Emergency Department Directors Academy Phase I Spring 2020 New Physician Recruiting and Orientation DESCRIPTION Does your system consist of a) "You want to interview, OK come see me during my shift tomorrow" b) “Now that you have completed the tour, here is a copy of the chart. Good luck!"? The presenter will describe the successful and effective recruitment and orientation processes to ensure success. Successful recruitment requires an elaborate organization of reviews and interviews and a thorough understanding of the candidate’s capacity and aspirations. Effective orientation incorporates substantial exposure to the EDs processes, policies, support systems, and operations prior to beginning clinical activities. The participant will be given a case study guidebook to help you develop orientation materials for your own emergency department. OBJECTIVES • Develop and implement an effective recruitment process. • List necessary recruitment reviews and interviews. • Explore candidate’s capacity and aspirations. • List necessary components of practitioner orientation. • Design orientation checklists and materials. • Define and give examples of physician orientation plans. • New Physician Recruiting and Orientation 2/5/2020, 10:15 AM - 11:15 AM FACULTY: Stewart Ross Coffman, MD, FACEP DISCLOSURE: (+) No significant financial relationships to disclose
Transcript
Emergency Department Directors Academy Phase I Spring 2020 New Physician Recruiting and Orientation DESCRIPTION Does your system consist of a) "You want to interview, OK come see me during my shift tomorrow" b) “Now that you have completed the tour, here is a copy of the chart. Good luck!"? The presenter will describe the successful and effective recruitment and orientation processes to ensure success. Successful recruitment requires an elaborate organization of reviews and interviews and a thorough understanding of the candidate’s capacity and aspirations. Effective orientation incorporates substantial exposure to the EDs processes, policies, support systems, and operations prior to beginning clinical activities. The participant will be given a case study guidebook to help you develop orientation materials for your own emergency department. OBJECTIVES
• Develop and implement an effective recruitment process. • List necessary recruitment reviews and interviews. • Explore candidate’s capacity and aspirations. • List necessary components of practitioner orientation. • Design orientation checklists and materials. • Define and give examples of physician orientation plans. • New Physician Recruiting and Orientation
2/5/2020, 10:15 AM - 11:15 AM FACULTY: Stewart Ross Coffman, MD, FACEP DISCLOSURE: (+) No significant financial relationships to disclose
Stewart Coffman, MD, MBA, FACEPEmergency Department Directors Academy
New Physician Recruiting and Orientation
What do you want as a Medical Director?
• Fill a staffing hole• Hire the Best and Brightest• Hire ‘B’ team player…get ‘B’ team
results.
Recruiting
Recruiting…and Retention
• It takes you away from your FAMILY!• It takes your TIME!• It costs MONEY!• It causes MANAGEMENT ISSUES!
25
By the numbers…
• 25% of newly hired physicians leave within 3 years
50
By the numbers…
• 25% of newly hired physicians leave within 3 years• 50% of physicians list “poor cultural fit” as their reason for voluntary
separation
72
By the numbers…
• 25% of newly hired physicians leave within 3 years• 50% of physicians list “poor cultural fit” as their reason for voluntary
separation• 72% of the physicians that put geography first start looking for a new
job within 2 years
400,000
By the numbers…
• 25% of newly hired physicians leave within 3 years• 50% of physicians list “poor cultural fit” as their reason for voluntary
separation• 72% of the physicians that put geography first start looking for a new
job within 2 years• Each departure costs ~ $400,000*
*NEJM Career Center, Jan/Feb 2015; “The Staggering Costs of Physician Turnover.”
Where to now?
Finding the perfect fit…
How do you spot the ‘A’ team?
Successful Recruiting
• Robust hiring process• Communicate Mission, Vision, Values early• Consider cultural fit throughout process• Use Behavioral Based interviewing to bring out misalignment• Recruiting should flow seamlessly into onboarding
Cultural fit- What are you really looking for?
• Long term player• They add value• Team player• Quick learners• They don’t add
Behavioral Based Interviewing• Behavioral competencies critical in excelling in
a particular position
• Important in jobs that have high turnover and costs
• Time consuming• Takes practice
• Select questions based upon most important characteristics you’re recruiting for:• Patient-centered care• Clinical quality• Collaboration and communication• Flexibility• Create a positive environment
• Participate in recruiting process• Introduce orientation and onboarding
program • Identify mentor• Schedule check-ins with new hires within
30 days of start• Identify and groom young stars for
leadership • Conduct exit interviews to assess for issues
Orientation and Onboarding
Onboarding- Mechanism through which new employees acquire necessary knowledge, skills, and behaviors to become successful employees
Orientation- Part of the onboarding process in which new employees are introduced to coworkers and receive information about topics such as working hours, performance standards, company benefits, IT systems, billing, and their specific facilities
Orientation and Onboarding
Shadow shift• Combine with facility orientation• Familiarize the new provider with ED processes
and nuances• Observational only without direct patient
interaction
Orientation shifts• Time spent as additional provider• Must have clinical privileges and IT access• Schedule alongside MD or AMD• Takes patients, makes dispositions, not
responsible for patient flow• Schedule 2 orientation shifts prior to 1st regular
shift
Orientation and Onboarding• Orientation Checklist• Ensures comprehensive orientation
