Create a complete job description for the Benefits Manager position using O*NET.

You will prepare the SHRM case analysis on “Designing a Pay Structure” which consists of your completion of Tasks A–J that simulates the creation of a compensation system for an organization in meeting its goals and supporting its mission. In your analysis, respond to the following tasks found in the case study.

Your case analysis should consist of:

  • Task A: Create a complete job description for the Benefits Manager position using O*NET.
  • Task B: Calculate the job evaluation points for the administrative assistant, payroll assistant, operational analyst, and benefits manager jobs. Provide a rationale for assigning specific degrees to the various jobs.
  • Task C: If there were any outliers (i.e., extreme data points) in the data, what would you recommend doing with them? From this point forward, assume no extreme data points exist in the dataset.
  • Task D: Conduct a simple regression in Excel to create a market pay line by entering the job evaluation points (on the X axis) and the respective weighted average market base pay (on the Y axis) for each benchmark job.
  • Task E: What is your R squared (variance explained)? Is it sufficient to proceed?
  • Task F: Calculate the predicted base pay for each benchmark job.
  • Task G: Because your company wants to lead in base pay by 3 percent, adjust the predicted pay rates to determine the base pay rate you will offer for each benchmark job.
  • Task H: Create pay grades by combining any benchmark jobs that are substantially comparable for pay purposes. Clearly label your pay grades and explain why you combined any benchmark jobs to form a grade.
  • Task I: Use your answer to Task H to determine the pay range (i.e., minimum and maximum) for each pay grade.
  • Task J: Given the pay structure you have generated, consider the following: Does this pay structure make good business sense? Do you think it is consistent with the organization’s business strategy? What are the implications of this pay structure for other HR systems, such as retention and recruiting?
  • Your analysis of this case and your written submission should reflect an understanding of the critical issues of the case, integrating the material covered in the text, and present concise and well-reasoned justifications for the stance that you take. You are to complete this case analysis using Excel in a spreadsheet analysis format.

You may discuss your case analysis Assignment with the class, but you must submit your own original work.

Case analysis tips: Avoid common errors in case analyses, such as:

●  Focusing too heavily on minor issues.

●  Lamenting because of insufficient data in the case and ignoring creative alternatives.

●  Rehashing of case data — you should assume the reader knows the case.

●  Not appropriately evaluating the quality of the case’s data.

●  Obscuring the quantitative analysis or making it difficult to understand.

Typical “minus (–)” grades result from submissions that:

●  Are late.

●  Are not well integrated and lack clarity.

●  Do not address timing issues.

●  Do not recognize the cost implications or are not practical.

●  Get carried away with personal biases and are not pertinent to the key issues.

●  Are not thoroughly proofread and corrected.

Make sure your document includes:

• Your name

• Date

• Course name and section number

• Unit number

• Case name

• Page numbers

The case analysis should contain Tasks A–J stated in the case. Check for correct spelling, grammar, punctuation, mechanics, and usage. Citations should be in APA style.

Here is the Assignment grading rubric.

Assignment submission: Before you submit your Assignment, you should save your work on your computer in a location that you will remember in Excel format. Save the document using the naming convention: Username_Unit4_Assignment.xlsx. Submit your file by selecting the Unit 4: Assignment Dropbox.

HELPFUL NOTE:

To My Students:

I just wanted to reach out in advance regarding the Unit 4 Assignment.  The case study presented asks you to work through calculations for a pay structure involving 5 different positions.  This is a pretty heavy set of tasks to accomplish in one week.  Fortunately, I have been able to readjust this a bit so that the work load would be manageable in a week’s time.

FOR THE UNIT 4 ASSIGNMENT, YOU ONLY NEED TO CALCULATE FOR THE FRONT DESK RECEPTIONIST AND THE BENEFITS MANAGER POSITIONS.  You do NOT have to calculate for the other 3 positions:  Administrative Assistant, Payroll Assistant, Operations Analyst.

Additionally, since this involves math (and a little statistics), I have put together supportive material (see below) to help guide you through how to do this.  PLEASE just follow the guidance below and you will be able to move through this easily.

PLEASE be sure to not wait until the last minute to do the Unit 4 Assignment.  There’s a lot to it, so I don’t want anyone to be surprised.

I can’t provide a sample since that would contain the answers… But that’s okay, you can take this piece by piece..!  PLEASE READ THESE DETAILS BELOW CAREFULLY.  If you take it slowly, this goes pretty well.  (And!  If you get to the math portion below and you feel out of your element, PLEASE touch base with the Math Tutor (see separate announcement about Academic Support Centers for links).  They offer wonderful assistance!

First, let’s take this steps..!

In Task A, you have to create one job description for the Benefits Manager. There are details in how to approach this and in the Appendix there are other job descriptions for the other positions so you can see how these should look. The case study provides suggestions about where to go to get info on this job description. So please read through those details for more guidance.

Next, in Task B,  you will calculate the job evaluation points for positions. If you look just above the Task B item (on the previous page), you’ll see info and a sample of how to do this based on the receptionist position. Don’t forget to provide your rationale for the job evaluation points assigned. Use those same items as in the sample chart – Skills, Responsibility, Effort (and their subcategories).  You can change up the percentages these are worth as you see fit for each job…   Please be sure to remember that you have to take into consideration what would be required for each of the elements in the job evaluation – again read the sample that gets you started.  For instance, in the education area, please remember that the weight would be more for a job that needs a Bachelor’s degree rather than a high school diploma/GED.  Please also be sure that you multiple the Degree times the Weight to get the Points for each line (far right item).  Then total that Points column at the bottom. This needs to be done for each Benchmark job.  And each one should have a different Points total as they have different requirements from each other.

