Hawaii PSP 2012 Understanding the Performance Sharing Program
2
Reward for Results
• New incentive programs
Performance Sharing Program (PSP): LMP bargaining
Variable Pay Program (VPP): leaders and non-bargaining
• Important component of Total Compensation
• Help region achieve goals and you earn extra money
• Reward is earned for results you help us achieve
3
Why Reward for Results
“We’ve been providing high quality care and service to Hawaii for over 50 years.
Reward for Results is an incentive for each of us to
work together to become a successful and sustainable
organization for the next 50!”
Thomas Risse
Chief Financial Officer
Winona White
V.P. of Human Resources
Eligibility
• Hawaii Nurses Association, OPEIU Local 50 employees
• Part of the Labor Management Partnership (LMP) and party to the National Agreement
Benefits of the PSP
• Enhanced Line of Sight for employees
• Improvements aligned with regional goals
• Reward and recognition based on where employees directly affect members’ care and service experiences
6
How does the PSP work?
Step 1: You help us deliver on regional financial goal
Step 2: You help us achieve our PSP goals
Step 3: You receive your reward
7
Step 1: What you can do
Regional Financial Goal – Operating Margin Turn of lights when you leave a room
Ask yourself if you really need to print that document
Watch for waste in your department
Actively manage expenses
Commit to actions that help us improve Point-of-Service collections
Encourage your friends to join KP – more commercial members means better financial results!
Financial Goal for PSP is the higher of…
A) Operating margin goal for the program year
OR
B) Positive operating margin
8
Step 1: How funding works
SCENARIO 2 NO PAYOUT
Maximum Funding Operating Margin
SCENARIO 1
Partial Funding
SCENARIO 3 Full Funding
Minimum Funding Operating Margin A) Above goal or B) positive -- whichever is higher
9
Step 2: What You Can Do
Service35%
Quality30%
People20%
Affordability15%
2012 PSP Goals
Service
Quality
People
Affordability
Our 2012 Performance Goals metrics
Quality • TJC composite score • patient falls—1K patient days • clinic immunization medication errors
Service • nurse communications—HCAHPS • pain management—HCAHPS • satisfaction with nursing team
People • number of injuries • completion of THA
Affordability • Common Lost Time days
Service 2012 tips: HCAHPS nurse communication
Improve scores of positive member responses to “nurse communications” questions on HCAHPS survey, from 76.9% to:
Minimum: 77.9%
Target: 79.9%
Maximum: 81.0%
What you can do • Engage staff nurses in rounding on patients every hour. • Use the four Ps of hourly rounding: Positioning, Pain,
Personal hygiene, and Physical environment. • Listen carefully to patient and member needs,
requests, and concerns; address them clearly and thoroughly.
• Give your name when entering a patient’s room or addressing family members; always ask patients and family whether they need anything before you leave.
• Before patients are discharged, discuss after care instructions and give care-gap summaries to steer patients to preventive screenings.
• Use service techniques based on the AIDET model: Acknowledge, Introduce, Duration, Explanation and Thank you.
Service 2012 tips: HCAHPS pain management
Improve scores of positive member responses to “pain management” questions on HCAHPS survey, from 70th percentile to:
Minimum: 75th
Target: 80th
Maximum: 90th
What you can do • Use the four Ps of hourly rounding: Positioning,
Pain, Personal hygiene, and Physical environment. • Establish patients’ expectations concerning the
pain that they may feel and how it can be handled.
• Monitor patient pain levels consistently using pain scales.
• Reassess patients pain level one hour after medication. Communicate verbally and on care board when next pain medication will be given.
• Work with your unit-based team to research how to improve pain management
Service 2012 tips: PSAT satisfaction with nursing team
Increase scores on the PSAT measure of satisfaction with the nursing team from 90% to:
Minimum: 90%
Target: 91%
Maximum: 92%
What you can do • Engage staff nurses in rounding on patients every
hour. • Practice AIDET • Demonstrate understanding and personalize your
care • Express confidence in the clinician and your
nursing team • Be warm and caring in your interactions and
SMILE (even on the phone)—it makes a difference • Work with your teams to understand service
scores and find ways your team can improve
Quality 2012 tips: TJC composite
Increase TJC Composite score from 98.7 to:
Minimum: 98.8 score
Target: 99.0 score
Maximum: 99.6 score
What you can do • Emphasize the importance of taking needed
medication and reporting or addressing pain levels.
