Donna Ecclestone, Associate Director Physician Integration and Onboarding, Private Diagnostic Clinic, Duke University Medical Center
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1 Donna Ecclestone, Associate Director Physician Integration and Onboarding, Private Diagnostic Clinic, Duke University Medical Center
2 Audience participation time!
3 I am starting tomorrow and I don t know where I am supposed to go!!! UGH!!
4
5 Welcome! I'm your mentor! Team focused Personalized
6 Attract & Recruit Transition or Exit Onboard Align, Develop, & Retain
7 Credentialing/Licensing/Referencing Organizational Orientation IT Introduction to Culture/ Goals/ Expectations Policies/ Procedures/Scope Ancillary Departments Client Populations Community Orientation/ Family Connections And More!
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9 2009 Duke started their program with a full time staff dedicated to onboarding. The definition of onboarding was only found in Wikipedia! 2010 Increased awareness of onboarding surfaced. ASPR Association of Staff Physician Recruiters offered onboarding as specific training area of their fellowship track OAR Onboarding and Retention chapter of ASPR was created. Membership:50
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11 80% of best in class organizations provide info to new hires before their first day.
12 During recruitment Have onboarder meet with candidate who is likely to sign. This provides a great opportunity to review next steps, timelines, and introduce onboarder. As offer is made Promotes interest of entity in them. Can be great point for questions Upon signing Formally welcomes them to the organization
13 79% best in class organizations provide info on the company s norms & values The members of PDC have a rich history of delivering excellent patient care and fostering the future of medicine through innovative clinical research and education at Duke. I m proud of the outstanding teams of physicians, allied health professionals and clinic staff that serve our patients every day. - Mark F. Newman, PDC President
14 79% best in class organizations provide new hire with go-to people in the organization
15 (Insert Name) is our Revenue Manager and oversees the billing and collections activity associated with your practice. He/She partners with each provider to review coding and numerous key performance indicators that speak to the health of your practice from a billing and collections standpoint. He/She will advise you on all matters concerning CPT coding and billing optimization. (Insert Name) is the (division) Clinic Administrator and oversees all staff and the operations of all of our division) Clinics. He/She will work with you to ensure your clinic runs efficiently. (Insert Name) is our IT Manager and is responsible for overseeing many of the day to day IT/Computer/Software needs
16 What type of orientations on global topics (compliance, IT, corporate culture, etc) do you offer to your new providers as part of their initial orientation to your organization? (ie: compliance, corporate culture, IT, etc?) Answer Choices Group orientations One-on-one meetings Online training Combination of group and one-on-one meetings Responses 32.50% % % % 13 Total 40
17 Do your organizational leaders meet with your new providers during their first few weeks? Answer Choices Responses Yes 73.17% 30 No 26.83% 11 Total 41
18 63% best in class organizations provide peer networking events/ opportunities.
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20 Formal workplace rules, policies and procedures Organizational offerings dollars, development, recognition Service compliment, competition, mission, goals, strategies Formal structure physically and organizationally Unique language Culture, values, customs, etc SHRM Survey Findings: Onboarding Practices 2011
21 47% best in class provide new hire portals.
22 Best in class companies are 2.54 times likely to track their new hires in the onboarding process.
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24 Pediatrics Last Name First Name Division Anticipated Start Percent Complete Notes Irizarry Krystal Endocrinology 7/1/ % Windom McAllister Blood and Marrow 7/1/ % Tesfaye Mekdem Blood and Marrow 7/1/ % Zimmerman Kanecia Critical Care 7/1/ %
25 Extend onboarding into learning and development. Build skill sets, becoming certified, leadership opportunities
26 90% of employees make their decision to stay within the first six months. Only 15 % of companies extend their onboarding to six months. Aberdeen, 2006 Groups that provided a year-long onboarding process reported a turnover rate of 10.5% percent compared to the average of 12.5% for physicians between 2-3 years with the practice, when turnover peaks. AMGA/Cejka 2012 Physician Retention Survey
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28 SHRM /The Aberdeen Group Onboarding Statistics New Hire Met First Performance Milestone: - With Formal Onboarding 77% - Without Formal Onboarding 49% Hiring Manager Satisfaction - With Formal Onboarding 20% - Without Formal Onboarding 3%
29 Formalized plan with accountability Begins at recruitment or contract signature extends at least 6 months Possesses strategic and tactical elements Includes engaged parties and leadership/ team focused Features tracking and reporting mechanisms Process and performance Feedback
30 Include information on your onboarding process on your recruitment website (internet/ intranet) FAQ Community resources Acronyms Entity org chart Maps Important Websites Process Helpful hints
31 More focus on Technology Form completion Informational resources New areas of focus Practice acquisitions Leadership appointments Practice changes Residents/Fellows Solidifying mentor roles Job description Compensation Critical focus on tracking results
32 What to do when a new hire wants to rush onboarding? How do you incorporate culture into an onboarding program? The effect of onboarding on physician loyalty In a large company with several divisions/entities, how to do ensure each employee gets onboarded properly?
33 Conduct a basic orientation, rather than a formal onboarding program. Include only forms management in your onboarding program. Ignore new hire communications and collaboration efforts. Forget mentor programs or team building initiatives. Invest in antiquated IT that only track forms. Fail to establish ownership of onboarding Isolate new hires from their peer/colleagues for the first few days.
34 Donna Ecclestone Associate Director Physician Integration /Onboarding Private Diagnostic Clinic Duke University Medical Center PH:
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