And in Task C, here’s a little further help/guidance with regard to completing this.  The first part deals with what to do with outliers. That would require you to address this via text in your document. (Again your readings will support this, and you can also do more research online if you’d like.  Don’t forget to use supporting citations when you can – these strengthen your academic work..!)

The second part deals with calculating weighted means. (This isn’t as bad as it sounds – I promise..!)

Weighted means of base pay should be calculated for each benchmark job from the survey data. Weighted means, as compared to simple means, are calculated to better represent the market data (Milkovich & Newman, 2008). A simple mean would be calculated by adding up the average base pay rates and dividing by the number of organizations (six in this case); but small and large companies would both be given the same weight if using a simple mean. A weighted mean gives equal weight to each job incumbent’s wage and thus is more representative of the data. For example:

            Mean      # of employees

Co. A    30,000           2

Co. B    15,000          10

The simple mean salary is $22,500.

[(30000 + 15000) / 2 = 22500]

But the weighted mean salary is $17,500.

[(2/12 * 30000) + (10/12 * 15000) = 17500]

For each position, you take the number of employees in Co. A, which is 2.  Divide that into the total number of employees in all companies, which is 12.  Or 2/12…  Which equals 0.16667.

Then multiply that by the mean salary in Co. A, which is $30,000.

So, 30,000 times 0.16667 equals 5,000.

Then for the next company, Co. B, you do the same with those numbers. You take the number of employees in Co. B, which is 10.  Divide that into the total number of employees in all companies, which is 12.  Or 10/12…  Which equals 0.833333.

Then multiply that by the mean salary in Co. B, which is $15,000.

So, 15,000 times 0. 0.833333 equals 12,500.

Then you take the $5,000 from the first company and the $12,500 from the second company and add them together to get the $17,500 weighted means.

—————————–

Do this for the Front Desk Receptionist and the Benefits Manager companies.

For Task D, you are asked to do some statistics with a regression analysis.  Don’t worry..!  Keep reading and you will see a link to an online calculator that can help you with this!  😉

Regression analysis is “the statistical tool for the investigation of the relationship between variables” (Sykes n.d.). It is used when data is analyzed to determine the causal effect of one variable upon another variable. For example, the effect of the increased cost of a gallon/litre of gasoline/petrol on the demand for that product is determined via “regression analysis”.

If you want to do the regression analysis calculation in Excel (rather than using the online calculator link that is below), you can go to:

http://www.law.uchicago.edu/files/files/20.Sykes_.Regression.pdf – here you will find the article “An introduction to Regression Analysis” by Dr. Alan Sykes that may help you understand regression analysis more clearly and help you in answering the discussion questions below.

Video for how to run the regression analysis in Excel:

http://www.wikihow.com/Run-Regression-Analysis-in-Microsoft-Excel

NOTE: I have Excel 2010, so getting the Regression Toolpak added in was easy. You may have to add this Excel Analysis Toolpak in – no matter what version of Excel you may have. Here is link to how to add that toolpak, for the various Excel versions:

http://office.microsoft.com/en-us/excel-help/results.aspx?qu=data+analysis+toolpak&ex=1&origin=HP001127724

AND FINALLY, IF YOU WANT TO JUST USE AN ONLINE SIMPLE REGRESSION CALCULATOR FOR TASKS D AND E (GETTING THE R SQUARED NUMBER BUT STILL YOU HAVE TO ANSWER THE QUESTION IN TASK E AS WELL…) (AND SKIP USING EXCEL), YOU CAN GO HERE:

http://www.graphpad.com/quickcalcs/linear1/

Here you would plug in your Job Evaluation Points for each position in Task B (under the X column), and also the corresponding weighted average salary for each position in Task C (under the Y column).  It would look something like this:

Regression Analysis
Job Evaluation Weighted
Points Avg. $
X    Y
Recept. 120 19944.44
Admin Asst. 145 29458.33
Pay Asst. 175 34000
Ops Analyst 215 56875
Ben Mgr. 245 62900

NOTE:  THE JOB EVALUATION POINTS YOU HAVE WILL BE DIFFERENT FROM THE EXAMPLE ABOVE.  EVERYONE WILL HAVE SLIGHTLY DIFFERENT POINT VALUES, AND THAT IS PERFECTLY OKAY.  THE WEIGHTED AVERAGE SALARIES THOUGH MUST MATCH THE ONES IN THIS EXAMPLE.  SO IF YOU DIDN’T QUITE GET THE ANSWERS RIGHT FOR TASK C, PLEASE GO AHEAD AND USE THESE WEIGHTED AVERAGE SALARY FIGURES.

Once you run your simple regression through the calculator link (http://www.graphpad.com/quickcalcs/linear1/), you will get results that will look something like this (yours will be different since everyone will have different job evaluation points that they created in Task B – again, that’s perfectly okay):

Best-fit values

Slope

360.33 ± 36.29

Y-intercept

-24324.19 ± 6737

X-intercept

66.31

1/Slope

0.002798

95% Confidence Intervals

Slope

241.9 to 472.9

Y-intercept

-45137 to -2262

X-intercept

9.211 to 96.90

Goodness of Fit

R square

0.9700

Sy.x

3683

Is slope significantly non-zero?

F

96.99

DFn,DFd

1,3

P Value

0.0022

Deviation from horizontal?

Significant

Data

Number of XY pairs

5

Equation

Y = 360.33*X – 24324.19

**************

Note: I’ve gone through this material and it really does provide useful info that can basically hold your hand through this process. So I encourage you to take a look and follow along – I hope it you find this helpful! (I really think you will!)

Now, let’s focus on the next bit to get you started..! The first item that Task D asks for is: Identify the slope and y-intercept and write the equation for the market pay line.

