1 An Integrated Approach to Recruitment and Retention An Overview of Rural Health Education and Services Presented by Joyce Grayson, Director, Rural Health Education & Services The University of Kansas Medical Center
2 Today s Presentation Overview of Rural Health Education & Services Pipeline Retention Project Moving Forward on Retention Questions
4 Rural Health Education & Services Mission To enhance the effectiveness of physician, dental, and health care workforce efforts by assisting Kansas communities in recruiting and retaining health care providers so that every Kansan has access to health care.
5 Core Services Rural Health Education & Services Kansas Bridging Plan Kansas Locum Tenens Kansas Medical Resource Kansas Recruitment Center Other Services Kansas Career Opportunities, Kansas Connections, Focus on Kansas, web and marketing services.
6 Kansas Bridging Plan Loan forgiveness program to encourage primary care physicians to practice in rural Kansas. The State of Kansas funds nine slots per year and pays each resident a total of up to $10,000 in exchange for a three-year practice commitment. Community funding match encouraged. Assistance finding a rural practice site is provided to resident physicians.
7 Kansas Bridging Plan 176 Kansas Bridging Plan physicians are practicing in 88 rural Kansas communities.
8 Kansas Locum Tenens Temporary coverage for rural primary care physicians. KU faculty and residents provide coverage. Allows physicians and resident physicians to serve rural Kansas and obtain additional experience working in a rural setting.
9 Kansas Medical Resource Extended primary care coverage for rural Kansas communities. Offers temporary coverage for all physician specialties, nurses and allied health providers.
10 Kansas Locum Tenens and Kansas Medical Resource Kansas Locum Tenens has covered over 3,280 days of temporary coverage in the last 10 years.
11 Kansas Recruitment Center Services for Candidates: Assist candidates in defining their ideal practice opportunity. Market candidates based on their geographical and professional preferences. Match to practice opportunities. Provide one-on-one consulting throughout the interview process.
12 Kansas Recruitment Center Services for Clients: Checklist for Recruiting Physicians Market practice opportunities Source, prescreen and qualify candidates Refer candidates Advise and consult throughout the interview process Assist with press releases Provide retention tips
13 Kansas Recruitment Center Kansas Recruitment Center has placed 123 health care providers in Kansas communities.
14 Kansas Recruitment Center Practice Opportunities FY '05 FY '06 FY '07 FY '08 FY '09 FY '10 FY '11 Since 2005, practice opportunities has more than tripled.
15 Kansas Career Opportunities Career fair designed to introduce medical students, residents and other health care professionals to rural communities seeking health care providers. Rural communities exhibit to discuss opportunities in their area.
16 Kansas Connections Newsletter published three times per year. Articles feature rural, health care facilities, communities and medical professionals. Includes job postings from the Kansas Recruitment Center.
17 Web and Marketing Services Provides health care organizations with tools to enhance marketing and communications efforts. Website/Intranet design, development, maintenance and training Logo creation Publication design Exhibit Display design Copy writing/editing
18 Rural Health Education & Services
20 Observations Students/residents feeling unprepared for their job search. Employers, employees, and students/residents seem to have an opposing understanding of retention. Potential disconnect between students/residents and employers.
21 Observations High percentage of employers do not have a formal recruitment or retention plan. Retention is a pressing need as we approach the forecasted workforce shortage. These observations led us to examine retention more closely.
22 Questions How can we bridge the gap between students, residents and employers? How do we get everyone on the same page when it comes to retention? How do we increase retention?
23 Retention Systematic efforts by employers to create and foster an environment that encourages current employees to remain employed. Policies and practices to address employees diverse needs.
24 Retention Examples of retention include: Career development Mentoring Training Pay incentives Flexible schedule Team building
25 Two Types of Retention Strategies Organizational Retention Creates a work culture Individual Retention Sustains the relationship Both start with a good fit. Retention begins with recruitment.
26 Purpose Survey Preliminary survey to help assess the retention needs and gaps. Results of this limited survey will determine if a larger scale survey is needed. Survey Participants Students/Residents Physicians and allied health professionals In their first job post-training Student/Resident program coordinators
27 Survey Results Health Care Student /Resident Physician Responses
28 Survey Responders by Type Health Care Student /Resident Physician Responses 16% Primary Care 11% 18% 51% Specialties Medical Students RN/Allied Health
29 Survey Results Health Care Student /Resident Physician Responses Q: The importance of retention 92% said retention is important. 48% said retention is Very Important. 44% said retention is Somewhat Important. Conclusion: Students/Residents know retention should be important. Note: Students/Residents were NOT provided with a definition of retention.
