on boarding for retention
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On Boarding for Retention. Reliant Medical Group Jim Goodman & Lynne Feraco. Physician Turnover Rates. Source: 2010 Physician Retention Survey Cejka Search and AMGA. Part Time . Source: 2010 Physician Retention Survey Cejka Search and AMGA. Why do physicians leave. Poor cultural fit. - PowerPoint PPT PresentationTRANSCRIPT
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On Boarding for Retention
Reliant Medical GroupJim Goodman & Lynne Feraco
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Physician Turnover Rates
2005 2006 2008 2009 20105.4%
5.6%
5.8%
6.0%
6.2%
6.4%
6.6%
6.8%
6.4%
6.7%
6.1%
5.9%
6.1%
% T
urno
ver
Source: 2010 Physician Retention Survey Cejka Search and AMGA2
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Part Time
3Source: 2010 Physician Retention Survey Cejka Search and AMGA
Male 2005 / 2010 Female 2005 / 20100%
5%
10%
15%
20%
25%
30%
35%
40%
7%
29%13%
36%
% Of Both Male & Female Physicians Practicing Part-Time
% Physicians Practicing Part -Time
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Why do physicians leave Poor cultural fit. Relocated to be closer to family Higher compensation Better community fit Incompatible work schedule Excessive call requirements
Source: 2006Physician Retention Survey Cejka Search and AMGA
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What makes them stay• Guaranteed Compensation• Advanced Technology• Loan Repayment
Early Career (Security)
• Productivity based compensation• Partnerships/Shareholders• Leadership Development
Mid Career (Opportunity)
• Quality of Life• Flexible Schedule
Late Career(Flexibility)
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The business case for retention
Quantifying the cost of turnover
Cost of recruiting
Loss of revenue
Cost of physician ramp up
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What is On-Boarding?
Definition On-boarding is a process in which new employees are integrated into the workplace and/or a new community and given the tools and knowledge they need to become successful at their job, connected to their organization’s goals and connected to their new community.
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Where do we start
Relationship Building
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Recruiting Cultural FitEstablish mutual expectations
between leadership, recruiter and candidate
Structure of the interview dayPersonalized Integrate retention into the
screening/interview process as an overall hiring goal. 9
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Successful On-Boarding1. Begins with signed contract2. Formal plan 3. Family involvement4. Mentoring for providers and
spouses5. Community Connections
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Years 1 – 3 Most Critical
<1 1 to 2 2 to 3 3 to 5 5 to 10 10 +0.0%
2.0%
4.0%
6.0%
8.0%
10.0%
12.0%
14.0%
2010 2009
% T
urno
ver
11Source: 2010 Physician Retention Survey Cejka Search and AMGA
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Results
Meaningful work that makes a difference.
A sense of community.
Affirmation of their value by regular, reliable, positive feedback.
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Reliant Medical Group A Case Study
What were we seeing internally
How did we compare nationally
What we wanted
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What we did- Big PictureLeadership initiated strategic
deployment
Kaizen events
Provider recruitment/retention & engagement
Results 14
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Media
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Reliant’s StrategyBuilding relationships
HR meetingReference tool 3 year check listGOAL – Mentoring ProgramProvider Engagement TechnologyCommunity
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Reliant’s StrategyThree year checklist
Formalized
Personalized
Operationalized17
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Reliant’s StrategyMentoring
What is mentoring
Why do providers need it
How does it affect retention
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Reliant’s Strategy
A mentor program for the providers of Reliant Medical Group19
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Reliant’s StratagyGOAL
Advisory committeeEligibility for participationVoluntary vs. Assigned StructureTenure Action items
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Dr. John Fallon Provider Engagement Events
Name Change
Historical Significance
Focus of each event
Internal community
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Women’s Provider Committee
Social and Professional
Build friendships
Provide support
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Technology
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Community Opens professional network. Builds roots outside of work. Adds additional connections for
family. Provides opportunities for
professional development. Builds positive brand value in
community.24
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How is it working
Quantitative
Qualitative
Future
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Questions?
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