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Creating a Health Equitable Organization at Navicent Health Dr. Ninfa M. Sa und ers, FACHE CEO a nd Presid ent Na v icent Hea lth 5 Decem ber 20 16
About Navicent Health Navicent Health, located in Macon, Georgia, is central Georgia’s premier health system whose primary purpose is to coordinate the Medical Center, Navicent Health and other affiliated entities in their mission of providing a comprehensive continuum of high quality, reasonably priced healthcare services to the region. Navicent Health has more than 800 beds for medical, surgical, rehabilitation and hospice purposes as well as diagnostic and home care services. The health system includes: • Medical Center, Navicent Health , a nationally recognized tertiary teaching hospital • Children’s Hospital, Navicent Health , the region’s only dedicated pediatric hospital • Medical Center of Peach County, Navicent Health , a rural critical access hospital • Rehabilitation Hospital, Navicent Health , the region’s oldest and most experienced rehabilitation provider • Pine Pointe Hospice, Navicent Health, which provides palliative and hospice care in homes and in its facility • Carlyle Place, Navicent Health , the area’s first continuing care retirement community • Navicent Health Foundation , the philanthropic arm of Navicent Health • Putnam General Hospital , a rural critical access hospital (Management Agreement) • Monroe County Hospital , a rural critical access hospital (Management Agreement)
Equity at Navicent Health Execut Ex ecutive S e Sum ummar ary • Many any ef effor orts in H n Heal ealth h out outcom comes es di dispar parities es r res esol olut ution and r on and res esear earch ch hav have e occur occurred ed or or ar are under e underway ay • Progr ogram am i in cul n cultur ural al com compet petency ency and and engagem engagement ent f for or al all as associ ociat ates es, phy physici cians ans, l leader eaders ar are ex e expandi panding ng • Ongoi ngoing di ng diver ersity and and i incl nclus usion on in l n leader eadershi hip p and gov and gover ernance nance ar are cr e critical cal for or succes uccess • Com ommuni unity par partner nershi hips ps and engagem and engagement ent ar are r e robus obust • Equi Equity 1 123 pl pledge has edge has been a been a cat catal alyst f for or t the nex he next lev evel el of of per perfor ormance ance
Reducing Disparities Ini nitiat atives es • Mer ercer cer S School chool of of M Medi edici cine ne-Nav avicent cent Res esear earch par ch partner nershi hips ps (~5 ~50)* • Funding • Staffing • Patient contacts • Qual uality / /Saf afet ety pr progr ogram am addr addres esses es di dispar parities es 2 2015 • Heart Failure outcomes in African Americans • Asthma admissions in African American children • Geriatric trauma care improvement • All PI projects will address disparities going forward • Pediatric suicide prevention
Reducing Disparities Ini nitiat atives es • Coor oordi dinat nation n with h Me Mercer cer C Cent enter er for or Rural al H Heal ealth/ h/Dispar parities es • TRACE-CORE HF Outcomes disparities resolution • Res esear arch r ch res esul ults impl plem ement ented i d in n al all pa patient ents • Transition in Palliative care counselor interventions • Screening ETOH brief intervention and referral treatment (SBIRT) • Ongoi ngoing r ng res esear earch ch • Bereavement care in SNF elderly (grant) • Reproductive Health disparities • ED utilization reduction • Ongoi ngoing s ng staf affed ed pos positions ons wor orking ng in n dispar parities es r reduct eduction on • Population Health case managers (5) intervene for underserved • WT Anderson Health clinic operated , funded services (many) • Palliative care outreach (10) for EOL patients
Becom ing Culturally Com petent Initi Ini tiati atives es • Recom ecommitted to tted to Cul ultur tural al com competenc petency cor core e tr trai aini ning 2 ng 2013 • Core training module developed • Part of the improving the patient experience program • Mandatory for all patient care associates; voluntary, and encouraged for all others • Mandatory for all beginning associates • Computer based learning module addressing diversity in place • Additional Cultural awareness training is offered in many different departmental formats • Hum uman an res esour ource ce pol polici cies es, addr addres essing ng di diver ersity ty: • Equal opportunity • Patient Right’s • Language (interpreting) services • Com ommitm tment to ent to di diver ersity ty and i and incl nclus usion n in n hi hiring ng • Employment application states commitment to non-discrimination based on compliance with state and federal • Mandatory Equal Employment Opportunity posters displayed in all the areas where interviews are conducted • Diver ersity ty and and incl nclus usion on pol policy cy i in n suppor upport t of of our our pati patients ents, em empl ploy oyees ees, as associ ociate ates, vendor endors and and other other par partner tner as associ ociates tes
Becom ing Culturally Com petent Ini nitiat atives es • Onl nline t ne trai aini ning ng modul odules es av avai ailabl able e to o al all em empl ploy oyees ees to us o use e in our n our C Cent enter er for or Lear earni ning ng to cont o continual nually bui build cul d cultur ural al com compet petenci encies es • Language anguage S Ser ervices ces av avai ailabl able e to i o ins nsur ure e al all pat patient ents needi needing ng thi his as assistance ance ar are accom e accommodat odated ed • An n engaged engaged and and di diver erse e leader eadershi hip t p team eam com committed ed to cr o creat eating and r ng and ret etai aini ning ng a di a diver erse and e and incl nclus usive or e organi ganizat ation: on: • Encouraging proactive steps to insure diverse candidate slates of qualified candidates to fill positions • Processes in place to identify and develop high performers; insuring leadership development (including cultural awareness and engagement) is provided • Internal and external coaching opportunities for executives and top talent leaders with goal to "coaching culture" by 2017 • National Standards for Culturally and Linguistically Appropriate Services (CLAS)
Senior Leadership & Governance Diversity Ini nitiat atives es • Dev evel elop an engaged op an engaged and di and diver erse l e leader eadershi hip p team eam com committed ed to cr o creat eating ng and and ret etai aini ning a di ng a diver erse e and and incl nclus usive or e organi ganizat ation: on: • Proactively develop talent to ensure diversity among qualified candidates • Identify and develop high performers thorough leadership development training • Create a "coaching culture" • The f The fol ollow owing or ng organi ganizat ational onal changes changes w wer ere m e made ade to s o suppor upport t the i he ini nitiat atives es: • Redesign of Navicent Health’s governance structure • Restructuring of the executive team and integration of diverse talent profiles • Use of the Best People Review to identify talent for promotion and upward mobility
Senior Leadership & Governance Diversity Ini nitiat atives es • Progr ogram ams and and chan changes es impl plem ement ented d by by Nav avicent cent H Heal ealth h pr prov ovide t de the he fram amew ewor ork and and the abi he ability t to o ex execut ecute e our our com commitment ent to o di diver ersity and and incl nclus usion. on. The i The inf nfor ormat ation on no noted ed bel below ow suppor upports t the he signi gnificant cant pr progr gres ess m made ade in n creat eating a ng a di diver erse e leader eadershi hip p team eam:
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