountability

Vulnerability

Discomfort

Fear

Risk of Betrayal

Risk of Embarrassment

Concealing Revealing

Facade Authentic Feelings

Entitlement Appreciation

Conflict Creativity

Defensiveness Curiosity

Control Participation

Knowledge Wisdom

Rules Compassion

Being Right Being Present

Campus President’s Update

AGENDA• What’s working well on campus?• Campus-level results related to System goals

including Employee Survey results.• Other Campus highlights.

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Questions and Town Hall Surveys

Please complete the Town Hall Surveys.

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