colorado chapter

PEAKS & plainsFIRST QUARTER 2015-2016 | JULY

Tax-Exempt Hospitals & 501(r) –Are You Ready?

WITH STAKES HIGH, an effective compliance program is essential

from top to bottom

MEMBER SPOTLIGHT: Janiece McNichols,

Centura Health

EARLY CAREERIST Gen Ys: A Stark Contrast from Gen Xers? THIS YEAR AT ANI...

CHA UPDATEWHAT A TANGLED WEB WE WEAVE: How to Make Value-Based Partnerships and Affiliations Successful

10 REASONS WHY FRIENDLINESS IS A LEADERSHIP NECESSITY

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p l a i n sPEAKS&

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PRESIDENT’S MESSAGETim Cashman

INSIDE THIS ISSUE

President’s Message 1

Upcoming Events 2

Tax-Exempt Hospitals & 501(r) – Are You Ready?

4

10 Reasons Why Friendliness is a Leadership Necessity

6

Member Spotlight: Janiece McNichols 8

Conspicuous Absence 11

Hospital Highlight 12

This Year at ANI... 14

CHA Update 15

Experience the Benefits of the New Mentorship Program

16

Safe Fun in the Summer Sun 18

Early Careerist: Gen Ys: A Stark Con-trast from Gen Xers?

20

Committee Corner 22

With Stakes High, an effective compliance program is essential from top to bottom

24

Chapter Distractions 27

What a Tangled Web We Weave 28

Statewide Pride 31

Hello all Colorado HFMA members, friends and associates.

While the weather is very wet this year,

hopefully we can find some sunshine in our professional lives! Your Chapter volunteers are certainly quite busy working on interesting conferences, webinars and social events that hopefully present a fresh look at current trends. Our Chapter is loaded with talent, energy and highly qualified professionals. It really is a team that makes our Chapter successful. We are planning a very fun year, to be sure.

First things first – I would like to extend my sincere gratitude to Jeff Hyre for his energy, leadership, and thoughtful insights as our President last year. Under his leadership and his Committee Chair’s, we have growth in Membership, Attendance, Education hours and Certifications. All of those represent our Chapter very well, nationally. Jeff is one those guys that you always see very early at Conferences, taking care of the details. His work ethic and his knowledge of our Conference and Event management is of huge value to us. So, please join me in thanking Jeff for his time and all of his hard work.

Speaking of which, everyone has now returned from HFMA Annual meeting (ANI) in Orlando. Included in this newsletter is a report from Jeff

regarding the Chapter’s awards for this past year. For the record, our accomplishments for 2014/2015 include a 4.8% increase of education hours, member satisfaction score of 75% (new high), and an increase in certified members from 8.2% to 8.6%. Jeff did a remarkable job with his written reports for Yerger Awards, of which we received four (4). Well done, Jeff.

We held our annual Strategic Planning meeting (aka the MiniLTC) on May 7 & 8. Excellent attendance from your Board and Committee Chair’s resulted in a Plan that we hope is achievable and continues to set the course for our long term success.

We are emphasizing a new direction for our Marketing and Communications, under the talent and ideas of Pilar Mank and Jessica Griffith. I am hopeful that you notice how crisp and well organized our communication messages, including this newsletter, conference brochures and weekly emails. Also, we are working hard to update our website. We are updating the website more frequently to include conference materials, including the respective Agenda’s as well as the Speaker Powerpoints.

Also, Steve Ellsworth and a team of capable volunteers are working on updating our Sponsorship program. We are hopeful to complete a clearly defined and mutually beneficial program for our Sponsors, of which REGISTER HERE

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p l a i n sPEAKS& FIRST QUARTER 2015-2016 | JULY

PRESIDENT’S MESSAGEcontinued

UPCOMING EVENTS: ■ AUG 4TH, 2015 Webinar: Ensuring Compliance with RCM Vendors

■ AUG 12-14TH, 2015 HFMA Region 10 Conference Cheyenne Mountain Resort, Colorado Springs

■ SEPTEMBER 8TH, 2015 Webinar: Critical Issues Overview and Update for CAH

■ SEPTEMBER 19TH, 2015 Walk to End Alzheimer’s. Sign up to join HFMA Colorado’s team for this great cause. Sign up online here. Select “Join A Team” and enter CO HFMA.

■ SEPTEMBER 23 - 25TH, 2015 Great Fall Rural Conference, Hotel Colorado, Glenwood Springs

■ OCTOBER 20TH, 2015 Webinar: Intro to Service Leadership - Establishing a Climate & Culture for Success

■ OCTOBER 26-27ST, 2015 Chargemaster Conference Children’s Hospital Colorado, Denver

we simply couldn’t have as successful a Chapter as we are fortunate to have.

Membership, under the expert direction of David Ridley and his team of volunteers has absolutely transformed our methodology of managing the database of our membership roster. This includes managing our retention, new members and transfers. Tammy Rivera is our Volunteer Coordinator, we are hopeful that this helps to organize any and all members that wish to become more active in our Chapter activities. By the way, Tammy is also leading a team of outstanding ladies as they build a program around the theme of Women’s Leadership, consistent with HFMA National. Stay tuned for more details

forthcoming.

Don’t miss our upcoming Region 10 Conference in mid-August at the Cheyenne Mountain Resort in Colorado Springs. The Speaker lineup is fantastic and so is the location. It promises to be tons of fun, including a Wild Wild West Party on Thursday night. There are lots of educational opportunities as well as a very relaxing atmosphere. We have a Golf Tournament planned for Wednesday that promises to be very fun. And, as always with our Conferences, there are NASBA credits for our CPA friends.

Our annual Great Fa l l Rura l Conference in Glenwood Springs is scheduled for September 23rd thru the 25th. This is a very popular

Conference in a beautiful resort location, the Hotel Colorado. This is historically well attended and always a fun time with old and new friends. Jon Wiik and his team promise to put on yet another terrific event. Don’t miss the fun!

We also have planned, yet again, another very successful ChargeMaster Conference, presented by the very popular Angie Martin. In December we have planned the always popular Payer Day, in collaboration with CMCC at Children’s Hospital. There are monthly Webinars and a few Social gatherings planned this year. Sure hope to see you at a few of these, for networking and socializing with your peers.

Please visit our Website for all the details of your Colorado Chapter. http://www.hfma-co.org

In closing, I could not be more proud to be associated with the Colorado HFMA Chapter and all of the fine members, whom we call friends and professional associates. I encourage you to attend some of our planned events for your professional continuing education and networking opportunities. Our goal is to provide a stimulating professional environment to meet your educational and social expectations.

Yours, most truly

Tim CashmanHFMA Colorado Chapter President

SEPTEMBER 19TH, 2015 SIGN UP TO JOIN HFMA COLORADO’S

TEAM FOR THIS GREAT CAUSE.

SIGN UP ONLINE HERE. SELECT “JOIN A TEAM” AND ENTER

CO HFMA.

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On December 29, 2014, the IRS issued final regulations for charitable hospitals as part of the Patient Protection and Affordable Care Act, with which hospitals must comply to retain exempt status. These mandates fall under Internal Revenue Code Section 501(r). For a tax-exempt hospital to retain its exempt status, it must comply with the entire regulation.

