<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=353110511707231&amp;ev=PageView&amp;noscript=1">

Would the Repeal of Healthcare Reform Change Your Talent Strategy?

February 3, 2011

Within just a few weeks of each other, the House of Representatives voted to repeal the Patient Protection and Affordable Care Act and the CMS finally published its proposed Value-Based Purchasing rules. These events illustrate the irony of the situation.  While Congress fights over ‘Healthcare Reform’ – real reform continues, unaffected by the political struggle. Reform has been underway for several years and will continue because the current situation is simply not economically viable. What we know:

  1. After years of discussing it, we are moving toward a world where payments will be tied to quality.

  2. Quality and price transparency – Consumers will see what care costs and whether it’s effective.  Consumerism is becoming a reality.

  3. To achieve real, lasting cost savings physicians and hospitals must collaborate to reduce waste and improve efficiency.

  4. Hospitals will continue to use physician employment as a way to align themselves with the medical staff. A recent survey indicated that well over 90% now employ physicians and intend to add more. This shift has occurred rapidly over just the past 2 to 3 years.

What does this mean for your healthcare talent strategy?

  1. Physician employment on large scale brings a whole host of HR issues that most hospitals have not considered (Performance management, ROI, employment law issues). Hospitals need to coordinate the physician workforce through human resources. Physician recruitment and hiring cannot be controlled solely by the VPMA/CMO or executive suite.

  2. Even if Accountable Care Organizations are successful in improving quality and reducing waste, they won’t have an impact for years. These efforts need to start now, in every hospital unit and department, and in close collaboration with physicians, be they employed or independent.

  3. Merely competing for bodies with the right credentials to fill vacancies will no longer suffice. Healthcare needs to take its cue from other industries and find ways to build and develop a workforce that can adapt to change, collaborate and innovate on a daily basis – even in a challenging recruiting situation.

  4. Customer service scores, quality metrics and processes like ‘lean’ can no longer be just interesting projects – they will mean the difference between success and failure.

  5. We need to dramatically re-think the way we deliver care, and the way we train and develop techs, nurses, support staff and physicians.

So, the wrangling in D.C. may be interesting, but to those on the ground struggling to improve patient care and do more with less, the daily challenges remain the same. As we strive to ‘change the tire while the car is still moving,’ which organizations have the wherewithal and fortitude to drive real change? It would seem that the answer won’t be affected by what the Republicans or the Democrats do in Washington over the next few months. ‘Reform’ will continue and our talent strategies need to adapt.

Reducing Turnover in Healthcare

Bryan Warren Bryan Warren is the President of J3 Personica, a consulting, assessment, training, and coaching firm, and a guest blogger for PSI. Bryan is an expert in progressive talent strategies, with a particular focus on leader and physician selection and development.