MSP Tip of the Week:
Skills Development/Governance & Operations
Okay, yet another opportunity to evaluate efficiencies in your credentialing/recredentialing process. At time of appointment and reappointment, do you require the signature of authoritative bodies (department/section/service chief, Chair - Credentials Cmte., Chair - MEC, Chair - Governing Board Secretary) on the applicant's application/reapplication and/or recommendation sheet? If yes, specify which signatures you require.
Skills Development/Governance
The survey results are in regarding last week's poll question pertaining to the practice of obtaining approval signatures on governance documents. Based upon your responses, here are are my recommendations:
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Know your organization's culture.
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Adhere to your current Bylaws and policy and procedure requirements. (Influence changes when you can).
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If you comply with items 1 & 2 and are currently requiring approval signatures on these documents, discontinue this practice.
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Ensure that your minutes/records include the dates of approval by the Medical Staff and Governing Board.
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Reflect only action dates on your governance documents.
Skills Development/Governance
The last several Medical Staff Services' clients I visited in Kansas, Alabama and New Hampshire did not have their Medical Staff Bylaws signed by the usual representatives, e.g., Chair - MEC, Secretary - Board of Directors. Is this a trend? There is no Regulation or Standard that requires that they be specifically signed. However, this has been the practice. It is also the expectation that Bylaws be approved by the Medical Staff and the Governing Board.
Does your practice include the signature of approval body representatives on the Bylaws?
Skills Development/Operations & Career
How to get recognized for what you do?
Here's one tip that will help both internal and external audiences know more about who you are, the company you represent, the job title you hold and how they can best reach you.
Edit your email signature line to include your full name, credentials, your company logo, job title and full contact information (e.g., phone(s), fax, email address). You would be surprised to learn just how many MSPs include only partial information. Remember, we are in charge of showcasing who we are as professionals!
MSP Competency Development
It's a new year! Filled with new opportunities! To demonstrate that I walk the talk about career development, note my new profile picture too. I've already included it in my 2012 career portfolio.
I look forward to our continued networking through my weekly posts. Let's keep working together to make it count!
If you are not yet on my monthly distribution list to receive a complimentary copy of MSP Compass (my newsletter which is dedicated to the development of MSPs), contact me at donna@teammedglobal.com. The first issue of 2012 is set to transmit next week.
Skills Development/Operations
Here's my last posting for the year. Wow, lots of great feedback and sharing during the year! In response to questions about how MSPs who work in Medical Staff Offices can redefine themselves to better secure their future, here's a real-life MSP example of what one of your colleagues did:
"I have reached out to our sister physician practice group's manager. I have asked him to train me on how to enroll physicians into the insurance companies systems. I told him I could help him with the process especially if they are a credentialed hospital med staff member. I also asked him if he would like access to some of my practitioner database screens to help expedite his processes. He seemed pleased that I was looking to streamline things. I am trying to figure out how to entrench myself into the system so tightly that they cannot easily get ride of me. If I do credentialing and privileging, physician enrollment, increase patient safety via hospital -wide IT/PI initiatives I should be good for another year. That was my Christmas present to myself."
Skills Development/Operations
Last week's question about changes in Medical Staff Services Departments generated an unusual silence. I heard from only a handful of MSPs and all shared their story about positive changes that they led and that have resulted in expanded service lines, more validation about their competencies and some who received promotions with salary increases and job title changes. Way to go!
My field work and observations reveal that changes will continue (e.g., one hospital actually closed down their MSO and turfed responsibilities to other departments to manage). I don't believe this service closing will be long lasting, but the reality is that it has happened!
It's time for MSPs working in the hospital environment to be ever diligent about effectively managing their core projects while embracing and participating in non-traditional services. Be the leader and you will be amazed at what you can accomplish!
Skills Development/Operations
As I travel around the country and visit with hospital Administrators and MSPs, I'm seeing changes in the structure of the traditional Medical Staff Services Department, e.g., reporting administrator; job responsibilities are more specific to scope; expanded services lines to include all clinical expirables, payer enrollment; Medical Staff performance improvement, etc.
What changes have you experienced and how are you leading these changes to influence your future success?
Thankful for MSPs ("Doctor FBI")
Woman Gets Cement Injections In Butt: Oneal Ron Morris Charged With Practicing Medicine Without License
To kick off this Season of Thanksgiving and sharing, this real life and sad example of how a patient can be tragically harmed by someone posing as a doctor highlights the important work performed every day by Medical Staff Services Professionals. MSPs take their job as credentialing investigators seriously so you and your loved ones are better protected from a person or persons who say they are doctors. There are so many well educated and highly skilled doctors! PLEASE check out the credentials of a practitioner before they provide you care.