This new regulation comes with many compliance mandates and penalties for noncompliance, up to loss of exempt status and/or a $50,000 excise tax penalty for failure to complete an adopted Community Health Needs Assessment (CHNA) and implementation strategy by the required

due date. Here is a high-level overview of the IRC 501(r) regulations and a few key takeaways of what is required for each section. Tax-exempt hospitals with December 31 year-end should pay particularly close attention to the following requirements, as they must comply by December 31, 2015. Tax-exempt hospitals with a different fiscal year-end should be compliant by the end of their fiscal year in 2016.

501(R)(3) – CHNA

To comply with 501(r)(3), each hospital must conduct a CHNA and adopt an implementation strategy based on the health needs identified in the assessment every three years. The CHNA must

be approved by an authorized body by the end of the third year, while the implementation strategy must be adopted by an authorized body on or before the 15th day of the fifth month after the end of the taxable year the CHNA was conducted and made widely available to the public. Organizations without an approved CHNA by the due date will be subject to a $50,000 excise tax penalty for each hospital it operates that fails to meet this requirement.

Please note: The final regulations require the hospital to evaluate the impact of actions taken to address significant health needs since the last CHNA report.

TAX-EXEMPT HOSPITALS & 501(R) – ARE YOU READY?by Ed Priem, BKD, LLPepriem@bkd.com

501(R)(4) – WRITTEN & ADOPTED FINANCIAL ASSISTANCE POLICY & WRITTEN EMERGENCY MEDICAL CARE POLICY

Each tax-exempt hospital facility must have in place a written financial assistance policy (FAP) as well as a written emergency medical care policy to be compliant with the requirements of Section 501(r)(4). Each policy also must be adopted by an authorized body of the hospital facility, i.e., the board of directors, in which these policies reside.

501(R)(5) – LIMITATIONS ON CHARGES

This section describes the limitations on what 501(c)(3) hospital facilities can charge patients receiving emergency and other medical care if those patients are eligible under the hospital’s financial assistance policy. Amount generally billed (AGB) can be determined using two methods: the look-back method and the prospective Medicare and Medicaid method.

501(R)(6) – NOTIFICATION REQUIREMENTS, EXTRAORDINARY COLLECTION ACTIONS & OTHER ISSUES

A tax-exempt hospital facility complies with 501(r)(6) if it doesn’t engage in extraordinary collection actions (ECA) against an individual before making reasonable efforts to determine if an individual is eligible for assistance under the organization’s financial assistance policy. Some (but not all) of the actions considered ECAs include:

■ Selling an individual’s debt to another party, sub-ject to some exceptions

■ Adverse reporting to credit reporting agencies or credit bureaus

■ Deferring, denying or requiring payment before providing medically neces-sary care due to non-payment for previously provided care

■ Actions that require a legal process

Hospitals should carefully consider what actions are needed to comply with these important regulations and protect their exempt status.

This article is for general information purposes only and is not to be considered as legal advice. This information was written by qualified, experienced BKD professionals, but applying this information to your particular situation requires careful consideration of your specific facts and circumstances. Consult your BKD advisor or legal counsel before acting on any matter covered in this update.

Article reprinted with permission from BKD, LLP, bkd.com. All rights reserved.

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p l a i n sPEAKS& FIRST QUARTER 2015-2016 | JULY

We’ve heard it many times, “It’s a dog eat dog world.” The trouble is, some leaders actually believe it. They conduct themselves like the alpha dog in a pack, holding sway through intimidation. This instinctive behavior helps insure survival in a dog world, but applied to the human world of organizational dynamics, it can lead to disaster.

Alpha dog leadership can eventually turn out to be destructive to the people, their organization, and the leaders themselves. To use another common metaphor, “That dog won’t hunt.”

After all, leaders do nothing more important than get results; and the best results are what I’ve been teaching for more than two decades, “more results faster, continually.” An alpha-dog leader might chew up people to get more results and get them faster, but I submit that it takes a far different personality trait to engender the “continually” aspect of the imperative. That trait isn’t the despot modeled by so many leaders, it’s ... well, friendliness.

Having a friendly attitude as a leader means eschewing the alpha-dog way of leadership. It means being gentle, kind, helpful, and cordial in your relationships, even in times of anger and stress -- ESPECIALLY in times of anger and stress. Here are 10 reasons friendliness gets far more results than an alpha-dog way.

1 We stay in control. Apha-dog leaders seek to control others. But they misconstrue what control

really means. In truth, such leaders are really out of control much of the time, since they’re at the mercy of their emotional outbursts and the reactions of others to those outbursts. In leadership, the best way to control a situation, i.e., the best way to get great results, is to put the people in control. Don’t constrain them through short-term compulsion but liberate them by playing the “longer game.” Unleash their initiative and creativity by allowing them to make free choices, and they will be under your “control” in more profound and effective ways than the alpha-dog leader could imagine.

2 People respond more openly and positively to friendliness. Humans seek happiness; and friendliness

is a great way to spread happiness. It enables you to communicate much more effectively because it bonds you with others in ways that anger, coercion, intimidation can’t. And that bonding is the stuff that great results flow from.

3 We a r e m o d e l i n g g o o d interactions, bringing the future into the present. Whether leaders

know it or not, their words and actions are carefully watched by the people they lead. People have an instinctive need to model those words and actions; or if they disagree with them, speak and act in opposite ways. By radiating friendliness, leaders are being the means that are the ends in the making.

4 We make real issues relevant factors, not false issues like anger and intimidation. Friendliness

tends to clarify issues; intimidation, because it is associated with fear, obfuscates them. So often intimidating leaders make themselves and their tormenting ways the issue. Whereas the real issues should be, how do we get results, how do we get more results, how do we get faster results, and how do we get “more, faster” continually? The fear they provoke is like crack cocaine, temporarily stimulating but addictive and in the long run destructive to the leader and the people.

5 With friendliness, we set the agenda. “A good offense is the best defense” applies with friendliness.

You should be on the offense with

10 REASONS WHY FRIENDLINESS IS

A LEADERSHIP NECESSITYby Brent Filson

friendliness, displaying it even in challenging circumstances when it may take an act of disciplined courage on your part. This helps you set the agenda in terms of how people respond to one another in these circumstances. Of course, your friendliness will not affect some people who may be determined to subvert your leadership no matter what your attitude is; however, friendliness can, like the clearing of brush-lines to contain a forest fire, keep rancor from spreading deeply into the organization.

6 We increase the chance that others will support our cause. The truth is that leaders can’t motivate

anybody to do anything. The people make the choice to be motivated or not. Friendly leaders have the best chance of creating an environment in which the people make that choice. As Abraham Lincoln said, “If you would win a man to your cause, first convince him that you are his sincere friend. Therein is a drop of honey that catches his heart, which, say what he will, is the great highroad to his reason, and which, once gained, you will find but little trouble in convincing him of the justice of your cause, if indeed that cause is really a good one.”

7 Our opponents can be put off balance. As a leader, you’ll often have people working against you,

spoiling for a fight; and when they encounter a friendly attitude on your part, they may be thrown off balance in benignly effective ways. Furthermore, your friendliness can encourage others to take up your cause against them.