30 Survey Results Health Care Student /Resident Physician Responses Q: What does retention mean to the students/residents? contract renewal I have no idea tool to be able to perform a job how long I will stay at a given location stability of the program and quality of the work environment plans to keep a physician long-term receive more money when making a longer commitment up front some sort of guarantee of a continuing position
31 Survey Results Health Care Student /Resident Physician Responses Do students/residents understand what retention means as it pertains to their job search? No understanding 48.6% Somewhat understand 45.7% Understand 5.7% 0% 10% 20% 30% 40% 50%
32 Survey Results Health Care Student /Resident Physician Responses Q: Where does retention rank? Rating Importance: Most Important (1) to Least Important (10) Rank Community 1 Call schedule/time 2 Physician staff 3 Workload 4 Salary 5 Long-term growth 6 Facility amenities 7 Administrative staff 8 Organizational culture 9 Retention plan 10
33 Survey Results Health Care Student /Resident Physician Responses Q: What resources have helped you identify potential jobs that are in line with your professional and personal preferences? Internet 1% 25% 44% Word of mouth Rotations 19% Haven't found good resources
34 Survey Results Physicians and Allied Health Professionals: first job post-training
35 Survey Responders by Type Physicians and Allied Health Professionals: first job post-training 16% 23% 33% PA/NP RN Physicians Allied Health 26%
36 Survey Results Physicians and Allied Health Professionals: first job post-training Q: How important is retention to working providers? 100% say an employer s retention policy is important. 55% say an employer s retention policy is Very Important. Retention becomes increasingly important once providers actually start working.
37 Survey Results Physicians and Allied Health Professionals: first job post-training Q: What is your employer currently doing to retain you? Bonuses 4% Work environment 11% Schedule 15% Nothing 48% 0% 10% 20% 30% 40% 50%
38 Survey Results Physicians and Allied Health Professionals: first job post-training Q: How long do you anticipate that your current position will satisfy your career goals before you are ready for career advancement? 35% 30% 25% 20% 15% 10% 5% 0% 33.3% Less than 1 year 15.2% 1-2 years 21.2% 2-4 years 3.0% 4-5 years 27.3% 5+ years
39 Survey Results Physicians and Allied Health Professionals: first job post-training Q: What would make you stay at your job? What would make you leave? Rating Importance: Most Important (1) to Least Important (5) Rank Community 1 Salary 2 Workload 3 Vacation 4 Facility amenities 5
40 Survey Results Program Coordinators
41 Survey Results Program Coordinators 66% say that retention is important to students and residents. 50/50 split between those programs that educate on retention and those that don t.
42 Survey Thoughts Profound misunderstanding of what retention means in relation to the workplace. Students/residents didn t perceive that academic programs were a resource to assist them with their job search.
43 Survey Thoughts A high percentage of providers in their first job posttraining didn t perceive that employers were engaging them in an active retention plan. Significant number of providers in their first job think they will stay less than one year with their current employer.
44 Contributing Factors Students and residents are having difficulty articulating what the right job looks like prior to joining the workforce. Students and residents need an increased amount of assistance when it comes to identifying the right fit.
45 Contributing Factors Heavy debt load causes students and residents to focus on salary. Students and residents are not thinking about the long-term. Dynamic market trends forcing job seekers to take what positions are available.
47 An Internal Analysis Why is the retention rate for the Kansas Bridging Plan so strong? Mindset. Guided through the recruitment process to find a good fit. Employers of Kansas Bridging Plan participants are educated on retention. Participants are well aware, well informed, and well prepared by the time they accept their first position.
48 An Internal Analysis How can we get students/residents in the mindset of thinking 3-5 years out? What can we be doing to better prepare our future Kansas health care providers to locate a position that is a good fit? Where are the gaps? Coaching Retention education
49 Our Plan Additional partnership with residency and health care programs. Simultaneous retention education, training, and coaching for students, residents, and employers. Create new retention initiatives and tweak existing programs to emphasize retention. Further support the pipeline by increasing guidance and assistance for students and residents.
