UHealth Org Chart - UMMG Faculty Orientation

UHealth New Faculty Orientation October 2010

UHealth Org Chart

2

10/15/10

Miami VA Medical Center

The University of Miami Medical Group UMMG

UMMG Governance & Structure Clinical Chairs, plus at-large elected from Departments and Centers

Clinical Chairs plus Chair/Vice Chair plus 9 at-large LC members plus 2 VCAs

2 Clinical Chairs plus 1 at-large LC members elected 2 Chairs appointed by Dean, plus Administrative leaders

ASAP Committee

Leadership Council Board of Directors

Elects Chair/Vice-Chair 3-year term (2)

At-large members serve 3-year term

Executive Committee G&E Committee

Finance Committee Revenue Cycle Managed Care Contracting Taxation

Benefits Committee Disability Retiremen t

UHealth Org Chart

5 1/9/2009

11:21 AM

UHealth Org Chart UMMG Practice Plan Chief Operations Officer AVP Steve Falcone, MD, MBA

Executive Director Revenue Cycle Gene Lawson

Director Medical Finance Rick Norwood

Chief Medical Officer (CMO) Jorge Guerra, MD

Vice Chair for Administration Michael Kelley

Director UMMG Initiatives Helen Scarr

UHealth at Boca Raton

UHealth at Fort Lauderdale

Central Business Office

UHealth at Palm Beach Gardens

HR/Budget Lisa Tobin-Jacobson

Vice Chair for Administration CHDS Cristian Murray

Finance Manger Ramanie Perera

Associate Finance Director Shehzad Mughai

Gen Med Practice

Hialeah Cardiology

Family Med Clinic and Practice PPW

Pediatrics Clinic and Practice PAC

Key West

6 1/9/2009

11:21 AM

UMMG Key Responsibilities • Practice Improvements – Strategic planning

– Practice restructuring – Compensation plans – Taxation models

– Funds flow

• Revenue Cycle Improvements and implementation of CBO 7

UMMG Key Responsibilities •

Develop business plans for new practice sites and initiatives

•

Represent the practice in local, regional, state and national functions

•

Foster strong relationships with referring physicians

•

Identify an implement a primary care and community health delivery system strategy

•

Establish and oversee faculty orientation program

8

UMMG Key Responsibilities • Improve profitability of UMMG business lines • Assist in EMR implementation • Prepare annual budget • Monitor physician productivity

9

UMMG FY10-11 INITIATIVES • Reconstitute structure • Focus on EMR implementation • Focus on revenue cycle changes • Focus on access • Optimizing system performance through stronger practice to hospital referrals

10

UMMG FY10-11 INITIATIVES • A bias towards the development of primary care network(s)

• Focused and coordinated clinical outreach development • Establish principles that govern behavior and decision making • Establish more multidisciplinary site based clinics 11

UMMG PRINCIPLES • Patient-centric Care • Disease-centric Care (Multidisciplinary Point of Care) • High Quality Care • Fostering Physician, Staff and Facility Productivity • Generation of surplus 12

UMMG Administration SharePoint Site medportal.med.miami.edu/sites/ummg

UHealth Faculty Orientation Website facultyorientation.med.miami.edu Home Welcome Session ULearn Faculty Orientation Requirements Brief History of the UM Leonard M. Miller School of Medicine About UHealth UCare UMMG Policies and Procedures Clinical Department Clinical Systems Faculty Affairs Benefits Campus Map

UHealth New Faculty Orientation

UHealth Faculty Orientation Website (continued…)

www.uhealthsystem.com/facultyorientation/ •

Can be accessed from time of hire

•

Provides direct link to required orientation elements to be completed prior to providing patient care

•

Provides a handy copy of the Departmental Onboarding Checklist

•

Useful faculty resource as career at UM continues with updated policies and clinical systems information

UHealth and the Studer Group

+

Outcomes-based health consulting firm

Teach evidence-based tools & processes to help create & sustain service & operational excellence

HARDWIRE PATIENT-CENTERED CULTURE OF TEAMWORK & EXCELLENCE

Branded Initiative

UCare “U Can Achieve Real Excellence” Make UHealth a better place for Employees to work Physicians to practice Patients to receive care.

UCare Leadership Development Institute (LDI) Quarterly educational session to provide leaders (physicians, administrators, managers) with tools, resources, and training that support a patient centered culture.

17

UMMG Clinical Indicators-FY 2011 OUR MISSION The University of Miami Health System delivers high-caliber, compassionate health care; advances patient care through applied research; educates the next generation of medical leaders; and contributes to a healthier world.

Service (20%) Patient Loyalty*: Hospital Based Clinics: Likelihood to Recommend Practice: 90th Rank Baseline (FY 10): 84th Rank Likelihood to Recommend Provider: 90th Rank Baseline (FY 10): 85th Rank Non Hospital Based Clinics: Likelihood to Recommend Practice: 90th Rank Baseline (FY 10): 71st Rank Likelihood to Recommend Provider: 90th Rank Baseline (FY 10): 99th Rank 1st Case OR on time Start: Increase the percent of physicians being on time for 1st case OR at UMH; UMHC/SCCC and ABLEH to 86%.