Regression creates a “line of best fit” by merging the job evaluation points (X) and the external salary data (Y). The resulting regression line is used to predict the base pay (Y) for a specific number of job evaluation points (X). The equation for the simple regression line (as it is for any line) can be represented as: y=mx+b; in which:

y =the predicted base pay
m =the slope of the line
x =the job evaluation points
b =the y-intercept

So, for example, if the regression results show that m = 400 and b is -20000, then the equation is y=400(x) – 20000 and the predicted pay rate for a job assigned 100 points would be y= 400(100)-20000, or $20,000.

The regression output will also show information about how good the regression line fits the data. Specifically, look at the “R squared” in the regression output. Generally, the R squared, referred to as variance explained, should be .95 or higher. If R squared is significantly lower than this, there may be problems stemming from the job evaluation step. For example, the points assigned to certain benchmark jobs may be off – i.e., not make sense given the level of tasks, duties and responsibilities required for the job and the knowledge, skills and abilities needed by the job incumbent. If this is the case, re-examine the job descriptions and reconsider the points assigned to the benchmark jobs. Alternatively, there may be errors in the weighted average calculations. After conducting the regression again, examine the new R squared.

To calculate the slope of the market pay line, look in the Excel regression output for the “Coefficient of the X Variable.” The y-intercept is located in the regression output as the “Coefficient of the Intercept.” Be sure to write out the regression equation appropriately. Here’s an example:

Y = m(x)+b
Y = 360.33(x) -24324.19

This means that each job evaluation point is worth $360.33 based on the figures I used.  PLEASE remember that everyone will have different figures based on how they planned their job evaluation points.  And that’s fine..!  It’s perfectly okay for different people to have different numbers for this.

For Task E, the sample R squared from above is .9699 (or .97 when rounded up).  The description below tells you about R squared and how to interpret it:

R-squared is a statistical measure of how close the data are to the fitted regression line. It is also known as the coefficient of determination, or the coefficient of multiple determination for multiple regression.

The definition of R-squared is fairly straight-forward; it is the percentage of the response variable variation that is explained by a linear model. Or:

R-squared = Explained variation / Total variation

R-squared is always between 0 and 100%:

  • 0% indicates that the model explains none of the variability of the response data around its mean.
  • 100% indicates that the model explains all the variability of the response data around its mean.

Please check your R-squared to proceed with your response.

——————————————-

PLEASE BE SURE TO ANSWER TASK E’S QUESTION:  What is the R squared?  And is it sufficient to proceed?

For Task F:

Let’s have you do the basic math:

Here’s the formula to use: y=mx+b, where x is the job evaluation points, b is the y-intercept, and m is the slope coefficient from the regression. So you can use this formula:

Y = 360.33(x) -24324.19

as the predicted base pay for each job.

Just insert for (x), the job evaluation point number that you created in Task B.  Each job evaluation point number will be different, so you’ll get a different output for each position.

So your calculations would be:

-Y = 360.33 times (the job evaluation point number that you created in Task B for the receptionist) minus 24324.19     (Note:  Y would be the answer to the calculations above…)

-Y = 360.33 times (the job evaluation point number that you created in Task B for the benefits manager) minus 24324.19     (Note:  Y would be the answer to the calculations above…)

Then for Task G, you take each of the answers for Task F, and increase them by 3% (as the case states the policy will be to lead base pay by 3%).

Your calculation would be:

-Take your answer for the receptionist in Task F, and multiply it by 1.03.

-Take your answer for the business manager in Task F, and multiply it by 1.03.

For Task H, you create pay grades for the job, put them in the grades, and be sure to explain what each pay grade represents and why you put the positions into those grades. No calculations are needed here.  You can select 2 pay grades (you can name them A, B, or 1, 2,…  or whatever you would like).  Then based on the predicted pay that you just did, and taking into consideration the skills required, place these into the necessary pay grade and provide a rationale as to why you you put that job there.  (Everyone may end up with a slightly different answer to this item, and that’s fine!)

For Task I, you’ll show the minimum and maximum for each pay grade. You’ll use the pay figures for the positions from Task H here to show these. So if you have 2 positions in one pay grade – the lower position would be the minimum… The higher one would be the maximum.  Then calculate the average for the two positions.  (Add them together, and divide by 2 for the average.)  Note:  If you have just one position in a pay grade, then you just have the one pay for an average and that’s it…

Then finally, apply the percent guidelines provided in the case to determine the pay ranges.  So if the case calls for 10% above and below the midpoint, calculate as follows:

Take the minimum pay, and multiply by 1.10.  Take the maximum pay, and multiply by 1.10.  (If you only have one position in a pay grade, take that pay and multiply by 1.10 (which is 10% above) and then multiply again with that same pay and this time multiply by .90 (which is 10% below the midpoint).  Now you’ve created minimums and maximums as defined by the case for each pay grade..!

And for Task J, please just answer the questions..!

I think that should give you a basic guide through the assignment. I hope this is helpful, and I look forward to reading your work!

Okay, you can breathe now… (Really, this is NOT bad… I just know how folks who are math-phobic can worry, so I wanted to walk you through this..!)

Again, since this may take some folks some extra time/effort, it might not be bad to set aside time to start working on this ahead of time…  Hint, Hint, Hint…  😉

Do you need to make or suggest any changes to make it more efficient and effective? What structure will you use and implement? Explain how you will use departmentalization in your organizational structure.

This assignment focuses on how the management practices of planning, leading, organizing, staffing, and controlling are implemented in your workplace. Using the Ashford University Library and other credible online resources, find three Scholarly, Peer Reviewed, and Other Credible Sources (Links to an external site.)Links to an external site. that provide information on Amazon.com’s business structure.

Here is the scenario and situation:

Assume you are an employee working in the Amazon warehouse, and you pack orders and categorize them into small, medium, and large batches. You are considered a packer. You have experience packing all sizes and have been with the organization for two years. You are considered one of their best employees, you have a solid reputation for being a hard worker, and all of your orders are packed correctly. You have also been busy; you recently completed Amazon’s management training program, and you have completed your BABA degree at the *** School of Business and Technology at ****  University.

