Putting the Value Back in Your Analysis! Presented To Society for Arkansas Healthcare Purchasing and Materials Management Fall Conference October 18 th,

Putting the Value Back in Your Analysis!

Presented

To

Society for Arkansas Healthcare

Purchasing and Materials Management

Fall Conference

October 18th, 2013

How Strong Is Your VA Process?

Teams Are People + People Become Sick= Teams Can Become Sick, Too

How Healthy is Your VA Team?

Diagnose The Malady

Run Tests/Collect Data

Discuss Findings With The Patient

Develop A RX Plan

Monitor Progress

Adjust The RX

Treat A Sick Team Like A Patient

Obvious Symptoms• Dwindling Attendance

• One Service Line Is Managing The AgendaPrimarily New Products

Majority Are Cost Increases

• Implementation Drags Forever

More Subtle Symptoms• Lack Of Enthusiasm

No Debate/Pushback/Disagreement

Diagnosing Your VA Team

Collect Data Survey Current Members

Why Are They On The Team?What Do They Think The Team Needs?

Go Back To The BeginningIs VA Training Required To Be On The Team?

Is The VA Process Part Of New Employee Orientation?How Often Do Team Members Rotate?

Who Is The Leader/Co-Chair/Facilitator?What Are The Team’s Motivations/Rewards?

Determining The Underlying Cause

Testing/Data Collection

• Look At Your Current WorkWhat Are The Last Six Items On Your Agenda?

How Many Are Cost Savings?How Many Came From Materials Or The Big Spenders?

What Was The Average Value Of Initiatives?How Many Were MD Preference Items?

Determining The Underlying Cause

What Needs Work? Team Structure

Like interests/Cross-team/MD involvement

Team MembershipBe pickier

Team LeadershipPlay to your strengths

Administrative InvolvementNon-negotiable

Meeting Schedule/Agenda/TimeAlternate

Motivational MechanismsMake it loud and public

Generation Of New IdeasPay for play

Discuss Your Findings

Prioritize Your PlanDollar/Resource

Set Measurable, Specific GoalsWhere are you now?

Assign ResponsibilityChampion=Ownership

Set The VisionCreate A Charter

Develop Timelines

Require Team Engagement

Outline Responsibilities

It May Hurt Before It Is Better!!

How Do I Know If My Team Has Reached the DNR Stage?

It May Be Time To Pull The Plug!

Develop A Treatment Plan

How to Tell If It Is Better? Better attendance

Champions are better preparedTimelines don’t need to be extended

Work is being done behind the scenesPeople are talking

There is an abundance of ideasYou have to create a parking lot

Passion is on the rise

Monitor Progress

Develop Metrics

Get a good baselineIdentify true item cost (minus rebates or special buys)

Develop a way to adjust for change in censusSet reasonable targetsCalculate true savings

$$$ eliminated does not always =$$$ saved

Measure Your Success

Realize Your Vision

Value Analysis Team

M

Putting the Value Back in Your Analysis!

• Begin with the Patient• Establish Executive Support• Build your Team• Education• Include and involve the Physicians• Focus on Results• Celebrate and Publicize your Success

Find The Passion!

S upport

P roof

I nvolvement

C ommunication

E ducation

What Do Teams Want?

Find out what motivates your team

Ask the right questionsListen to the answers

Develop team specific motivators

Get The Facts!

1. Describe a change you felt positive about and termed “successful.” What made you support this change?

2. Describe a change that you felt negative about. What made you dissatisfied with the change?

3. What factors in the change process contributed to your feelings?

4. Were you involved in the decision making process in situation 1 or 2?

5. What can this team do to make change more acceptable to others?

Key Questions To Ask Your Team

Factors Influencing Acceptance

What Team Members Want“Be present during the process-don’t ask staff to attend meetings if you don’t”

“Ask us how it is going when you see us”

“Don’t back down from the physicians when they are unhappy”

“Empower employees and support their effort”

“Connect the dots-let people understand why this is important”

“Focus on how the employees will benefit from the change”

“Give me answers to questions the patients will ask”

“Threaten job security-tell the team it is products or people”

“Create small incentives such as a cookie tray or small prize”

“Pay us more if the facility saves the money”

“Allow people to own the change”

“Listen to me when I tell you why I am concerned about the change”

“Sometimes, nurses do things because it makes us feel good

to do them. Things like using bath in a bag products. When those

are taken away and we have to go back to soap and water, we

grieve about it. It is more than the product-it’s like they are saying

we are no good. People need time to deal with hurt feelings.”

“I have over 20 years experience in Nursing and they never even

asked me if I thought the product would work or not.”

What We Are Seeing• Teams developing formal, signed charters to reinforce their commitment to

the goals• Creative communication

– Morning huddles to reinforce changes– Clear document holders attached to linen and supply carts– Clever ways to remind people of the change

• Cafeteria displays with small giveaways such as light bulbs or detergent• Linen tracked in miles

• More ownership of the process through branding of programs– Bright Ideas

• Mentoring programs-pooling your knowledge

Think…….

Incentive SpirometersNebulizersBathing Products and PracticeLinen-No Specific TimesPersonal Care ItemsSurgeon Glove vs. Sterile ExamOpen To Air vs. BriefsBlood Collection Devices-Limit Butterflies

M

Push.….

Freight ManagementEnergy Utilization/recyclingOffice SuppliesCell Phones and PagersMedical TranscriptionRecord StorageCopier Services & Print ManagementRental Equipment

Put Me In Coach!