For more details about this case, click on the story/link below:
http://www.huffingtonpost.com/2011/11/20/butt-implants-fake-doc_n_1103933.html
Recognition of MSP Talent by
Organization Administrators
Even more talent points:
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MSPs pursue NAMSS Certification!
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MSPs focus on patient safety!
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MSPs understand the stakeholders that can impact their effectiveness!
Time to Celebrate - NAMSS Week!
More MSP talent points as recognized by Administrators representing all industry environments:
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MSPs are great at effectively managing all kinds of information and data!
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MSPs are sharp, quick to learn and smart!
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MSPs know how to use their influence appropriately!
Time to Celebrate!
In recognition of Medical Staff Services Professional week I dedicate my postings for the entire month to honor MSPs from across the country, including those in Puerto Rico and Korea.
Based upon my work with administrators from our diverse arenas, here are highlights of just some of your many strengths:
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MSPs are resourceful!
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MSPs know how to network and use it effectively!
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MSPs are hard workers!
Industry News
Today, an online Illinois doctor database became available to residents that will allow them to research their doctor's education, training, licensure status, discipline information (like criminal convictions, restriction of privileges), type of insurance they accept and languages spoken. This service was launched by the State's Department of Financial and Professional Regulation (www.idfpr.com).
Technology expansion and patient access will continue to advance. MSPs - we must be ready too! Let's push the use of automation in the management of our work. We are the leaders of change within our industry!
Skills Development/Meeting Management
What type of assistive technology do you use in managing your meeting's function?
Tip: I've either designed an implementation plan to assist MSPs to utilize this technology or have personally observed all three devices being used effectively to further automate the meeting management process. You can do it too!
Follow up from Credentialing Webinar, "Compliance Alert-Check Your Checklist"
The webinar held on July 28 among collaborators, Team Med Global Consulting, FACIS/Verisys & LexisNexis had more than 400 registrants. Attendees submitted many questions regarding the facts and information submitted, specifically the value of conducting FACIS queries as an essential element in your credentialing process. To receive a copy of all of the questions and answers, visit my website at www.teammedglobal.com and click on the "Resource" page.
Career Development/Interviewing Code of Conduct
Research the company! It is part of preparing for the interview.
Look the part! Make sure your clothes match the organization's culture.
Go alone! Really, don't bring your children or friends.
Send a thank you note! It will help you be remembered.
Career Development/Interviewing Code of Conduct
Body Language Matters: Firm hand shake, eye contact, voice tone and purposeful hand movements. Practice being calm and confident and remember to arrive EARLY!
Career Development/Interviewing Code of Conduct
Talk in bullet points and practice your responses by anticipating questions, e.g., “tell me about yourself.”
Career Development/Resume Writing
Build your resume around the job you seek.
P.S. I will be soon post the answers to your many questions regarding FACIS queries and exclusions compliance. I so enjoy the inquisitive minds of MSPs! Keep the discussions flowing.
Skills Development/"Exclusions" Compliance
What if an MSP only does the bare minimum query to obtain "exclusion" information?
If you read the law carefully, the bare minimum is "to check what can be checked at both the state and federal level." The bare minimum is to query the Office of Inspector General (OIG) & General Services Administration (GSA). More licensure, sanction and exclusion information can be obtained by querying FACIS. Check it out for yourself!
Skills Development/Compliance
Patient Protection and Affordable Care Act (PPACA) of 2010 and Centers for Medicare & Medicaid Services (CMS) mandates that healthcare organizations conduct more regular screening and monitoring of participation status. Recommendation: At time of application and monthly.
Skills Development/Compliance
Health and Human Services can exclude from all federal healthcare programs any company/owner/employee who knew, or should have known about improprieties. MSPs are like the "Doctor FBI" - they know how to verify practitioner credentials and investigate red flags!
Follow-Up Items
MSPs Advancing Into The C-Suite
The results are in from my June posting regarding the naming of an MSP executive position to join the C-Suite. This was a very popular topic! I invite you to read the details of the results in my August issue of MSP Compass. If you are not currently receiving my monthly newsletter, simply drop me a message at donna@teammedglobal.com and it's yours.
FACIS Query
This topic was just posted last week and it too reflects great industry interest. Currently, the feedback reveals lots of variability on whether MSPs conduct a FACIS query on practitioners at time of application, along with questions on the cost, content, value, comparison, etc. I will continue to monitor social media discussions and will provide a summary of issues and consideration points at a later date.