People

Quality

Growth

Turnover: Overall employee turnover: UMMG (including Faculty and Staff): < 6.9% Baseline (FY 10): Turnover: 6.9%

PQRI Measures:* Track and report at least 3 PQRI measures in each clinical department and achieve a high enough score to receive CMS incentive payment.

New Patient Visit*: 3rd available appointment for 90% of the new patient visits is within 1 -3 weeks out.

UChart Competency*: 100% of Faculty and Staff passing competency assessment on UChart.

Hand Hygiene: Achieve 90% physician compliance for hand hygiene at ABLEH; UMH and UMHC/SCCC.

LDI Participation*: Increase the participation of leaders at LDI to 90% unexcused. Baseline (FY 10): UMMG: 49% Telephone Etiquette*: 100% staff participation on CBL on Telephone Etiquette. 90% Compliance on Audit conducted for telephone etiquette.

* Mandatory goals for UMMG leaders, if applicable

Finance(30%) Operating Income*: Achieve operating income target. Account Receivable Days: Achieve 100% compliance for providers closing encounters within 48 hours.

Surgical Volume: Achieve the targeted surgical volume (UMMG only) at UMH and ABLEH. Imaging Volume: Achieve targeted imaging volumes at UMHC/ABLEH. Chemotherapy Volume: Achieve targeted chemotherapy volumes at UMHC Sylvester. Rad Onc Volume: Achieve targeted Rad Onc volume at UMHC Sylvester. Track ONLY: Number of patients per room per session by Department/Division.

Baseline Information in orange

Fundamentals of Communication A

Acknowledge Acknowledge & greet

I

Introduce

Introduce yourself & your title/position

D

Duration

Advise of duration

E

Explain

Explain details of procedure/intervention

T

Thank You

Always thank your customers

University of Miami Medical Group (UMMG) Policies and Procedures • umdoctors.com • Policies and Procedures (gray bar) • Medical ID and password

20 1/9/2009

11:21 AM

UMMG Master Schedule Policy Defines clinic sessions: UMMG Enforcement Policy  Hours of regularly scheduled sessions (continued…)

 Release of open slots  More efficient use of overbook slots

21 1/9/2009

11:21 AM

UMMG On-Time Clinic Start Policy Sets parameters to minimize patient wait times, …) particularly at the start of clinic sessions.

22 1/9/2009

11:21 AM

UMMG Consulting Policy

UMMG Consulting Policy For many years the provisions of the University of Miami Faculty Manual that deal with consulting activities did not apply to UMMG members. A separate UMMG policy on consulting activities, and the UMMG Bylaws, had mandated that all consulting activities of UMMG members be performed under UMMG oversight and that all revenue from those activities be recorded as Practice income, with partial redistribution back to the member via non-uniform departmental rules. After a deliberate process, a new consulting policy has been approved that allows for non-clinical consulting activities, including expert witness testimony, to be performed by any Faculty member as an independent contractor under the provisions of the Faculty Manual, similar to those activities of any other University Faculty, with minor limitations that pertain to specific situations common to the practice of Medicine.

UMMG Interaction with Industry Policy •

As a result of AAMC recommendations and policy changes at other Academic Medical Centers, Clinical Operations comm. charged with revision of existing (3/04) policy in Jan. ‘06.

•

Fourteen provisions of the policy have been sequentially revised and each approved by the UMMG Executive comm.

•

Final new policy language approved by Exec Feb. ’08

•

Policy Revisions Implementation: July ‘09

UMMG Physician Mentoring • Physician Mentoring is a low profile and effective method of identifying disruptive behavior at its onset, and managing it before it effects the work environment • It is a JCAHO 2009 required process in dealing with disruptive behavior and preventing the development of a hostile work environment

Risk Management Risk Avoidance and Reduction can be tied into policies that improve the work environment and allows UHealth to deliver more patient-centric care.

UMMG Enforcement Policy UMMG members are responsible for complying with the provisions of all UMMG policies. Each practitioner is accountable to his or her Chair for adherence to these policies. Full disclosure of actions related to compliance with these policies is expected.

27

UMMG Enforcement Policy (continued…) The list below describes the minimum expected consequence for deviations from UMMG policies:

1. Unintentional and minor deviation from policy Action: Verbal reprimand from department Chair or delegated supervisor.

2. Subsequent unintentional deviation from policy Action: Written reprimand from department Chair and warning that any further infractions would result in a fine. 28

UMMG Enforcement Policy (continued…) 3. Intentional or flagrant or repeated offenses. Action: Minimum fine of 5% of monthly salary, based on previous 12-month average. Higher amounts may be imposed if deemed appropriate by the nature of the infraction.

4. Additional intentional or flagrant or repeated offenses; or significantly egregious offense. Action: Termination from medical staff, including relinquishment of clinical privileges or termination from employment, as deemed appropriate, in accordance with pertinent University/Faculty guidelines. 29