50 Action Initiative: Resource Luncheon Target Audience PAs, ARNPs, Nurses, and Allied Health Students Actively teach students how to identify the right fit Emphasis on retention What it means to new graduates How it pertains to their job search How it pertains to their future employment satisfaction
51 Action Initiative: Resource Luncheon Work with the students step-by-step to help them focus on what is currently important and what will be important in the future. Provide information on how to develop a long-term plan. Give students the tools they need to create an employment checklist. Career Opportunity Checklist Coaching sessions offered. Encourage students to work with the Kansas Recruitment Center.
52 Action Initiative: Residency Visit Educate residents on how to find the right job Practice Opportunity Scorecard Emphasis on retention How it pertains to their future employment satisfaction How other Rural Health Education and Service programs can help them find the right job
53 Action Initiative: Kansas Locum Tenens Opportunity for physicians to try out a community and organization before signing a contract. Obtain an understanding of the work culture, mission and practice style of the organization. First hand approach to seeing the type of patient population served and the procedures that are typically performed. Determine whether the community will meet a resident s lifestyle needs.
54 Action Initiative: Kansas Recruitment Center Enhanced one-on-one coaching with residents and students. Utilized the Practice Opportunity Score Card and Career Opportunity Checklist throughout the recruitment process. Developed employer recruitment and retention education initiatives.
55 Student and Resident Feedback Students and residents had a better understanding of retention after the presentation. Students and residents articulated the need for assistance throughout the job search process. Identifying what the right position looks like to each individual. Identifying the key points that will lead to long-term employment. How to start the job search process. Coaching (resume writing, interviewing, etc.).
56 Conclusions Successful retention is dependent on: Retention education Retention implementation Sustainment of a long-term and dynamic retention plan
57 Conclusions Equal attention should be given to both recruitment and retention. Educational sessions should continue to be used as a tool to provide the information students and residents need to make informed decisions during their job search.
58 Conclusions Crucial for employers, employees, and current students/residents to all be on the same page when it comes to retention. Future of retention in Kansas is dependent on retention education, understanding, and successful implementation.
59 Conclusions: The Keys to Successful Retention Strong retention starts with a good fit. Employers, employees, students, and residents are all held accountable when it comes to retention. Equal ownership Merging the tangible position wants and needs of the residents and students with the intangible factors to find the right fit.
60 Conclusions: The Keys to Successful Retention Rating Importance: Most Important (1) to Least Important (10) Rank Community 1 Call schedule/time 2 Physician staff 3 Workload 4 Salary 5 Long-term growth 6 Facility amenities 7 Administrative staff 8 Organizational culture 9 Retention plan 10
61 Next Steps Implement a statewide survey on retention to create a clear baseline. Develop and expand retention resources, services, and training for employers. Develop retention coaches to serve as a statewide resource. Continue to track the number of Residency Visit and Resource Luncheon attendees retention rate over the next five years.
www.ruralhealth.kumc.edu Recruitment Tools for Kansas Hospitals Presented by Joyce Grayson Director Rural Health Education & Services KU Medical Center Rural Health Education and Services Services Provided:
A Master Plan for Nursing Education In Washington State Implementation Recommendations Washington Center for Nursing www.wacenterfornursing.org December 2009 This work was funded by Grant N14191 from the
Planning Process INTRODUCTION planning is a systematic approach to: Building a leadership pipeline/talent pool to ensure leadership continuity Developing potential successors in ways that best fit their
THE ULTIMATE RECRUITMENT TOOL : PROVIDING CLINICAL TRAINING OPPORTUNITIES TO HEALTH PROFESSIONAL STUDENTS Patrick J Enking, MS, PA-C, DFAAPA Northern Arizona University Physician Assistant Program LEARNING
