WELLNESS WORKGROUP. May 22, 2018

Transcription

1 WELLNESS WORKGROUP May 22, 2018

2 2 Today s Agenda Welcome & Introductions Program Highlights: Building a Resilient and Compassionate Workforce: Addressing External and Organizational Factors Discussion: Employee Assistance Programs: Trends and Opportunities for Closer Integration Ilene Masser, Director, Employee Wellness, Work/life and Employee Safety Programs, Human Resources - NYU School of Medicine Intervention Spotlight: Work Strong Program, University of California System-wide Program Warner Hudson, MD, Immediate Past Medical Director, Occupational & Employee Health, UCLA Health System and Campus Updates & Sharing: RFP Process for Employee Wellness Portal and Biometric Screening Vendors Vendor Selected Workers Compensation Toolkit

3 Building a Resilient and Compassionate Workforce: Addressing External and Organizational Factors Generate awareness and promote understanding of clinician burnout Share information on national, statewide, and institutional initiatives to support resiliency and mitigate burnout Provide examples of the importance of organizational factors and effective system interventions Promote awareness and active engagement in ongoing national and local initiatives to reduce burnout

4 Outline of Program National Efforts to Understand and Mitigate the Impacts of Physician Burnout Regional Efforts from the Medical Society of the State of New York s Taskforce on Physician Stress and Burnout Panel Discussion: Approaching and Achieving Organizational Change Engaging with Initiatives to Reduce Clinician Burnout: Next Steps

5 5 National Academy of Medicine: Action Collaborative on Clinician Wellbeing Conceptual Model

6 NYS MSSNY physicians survey 2016: Top 10 Work Related Stressors in Physicians Answered: 1,178 Skipped: 13 Rank Stressor description Rank % % Responses 1 Length and degree of Documentation Requirements 65.99% # 2Responses (Total # Extension of Workplace into Home Life ( , completion of records, phone calls) Respondents = 1183) 58.27% 3 Prior Authorizations for: Medications/Procedures/Admissions 54.74% 4 Dealing with difficult patients 51.89% 5 EMR functionality problems 51.05% 6 CMS/State/Federal laws and regulations 44.33% 7 Lack of voice in being able to decide what good care is 40.39% 8 Hospital/ Insurance company imposed Quality Metrics 38.87% Finding #1: Of the Top 10 Work Stressors of NYS Docs: 80% are organizational or systemicallybased stressors 9 Dealing with difficult colleagues 31.49% 10 Requirement for increased CME/Maintenance of Certification 31.49%

7 Panel Discussion: Approaching and Achieving Organizational Change Hospitals are implementing multiple interventions (system and individual) tailored to their workforce and specific pain points Concierge services One size does not fit all Isolation and loss of autonomy are common challenges Social interaction over dinners EMR optimization training/scribes/physician representation Peer to peer counseling Leadership support and team building essential Diversity and inclusion

8 Clinician Burnout is Being Addressed on Multiple Levels within Hospitals and Health Systems C-Suite IT HR Hospit als Medical Staff Office GME Office Employee Wellness

9 9 Discussion: Employee Assistance Programs: Opportunities for Closer Integration

10 Employee Assistance Programs: What They Are Designed to identify and assist employees in resolving personal problems that may be adversely affecting their work performance. Often offered to employees, their spouses/domestic partners and sometimes dependents. Can reduce abseentism, workers compensation claims, health care costs, accidents, grievances, and employee turnover. Can improve employee productivity and engagement. Discussion Question: Is your EAP offered to spouses and dependents? Citation: Managing Employee Assistance Programs, August 23, Society for Human Resource Management.

11 11 Employee Assistance Programs: What They Include Counseling on range of topics including stress/anxiety, mental health conditions, substance use, relationship challenges Referrals for diagnosis and treatment of the above conditions Training and support for managers and supervisors Assistance with child and elder care New areas: Financial concerns (i.e. managing debt, student loans) Legal concerns Wellness/wellbeing offerings and/or referrals Discussion Questions: Has your EAP added new services in the last five years? If so, what services? Is there integration with wellness offerings?

12 12 Employee Assistance Programs: Referrals and Awareness of Services Common types of referrals: Self-referral Informal friend or colleague suggests the EAP to an employee Formal supervisor, manager or HR professional recommends the EAP to an employee. Could be mandatory or not based on circumstances. Discussion Questions: Have efforts been made at your institution to increase awareness of offerings? Make connections to wellness or other employee-oriented programs? Program offerings often misunderstood by employees Seen exclusively as a counseling program Efforts need to be made to communicate breadth of offerings May benefit from re-branding & clear connections to wellness/wellbeing initiatives

13 13 Employee Assistance Programs: Oversight and Evaluation Relationship typically managed by Human Resources Scope of services Vendor selection/management Tracking outcomes and results Discussion question: Are there ways to structurally connect EAP management with wellness program management? How could evaluation of EAP offerings be improved? Difficult to evaluate; often process measures alone Recommend combination of quantitative and qualitative Consider full range of services -- follow up services, education, management training

14 Intervention Spotlight: The Work Strong Program, University of California System-wide Initiative

15 UPDATES & SHARING

16 16 Biometric Screening and Wellness Portal (with HRA) Shared Services RFP Received total of 26 proposals All proposals reviewed by Expert Advisory Panel Total of 9 vendors invited to make in-person presentations; took place over two days in October Sought best and final pricing from 3 vendors STAYWELL selected! Currently negotiating final contract. Enormous thanks to our Expert Advisory Panel!

17 17 Workers Compensation Toolkit Brings together materials from two programs + related initiatives and resources Improving Workers Compensation Programs Transitional Return to Work (RTW) Programs Related Initiatives and Resources NYS Department of Labor Programs Integration with Safe Patient Handling Absence Management Will be available electronically next week!

18 18 Wellness Workgroup: Future Meeting Dates Wellness Workgroup Meetings Tuesday, July 24 th Tuesday, September 18 th Tuesday, November 13 th **All meetings will be 9:30am to 11:30am.