Skills Development/Credentialing
Do you use FACIS (Fraud and Abuse Control Information System) to verify sanctions (OIG, GSA, DEA, FDA, Tricare) at time of application?
A. Yes
B. No
Personal Development/Effective Communication
Career Development/Effective Communication
Be aware of your body language:
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Posture (open & straight)
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Facial expressions (no eye rolling)
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Arms uncrossed
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Hands relaxed
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Voice (pace, tone & volume)
Career Development/Effective Communication
MSP SURVEY RESULTS OF THE WEEK:
Career Development/Effective Communication
The four goals of communication are to INFORM, REQUEST, PERSUADE and to BUILD RELATIONSHIPS.
Skills Development/Compliance Management
TJC has defined "Credentialing" as the process of obtaining, verifying and assessing the qualifications of a practitioner to provide care or services in or for a health care organization and "Credentials" as documented evidence of licensure, education, training, experience or other qualifications.
Skills Development/Compliance Management
TJC has self-defined performance improvement standards while DNV has integrated standards from the ISO 9001 quality management system requirements.
Skills Development/Compliance Management
The frequency of a DNV survey is an annual on-site survey. TJC survey frequency is one on-site survey every three (3) years.
Career Development
Last week's posting about creating a name for an executive C-Suite position for MSPs garnered lots of enthusiasm and great ideas - very creative. (You should have seen my inbox.) The challenge for MSPs this week is to think BIG! Think of an acronym that would include even more of our colleagues. Now, let's keep building on each other's suggestions.
Career Development
There is a C-Suite of executives in healthcare - CEO, COO, CFO, CMO, CNO, CQO, CCO. Let's create an executive position for Medical Staff Services. What acronym would be appropriate for an executive that represents our industry?
Skills Development - Meeting Management
This tip is for MSP empowerment! MSPs are members of the meeting team and, therefore, they should position themselves at the table and not in the corner of the meeting room.
Skills Development - Meeting Management
Here are just a few time saving tips to try that will quickly make the management of your meetings easier:
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Research and implement the use of a consent agenda. (That format works particularly well at MEC meetings).
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Post meeting material on a member-only shared drive. (It reduces lost items, increases convenience to members and saves trees).
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Incorporate technology throughout the process. (Bring a lap top or iPad to record meeting business. It cuts transcription time between 40 - 60%).
Skills Development - Meeting Management
Great news! I've received lots of private and public requests for the meeting management process/flow chart. Just as soon as I return from my May travels, I will be sending it along as well as posting it on my website. Stay tuned.
Skills Development - Meeting Management
During work on a recent project, MSPs developed a meeting management algorithm which identified at a minimum 21 core steps in their process. Think about that - at least 21 steps are involved in the coordination and closure of one meeting. Multiply these steps with the number of meetings MSPs are responsible for managing. No wonder productivity is a factor in job satisfaction/performance!
The answer: There are many strategies and techniques MSPs can consider when assessing the effectiveness of their meeting management plan. One may be working with Administrative and Medical Staff Leaders to evaluate the necessity of the required number of meetings and/or frequency determined by their governance documents or outdated practices.
Career Development - Resume
There is a lot of advice available about resume do's and don'ts. Actually, so many mixed messages that it can be confusing. The best advice I offer to colleagues to help alleviate frustrations when building their resume:
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Research and use industry key words in the content.
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Use a legible font and pleasing to the eye format preferences.
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Avoid spelling errors.
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Be accurate and frame your experience with language that includes project results.
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Include a customized and compelling cover letter.
You have the talent. It's time to sell your talent for the job you want!
May will be dedicated to Skills Competency Development - Meeting Management.
Career Development - Resume
Customize your resume to fit the position opening or ad. Use keywords as found in the ad or specific and relevant to the industry. Customized efforts make the difference!
Career Development - Resume
To maintain format integrity for online applications, be sure to save your resume Word document in PDF format.
Career Development - Resume Writing
Things have changed for MSPs! Prepare your resume with a focus on results, related work experience and design it with a pleasant format.
Skills Development - Compliance
Wow, MSP networking is alive and well! Huge responses both publically and privately on last week's question: "What does "deemed status" mean"? Although there were slight variations in descriptions, the actual or intent of the descriptions were definitely on target! Thanks to all who participated. I'm positive that our colleagues learned from this experience. Stay tuned for April when this posting event will focus on issues pertaining to MSP Career Development Competencies.