Congratulations: You have just been promoted to manager. You will be relocated to a new plant that is two hours away that employs 100 employees. You will oversee a team of 10 supervisors and 90 packers and will now oversee the entire warehouse operation. How will you work to use and apply the five functions of management?

Now let’s apply the five functions. In your paper, include the following sections:

• Planning: Examine the specific areas you will choose to manage that fall under the planning function.

o For example, what might be some of the things you will plan to do and implement to build an effective team and culture? People are the most important resource in any business, what do you plan to do to build a positive team culture? What processes and systems do you plan to use?

• Organizing: Assess if the present structure that Amazon has set up is working.

o Do you need to make or suggest any changes to make it more efficient and effective? What structure will you use and implement? Explain how you will use departmentalization in your organizational structure.

• Staffing: Analyze your staffing needs.

o How do you intend to staff your organization and replace members that leave or are promoted? How does the HR process apply? What things (if any) will you suggest?

• Leading: Justify the leadership theory and style you will follow to ensure efficiency.

o Will you use transformational or transactional leadership? Why or why not?

• Controls: Identify what controls and measures you will implement.

o How will you apply the four steps of control (these are in Chapter 5; i.e., establishing standards, measuring performance, comparing performance, and making decisions)?

Be sure to integrate vocabulary learned throughout this course and citations from the text to support your analysis. The paper should be five to six double-spaced pages in length, must include at least three scholarly sources, in addition to the textbook, and be formatted according to APA style guidelines as outlined in the Ashford Writing Center.

The Team Management Activity and Reflection paper

• Must be five to six double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the

• Must include a separate title page with the following:

o Title of paper

o Student’s name

o Course name and number

o Instructor’s name

o Date submitted

• Must use at least three scholarly, peer reviewed, and/or credible sources in addition to the course text.

o The Scholarly, Peer Reviewed, and Other Credible Sources (Links to an external site.)Links to an external site. table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for a particular assignment.

• Must document all sources in APA style

• Must include a separate references page that is formatted according to APA style

What are the steps in the quality improvement model and how is benchmarking involved?

This is a graded Discussion. Please refer to the Discussion Board Grading Rubric in Course Home / Grading Rubrics.

Respond to all of the following questions and be sure to respond to two of your other classmates’ postings:

 

1. What are the steps in the quality improvement model and how is benchmarking involved?

2. What are the stages in which data quality errors found in a health record most commonly occur?
3. What is the definition of risk management?
4. What are the parts of an effective risk management program?
5. What is utilization review and why is it important in healthcare?
6. What is the process of utilization review?

Please paper should be 400-500 words and in an essay format, strictly on topic, original with real scholar references to support your answers.

 

NO PHARGIARISM PLEASE!

 
This is the Chapter reading for this assignment:
 
Read Chapter 7 in Today’s Health Information Management.

INTRODUCTION

Quality health care “means doing the right thing at the right time, in the right way, for the right person, and getting the best possible results.”1 The term quality, by definition, can mean excellence, status, or grade; thus, it can be measured and quantified. The patient, and perhaps the patient’s family, may interpret quality health care differently from the way that health care providers interpret it. Therefore, it is important to determine—if possible—what is “right” and what is “wrong” with regard to quality health care. The study and analysis of health care are important to maintain a level of quality that is satisfactory to all parties involved. As a result of the current focus on patient safety, and in an attempt to reduce deaths and complications, providing the best quality health care while maintaining cost controls has become a challenge to all involved. Current quality initiatives are multifaceted and include government-directed, private sectorsupported, and consumer-driven projects.

This chapter explores the historical development of health care quality including a review of the important pioneers and the tools they developed. Their work has been studied, refined, and widely used in a variety of applications related to performance-improvement activities. Risk management is discussed, with emphasis on the importance of coordination with quality activities. The evolution of utilization management is also reviewed, with a focus on its relationship to quality management.

In addition, this chapter explores current trends in data collection and storage, and their application to improvements in quality care and patient safety. Current events are identified that influence and provide direction to legislative support and funding. This chapter also provides multiple tips and tools for both personal and institutional use.
DATA QUALITY

Data quality refers to the high grade, superiority, or excellence of data. Data quality is intertwined with the concept of quality patient care; it refers to data that can demonstrate and represent in an objective sense the delivery of quality patient care. When the data collected are reflective of the care provided, one can reach conclusions about the quality of care the patient received.
Historical Development

The concept of studying the quality of patient care has been a part of the health care field for almost 100 years. Individual surgeons, such as A. E. Codman, pioneered the practice of monitoring surgical outcomes in patients and documenting physician errors concerning specific patients. These physicians began the practice of conducting morbidity and mortality conferences as a means to improve patient care. Building on the prior work of individual surgeons, the American College of Surgeons (ACS) created the Hospital Standardization Program in 1918. This program served as the genesis for the accreditation movement of the 20th century, which included the concept of quality patient care and the formation of the Joint Commission on Accreditation of Hospitals (JCAH) in 1951. The ACS transferred the Hospital Standardization Program to the JCAH in 1953.

