The EHPN Fall Business Meeting was held on September 26, 2019. The following summary is provided by Stephen Brunnquell, MD, EHPN President.
1. Roster of EHPN up to 449 providers. New members were introduced.
- Volumes up 14%
- Almost 2,000,000 RVUs by year-end
- Volumes for ancillary services have prompted 7-day-a-week service in ultrasound, echocardiogram and MRI
- All six Standing Committees added physician members this year. The increased physician membership has improved the discussions at these meetings, which benefits everyone.
2. Future Growth
- Jersey City. A proposed 50,000 sq ft office for primary care, oncology, medical and surgical subspecialties, a breast center and more.
- Englewood Cliffs. Possible 60,000 sq ft office with many specialties close to campus.
- New Milford. A primary care office
- 25 Rockwood Place. Enlargement of Leonia Medical and new surgical office.
- Fair Lawn expansion due for completion in 2020 with more office space and an ambulatory surgical center.
- Urgent Care. We remain optimistic although this has been more of a challenge than thought initially.
3. Quality Update
- After our Spring Meeting, which focused on Quality, all indicators have improved! Thanks to all. Keep it up!!
4. Press Ganey
- Just a reminder that they are our new vendor for patient experience surveys. Several questions relate exclusively to the provider, so be sure to ask your office manager for the monthly report to see how you are doing
5. HR Update. Feedback of issues raised by docs:
- HR established a fulltime temp pool (with benefits) to cover leaves and open positions in EHPN employed offices. The “Temporary Resource Pool” will enable practices with an opportunity to assess the skills of the employee during their temporary assignment. If the office selects an eligible, qualified temp to fill their vacant position and the resource pool employee accepts, the process can be expedited.
- We have partnered with several local training schools to host MA trainees. Again, if you selects an eligible, qualified student, the practice can work with their HR Business Partner to offer the student the opportunity to fill a vacancy when their education is completed.
- Compensation is ‘externally competitive and internally equitable’. Starting (minimum) MA wage is 9% higher than survey.
- Our Total Compensation (vs. cash compensation) which factors in an excellent benefits package adds substantial value and remains very attractive which significantly helps EHPN in recruiting and retention of staff.
- Evaluation of performance for compensation must be based on OBJECTIVE criteria that can stand up to scrutiny.
- Joint Employer Liability- Employee complaints MUST be forwarded immediately to Human Resources
- When someone is performing well, we worry that without a raise, their work might devolve down to the level of poorer performers. Why not coach up those poor performers, so that excellent work is the norm and not the exception?
6. ACO Update
- 2018 was another good year with excellent savings
- 2019 did not start very well. While numbers are preliminary, significant increases in discharges to rehab facilities and high readmission rates are driving up costs. We are also in a new Medicare program that carries some ‘downside risk’ (Which means we would have to pay back losses.)
- Please remember HOME is always better for patients. We have data that proves there are fewer complications, fewer infections and faster recovery at home with VNA of Englewood.
7. Joining a Larger Health System
- Warren Geller has stated that an announcement will be made before the end of 2019.
- After that announcement it will take 12-18 months for both federal and state reviews.
- Warren will work closely with our Executive Council after any announcement to look after EHPN and every provider in it to make sure that we thrive in any new system.