8 With friendliness everybody has an opportunity to win. Unfriendly leaders often win battles but lose

wars. They may compel others to get on board; but if those others do so out of compulsion and not genuine conviction and motivation, the fruits of any victories can become ashes. Most people welcome friendliness -- even if they disagree with and even dislike the leader. Furthermore, our friendliness can prompt the people we interact with to reflect on their own character, a prerequisite for their choosing to be motivated. In an environment of friendliness, all parties have an opportunity to achieve something positive.

9 Friendliness is fire prevention equipment against your burning bridges behind you. An opponent

may seem to be your opponent today but in the future you may need him to be your partner in implementing changes. Friendliness gives us an opportunity to have productive relationships even with those who oppose us, enriching both the present and the future.

10 Getting results through friendliness can take a lot less energy than getting results

through coercion and intimidation. Friendliness isn’t an absolute necessity in leadership. I’ve seen great leaders who were terrific curmudgeons. It’s just that unfriendly people have to go through a lot more trouble getting people motivated.

Two caveats. One, friendliness can be mistaken for weakness. In fact, friendliness can BE weakness if it manifests as a way of avoiding challenging people to do the hard things to get great results. In leadership, friendliness has a clear function which is to people achieve constantly improving results. This entails your challenging people to do what they often don’t want to do. Anybody can be nice to them and let them do what they want. But a leader must continually be challenging people to struggle mightily for extraordinary results. If friendliness doesn’t help you fulfill that function then it’s simply a lifestyle choice, not a leadership tool, and ultimately in terms of leadership, a weakness.

Two, even if you do use it as a strong leadership tool, you certainly can’t be friendly 100 percent of the time. If you try to be, you’ll find yourself becoming a rather one-dimensional leader. One of the most difficult accomplishments facing any leader is simply being who you really are - especially under pressure. To force-fit friendliness in a situation where you might not ordinarily exhibit it or to use friendliness to manipulate people into conforming to your wishes is not the best leadership uses of friendliness.

It may be a dog-eat-dog world; but by progressing in the Way of friendliness, leaders can invest their lives and this world with moments of beauty and meaning -- and get more results in the bargain.

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p l a i n sPEAKS& FIRST QUARTER 2015-2016 | JULY

“One big project after another” is how Janiece McNichols describes her exciting life as Chief Financial Officer (CFO) at Centura Health. Janiece is located at the St. Anthony North Hospital campus in Westminster. The opening of that beautiful and innovative facility is one of those “big” projects. To better meet the community’s health needs, St. Anthony North Hospital has transitioned and is now the 84th Avenue Neighborhood Health Center. All inpatient care, including maternity services, has shifted to the new St. Anthony North Health Campus at 144th Ave. and I–25. The campus is a 92 bed facility with 93% of patient care being outpatient.

I had the distinct pleasure recently of receiving a guided tour of the new location by Janiece. It is a very impressive operation and Janiece’s pride and enthusiasm for being part of the creation of that organization was very evident.

Janiece grew up in Hot Springs, Arkansas. She began her healthcare career straight out of Henderson State University in Arkansas. She worked for three years as a Decision Support Analyst at the University Hospital. During her tenure there, she also achieved her graduates’ degree from the University of Arkansas – Little Rock. And a remarkable part of Janiece’s story is that she did all of this while raising a son as a single mom.

Janiece ventured to Colorado to work for The Coleman Company, as a Financial Database Administrator. But, when the Coleman Company moved to Wichita, Kansas, Janiece decided to go back into the healthcare arena and she has not looked back ever since. This decision took her to Nashville, Tennessee and into her first leadership role, as Manager of Financial Systems at St. Thomas Hospital.

JANIECE MCNICHOLSChief Financial Officer, Centura Health

MEMBER SPOTLIGHT by Brian Mitchell | Chief Commercial Officer, Sage Growth Partners

Janiece soon discovered that she missed the great state of Colorado, so she returned after two and a half years for a position with Exempla Healthcare. She served as Manager, Decision Support and Revenue Integrity for nearly ten years at Exempla prior to becoming part of Centura Health. Janiece joined the Centura team as the Director of the North Denver Group of St. Anthony’s seven years ago. She has since been promoted up in the organization to the CFO role for the past two years.

Janiece bel ieves that her most significant challenge is due to declining reimbursements. “Cutting cost, while providing outstanding care and a positive work environment is not easy”, according to Janiece. She is thankful for the family environment and “comradery” culture that helps overcome the obstacles and challenges of the industry. Love for the non-profit and religious aspect of the business and the mission of the organization are primary motivators for Janiece.

Her vision for success is to really live the mission of the health center. That mission is - We extend the healing ministry of Christ by caring for those who are ill and by nurturing the health of the people in our communities.

Janiece’s personality provides her the spirit of a “get in the trenches” leadership style and she thrives on staying connected by listening to the front line staff of the organization. As we toured the facility it was evident to me that she lives out what she professes with employees. The open door - down to earth – easy to talk to attitude she maintains was evident by the aura of those around her. She explicitly told me that she cares very, very much for employees and loves to help them become better and see them grow in their positions and careers.

When speaking of “big projects” Janiece gets very enthusiastic regarding other undertakings at her campus as she describes the move to bring hospitalists in-house versus continuing to outsource that work. In addition, the health center has set up unique registration areas where patients can be registered for both ambulatory and hospital visits. The goal of the initiative is to set up sort of a medical mall for patients, a veritable “one stop shop”, which serves a diverse population demographic. Janiece and her organization are working hard to build what she referred to as a “clinical – financial bridge” to benefit both patients and the organization. Her next big project is to implement Epic.

Janiece has been a member of HFMA for 18 years. She is currently co-chair of the Certification Committee. She feels that the Colorado Chapter of HFMA

is “exceptional” and she really likes the fact that for the past few years there has been more focus on the revenue cycle of the business, and she also is very bullish on all the education provided by the chapter. The ANI is a very valuable conference in Janiece’s mind and she looks forward to the benefits of attending that event annually.

Janiece is an 18 year resident of Westminster. She is married to Chris, an Aerospace Engineer with Stellar Solutions. Chris is very supportive of Janiece’s career, for which she is very thankful. Her son Daniel, 25, wants to become a pilot. The family loves to travel; Hawaii and the Caribbean Islands are favorite vacation spots. Janiece is a scuba diver and loves spending casual time with friends and family.

Doing what’s right,not what’s popular.

Mariner Kemper, CEO“ “

Our principals never change.umb.com

Member FDIC

303.839.1300

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10

the conversation starts

We’re coming together for a first-ever national conversation about the unique challenges we face as women leaders, in our lives and our profession. We hope to inspire one another, learn together, and connect with colleagues across the industry. Join us.

October 27-28, 2015. Register now at hfma.org/here Women. In business. In health care. In Fort Lauderdale.

CONSPICUOUS ABSENCEPublished March 24, 2015 - www.boz.com

None of us are born leading others but we are raised with an image of leadership through commanding presence. We expect leaders to sit at the head of the table. We expect to hear them speak decisively. We expect them to lead us.

Early in our careers we grow our influence by embodying these behaviors. Later in our careers we grow our influence by defying them.