FYI: Deemed Status (as defined by the American Hospital Association): In order for a healthcare organization to participate in and receive payment from the Medicare or Medicaid programs, it must be certified as complying with the Conditions of Participation (CoP), or standards, set forth in federal regulations. This certification is based on a survey conducted by a state agency on behalf of the Centers for Medicare & Medicaid Services (CMS). However, if a national accrediting organization, such as the Joint Commission, has and enforces standards that meet the federal Conditions of Participation, CMS may grant the accrediting organization "deeming" authority and "deem" each accredited health care organization as meeting the Medicare and Medicaid certification requirements. The healthcare organization would have "deemed status" and would not be subject to the Medicare survey and certification process.
Skills Development - Compliance
Okay, this is serious business and a question I'm getting out in the field. MSP colleagues are asking: "What does "deemed status" mean"? Please restore my confidence by answering this question so I know globally that more MSPs know what "deemed status" means than not. Also, let's help out our colleagues by making that term and definition part of MSP orientation.
Skills Development - Compliance
Field Tracking - TJC: MSPs are reporting that two major survey focus areas include producing evidence of FPPE/OPPE data by specialty and H&P content.
Career Development
As an actively working MSP, I am:
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Very satisfied with my career.
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Somewhat satisfied with my career.
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Not satisfied with my career.
MSPs being "very satisfied with my career" (option 1.) was the predominate response. Great news for those in the industry! Would some of you with the majority voice submit at least one specific example as to why you are so satisfied? I'm sure some of your colleagues who are currently overwhelmed with their never-ending deadlines, not feeling appreciated and disrespected would learn so much by your positive experience. It just takes one idea to create a change!
P.S. Although March was going to address Skills Competency Development issues, the popularity of this question guides my posting stream. So let's go with the momentum.
When I have gaps on my work team, I:
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Do more with less and hire no replacement.
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Hire temporary staff.
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Recruit until position is filled without hiring additional temporary staff.
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Other
I recieved lots of emails on this question! The overwhelming response:
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Do more with less and hire no replacement. By the way, there wasn't even a close second place.
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When I have gaps on my work team, I:
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Do more with less and hire no replacement.
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Hire temporary staff (which often times leads to a long term situation - more than 3 months).
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Recruit until position is filled without hiring additional temporary staff.
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Other
I recieved lots of emails on this question!
The overwhelming response:
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Do more with less and hire no replacement. By the way, there wasn't even a close second place.
February Will Be Dedicated to
Career Tips For the MSP
When I have gaps on my work team, I:
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Do more with less and hire no replacement.
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Hire temporary staff (which often times leads to a long term situation - more than 3 months).
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Recruit until position is filled without hiring additional temporary staff.
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Other
Things to remember when preparing for that job interview:
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Be prepared - research the organization you hope to join.
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Be yourself - let your personality shine!
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Be sincere - don't tell the interviewer what you think they want to hear.
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Be positive - don't criticize yourself or others.
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Be factual - give real examples of project results.
Tips to remember before changing jobs in Medical Staff Services:
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Do assess your strengths and weaknesses.
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Do build a career plan to map your goals.
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Do build a career plan to map your goals.
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Do update your networking contact list - find an MSP mentor.
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Do be patient, stay positive and flexible!
What core functions represents CREDENTIALING, i.e. applications, reapplications, etc.?
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Application Management (includes contracts, signatures, interview)
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Reapplication Management (includes contracts, signatures)
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Verification Management (includes follow-up)
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Data Management (data entry & credentials file)
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Compliance Management
Also reported as an essential component in the credentialing process is communication. Right on!
Skills Development/Operations
Every MSP must be guided by organizational and departmental policies and procedures (P&Ps). Policies describe the department's expectation and procedures outline how meeting that expectation will be carried out. Do you have a department P&P manual? Is it current? These two critical assessment points become indicators on how effectively MSPs manage their functions. Although P&P format, content and authorizations are facility specific, don't struggle when you begin developing or revising your documents. Seek out resources from colleagues. Keep the process simple. Remember - any related form comes before the P&P documents.
Personal Development:
A core competency for MSPs is their ability to demonstrate their effective management in personal skills (i.e. time management, interpersonal relationships, self-awareness, etc.). Mastering personal development skills requires MSPs to acknowledge that a change in self is needed, identify resources to help in the change, remain positive in thoughts during periods of change and celebrate growth!
December is dedicated to MSP success.
Tip 1: Realize your potential - To succeed as an MSP you need to believe that you have the potential to reach your goals!
Tip #2: Have No Regrets - Everyone makes mistakes. To have success, learn from your past but don't dwell on your mistakes. Move forward, learn your lesson and keep growing professionally.
Tip #3: Dream and Think Big! - Every MSP needs to dream and aspire for something higher. Be honest with yourself - what do you want out of life and what do you want to give of your life? The power is within you!