Efforts to improve the quality of patient care have varied during the 20th century, beginning with the establishment of formalized mechanisms to measure patient care against established criteria. A timeline illustrating these efforts is shown in Figure 7-1. These mechanisms focused on an organization’s reaction to individual events and the mistakes of individual health care providers. A variety of quality efforts followed, including ones developed in other industries that were adapted to the health care environment. The concepts of total quality management, defined as the organization-wide approach to quality improvement, and continuous quality improvement, defined as the systematic, team-based approach to process and performance improvement, introduced the team-based approach to quality health care. These newer efforts moved the focus from individual events and health care providers to an organization’s systems and their potential for improvement.
Figure 7-1 | Quality management timeline

Accompanying the change in focus were new terms such as quality management, quality assurance, process improvement, and performance improvement. Quality management generally means that every aspect of health care quality may be subject to managerial oversight. Quality assurance refers to those actions taken to establish, protect, promote, and improve the quality of health care. Process improvement refers to the improvement of processes involved in the delivery of health care. Performance improvement refers to the improvement of performance as it relates to patient care. Regardless of the names applied and their respective approaches, most health care organizations in the 21st century are bound by the requirements of various accrediting and regulatory bodies to engage in some function that focuses on the quality of patient care.2

In order to measure patient care for quality purposes, one must first possess data. The data crucial to supporting any quality initiative are the data found in the patient health record. These data must be reliable with respect to quality. Data errors can be made during many stages, such as when data are entered into the record (the documentation process), when data are retrieved from the record (the abstracting process), when data are manipulated (the coding process), when data are processed (the indexing and registry processes), and when data are used (the interpreting process). At each stage, the data must be both consistent and accurate. Furthermore, good quality data are the result of coordinated efforts to ensure integrity at each stage. A recent focus on the legibility of handwritten data, the appropriate use of abbreviations, and their relationship to medication errors has increased pressure from accrediting agencies to improve the quality of data as a means to improve patient safety.

Quality health care management is the result of the dedication of a variety of professionals working in all levels of employment and in all aspects of health care. These professionals are supported by governmental offices at the federal, state, and local levels that define what data they require to be reported to them. When data definitions are not specified by the agency or organization requiring a report, the responsibility to define the data falls to the team or group that is responsible for collecting and disseminating the data. Fundamental to the collection and dissemination of data is the application of the appropriate collection format and reporting tools. However, before data collection can begin, there must be consensus on the perimeters of the data to be collected. The team or group should also select an assessment model, such as quality circles, PDSA, or FOCUS PDCA. Quality circles are small groups of workers who perform similar work that meet regularly to analyze and solve work-related problems and to recommend solutions to management. These groups are also known as Kaizen teams, a Japanese term meaning to generate or implement employee ideas.3 PDSA (Plan, Do, Study, Act), also known as PDCA (Plan-Do- Check-Act),4 is illustrated in Figure 7-2. FOCUS PDCA5 involves finding a process to improve, organizing a team that knows the process, clarifying the current knowledge of the process, understanding the causes of special variation, and selecting the process improvement. Figure 7-3 illustrates the FOCUS PDCA approach.

Essentially, these assessment models provide groups with guidance about how to organize the process. These models were developed largely as a result of the manufacturing industry quality movement of the 1950s and 1960s led by W. Edwards Deming, J. M. Juran, and Philip Crosby. In the 1960s, these models were applied to the health care sector by Avedis Donabedian, who separated the quality of health care measures into three distinct categories: structure, process, and outcomes.6 In the 1970s, when the Joint Commission on Accreditation of Healthcare Organizations, now known as the Joint Commission, and the Health Care Financing Administration (HCFA), now known as Centers for Medicare and Medicaid Services (CMS), began to mandate quality initiatives, health care looked to the successes of the manufacturing industry for direction and ideas.
Figure 7-2 | Plan, do, study (or check), and act assessment model
Figure 7-3 | FOCUS assessment model

The quest for quality, and the tools necessary to achieve it, eventually led to the development of the Malcolm Baldrige National Quality Award. The U.S. Congress created this award in 1987,7 which led to the creation of a new public-private partnership. Principal support for the award comes from the Foundation for the Malcolm Baldrige National Quality Award. The U.S. president announces the award annually. The award initially recognized the manufacturing and service sectors, including both large and small businesses, but it was expanded in 1999 to include the education and health care sectors; several health care organizations have applied for and received this award since then. In 2006, the program expanded even further to consider nonprofit and governmental organizations in the application process. The seven categories in which participants are judged for the Malcolm Baldrige Award are listed in Table 7-1. The focus of the evaluation centers on total quality management with emphasis on sustaining results.
Table 7-1 | Health Care Criteria in the Malcolm Baldrige Award

Leadership

Strategic planning

Customer and market focus

Measurement, analysis, and knowledge management

Workforce focus

Operations focus

Business results

Source: Malcolm Baldrige National Quality Award, http://www.quality.nist.gov Courtesy of The National Institute of Standards and Technology (NIST).

Early pioneers who applied the Malcolm Baldrige concepts found it difficult at times to achieve effective implementation and/or sustain improvement. In an effort to achieve the greatest possible savings from the improvement projects, the Juran Institute, working with Motorola, developed a methodology called Six Sigma.8 Six Sigma is defined as the measurement of quality to a level of near perfection or without defects. General Electric (GE) and Allied Signal (now Honeywell) also contributed to the development and popularity of the methodology. Part of its success is attributed to the organization of training and leadership. High-level executives are trained and appointed as “champions” to drive the program, and employees receive training and support to become certified internal experts. The amount of training one receives results in different belt levels: black belts are technical personnel who are trained to apply the statistically based methodology. Master black belts coach black belts and coordinate projects. The project team members are referred to as green belts and also receive basic process-improvement training.

The Six Sigma Improvement Methodology is similar to that of PDCA and FOCUS PDSA, but it uses five steps, known as (D)MAIC: Define, Measure, Analyze, Improve, and Control. Many components of the health care industry have applied the Six Sigma improvement methodology toward the elimination of errors rather than the correction of defects (as it has been applied in industry). The approach is similar and both ultimately strive for perfection. In light of the fact that one error can be of catastrophic consequence if it involves a sentinel event or even death, the concept of near perfection in the Six Sigma standards is important for all applications of health care delivery.