When you are visibly present people learn to defer to you. When you weigh in on every conversation you make yourself critical to progress and become a bottleneck. You reduce the opportunity for those around you to step up and lead in your place. You cut off their ability to surprise you. Worse yet, you cut off their avenues for outperforming you.

True leaders leave their chairs empty as often as possible. They remain silent unless it is absolutely necessary to speak. Their conspicuous absence forces people to fill the void. Their conspicuous silence frees people to speak up.

And when such leaders do show up and speak, they find their gravity magnified many times. Such is the power of restraint. Such is the power of conspicuous absence.

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p l a i n sPEAKS& FIRST QUARTER 2015-2016 | JULY

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Hello Colorado Chapter members and friends, I hope your summer is going well. I was honored to receive our chapter awards at the HFMA ANI awards banquet June 23rd in Orlando. I am so proud to be part of this association, and I am happy to report our chapter received seven awards at the banquet, tied for the most in the country with only a few other chapters. Kari Cornicelli, outgoing National Chair, and Mary Mirabelli, National Chair Elect presented the awards at the banquet event.

This past year, our chapter achieved: ■ Sister Mary Gerald Bronze Award of Excellence for Education

■ Bronze award of excellence for Membership Growth and Retention

■ Bronze award of excellence for Certification

Our chapter was one of four in the country to be awarded four Yerger awards, the maximum amount for an individual chapter to win.

Our Yerger awards earned were the following: ■ Chapter Improvement Yerger for Webinar Programming Enhancements

■ Member Communications improvement Yerger for Marketing and Communications Advancement

■ Innovation Yerger for the Early Careerist Scholarship Program

■ Generation Y committee E-Student Project

To walk onstage and accept these awards on behalf of the Chapter, and on behalf of all of you who have volunteered your time for this association over the years, was truly humbling. This chapter continues to improve and your future leadership is excited and well positioned to continue moving this chapter forward. Many Thanks again to all those whom were involved in volunteering their time to help achieve these awards for our chapter. I look forward to seeing you at an upcoming event!

THIS YEAR AT ANI...by Jeff Hyre, Immediate Past President

CHA UPDATEby Ryan Westrom

The 2015 legislative session concluded in May. During the legislative session several bills involving hospital finance were introduced.

To highlight a few: ■ Senate Bill 15-074: Transparency In Direct Pay Health Care Prices by Sen. Tim Neville (R – Littleton) & Rep. Patrick Neville (R – Castle Rock): the bill would have required facilities to post direct pay prices to patients for common medical procedures. It was defeated in the House Committee on State, Veterans, & Military Affairs on a partisan vote.

■ House Bill 15-1389: Create Hospital Provider Fee Enter-prise by Speaker Dickey Lee Hullinghorst (D – Boulder), Rep. Lois Court (D – Denver), & Senator Pat Steadman (D – Denver): the bill would have removed the Hospital Provider Fee cash fund from the Taxpayer Bill of Rights (TABOR) calculation and created additional spending room in the state budget. The bill was defeated in the Senate Committee on State, Veterans, & Military Affairs on a partisan vote.

■ House Bill 15-1141: Hospital Provider Fee Patient Billing Statements by Rep. Janak Joshi (R – Colorado Springs) & Sen. Tim Neville (R – Littleton): the bill would have required hospitals to include the hospital provider fee on patient billing statements. The bill was defeated in the House Committee on State, Veterans, & Military Affairs on a partisan vote.

■ Senate Bill 15-228: Medicaid Provider Rate Review by Sen. Pat Steadman (D – Denver) & Rep. Bob Rankin (R

– Carbondale): the bill establishes a 24-member advisory group within the Department of Health Care Policy & Financing (HCPF) to review Medicaid provider rates on a regular basis. The bill was signed by the governor on June 5, 2015, and advisory group meetings will begin later this summer.

■ Senate Bill 15-259: Out-of-network Health Care Provider Charges by Sen. Irene Aguilar (D – Denver) & Susan Lontine (D – Denver): the bill would have required in-network facilities to notify patients of out-of-network providers in emergency cases. The bill was defeated in the Senate Committee on Business, Labor, & Technology on a partisan vote.

Colorado Hospital Association expects many of the same issues that were defeated in the 2015 legislative session to be revisited during the 2016 legislative session. Hospital finance and billing offices can prepare for the 2016 session by reviewing their own billing practices and pricing transparency. Ensure that the billing policies are aligned with HFMA’s “Patient Financial Communications Best Practices”(http://www.hfma.org/Content.aspx?id=20098). Also, ensure local legislators understand the positive impact of the hospital provider fee on their local communities.

The positive impact of best practices for a hospital are larger than an effective lobbying effort. A recently cited survey reported, “93 percent of patients who liked the billing process were satisfied with the clinical, whereas those unsatisfied with billing reported 63 percent satisfaction with their clinical care.” Patient’s correlate billing with their overall experience. And improving the patient experience is the best reason to ensure hospital billing and finance exceed patient’s expectations.

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EARLY CAREERISTS: ■ Would you like to expand your networking capabilities within the healthcare industry?

■ Are you looking for ways to get more involved with HFMA?

■ Are you interested in making more one-on-one connections with experienced professionals?

■ Do you want to expand your opportunities for career planning?

EXPERIENCED PROFESSIONALS:

■ Are you looking for opportunities to give back to the Chapter?

■ Have you wondered how else you might be able to contribute your time, experiences, and wealth of knowledge with others?

■ Are you interested in helping shape the future of our Chapter, includ-ing fostering leadership develop-ment and promoting diversity of thought and cultural awareness?

Where does it all begin? How did you get to the point where you can do what you do today? Were you born with that capability or did you become the talented and skillful person that you are today?

Experience the Benefits of the New Mentorship Program

If so, we have the perfect solution – sign up to participate in the new Colorado HFMA Mentorship Program!

This past April we introduced this program at the annual conference and we are excited to report that we have a number of individuals, particularly experienced professionals, who have volunteered to participate. We would love to see our Early Careerists take advantage of this great opportunity to get more involved, form closer and more individualized relationships with others in the industry, and expand their own career development.

Participation is easy. Just email Jessica Griffith at admin@hfma-co.org and ask for either a Mentee or a Mentor application. Fill it out and return it to Jessica.

The newly-formed Mentorship Committee will match mentors and mentees based on mutual interests, availability, locations, etc. and communicate the matches to the individuals. Once matched, the pair will be provided with the relevant mentoring materials and be instructed to set up an initial mentor meeting. At the initial meeting, the pair will agree upon the term of the relationship, time commitment and frequency of meetings, goals of the mentor relationship, and more. The time commitment and nature of the relationship is really all up to you!

Whether you are considering becoming a mentee, a mentor, or maybe one of each, reach out to Hal today and request an application. Mentoring can be one of the most rewarding and fulfilling professional relationships you will develop in your career. Don’t miss this opportunity to enhance your own development, get more involved, and contribute to the enhancement of our great Chapter!

