Download - On Boarding for Retention
On Boarding for Retention
Reliant Medical GroupJim Goodman & Lynne Feraco
Physician Turnover Rates
2005 2006 2008 2009 20105.4%
5.6%
5.8%
6.0%
6.2%
6.4%
6.6%
6.8%
6.4%
6.7%
6.1%
5.9%
6.1%
% T
urno
ver
Source: 2010 Physician Retention Survey Cejka Search and AMGA2
Part Time
3Source: 2010 Physician Retention Survey Cejka Search and AMGA
Male 2005 / 2010 Female 2005 / 20100%
5%
10%
15%
20%
25%
30%
35%
40%
7%
29%13%
36%
% Of Both Male & Female Physicians Practicing Part-Time
% Physicians Practicing Part -Time
Why do physicians leave Poor cultural fit. Relocated to be closer to family Higher compensation Better community fit Incompatible work schedule Excessive call requirements
Source: 2006Physician Retention Survey Cejka Search and AMGA
4
What makes them stay• Guaranteed Compensation• Advanced Technology• Loan Repayment
Early Career (Security)
• Productivity based compensation• Partnerships/Shareholders• Leadership Development
Mid Career (Opportunity)
• Quality of Life• Flexible Schedule
Late Career(Flexibility)
5
The business case for retention
Quantifying the cost of turnover
Cost of recruiting
Loss of revenue
Cost of physician ramp up
6
What is On-Boarding?
Definition On-boarding is a process in which new employees are integrated into the workplace and/or a new community and given the tools and knowledge they need to become successful at their job, connected to their organization’s goals and connected to their new community.
7
Where do we start
Relationship Building
8
Recruiting Cultural FitEstablish mutual expectations
between leadership, recruiter and candidate
Structure of the interview dayPersonalized Integrate retention into the
screening/interview process as an overall hiring goal. 9
Successful On-Boarding1. Begins with signed contract2. Formal plan 3. Family involvement4. Mentoring for providers and
spouses5. Community Connections
10
Years 1 – 3 Most Critical
<1 1 to 2 2 to 3 3 to 5 5 to 10 10 +0.0%
2.0%
4.0%
6.0%
8.0%
10.0%
12.0%
14.0%
2010 2009
% T
urno
ver
11Source: 2010 Physician Retention Survey Cejka Search and AMGA
Results
Meaningful work that makes a difference.
A sense of community.
Affirmation of their value by regular, reliable, positive feedback.
12
Reliant Medical Group A Case Study
What were we seeing internally
How did we compare nationally
What we wanted
13
What we did- Big PictureLeadership initiated strategic
deployment
Kaizen events
Provider recruitment/retention & engagement
Results 14
Media
15
Reliant’s StrategyBuilding relationships
HR meetingReference tool 3 year check listGOAL – Mentoring ProgramProvider Engagement TechnologyCommunity
16
Reliant’s StrategyThree year checklist
Formalized
Personalized
Operationalized17
Reliant’s StrategyMentoring
What is mentoring
Why do providers need it
How does it affect retention
18
Reliant’s Strategy
A mentor program for the providers of Reliant Medical Group19
Reliant’s StratagyGOAL
Advisory committeeEligibility for participationVoluntary vs. Assigned StructureTenure Action items
20
Dr. John Fallon Provider Engagement Events
Name Change
Historical Significance
Focus of each event
Internal community
21
Women’s Provider Committee
Social and Professional
Build friendships
Provide support
22
Technology
23
Community Opens professional network. Builds roots outside of work. Adds additional connections for
family. Provides opportunities for
professional development. Builds positive brand value in
community.24
How is it working
Quantitative
Qualitative
Future
25
Questions?
26