Federal Efforts Whereas the quest for quality led to the development of the Baldrige Award and Six Sigma, efforts at the federal level resulted in the formation of the Agency for Health Care Policy and Research (AHCPR) in 1989. Later changed to the Agency for Healthcare Research and Quality (AHRQ) as part of the Healthcare Research and Quality Act of 1999, this body is a scientific research agency located within the Public Health Service (PHS) of the U.S. Department of Health and Human Services. AHRQ focuses on quality of care research and acts as a “science partner” between the public and private sectors to improve the quality and safety of patient care. Over time, the agency has changed its focus from developing and supporting clinical practice guidelines to developing evidence-based guidelines. AHRQ’s mission is to develop scientific evidence that enables health care decision makers to reach more informed health care choices. The agency assumes the responsibility to conduct, support, and disseminate scientific research designed to improve the outcomes, quality, and safety of health care. The agency is also committed to supporting efforts to reduce health care costs, broaden access to services, and improve the efficiency and effectiveness of the ways health care services are organized, delivered, and financed.

AHRQ has achieved numerous accomplishments since its inception. These accomplishments range in focus from the Medical Expenditure Panel Survey (MEPS), the Healthcare Cost and Utilization Project (HCUP), and the Consumer Assessment of Healthcare Plans Survey (CAHPS), to the grant component of AHRQ’s Translation of Research into Practice (TRIP) activity and the Quality/Safety of Patient Care program. The latter program encompasses both the Patient Safety Health Care Information program and the Health Care Information Technology program. Each of the programs listed here provides valuable information to the agency. For example, the Medical Expenditure Panel Survey (MEPS) serves as the only national source for annual data on how Americans use and pay for medical care. The survey collects detailed information from families on access, use, expense, insurance coverage, and quality. This information provides public and private sector decision makers with important data to analyze changes in behavior and the market. The Healthcare Cost and Utilization Project (HCUP) also provides information regarding the cost and use of health care resources but focuses on how health care is used by the consumer. HCUP is a family of databases containing routinely collected information that is translated into a uniform format to facilitate comparison. The Consumer Assessment of Health Plans (CAHP) uses surveys to collect data from beneficiaries about their health care plans. The grant component, Translation of Research into Practice (TRIP), provides the financial support to initiate or improve programs where identified. Patient safety research is also an important element of these activities and includes a significant effort directed toward promoting information technology, particularly in small and rural communities where health information technology has been limited due to cost and availability. Other research efforts for patient safety are focused on reducing medical errors and improving pharmaceutical outcomes through the Centers of Excellence for Research and Therapeutics (CERT) program.

E-HIM

AHRQ has provided grants to increase the use of health information technology, including electronic health records.

As a result of the growing concern for the increased use of health information technology (HIT) to improve the quality of health care and control costs, AHRQ awarded $139 million in contracts and grants in 2004 to promote the use of health information technology. The goals of the AHRQ projects are listed in Table 7-2. Grants were awarded to providers, hospitals, and health care systems, including rural health care settings, critical access hospitals, hospitals and programs for children, as well as university hospitals in urban areas. The locations were spread throughout the country from coast to coast, border to border, and included Alaska and Hawaii. Many grant recipients sought to develop HIT infrastructure and data-sharing capacity among clinical provider organizations. Other grant recipients sought to improve existing systems that were considered outdated, or to install technology where it had not previously existed, such as pharmacy dispensing systems, bar coding, patient scheduling, and decision-support systems. Some grants went toward the construction of a fully integrated electronic health record (EHR), such as one effort by the Tulare District Hospital Rural Health Consortium. Some universities received grants to employ technology for disease-specific projects, such as the Trial of Decision Support to Improve Diabetes Outcomes at Case Western Reserve University; others sought to develop cancer care management programs, such as the Technology Exchange for Cancer Health Network (TECH-Net) established by the University of Tennessee; and others worked to automate tracking of adverse events, such as the Automated Adverse Drug Events Detection and Intervention System established by Duke University. Still other grants focused on promoting statewide and regional networks for health information exchange, sometimes referred to as regional health information organizations (RHIOs). The goal of these projects is to develop a health information exchange that connects the systems of various local health care providers so they can better coordinate care and enable clinicians to obtain patient information at the point of care.9 More information concerning the work of RHIOs is found in Chapter 10, “Database Management.”
Table 7-2 | Goals of the AHRQ Projects

Improve patient safety by reducing medical errors

Increase health information sharing between providers, labs, pharmacies, and patients

Help patients transition between health care settings

Reduce duplicative and unnecessary testing

Increase our knowledge and understanding of the clinical, safety, quality, financial, and organizational values and benefits of HIT

© 2014 Cengage Learning, All Rights Reserved.

Among its accomplishments of the 21st century, the AHRQ has begun certifying patient safety organizations (PSOs). These organizations were created pursuant to the Patient Safety and Quality Improvement Act of 2005 and are designed to serve as independent entities that collect, analyze, and aggregate information about patient safety. They use this data to identify the underlying causes of lapses in patient safety. PSOs gather data through the voluntary reporting of health care providers and organizations according to the terms of the Patient Safety and Quality Improvement Final Rule (Safety Rule).

A second 21st century accomplishment of the AHRQ involves the creation of the National Strategy for Quality Improvement in Health Care (National Quality Strategy). Created pursuant to the Patient Protection and Affordable Care Act, the National Quality Strategy aims to improve the overall quality of patient care, reduce costs, and improve patient health. AHRQ developed the National Quality Strategy using evidence-based results of medical research and input from a wide range of stakeholders across the health care system.

A similar effort at the federal level to improve quality patient care initiated in the U.S. Department of Health and Human Services and resulted in creation of the Center for Medicare and Medicaid Innovation. Also created pursuant to the Patient Protection and Affordable Care Act, the Center is designed to test innovative care and payment models and encourage adoption of practices that reduce costs, while simultaneously delivering highquality patient care at lower cost.