$100 ONE DAY / $130 BOTH

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p l a i n sPEAKS&

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SUNSCREEN ADDITIVE MAY SPEED DEVELOPMENT OF SKIN CANCER

Retinyl palmite and its other names: Retinol, Retinyal palmitate, Retinyl acetate etc., are all names for versions of Vitamin A. Manufacturers add Vitamin A to about 19% of all sunscreens, 17% of moisturizers and 13% of lip products, as an antioxidant and combatant to aging. (EWG 2015) Also according to EWG and other federal (government) scientists “When used in the presence of sun… (Retinyl Palmitate) may trigger skin tumors and lesions.”

Although sadly there is no “perfect” sunscreen we should

strive to find a safe product with similar UVA and UVB protection and use it before we go out. Then reapply it every few hours-or immediately after being in the water. We can also cover up with shirts, hats and great eye protection; another strategy is to create shade for ourselves, our kids and our pets to cool off and prolong the fun in the summer sun.

NCI; National Cancer Institute: http://www.cancer.gov/ACS; American Cancer Society: http://www.cancer.org/EWG; Environmental Working Group: http://www.ewg.org/

SAFE FUN IN THE SUMMER SUN continuedHYDRATION

With the mercury rising, so must our attention to staying safe during our activities at altitude. We all know that medical conditions, as well as intensity and duration of physicality require vigilant hydration efforts during the summertime months. The elderly, children and pets are especially susceptible to dehydration and subsequent heat exhaustion and potentially heat stroke.

For every pound of sweat we lose, a pint of water needs to be reintroduced to maintain balance and regulate temperature within the body. If we aren’t sweating during moderate activity, that may be a flag that we are already dehydrated and should be consuming water. Juice, sports drinks and soda all contain ridiculous amounts of things that we don’t really need (e.g., high fructose corn syrup, aspartame and sugar.) Water truly is the best thing for us!

There are also dehydration concerns that come with some medications (acting as a diuretic) in chronic condition management: Diabetes, Obesity and Heart Disease. It is critical to maintain hydration to avoid over taxing the heart and other organs.

Water is the best source for true hydration before you garden, exercise, travel or just sit and relax. D, drink it before you start and again as you move and the finally, as you recover.

Stay healthy through hydration!

SUN PROTECTION

According to the National Cancer Institute (NCI) the rate of new melanoma diagnoses (the deadliest form of skin cancer) has tripled since the 70’s. (NCI 2015) The exact cause of this form of cancer remains a mystery, though the risk factors have commonly been identified as: family history, amount of indoor tanning *especially before age 30, ultraviolet (UV) radiation and number of severe sunburns. Three of these we can control: amount of indoor tanning, the level of UV exposure and number of “severe” sunburns *especially during childhood.

According to the NCI in America, “last year 76,000 people were diagnosed with melanoma and 9,700 people died from it.” (NCI 2015) The American Cancer Society (ACS) states that “More than 2 million Americans develop skin cancer every year.” (ACS 2015) This estimate includes: Basal Cell and Squamous Cell Carcinomas too. Even though the science is still ongoing, the consensus among researchers is “the most important step people can take to reduce their melanoma risk is to avoid sunburns but not all sun exposure.” (EWG 2015)

Sun exposes us to two different types of UV radiation; UVA (highest level of UV exposure, this UV goes deep into the skin to cause damage to the DNA and create free radicals,) also UVB (High energy rays causing sunburns and blisters)..) UVB makes up only “three to five percent of the UV radiation hitting earth.” (EWG 2015) It is important to remember both UVA & UVB exposure may cause cancer.

One of the most important weapons in sun protection arsenal is an effective and safe broad spectrum sunscreen. Consumers can choose chemical based sunscreens which may: quickly lose efficacy, affect hormones and cause skin allergies; or mineral based sunscreens which offer “micronized” zinc oxide and titanium dioxide.

A lot of recent research has identified a commonly unknown, underlying threat to be considered. The Environmental Working Group (EWG) offers an informative & easy interactive guide here: EWG Sunscreen Guide

Safe Fun in the Summer SunBy: Cally Christensen

continued on page 22

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p l a i n sPEAKS& FIRST QUARTER 2015-2016 | JULY

Generation: X YYears 1965-1979 1980-1994Preferred Method(s) of Communication: Voicemail/e-mail/text Text/e-mail/phone/in-personWork Ethic: Balanced Ambitious

Workplace limitations: Impatient Need for structure

Confident and yet inexperiencedWorkplace Assets: Results-focused

Self-startersIndependentCreativePragmaticLoyaltyConfidentAdaptable

Collective action-orientedHeroic spiritMultitaskingCollaborativeTech-savvyHighly educated SociableAmbitious

What rewards motivate? Work/life balance

Professional development

Resources

Tangible rewards that demonstrate credibility, i.e. certificates

What turns them off? Clichés, micromanagement. Being condescending, Cynicism What is their general outlook? Cynical/skeptical Optimistic/hopeful/realism Leadership preference Hands-off

Genuine/straightforward

Collaborative/achievement-oriented

How do they view authority? Unimpressed Relaxed and politeWhat is their work environment preference? Flexible

Fast-paced

Cutting edge

Collaborative

Access to leadership

Flexible/positive/creative

EARLY CAREERIST GEN YS: A STARK CONTRAST FROM GEN XERS?By: Dani Kimlinger, PhD, MHA, SPHR, SHRM-SCP, Human Resources and Organizational Psychology Leader, MINES and Associates

Soooooooo… we hear a lot about Gen Ys being different than other generations, right? Well, how different are they from their predecessors, the Gen Xers? One might think that since they are so close in age, there should be quite a bit of overlap…well, many of us may disagree based on the dynamics of our work environments. Since the majority of managers are Gen Xers, it’s important to understand the differences between the two generations.

Here’s a quick business snap shot for you to take a look at:

As you can see, a “one size fits all” when it comes to working with these two generations! Here are at least some guidelines to start with! When considering why these two generations may be very different, consider their up-bringing. Gen Xers are also known as the “Latch Key Kids,” had parents who were both in the workplace. They had to rely on themselves and became very independent. They also saw their parents who were loyal to their workplaces being laid off, etc. so became skeptical of workplace leaders. Contrast Gen Xers with Gen Ys, Gen Ys tended to have parents who were involved, supportive and encouraged them to pursue their

dreams. Gen Y’s parents showered them in support! Not only did their parents shower them in support but their support systems did too! Teachers, mentors and coaches encouraged at least effort. Another final factor to keep in mind about Gen Ys is that they had to balance multiple demands such as school and extracurricular activities. This translates to the Gen Y employee feeling like they can more and more on their plate. As you can see, there is a story about why we are the way we are and who we are as different generations. Also, remember that there are just as many differences within generations as there are between them.

EARLY CAREERIST continued

© 2014 Services provided by Bank of Albuquerque, Bank of Arizona, Bank of Arkansas, Bank of Kansas City, Bank of Oklahoma, Bank of Texas, Colorado State Bank and Trust, divisions of BOKF, NA, member FDIC.

Bank of Albuquerque | Bank of Arizona | Bank of Arkansas Bank of Kansas City | Bank of Oklahoma | Bank of Texas | Colorado State Bank and Trust

Choose A Bank With A Track Record You Can Trust.BOK Financial has had a strong and growing presence in healthcare banking for decades. We have experts to help you improve revenue cycle metrics, determine the best way to raise capital or help with investment management. See how we’ve helped other healthcare clients at www.bokfinancial.com/coloradohealthcaresolutions.