INTEGRATE CHANGE INTO YOUR WORKFORCE STRATEGIC TALENT MANAGEMENT SOFTWARE SOLUTIONS WHY TEDS? Fully Integrated TEDS Talent Management Solutions are fully integrated, allowing information to be shared among
HANYS ACCESS TO CARE IN CRISIS: PHYSICIANS IN SHORT SUPPLY HANYS 2008 PHYSICIAN WORKFORCE SURVEY NOVEMBER 2008 ACCESS TO CARE IN CRISIS: PHYSICIANS IN SHORT SUPPLY HANYS 2008 PHYSICIAN WORKFORCE SURVEY
Health Provider Retention Toolkit Sally Buck and Angie LaFlamme November 9, 2014 The Center s Purpose 2 The National Rural Health Resource Center (The Center) is a nonprofit organization dedicated to sustaining
CERTIFIED BY THE JOINT COMMISSION AND THE NATIONAL COMMITTEE FOR QUALITY ASSURANCE 2015 SURVEY OF FAMILY MEDICINE RESIDENTS 2015 Staff Care, Inc 8840 Cypress Waters Dr, #300 Dallas, TX 75019 (800) 685-2272
Top 5 Benefits of Locum Tenens # 1 Another supplement of income It is a great way to earn extra money to pay off loans or put other financial goals while still working in a practice or employed. # 2 Your
TREND WHITE PAPER LOCUM TENENS NURSE PRACTITIONERS AND PHYSICIAN ASSISTANTS: A GROWING ROLE IN A CHANGING WORKFORCE The Leader in Locum Tenens Staffing INTRODUCTION Today s Mobile Healthcare Work Force
Oregon Public Health Workforce Training Needs Assessment Summary Report October 2013 Executive Summary In order to support agency workforce development planning, as required by the national Public Health
Frequently Asked Questions Vascular Surgery Residency Application & Interview Process The data in this FAQ was collected from vascular residents enrolled in vascular surgery programs in 2008-2009. It is
SUCCESSION PLANNING AND MANAGEMENT GUIDE HR POLICY AND PLANNING DIVISION HUMAN RESOURCE BRANCH Public Service Secretariat April, 2008 Government of Newfoundland and Labrador P.O. Box 8700 St. John s Newfoundland
Progress Report Program Evaluation Unit Legislative Finance Committee Date: August 21, 2015 Adequacy of New Mexico s Healthcare Workforce Systems AT A GLANCE With the full implementation of the Affordable
INDUSTRY PERSPECTIVES Behavioral Health: Staying ahead of the shortage As the demand for behavioral health professionals increases, facilities should consider what implications this may have on facility
Non-Partnership Group Executive Summary Sixteen health care facilities across the state reported that they had no partnerships beyond clinical placements. The complete list of non- partnership survey participants
Physician Assistants (PA) Career Start Program (2015) Application Information Package CONTENTS 1.0 Background 1.1 Ontario s PA Initiative 1.2 Employment Support for 2015 PA graduates 1.3 PA Role and Responsibilities
Resident Job Search Guide Resources for a Successful Position Search and Interview Acknowledgements: thank you to Joseph Vitale, M.Ed., Ed.S., J.D., Director of the Cleveland Clinic Office of Physician
How To Get Started In Medical Practice Question? Group Practice or Private Practice? Overview of the Healthcare Marketplace Important Issues To Analyze Reimbursement Competition Integrated Delivery Government
Steve Geiermann, D.D.S., Interim Director, Council on Access, Prevention and Interprofessional Relations, ADA Captain, U.S. Public Health Service, retired National Network for Oral Health Access (NNOHA)
BUSINESS CONSULTING SERVICES Comprehensive practice management solutions for independent investment advisors Insights, tools and resources to help you Accelerate Your Growth, Scale Your Business and Elevate
Phase I of Alberta Nursing Education Strategy Report and Working Document Results of a Key Stakeholder Forum November 9, 2005 Funding provided by Alberta Health and Wellness Alberta Nursing Education Administrators
Career Start Grant for Physician Assistants Graduates (2013) Applicant Information Package Contents 1.0 Background 1.1 Ontario s Physician Assistant Initiative 1.2 Physician Assistant Role and Responsibilities
December 2009 2010 Medical Staff Planning for Hospitals and Medical Groups Physician recruitment remains a strategic priority for most hospitals and medical groups. Many hospitals use a medical staff plan
May 2011 How to Hire International Medical Graduates with Ease by Ann Massey Badmus, Attorney at Law According to an American College of Physicians monograph published in 2008, International Medical Graduates
TALENT MANAGEMENT A LINK TO BUSINESS STRATEGY Lets talk strategy Lets talk Value Creation/ Value Drivers 2 The Key Question????? What are the key value drivers/ thematic areas in our organizations? What