E-HIM

The U.S. President connects the use of electronic health records with improvement in quality patient care.

One of the most significant efforts to focus attention on the importance of advancing health information technology as a means to improve the quality of patient care was made by U.S. President George W. Bush. In his State of the Union Address on January 20, 2004, he stated, “By computerizing health records, we can avoid dangerous medical mistakes, reduce costs, and improve care.”10 He acted on this statement shortly thereafter, establishing a national coordinator for health information technology within the U.S. Department of Health and Human Services. This coordinator announced that a 10-year plan would be developed to outline the steps necessary to transform the delivery of health care by adopting health information technology in both the public and private sectors. Included in these steps are the EHR and a national health information infrastructure (NHII), topics that are addressed in further detail in Chapter 10, “Database Management,” and Chapter 11, “Information Systems and Technology.”

Private Efforts Concern for improving the quality of health care also moved others to action. The Institute of Medicine, a private nonprofit organization that provides health policy advice under a congressional charter granted to the National Academy of Sciences, conducted an in-depth analysis of the U.S. health care system and issued a report in 2001. This report, Crossing the Quality Chasm: A New Health System for the 21st Century,11 identified a significant number of changes that had affected the delivery of health care services, specifically the shift from care of acute illnesses to care of chronic illnesses. The report recognized that current health care systems are more devoted to dealing with acute, episodic conditions, and are poorly organized to meet the challenges of continuity of care. The report challenged all health care constituencies—health professionals, federal and state policy makers, purchasers of health care, regulators, organization managers and governing boards, and consumers—to commit to a national statement of purpose and adopt a shared vision of six specific aims for improvement.

The report did not include a specific “blueprint” or standard for the future because it encouraged imagination and innovation to drive the effort. Specific recommendations included a set of guiding principles known as the Ten Steps for Redesign, the establishment of the Health Care Quality Innovation Fund to initiate the process of change, and development of care processes for common health conditions—most of them chronic—that afflict great numbers of people. This report served as a driving force behind the funding of grants through AHRQ and the other programs that have already been identified.

The National Committee for Quality Assurance (NCQA) is another organization involved in improving health care quality. Established in 1990, this organization focuses on the managed care industry. It began accrediting these organizations in 1991 in an effort to provide standardized information about them. Its Managed Care Organization (MCO) program is voluntary, and approximately 50 percent of the current HMOs in this country have undergone review by NCQA. Earning the accreditation status is important to many HMOs, because some large employers refuse to conduct business with health plans that have not been accredited by NCQA. In addition, more than 30 states recognize the accreditation for regulatory requirements and do not conduct separate reviews.

In 1992, NCQA assumed responsibility for management of the Health Plan Employer Data and Information Set (HEDIS), a tool used by many health plans to measure performance of care and service. Purchasers and consumers use the data to compare the performances of managed health care plans. Because more than 60 measures are present in the data set, containing a high degree of specificity, performance comparisons are considered very reliable and comprehensive. The NCQA has designed an audit process that utilizes certified auditors to assure data integrity and validity. HEDIS data are frequently the source of health plan “report cards” that are published in magazines and newspapers. Included in HEDIS is the CAHPS 3.0H survey that measures members’ satisfaction with their care in areas such as claims processing, customer service, and receiving needed care quickly. The data are also used by the plans to help identify opportunities for improvement. A sample of HEDIS measures is shown in Table 7-3.
Table 7-3 | Sample HEDIS Measures, Addressing a Broad Range of Important Topics

Asthma medication use

Controlling high blood pressure

Antidepressant medication management

Smoking cessation programs

Beta-blocker treatment after a heart attack

Source: Information compiled from the National Association for Healthcare Quality (NAHQ), http://www.nahq.org.

Courtesy of the National Association for Healthcare Quality.

The NCQA also operates recognition programs for individual physicians and medical groups. These programs are voluntary, and physicians may apply through NCQA. Doctors who qualify must meet widely accepted evidence-based standards of care. One program includes a Diabetes Physician Recognition Program that was developed in conjunction with the American Diabetes Association. This program recognizes physicians who keep their patients’ blood sugar and blood pressure at acceptable levels and routinely perform eye and foot examination. The Heart/Stroke Recognition Program (HSRP) is a partnership with the American Heart Association/American Stroke Association and recognizes doctors and practices that control their patients’ blood pressure and cholesterol levels, prescribe antithrombotics such as aspirin, and provide advice for smokers looking to quit.
Table 7-4 | NCQA Accrediting Domains for Accountable Care Organizations

Domain

Content

ACO structure and operations

The organization clearly defines its organizational structure, demonstrates capability to manage resources and aligns provider incentives through payment arrangements and other mechanisms to promote the delivery of efficient and effective care.

Access to needed providers

The organization has sufficient numbers and types of practitioners and provides timely access to culturally competent health care.

Patient-centered primary care

The primary-care practices within the organization act as medical homes for patients.

Care management

The organization collects, integrates and uses data from various sources for care management, performance reporting, and identifying patients for population health programs. The organization provides resources to patients and practitioners to support care management activities.

Care coordination and transitions

The organization facilitates timely exchange of information between providers, patients, and their caregivers to promote safe transitions.

Patient rights and responsibilities

The organization informs patients about the role of the ACO and its services. It is transparent about its clinical performance and any performance-based financial incentives offered to practitioners.

Performance reporting and quality improvement

The organization measures and publicly reports performance on clinical quality of care, patient experience, and cost measures. The organization identifies opportunities for improvement and brings together providers and stakeholders to collaborate on improvement initiatives.

Source: National Committee on Quality Assurance, www.ncqa.org.

Courtesy of the National Committee on Quality Assurance.