PAGE | 23 22

p l a i n sPEAKS& FIRST QUARTER 2015-2016 | JULY

C O R N E RColorado HFMA offers it’s members lots of opportunites to get involved. Check out what our committees are working on for you!

Certification We were awarded The Award of Excellence with 8 members passing the certification exam this year! Congrats to all. With 8.6% certified for the year, we met our Bronze level goal. For 2015, the new CHFP credential is awarded upon successful completion of module I end of course assessment (6 courses plus 75 question, 90 minute exam) and successful completion of module II case study exercises (a 3 hour timed exam- $300). New certification program preparation materials for Module I were made available to Gregg Fanselau on July 9. Estimated 7.5 contact hours total. We will be meeting to determine additional ways to promote certification and offer study options.

Marketing The Marketing Committee is busy updating our website. We hope to have some BIG improvements rolling out in the second quarter. We’ve gone high-tech, purchasing 4 digital photo frames to replace purchasing printed signs for each conference. This should save the chapter money and time for each conference.

We’re Social - How about you?!?! We continue to promote and utilize our social media sites. Facebook page is growing, and you can now follow us on Twitter @HFMACOLORADO.

We will be working closely with the Sponsorship Committee to develop an Electronic Chapter Vendor Guide as an added benefit to our Annual Sponsors. Look for that January 2016.

Your Colorado Chapter is also the Marketing Committee for the Region 10 Conference in Colorado Springs and we’ve got some great things planned including a fun Wild West Hoedown and Barbeque planned for Thursday night. Join us!

Membership The membership committee is pleased to report that we beat our membership goal for last year by 19 members! Our retention rate was calculated at 100.8% for last year (Vs. 87% goal). Our Mentorship

program is off to a great start with matching of mentors and mentees underway. Check out the article for more details.

Sponsorship The Sponsorship Committee has various projects underway. We are creating a “Buyer’s Guide” of services of annual sponsors to publish online.We will be formalizing follow up (survey) with exhibiting sponsors after meetings to address issues and recommendations. We are continuously reviewing our processes to make sure that we are providing a great value to our sponsors. We will be reinstituting speaker introductions by sponsors at major meetings beginning with Great Fall Conference. Lastly, we are always soliciting new annual sponsors by identifying national companies that currently sponsor other chapters.

CO

MM

ITTE

E

Program and Education Programs are shaping up for the year! Look out for some great educational opportunities. Our committee continues to meet monthly to make sure we are on track for providing the great learning opportunities that our members have come to expect. Keep your eyes open for our upcoming events. Great Fall is all lined up for September in Glenwood Springs and Chargemaster in October. We continue to look at ways to provide more value and to include more parts of the state by evaluating new locations and combining conferences so members have fewer travel expenses. We’d love to hear what you think or your comments on our programs! Email our VP of Education Gina Eastin at gina.eastin@yumahospital.org.

Collaboration We will be adding a new program this year in colaboration with CMGMA. Legislative Update will be held on January 26, 2016 at the University Club in Denver. Planning is preliminary so stay tuned for more info on this fun event.

Women in Leadership We are pleased to present our newest committee and initiative! Vision: We celebrate women of all career stages to learn and laugh together; we celebrate leadership and professional development in all its capacities. Mission: To create dynamic, engaging education and networking opportunities for women of healthcare, finance and business in Colorado. We will be instituting a series of afterhours (4-7pm approx.) events in and around the Denver Metro Area. Look for the first of this 3 event series in November!

COMMITTEE CORNER continued

BENCH STRENGTH

When you need itWe have it

COMPLETE REVENUE CYCLE SUPPORT

CBO | Self Pay | AR Projects |HIM Services and Consulting |Staffing

Improve your financial performance with HRG

PAGE | 25 24

While an understanding of organizational compliance and oversight is the responsibility of the members of a health care organization’s management team, each member of an organization also must understand his or her personal compliance responsibilities and potential individual liability for failure to comply with the law.

It is well established that a healthcare organization’s management team and the boards that oversee them are responsible for implementing procedures to effectuate compliance with State and Federal laws that regulate the health care industry. In fact, the U.S. Department of Health and Human Services Office of Inspector General (“HHS OIG”) recently collaborated with health care industry leaders to jointly release “Practical Guidance for Health Care Governing Boards on Compliance Oversight” (“Board Guidance”) that is designed to assist governing boards of healthcare organizations with carrying out compliance oversight obligations. The Board Guidance is designed “to encourage the development and use of internal controls to monitor adherence to applicable statutes, regulations, and program requirements.”

While the Board Guidance is a welcome resource for those in board or management roles, its substance should also be adapted and shared with non-managerial members of an organization. All too often do employees hear of the importance of “compliance” without understanding its

significance or how it actually applies to them and their own job responsibilities. Even worse, too often do members of an organization believe that their business is too small to implement a compliance program. Such failures in understanding and education can lead to violations of the laws that serve as the very framework for effective compliance programs. Such violations can result in significant legal consequences not only at the organizational level but also at the individual employee level as well.

Consequently, in order to best protect an organization and its employees, managers should take advantage of the various publicly available resources put out by industry leaders and agencies, starting with the various resources available from OIG. The Board Guidance itself builds off of prior compliance program resources such as the Federal Sentencing Guidelines, OIG’s voluntary compliance program guidance, and OIG Corporate Integrity Agreement requirements. The Board Guidance not only applies to governing boards of healthcare organizations but also is a valuable resource for internal management and compliance members by highlighting key issues and roles that must be addressed in order to support an effective compliance program.

More generally, the OIG’s “Compliance” section on its website (https://oig.hhs.gove/compliance/) has numerous resources for developing and implementing an effective compliance program. The key is that while the specifics of any two compliance programs may differ due to differences in size and complexity of the organizations, the OIG’s basic fundamental elements of an effective compliance program stay the same:

1. Implementing written policies, procedures, and standards of conduct.

2. Designating a compliance officer and compliance committee.

3. Conducting effective training and education.

4. Developing effective lines of communication.

5. Conducting internal monitoring and auditing.

With stakes high, an effective compliance program is essential from top to bottomBy Gregory S. Lindquist

6. Enforcing standards through well-publicized guidelines.

7. Responding promptly to detected offenses and undertaking corrective action.

These are fundamentals. Any organization, no matter how large or small, can and will benefit from implementing these elements into their business. But they only work effectively if each employee is trained and educated as to how and where they fit within the program.

On an individual level, there are some risk areas that the OIG has found are highly vulnerable to fraud and abuse, such as referral relationships and arrangements, billing issues such as “upcoding” or billing for medically unnecessary services, HIPAA privacy breaches, and other quality related events. While an effective compliance program involves monitoring of such activities, employees must understand that issues in such risk areas may implicate State or Federal fraud and abuse laws such as the False Claims Act , Federal Anti-Kickback Statute , physician self-referral statute (“Stark Law”) , and the Civil Monetary Penalties Law , to name a

few. While a discussion of these laws is outside the scope of this article, it is critical that members of the management and compliance team not only understand them from an organizational perspective, but must also be able to educate individual employees as to how these laws apply to their job responsibilities.