How to Cure the Retention Problems Ailing Your Health Care Organization CareerBuilder surveyed more than 1,000 health care workers to better understand the job challenges they face. The survey uncovered
Nursing Development A Review of Four Programs in Wisconsin Taking the LEAD for Nursing in Wisconsin:, Educational Advancement & Diversity Robert Wood Johnson Foundation State Implementation Program (SiP)
Health Professions Workforce Part II - Recommendations Ben G. Raimer, MD, MA, FAAP Chairman Statewide Health Coordinating Council Workforce Issues Data Needs Assessment and Planning Shortages and Maldistribution
Career Management & Succession Planning Dr. Oyewole O. Sarumi Scope of Discourse Introduction/Background Definitions of Terms: Career, Career Path, Career Planning, Career Management. The Career Development
What to search for in a Locum Tenens Company What is locum tenens and how can you be benefited by it? Locum tenens, or temporary physician staffing, can be your option to check out an opportunity for a
How Can Employment-Based Benefits Help the Nursing Shortage? Joanne Spetz, Ph.D., Center for the Health Professions and Department of Community Health Systems University of California, San Francisco Sara
OVERVIEW OF CASE STUDY FINDINGS AND BEST PRACTICES We conducted in-depth case studies of healthcare and non-healthcare organizations that have been publicly recognized for achieving high levels of success
PHYSICIAN CONTRACT CHECKLIST: RECRUITMENT, EMPLOYMENT, AND INDEPENDENT CONTRACTORS EXHIBIT "D" Name of Physician Specialty Subject Matter of Contract to Term of Contract Under the Contract, will Physician
Government of Nunavut Department of Health and Social Services Nunavut Nursing Recruitment and Retention Strategy 2007 2012 NUNAVUT NURSES BE THE DIFFERENCE Nunavut Nursing Recruitment and Retention Strategy
Cascading KPIs using the 9 Steps to Success BSA uses the proven, disciplined framework, Nine Steps to Success, to systematically develop, implement, and sustain a strategic scorecard systems (see Figure
2012 Update DATA Brief Florida Hospitals Workforce Challenges: 2012 Workforce Survey Highlights November 2012 DATABrief 2012 FHA Workforce Survey: Nurse and Allied Health Recruitment and Retention A lthough
11 Hiring a Market Manager Once the organizing committee has chosen the organizational structure and created the board of directors, it is the responsibility of the board to hire a manager for the market.
State of the State: A Look at Florida s Nursing Shortage Mary Lou Brunell, RN, MSN Executive Director 1 FL Statute 464.0195 Established in 2001, the FCN purpose is to address issues related to the nursing
West Virginia Recruitment Programs West Virginia has pioneered new approaches to educating medical and other health professions students in rural settings through the West Virginia Rural Health Education
INDUSTRY PERSPECTIVES Knowing your demographic: Exploring the utilization of locums physicians to expand business Justin Roark, Recruiting Principal, Delta Locum Tenens the Offering services appropriate
Bank of America Merrill Lynch White Paper Recruiting Physicians: How to Attract and Keep the Best Candidates Executive summary A growing body of research indicates that the United States will experience
EMPLOYER OF CHOICE RECOGNITION PROGRAM WHAT IT MEANS TO BECOME AN EMPLOYER OF CHOICE In today's highly competitive employment world, employers of all kinds are eager to differentiate themselves from other
Talent Management A Holistic Approach to Managing your Workforce Robyn Warren and Stacy Edwards-Adrian Los Angeles Unified School District Successful organizations, both public and private, are recognizing
THE DOCTOR CAN T SEE YOU NOW NEW YORK S PHYSICIAN SHORTAGE GROWS DECEMBER 2009 KEY FINDINGS HANYS 2009 Physician Advocacy Survey Physician retirements are offsetting recruitment, and little progress is
Managing an Intergenerational Workforce: Strategies for Health Care Transformation 2013 AHA Committee on Performance Improvement Report January 2014 2014 Health Research & Educational Trust Managing an
Human Resources Management Program Standard The approved program standard for Human Resources Management program of instruction leading to an Ontario College Graduate Certificate delivered by Ontario Colleges
SUCCESSION PLANNING Susan A. Henry May 2012 Introductions Who we are What are your expectations for the day Naming of a Scribe for the Day Workshop Objectives To understand your role in succession planning.