As my Christmas gift to you I will post Tip #4 on Christmas Day. Happy Holidays!
Tip #4: Don't Give Up! - To be a successful MSP, you have to persevere. Keep striving even when it becomes challenging. When we are being challenged, that's when we learn the most.
Tip #5: Have a Plan! - Beginning in 2011, build a professional development plan that includes goals, timelines, measurements and accomplishments. This visual tool will be your reminder on what you are working on, what you've accomplished and what still needs attention. You can do it! Remember, what the new year brings to you will depend on what you bring to the New Year - Cheers!
MSP Career Competency Development:
The overall satisfaction of MSPs is directly linked to the amount of time devoted to their own career development! In other words, you absolutely have the power to design your individual plan for success, as long as you make the decision to invest in your most valuable commodity -- yourself.
Because December is a month of holidays and celebration, all of my weekly posts will focus on you - MSP success!
MSP Skills Competency Development:
Credentialing Management
Conducting physician and practitioner criminal background checks (for membership) continues to grow in frequency as a routine credentialing industry practice. Has your Medical Staff or organization included this practice in their credentialing policy? If there has been resistance, perhaps refocusing the discussion toward the positive may help. Some of the background data collected can vary depending upon the vendor selected. Your members and institution have the opportunity to make a choice that is best for them to ensure that their patients are properly protected. This process can be viewed as one of a reaffirmation of accomplishments versus one that will expose flaws.
MSP Skills Competency Development: Accreditation Management & Performance Improvement Management
It's been over 3 years since The Joint Commission released their revised credentialing and privileging section that focuses on practitioner competence in six categories. Can you name them? Although it's not required, have you taken their lead and incorporated these six competency areas into your practitioner evaluation process? During my consulting visits across the nation, I see an 80% - 20% split in this practice. If you are in the 20%, you are not currently performing to an industry standard. Think about converting.
What one thing could be changed about your job to improve your satisfaction?
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Recognition for position.
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Industry standard regarding staffing ratio:practitioners.
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Value of department as part of healthcare team.
BONUS: The year President Bush proclaimed the first full week of November as National Medical Staff Services Professional Awareness Week?
BONUS A: With 100% accuracy = The year was 1992!
NOTE: October's postings were dedicated to MSP professional development issues - needs and wants. For the month of November, my weekly postings will be specifically related to MSP Skills Competency Development: Accreditation Management.
This week's MSP fact regarding URAC Accreditation: A provider is required to be notified, in writing, within ten (10) days about a credentialing decision. (The notification timeframe recently changed from 60 days to 10 days).
Name the top 3 most enjoyable tasks you perform as an MSP:
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Building and strengthening Medical Staff relationships.
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Strategic thinking, planning and implementing action plans.
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Tied for third place: Acting as a resouce and conducting file audits.
Other responses:
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Coaching/mentoring staff.
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Teaching others (especially Medical Staff
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Leaders) about credentialing done right
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Working with the Medical Staff
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Doing privileging
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Anticipating what Standards will be added or changed
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Meeting management and the overall maintenance of Medical Staff governance
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Getting involved in protecting the Medical Staff from legal risks and participating in the fair hearing process
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Task diversity
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Networking.
What top 3 attributes should an effective MSP possess?
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Takes Initiative in all aspects of performance (seeking current compliance information, industry proven-practices related to credentialing, privileging and operations).
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Effective communication skills (oral and written).
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Dependability (meets deadlines, maintains confidentiality, attention to detail).
Name Your Top 3 MSP Career Challenges?
You answered:
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Time to devote to professional (career) development, to accomplish projects with a strong sense of pride, to develop creative solutions.
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Funding for resources (staff, equipment, software, education).
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Respect for position (value of tasks performed, knowledge diversity, low self-esteem, being expected to manage a process without the authority to make decisions).
The delicate balance of exercising and demonstrating our competence as MSPs (knowledge, skills and ability) often times comes at an expense, yet too many times the sacrifice is ourself. It is oddly reassuring to learn the opinion of our peers and also knowing that there is no magic fix to solve all of our daily challenges. Still, we persevere, strive to learn more about our industry and proudly represent our profession, organization, Medical Staff and team. The bottom line is that for any change to occur, no matter how insignificant it may first appear, it must start with a thought of how it can be improved, building a plan to improve it and then taking action. There is a solution for every challenge we encounter.
Remember: “The overall satisfaction of an MSP is directly related to the amount of time MSPs devote to their own career development.”
- Donna Goestenkors, CPMSM
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