Welcome! We will begin the webinar shortly....Welcome! We will begin the webinar shortly. If you haven’t already done so, please take a moment to complete the Baseline Survey (link

Welcome! We will begin the webinar shortly.

If you haven’t already done so, please take a moment to complete the Baseline Survey (link in the chat box). Everyone should complete

this individually. If you need to add anyone to your work group, email us at [email protected]. Only one email per

agency/work group is needed.

Performance Driven AcademySESSION 1: DEVELOPING A PERFORMANCE DRIVEN

ORGANIZATION CULTURE

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Brought to you by the Managed Care Technical Assistance Center

Speaking: Briannon O’Connor, PhDAssociate Director

CCSI’s Center for Collaboration in Community Health

What is the PDA?

Goal of the PDA‣ Prepare agencies for Value Based Payment by

• Supporting strategic use of limited resources

• Encouraging informed decision making

• Emphasizing accountability to make a

difference/impact

• Encouraging an organization to take on meaningful

challenges

• Identifying and understanding key performance indicators within the agency

• Preparing an organization for greater accountability as new payers (MCOs,

ACOs) emerge

• Providing a framework for doing the right thing

Structure‣ Year long educational series divided into semesters

• Semester 1, January-June 2018: Effective Measurement Practices and Developing a Culture of Collaboration

‣ Webinars, in-person working sessions, additional support through office hours and dedicated email [email protected]

• Webinars will be recorded

• Make sure everyone in your work group registers for one in-person session

• We’ll be emailing you within a day of each webinar with materials and a few “how was it” questions via SurveyGizmo

‣ Access to tools and resources, experiences from agencies across NYS, and experts

• Performance-driven best practices, data and measurement, financial models, evidence-based practices, transfer of knowledge within teams, organizational efficiencies, Value Based Payment models, managed care, and many more…..

How is the PDA different from other MCTAC offerings?

What’s unique about the PDA?‣ Your commitment to the change process and integrating best practices to

evolve as an organization

• Work groups: Commit to viewing webinars, attending in-person, spending a few hours a month enacting the workplan created through the take-aways

‣ Additional resources

• Take-aways: A few specific suggestions to guide you in taking action on the information during your work group meetings between webinars

• Evaluation: Our commitment to the change process

◦ Very brief pre-/post ratings that we will summarize and report back to you (link in chat box)

◦ A few questions before each webinar (“Was the webinar/tool helpful?”, “How can we better support you on this topic?”)

• Tools: Hands-on support with each topic

How will my agency benefit from committing time and resources to the

PDA?

Actively participating in the PDA will…‣ Position you to know your cost, know your quality, and know your

impact within the broader system of care

‣ Generate a workplan for integrating knowledge gained and transfer knowledge within you organization

‣ Provide tools and resources to support effective collaboration, measurement, financial analytics, and leadership values to support continuous growth and improved efficiencies

‣ Document your agency’s growth and improvement through the evaluation

‣ Demonstrate your agency’s commitment to performance driven principles through a certificate of completion

How do I maximize the return on investment of our time?

Maximize the benefit‣ Get the content

• Attend or view recorded webinars

‣ Meet with your workgroup

• Regularly between webinars

‣ Take action

• Complete take-aways, add your

own

‣ Ask questions, provide feedback

• Chat at any time

• [email protected]

• Pre-webinar check in

‣ Network

• At in-person sessions, reach out to

agency experience presenters

‣ Use objective data to evaluate

• Baseline Survey

• Readiness Assessment

1. Culture

2.

Collaboration

3. Human

Resources

Part 2: Effective

Measurement

4. In-person

sessions

Elements of a PerformanceDriven OrganizationDeveloped by CCSI’s Center for Collaborationin Community Health

Developing a Performance Driven Organization Culture

The Performance Driven Academy

JOHN D. LEE, MBA, CERTIFICATE IN HOSPITAL & HEALTH CARE

ADMINISTRATION

DIRECTOR, CENTER FOR COLLABORATION IN COMMUNITY HEALTH

COORDINATED CARE SERVICES, INC.

Portions of these materials were created with support by New York State Success, in partnership with the Managed Care Technical Assistance Center and the Center for Collaboration in Community Health

Background of Today’s Speaker‣ Highland Hospital, Rochester NY

• Vice President Clinical and Support Services

• Vice President New Program Development

‣ CCSI

• President and Vice President

‣ Community Care Behavioral Health Organization

• Senior Director, Business Development

‣ Beacon Health Strategies

• Director- Western Region BHO Initiative

Today’s Learning Objective

‣ Reflect on why data is important to the success of your organization

‣ Understand how organizational culture drives success for Performance

Driven Organizations

‣ Introduce the Performance Driven Readiness Assessment as a tool for

guiding action

Why is data important?

DISCUSSION

Why is Data Important to you?

Why is Data Important?

‣ Supports the wise use of limited resources

‣ Encourages informed decision making

‣ Heightens accountability to make a difference/impact

‣ Important in supporting a more certain future during uncertain

times

Why is Data Important?‣ Encourages an organization to take on meaningful challenges

‣ Prepares an organization for greater accountability as new payers

(MCOs, ACOs) emerge

‣ Positions an organization for the possibility of participating in Value

Based Payment arrangements

‣ It’s the right thing to do for the service recipients

Why would you want a performance driven culture?