NURSE RECRUITMENT STRATEGIES With the national shortage of nursing professionals projected to reach one million by 2010, as well as the increasing evidence supporting the impact of nursing ratios on patient
REWARD STRATEGY AND PRACTICE Eight Recommendations to Improve Employee Engagement Tom McMullen, Hay Group * To start, let's de ne employee engagement as the level of commitment that employees feel toward
SNOHOMISH COUNTY BLUEPRINT :: HEALTHCARE 1 Washington State Snapshot Healthcare is a fundamental and flourishing segment of Washington s infrastructure that allows individuals to study, work, and participate
House Health & Human Services Reform Committee University of Minnesota Academic Health Center Brooks Jackson, MD, MBA Dean, Medical School Vice President of Health Sciences January 27, 2015 1 million human
Career Development and Succession Planning Changing Landscape of HR 2012 Conference Overview Career Development Program Succession Planning Process Benefits Reduced organizational risk. Increased productivity.
Succession Management/Planning Talent Management Objectives Upon completing this workshop you will be able to: Utilize a basic framework for building a comprehensive succession plan. Understand the need
Appendix A REE Position Management and Workforce/Succession Planning Checklist Agency: Division /Office: Position Number: Date: Supervisor: Vacancy Announcement (if Recruit): Position Title/Series/Grade:
The Ripple Effect of Baby Boomer Retirements By Neil E. Reichenberg According to the Pew Research Center, approximately 10,000 Americans per day will turn 65 between 2011 and 2030. These baby boomers comprise
Healthcare Summit Findings October 2008 Overview This summary of findings contains a statistical analysis based on individual participant responses to direct questions, ensuing informal discussions, and
Locum Tenens Services Connecting Physicians to Communities Joseph T. Ichter, MHA, DrPH Candidate Director, OHSU Locum Tenens, AHEC Assistant Professor, OHSU Family Medicine October 20th, 2009 Goals Better
Guide to Building a Student Internship Program 1 Table of Contents Table of Contents... 2 Preface... 3 Legal Disclaimer... 3 Overview... 4 Planning... 5 Compensating Interns... 5 Developing Detailed Job
Rhode Island s Efforts to Assist Former Students with Degree Completion A report submitted in response to Senate Resolution 512 Moving the Needle, a call to action for improving Rhode Island s economy,
RECRUITMENT, SELECTION AND RETENTION STRATEGIES Finding the Right Person, for the Right Job, at the Right Time and keeping them! Ms. Jenifer David Our organizations are all uniquely different but the overall
FAILURE TO LAUNCH: Why Companies Need Executive Onboarding FAILURE TO LAUNCH: Why Companies Need Executive Onboarding Employee onboarding is beginning to receive the attention its due, as more companies
EFFECTIVELY COUNSELING GRADUATING STUDENTS Executive Summary Introduction Are graduating students prepared to enter the job market and succeed in their first jobs? How are students utilizing college career
STATE OF UTAH Recommendation: Implement nurse residency programs Project Goal 1: To increase the number of formalized, evidence based, year long residency programs (from 1 to 6) in Utah supporting registered
Best Practices Dialogue: Faculty Recruitment and Retention University of New Mexico Office of Institutional Diversity Dr. Rita Martinez-Purson Interim Vice President for Institutional Diversity March 4,
Department of Human Resource Management I. Internal Scan Introduction The Department of Human Resource Management (DHRM) is the central human resource agency for the executive branch of Utah State government.
December 2005 Message from the Minister and Deputy Minister of Health Angus MacIsaac, Minister Cheryl Doiron, Deputy Minister In Nova Scotia, we are fortunate to have more than 30,000 dedicated and talented
Managing Your Career Tips and Tools for Self-Reflection Your career may well be the primary vehicle for satisfying many of your personal needs, i.e. your need to feel a sense of belonging, to feel appreciated
Recruitment and Retention: Current, Past and Future State of Affairs Shelley L. Kobuck, V.P. of Operations Denise McQuown-Hatter, President OBJECTIVES Identify the trends and patterns associated with employee
A MODEL FOR COMMUNITY-BASED YOUTH LEADERSHIP DEVELOPMENT Program Purpose and Goals Susan Doherty Effective Communities Project The purpose of this model program is to develop the knowledge, skills, and
Talent Management Courses Business Succession Planning Developing and Maintaining a Succession Plan Change is a hallmark of today s business world. In particular, our workforce is constantly changing people
Job Title: EPIC Consulting Practice Director Organization Name: Innovative Healthcare Solutions, Inc. About the organization: Innovative Healthcare Solutions, Inc. (IHS) was founded in 2000 as a healthcare