While the implementation of an effective compliance program requires effort, persistence, and knowledge, it will benefit an organization not only from a business-standard perspective but it will also help protect the organization and its employees from significant financial and legal consequences.

Gregory Lindquist is a health care attorney at Caplan and Earnest LLC. He previously served as Associate Counsel in the U.S. Department of Health and Human Services Office of Counsel to the Inspector General. Contact him at 303-443-8010 or glindquist@celaw.com.

PAGE | 27

p l a i n sPEAKS&

HFMA REGION 10 HEALTHCARE CONFERENCE

August 12 - 14, 2015

HFMA REGION 10 HEALTHCARE CONFERENCE

Come to Learn. Stay to Play.HFMA Region 10 represents chapters from Arizona, Colorado, Idaho, Montana, New Mexico, Utah and Wyoming. Mark your calendars and plan to join us for this exciting bi-annual conference which provides exceptional education and networking opportunities. Here’s a sneek peak at what we have planned!

August 12 - 14, 2015 Colorado Springs,

CO

™

region 10

cheyenne mountain resortLocated within the southwest district of Colorado Springs, Colorado, Cheyenne Mountain Resort is a luxury retreat nestled on over 35 acres that include a private reservoir, beach with volleyball courts, paddleboats, tennis, swimming pool, and 18-hole Pete Dye designed golf course.

reservationsRooms are available at $169 per night plus applicable taxes and fees. Conference rates will be honored 3 days prior to the conference and 3 days after. Stay and enjoy all that the area has to offer. 3225 Broadmoor Valley Road, Colorado Springs, CO 80906Room Reservations: 800.588.0250Main Phone: 719.538.4000www.cheyennemountain.com

Pikes Peak Sponsors

Educational Sessions• Breakout sessions for Revenue Cycle, Physician Practices, and Finance• “Sustaining Revenue Cycle Excellence” Gregory West, President & COO

Healthcare Resource Group• “Cost Reporting for Patient Financial Services” Shar Sheaffer, CPA,

Owner, Dingus Zarecor & Associates• “Successful Transformation Strategies for the New Healthcare

Environment” Tom Royer• Hospital Association Panel • Bonus pre-conference sessions on Wednesday

Social Events• Wednesday Evening Opening Reception with Sponsors and Exhibitors• Thursday Night Wild Wild West Party with Dinner, Dancing and fun!

Golf Tournament• Wednesday morning golf tournament with prizes• Sponsorship opportunities available

Full program brochure and registration coming in May!

Learn more at www.hfmaregion10.orgwww.hfmaregion10.org

CHAPTER DISTRACTIONS!Commonyms

What's a commonym you ask? A commonyms is group of words that have a common trait in the three words/items listed. For example: the words; A car - A tree - An elephant.. they all have trunks. These will make you think!

WAGON - FERRIS - CART

LOVE - CHAIN - DEAR JOHN

HOT - CHILI - CORN

BRICKS - EGGS - CARPETS

A SKYSCRAPER - ERNEST HEMINGWAY - MARK TWAIN

TONE - ZEST - DOVE

DOOR - GRAND - NOBEL

PILLOW - DOG - FIST

DINNER - STRAIGHT - LEATHER

LABOR - COLUMBUS - GROUND HOG

PAGE | 29 28

p l a i n sPEAKS& FIRST QUARTER 2015-2016 | JULY

WHAT A TANGLED WEB WE WEAVE: HOW TO MAKE VALUE-BASED PARTNERSHIPS AND AFFILIATIONS SUCCESSFULJeff Hoffman, Health Care Expert, Kurt Salmon

Developing integrated, value-based care delivery models requires unraveling existing systems and processes and weaving together new ones. It’s an uncomfortable, disruptive effort with few

guidelines, and most hospitals and health systems in the midst of it are finding it messy and complicated.

Many will fail. Mergers and acquisitions to build scale won’t be enough to meet population health goals. Integrated care solutions call for larger, fiscally strong health organizations—not necessarily with shared balance sheets—to partner in order to jointly develop systems of care that offer value-based solutions.

Ultimately, it will boil down to who can actually put these relationships together—integrate cultures, technologies, geographies and financial circumstances—then deliver results and get paid for the value of these results.

UNTANGLE THE VALUE CONUNDRUM

The biggest partnership issues must clarify: How will the network define value? And how do participants equitably distribute the value that is created among the participants?

The answers form the framework onto which all other relationships are woven.

Getting agreement among partners about how to define value creates a framework for these new partnerships and prioritizes goals. Is the partnership about making care more efficient? Making care safer? Improving outcomes? Reducing costs and waste? Succeeding on a risk-based contract?

An even more challenging aspect lies with the potential monetary return on the investment. How will financial returns be generated? Will they be distributed equally among hospital and physician partners? When, and in what magnitude?

TIGHTEN THE WEAVE

Partnerships are looser arrangements than mergers or acquisitions, making them flexible, but prone to fraying if they’re not carefully constructed. Each partner must be well integrated into the overall pattern so the structure retains its integrity in the face of difficult decisions and inevitable challenges.

Initially staging the partnership can help ease everyone in. For example, the health systems and physicians in one new arrangement began by self-insuring their own employees.

Partnerships aren’t always equitable societies, so the ways in which individual partners come together may have to vary. Smaller providers and critical access hospitals won’t necessarily have the same level of capital to invest in a partnership as a major health system, but may be essential components due to geographic location or strategic interest in changing care. There must be alternative options available so that these organizations can still have “skin in the game.” In turn, it will be necessary for these differential partners to accept certain trade-offs, such as serving on a committee rather than holding a board seat.

ENSURE EXPERTISE AND INTEREST GOVERN THE GROUP

A new entity formed by multiple parties is typically governed by a body representing all of those who invested, with local physicians also participating. But this approach will not work here. If these partnerships are established on the belief that dramatic change in the delivery and cost of care needs to happen, then governance expertise must trump or be equal to investment when it comes to governing.

This is a particularly sensitive spot for partners because it means giving up representative board seats, and that creates discomfort. But to succeed in unknown territory, partners must be willing to give up some of their governance control and be open to leadership guidance from experts who have been down the road before.

To identify the right board mix, the partnership must be clear in what it’s trying to achieve, then seek out leaders with specific expertise. In some cases, this may require changing board bylaws to accommodate non-local or non-traditional board members.

Physicians must also play a significant role in the partnership’s efforts to improve clinical care. They must recognize that traditionally hierarchical physician relationships must bow to the higher purpose of alignment and integration: Physician seniority must weigh less than interest in and engagement in the process.

VISUALIZING THE POPULATION HEALTH TAPESTRY

We’re at the beginning of changing the health care delivery system but partnerships will be the flexible yet multidimensional bases of the future care paradigm and future physician and hospital revenue streams.

PAGE | 31

p l a i n sPEAKS&

30

FOUNDERS MERIT AWARD

SERIESAre you volunteering for HFMA? If so, you

are eligible for Founder’s Points!