• Identify missing labs and screenings; flag for practitioners.
• Try tests of change to reduce surgery related complications such as the use of clippers on surgical sites, rather than shaving, which can lead to nicks ripe for infection.
Quality 2012 tips: Patient falls
Reduce patient fall rate, calculated as the number of falls per 1000 patient days from 2.8 to:
Minimum: 2.7
Target: 2.6
Maximum: 2.5
What you can do • Use huddles to identify and coordinate care of
fall-risk patients and hourly rounding to assess patient needs.
• Give patients who are high-risks for falling color-coded identifiers such as yellow arm-bands or red socks.
• Place call lights within patients’ reach; have them demonstrate use upon admission to unit.
• Turn on bed alarms to alert staff to patients who are trying to get out of bed or sit up.
• Keep path to patient’s bathroom clear and free of clutter and spills.
Quality 2012 tips: Medication errors
Reduce the percentage of medication errors in clinic immunizations from the baseline of 17 to:
Minimum: 20% reduction
Target: 40% reduction
Maximum: 60% reduction
What you can do • Maintain current immunization knowledge of
vaccines and recommended immunization schedule by the Centers for Disease Control and Prevention.
• Verify correct patients and orders using immunization history, pre-visit summary, or other tools.
• Consult with physician for any needed follow up instructions for patient; contact patient or parent/guardian to carry out instructions.
• Avoid distractions when giving medication.
People 2012 tips: Workplace injuries
Reduce number of workplace injuries among HNA staff from 93 to:
Minimum: 84 (10% reduction)
Target: 74
(20% reduction)
Maximum: 65
(30% reduction)
What you can do • Use sliders and other lift aids, and ask others for
help when handling patients. • Eliminate clutter and tripping hazards from your
work area. • Get an assessment of your work station to make
sure it’s ergonomically sound. • Make sure your computer monitor is at eye level;
make sure your wrists are horizontal (not bent) while using the keyboard or mouse.
• Have safety conversations with your co-workers, and record them at kphirewards.com to receive Mahalo Points
• Speak up if you see something unsafe.
People 2012 tips: Total Health Assessment
Increase the percentage of HNA staff who complete the Total Health Assessment from 9.6% to:
Minimum: 40%
Target: 50%
Maximum: 75%
What you can do • If you haven’t already in 2012, take the THA
yourself: kp.org/hwf • Take time to assist team members who are less
computer savvy with completing the online assessment.
• Organize a healthy walk, salad potluck, or lunchtime exercise activity for your unit and hand out instructions on how to take the THA.
• Keep your numbers handy: correct height, weight, blood pressure, etc.
Affordability 2012 tips: Common Lost Time
Reduce Common Lost Time from 12.3 days to:
Minimum: 12.2 days
Target: 11.3 days
Maximum: 10.3 days
What you can do • Understanding sick leave and time-off policies,
improving work relationships, and committing to the best patient care and service will lead to wise use of sick time.
• Survey team members to check staff understanding of sick leave or confusion about leave eligibility.
• Encourage colleagues to plan time off in advance and talk to supervisors about scheduling needs.
• Keep a calendar so you’re aware of how often you call in sick.
• Experiment with trading shifts, but check the union contract first.
Potential payouts for minimum and target goals
21
Step 2: Impact of Regional Strategic Goals
Minimum:
Level of Each Goal Achievement
Target:
Maximum:
QUALITY
PEOPLE
SERVICE
AFFORDABILITY
= payout level is based on goal achievement
22
Step 3: Your payout
WHAT WE WANT! WHAT WE DON’T WANT!
Good Financial Results
Financial performance funding
and
2012 Strategic goal results
and
Incentive opportunity =
Reward amount paid in 2013
Poor Financial Results
No funding
=
Improve in 2013 so we can earn a 2014
payout
23
Next Steps
Understand the PSP goals and measures
Meet with your UBTs
Research ways to reach goals on lmpartnership.org website
Discuss these goals with your manager
Help the region achieve our goals so you can maximize your potential reward!
You can make a difference!
Questions?