In 2011, NCQA began accrediting accountable care organizations, an entity created pursuant to the Affordable Care Act of 2010. An accountable care organization (ACO) refers to a group of providers and suppliers of services (e.g., hospitals, physicians, and others involved in patient care) that work together to coordinate care for the patients who receive Medicare health benefits. An ACO is designed to focus on preventive care, coordinate care among providers to reduce error and duplication of services, involve patients in their health care, and contain costs. The accreditation domains to be applied by NCQA to accountable care organizations are listed in Table 7-4.

The organization that brings all of the professionals involved in quality health care management together is the National Association for Healthcare Quality (NAHQ). This organization is based on the idea that quality health care professionals drive the delivery of vital data for effective decision making in health care systems. Organized in 1975 as the National Association for Quality Assurance Professionals (NAQAP) to represent these health care workers, the organization provides educational, research, and certification programs to its membership. Members include a wide range of professionals who focus on quality management, quality improvement, case/care/disease/utilization management, and risk management. The membership is composed of all levels of employment from all types of health care settings. Members achieve certification through examination and earn the credential of Certified Professional in Healthcare Quality (CPHQ); the examination recognizes professional and academic achievement. The organization also promotes networking and mentoring through educational meetings and publications. Membership includes physicians, nurses, health information management professionals, health care management professionals, information systems management professionals, social workers, and physical and occupational therapists, all with a common focus on improving the outcomes of health care.
Tools

Equally important as selecting a methodology is using assessment tools effectively. Several tools are often employed, including idea generation, data gathering and organizing techniques, cause analysis, and data display methods. While each tool is applicable in many environments, they apply especially well in the context of data quality because they assist in identifying progress, relationships, and the presence or absence of trends. This process of identification leads to a determination of the presence, absence, or level of quality. One useful resource for quality assessment tools is the Web site of the American Society for Quality (http:// www.asq.com), where instructions and samples are available.

When new ideas are needed to address an issue or problem, brainstorming and benchmarking are often employed. Brainstorming refers to an idea-generating tool in which ideas are offered on a particular topic, in an unrestrained manner, by all members of a group within a short period of time. Brainstorming can be structured or unstructured, and it generally employs guidelines to assure that ideas are not criticized and that all ideas are accepted during the process. Benchmarking refers to the structured process of comparing outcomes or work practices generated by one group or organization against those of an acknowledged superior performer as a means of improving performance.

Once ideas are generated, the challenge lies in organizing them into a fashion in which they can be processed or analyzed. Organizational tools frequently used include affinity diagrams, nominal group techniques, Gantt charts, and PERT. An affinity diagram refers to a diagram that organizes information into a visual pattern to show the relationship between factors in a problem. This diagram is developed following a brainstorming session by grouping ideas into categories. Nominal group technique is an organizational tool wherein a list of ideas is labeled alphabetically and then prioritized by determining which ideas have the highest degree of importance or should be considered first. Gantt charts are graphic representations that show the time relationships in a project; these are often used to track the progress of a project and the completion of milestones and goals. Within the health care context, they are often used in process improvement activities to depict clinical guidelines or critical paths of treatment. PERT stands for Program Evaluation and Review Technique and is a tool used to track activities according to a time sequence, thereby showing the interdependence of activities. Concurrent activities are called parallel activities and follow arrows to document their paths. PERT is often used by health care teams as a means to complete process improvement activities on time and in the proper order.
Figure 7-4 | A sample cause-and-effect diagram

How would you evaluate the nurse recruiting strategy currently being used by the hospital? Is the hospital using too few or too many recruiting sources? Why?

Complete “Exercise: Evaluating the Recruiting Function” in the course text, Human Resource Management Applications.

Important: It seems that the numbers the text talks about (see page 26) do not match with the Exhibit 2.16. Please use the following exhibit to guide your answers to the exercise’s 3 questions at the end. Please focus your efforts on just answering the 3 questions as opposed to deriving the yield ratios.

YIELD RATIOS AT EACH STEP IN THE RECRUITMENT PROCESS AND
RECRUITMENT COST PER NURSE HIRED
ST. VINCENT’S HOSPITAL

Recruitment Sources Potentially Qualified Accepted Interview Offered Job Accepted Job One-Year
Survival
Above-Avg.
Rating
Avg. Cost Per Nurse
Hired
1. Internet Applications
2. Walk Ins
1.15
2.00
1.20
2.125
1.58
1.33
1.81
2.00
1.75
3.00
2.40
1.00
54.52
300.00
3. Employee Referrals 1.08 1.85 2.60 3.25 4.33 6.50 100.00
4. Newspaper Ads 1.50 3.00 6.00 12.00 24.00 —— 375.00
5. Journal Ads 1.06 1.90 2.38 4.75 9.50 9.50 112.50
6. Educational Institutions
Junior Colleges
Hospital-based Schools
University Programs
1.23
1.00
1.00
1.45
2.67
1.50
2.67
4.00
1.71
8.00
8.00
2.40
8.00
——
3.00
16.00
——
3.43
600.00
800.00
130.00
7. Private Employment Agency 1.00 1.13 1.80 4.50 4.50 9.00 2,000.00
8. Public Employment Agency 2.00 4.00 8.00 8.00 —— —— 300.00
9. Direct Mail 1.07 3.75 5.00 15.00 —— —— 450.00
10. Job Fair 1.86 2.60 4.33 13.00 13.00 13.00 900.00
11. State Nursing Assoc. Meeting 1.00 1.75 2.33 —— —— —— ——
Averages for All Sources 1.24 1.87 2.79 5.25 8.27 13.65 $283.65

 

 

1.      How would you evaluate the nurse recruiting strategy currently being used by the hospital? Is the hospital using too few or too many recruiting sources? Why?

 

1.     

 

1.      If you feel the hospital is using too many recruitment sources, which ones would you eliminate and why?

 

 

What stage or stages in the recruitment process seem to be most amendable to improvements? What specific improvements would you suggest to decrease the yield ratios? Why?