HFMA recognizes that its strength lies in volunteers, who contribute their time, ideas, and energy to serve the healthcare indsutry, their profession and one another. The Founders Merit Award Series acknowledges the contributions made by HFMA members. These awards are part of a merit-rating plan in which specific activities are assigned a range of point values. Some of the activities for which you may be awarded points are:

■ Write an article for the local chapter or national

■ Chair or co-chair a committee ■ Be a committee member ■ Volunteer at an event ■ Speak at an event

P l e a s e check your po in t s frequently throughout the year at www.hfma.org/Awards/Founders/. Point corrections are retroactive and are transferrable from one chapter to another.

Report missing points to the Chapter Secretary, Gina Eastin at geastin@yumahospital.org

Hard to believe and maybe even harder to accept, Fall will be here before we know it. September 23rd through the 25th in Glenwood Springs; our chapter will be hosting the Great Fall Conference at the Historic Hotel Colorado. The drive to Glenwood Springs offers a great opportunity to take in one of the seasons’ greatest treasures in Colorado, our “Aspen Gold.”

Glenwood Springs is full of great activities for a long weekend “finding your bliss” with friends and family. According USA Today and Rand McNally Glenwood Springs is “The Most Fun Town in America.” (2011) There are many activities to choose from in and around the area; from fishing gold medal waters, to hiking and biking within the White River National Forest, rafting and kayaking in a whitewater park, to great dining and shopping- this Colorado town has something for everyone!

VAPOR CAVESA short walk from the Hotel Colorado is a one of the most historic of the local attractions the 120 year old Vapor Caves. The Yampah (Ute for “Big Medicine”) spring seeps into then underground caverns making it one of the only natural vapor caves in North America. The temperatures in these geothermal steam baths range from 110- 112 degrees. Guests relax and breathe in the steam from “untreated therapeutic water enjoying high levels of potassium, zinc and sulfate with 34 other minerals and trace elements.” (Yampah Spa and Vapor Caves 2015)

HANGING LAKEDeclared a National Natural Landmark in 2011 by Ken Salazar, the popularity of Hanging Lake is at risk of harming the fragile ecosystem. This astounding example of Mother Nature’s geological wonder is susceptible to harm from swimming, fishing, and standing in and around the waterfalls. “Hanging Lake is an example of a travertine deposition.” (www.VisitGlenwood.com 2015) This is basically a form of limestone that is carried in the water, and then deposited as

layers along the logs and rocks. This is a one of a kind lake, waterfall and thriving hanging plant garden but parking is limited and so is cell service. Come prepared with lots of water and great walking shoes- you are in for a two to three hour moderate ascending climb. “By designating these remarkable sites in national natural landmarks, we help establish and pass down to future generations those awe-inspiring places that make America truly beautiful.” Ken Salazar (Denver Post 2015)

STATEWIDE PRIDE

Stay and Play the Great Fall Conference Way!By: Cally Christensen

PAGE | 33 32

p l a i n sPEAKS& FIRST QUARTER 2015-2016 | JULY

COMMONYM ANSWERS1. wheels2. letters3. types of dogs4. they are laid

5. they have stories6. names of soap brands7. prizes8. fights9. jackets10. days

EXTREME ADVENTURESAnyone who wants more extreme adventures may choose to navigate a vertical playground, (Ropes Course) and challenge their nerves and perceptions in a safe environment. Glenwood Springs is also host to the first of its kind anywhere along the Colorado River, the Whitewater Activity Area. This is a favorite of paddlers who want to learn or hone their skills on the water the most renown feature of the park is called the “G-Wave or a standing wave that can flow between 4,000 & 22,000 cubic feet per second.” (whitewater-park 2015)

Finally for those of us who are “kids at heart” Glenwood Caverns Adventure Park offers a unique opportunity to “let your hair down” and enjoy a theme park (Western) and nail biting adventure rides that are sure to make a memory for you or someone you love. This park celebrates the “Cliffhanger Roller Coaster.” This is the highest elevation full sized coater in the country; it is perched on the edge of the canyon and looks over the Colorado River. Another hit for those in search of adrenaline is the “Soaring Eagle” Zip ride or the “Giant Canyon Swing” which launches riders 1,300 feet to provide breathtaking views of the canyon and river.

Glenwood Springs leverages over 200 years of healing waters and history to provide visitors today with a truly therapeutic and rejuvenating experience. Whether you want to take the route of relaxation or ride the rush adrenaline there are memories to be made in Glenwood Springs.

http://www.visitglenwood.comhttp://www.denverpost.com/http://www.ironmountainhotsprings.com/www.yampahspa.com

STATEWIDE PRIDE continued

Platinum Sponsors ■ Xtend Healthcare ■ PFS Group ■ Professional Finance Company, Inc.

Gold Sponsors ■ BESLER Consulting ■ BKD CPAs & Advisors ■ Clifton Larson Allen ■ COPIC ■ CSC – Credit Service Company, Inc.

■ Edge Process Consulting ■ Eide Bailly, LLP ■ EKS&H ■ Hall, Render, Killian, Heath & Lyman, PC

■ Kahl Insurance

■ Key Bank ■ McGladrey ■ MMIC ■ Revenue Enterprises, LLC ■ The SSI Group, Inc. ■ Western Healthcare Alliance

Silver Sponsors ■ AppRev ■ ASG Management Company/Array ■ Avectus Healthcare Solutions ■ BC Services, Inc. ■ BOK Financial ■ Caplan & Earnest ■ Cirius Group ■ Cleverley + Associates ■ Colorado Health Facilities Author-ity

■ Craneware ■ Cyberscience ■ Ernst & Young LLP ■ Healthcare Outsourcing Network, LLC

■ Healthcare Resource Group ■ iNLINE Healthcare Consulting Group

■ Integral Healthcare Solutions, Inc. ■ J.P. Morgan Chase ■ MDS ■ Paragon Audit & Consulting, Inc ■ Passport/Experian Health ■ Pinnacle Healthcare Consulting ■ Recondo Technology ■ Rocky Mountain Microfilm & Imaging

■ The MASH Program ■ TransUnion ■ U.S. Bank ■ UMB Bank ■ Wells Fargo Advisors, LLC ■ Wells Fargo Bank

Bronze Sponsors ■ Aspirion Health Resources ■ RevClaims ■ Woodruff-Sawyer Colorado

Provider Sponsors ■ Vail Valley Medical Center ■ Valley View Hospital

THANK YOU!We’d like to recognize and thank all of our annual sponsors. Your generous support enables the chapter to provide and enhance the quality of education programs on healthcare financial issues, as well as management, technical topics, communications, and social events. Many of the members reached by their support are key decision-makers within their own organizations and we encourage our members to utilize our sponsors’ services. A big WELCOME goes out to our new sponsors.

Editor’s Disclaimer

PEAKS & plains is published quarterly and provides general information for the entire Colorado HFMA Chapter. Opinions expressed in articles are those of the authors and do not necessarily reflect the view of the Chapter and its members. It is not designed to provide authoritative advice. Please consult with an appropriate expert if issues confront your business. Members are encouraged to submit articles or other information. Articles may be edited for clarity, grammar, and length. The editors reserve the right to accept or reject any submission.

Information to be considered for publication may be submitted to Pilar Mank at pilar.mank@wha1.com.