Why would you want a performance driven culture?

‣ Better for your staff

‣ Better for people receiving services

‣ Better for your bottom line

What Are The Essential Elements of an Organization that Effectively Uses Data to

Drive Performance?

Let’s Talk about the Culture

of a Performance Driven

Organization

What is a Culture?

‣ Culture is the way of thinking, behaving, or

working that exists in a place or organization

(such as a business).

‣ It is a belief system that impacts what is

considered to be of “value” and how decisions

are made.

What Does Culture Mean in a Performance Driven Organization?

Belief system ...from board to

management to staff... that supports

the concept of data-driven problem

(opportunity) identification as a path

to improved organizational and

individual performance

What are the cultural

elements in a Performance

Driven Organization?

An Organization’s Performance Driven Culture is found in its....

‣ Corporate Policy

‣ Leadership Values

‣ Performance Dashboard

‣ Human Resources

‣ Continuous Learning

‣ Communication

‣ Collaboration

Corporate Policy

‣ There is a Corporate Policy (documentation) in place that

reflects the value of performance driven leadership and the

importance of continuously learning and improving

• The policy embraced as a shared vision by all leadership

• Annually reviewed, updated and approved

Leadership Values

‣ Leadership Team values data and information in ways such as:

• Routinely talking about agency performance

• Willing to conduct authentic agency program and service assessments using internal

and/or external resources

• Always willing to take a “deeper dive” to better understand the meaning of the

information

• Performance is an acceptable topic to talk about at the staff and management levels

of the organization

• Agency performance is routinely reported out and discussed during board meetings

• Accountability for improvement exists at all levels of the organization

Performance Dashboard

‣ Agency Performance Dashboard is maintained and reviewed

on a regular basis

• Covers all areas of performance: financial, quality (fidelity to practice model),

service impact, client satisfaction, payer satisfaction feedback

• Opportunities for improvement are identified in the analysis with clear

expectations for follow up

• Agreed upon actions tied to opportunities are reported out at a follow up

meeting

• Measures are added (or removed) as requirements change

Human Resources

‣ Human resource practices reinforce performance

expectations:

• Job descriptions reflect expectation of measurement and continuous

improvement to assure best possible performance

• Performance Appraisals incorporate aspects of measurable performance

for staff members as well as management

• Professional development driven by identified areas for improvement

• Multiple forms of recognition tied to exceptional performance

◦ Willingness to take action on those that cannot meet expectations after multiple

training/retraining efforts

Continuous Learning

‣ Investment in learning/training is made

for all levels of the organization

• Continuous transformation is

encouraged during trainings

• Ongoing research to identify

evidence based practices is taking place

• Investment in innovation

Communication

‣ Exceptional, two-way communication is routinely taking place

across all areas of the organization

• Staff members see and hear leadership talk about and act in a manner

consistent with agency values

• Staff members are routinely given the opportunity to ask questions and share

their thoughts

• Both good news and bad news is shared and discussed

• Each staff member knows and supports the Agency Value Proposition and

Values

Collaboration

Definition for internal collaboration:

A work culture where joint

communication and decision

making among all members of

the healthcare team becomes

the norm, resulting in a higher

level of services than if each

was working alone

Characteristics of Collaboration within an Agency

‣ System thinking and team learning

‣ Recognizing, and acting upon, mutual interdependency (clinical,

financial, quality, training, etc.)

‣ A just culture that supports fair, equal and consistent approaches to

variances in care

‣ Promotion of a safe/fear-free environment

‣ Celebratory mechanisms to highlight success

Characteristics of Participants that Collaborate

‣ Mutual respect

‣ Effective communication

‣ Support of team based learning

‣ Sense of partnership

‣ Trust

How Might You Know Whether

Your Organization has a

Performance Driven Culture?

Introducing: Performance Driven Culture Assessment Tool

‣ 30-items rated from “Not at all true” to “Very true”

• Takes 5 minutes

‣ Domains: corporate policy, leadership values, performance dashboard,

human resources, continuous learning, communication, collaboration

‣ Available to download and print at: http://ctacny.org/hidden-pages/pda

Introducing: Performance Driven Culture Assessment Tool

Agency Experience

We are pleased to welcome:

Mya Ramirez Utilization Review & Funding Manager, CACSt. Joseph's Addiction Treatment & Recovery Centers

What do I do next?

Take-aways: How Can I Get Started?

‣ If you haven’t already, take the Baseline Survey so you can measure the

benefit of investing in this series

‣ Schedule time between webinars to meet with your workgroup

‣ Complete the Performance Driven Culture Readiness Assessment together

during your meeting

‣ Discuss findings with workgroup; identify areas of strength and targets for

improvement

‣ Each member of the workgroup should informally ask others in the agency how

they would “describe the culture of the agency”, bring the feedback to the next

meeting and discuss whether the responses are what you expected to hear as

well as what you would want to hear

Mark your calendars and register

Webinars (12-1pm):

Collaboration, 2/6/18

Human Resources, 2/27/18

In-person events (10am-2pm):

Albany, 3/19/18

Rochester, 3/20/18

NYC, 3/26/18

Send us any questions or feedback

Use the chat box or

email us at: [email protected]