Tools for Success Frontline Skills Development September 12-14, 2016

Agenda Slide

Introductions

Workforce Planning and Development and Jobs of the Future

Benefits, Programs and Resources

Digital Fluency with Colorado Technical University

Questions and Answers

National Workforce Planning and Development

MISSIONNWFPD’s purpose is to enable individual and organizational success

by providing the KP workforce with training and education opportunities to optimize their skills and competencies needed now and in the future. We do this through planning, development and

resource management with internal and external partners.

2005 National Agreement: Negotiated a structure for workforce development and two education trusts NWFPD provides: Career Development Education Services Tuition Reimbursement Administration Regional Workforce Consulting.

Regional WFPDNorthern CAMgmt Co-Chair: Bill GilmyersLabor Co-Chair: Lamont Stone

Southern CAMgmt Co-Chair Zeth AjemianLabor Co-Chair: Janice ThornColoradoMgmt Co-Chair: Kathy BrownLabor Co-Chair: Jacquelyn CobbLabor-Co-Chair: Eshal Fowlkes

GeorgiaMgmt Co-Chair: Gregory TownsLabor Co-Chair: Sheree HazelMid-Atlantic StatesMgmt Co-Chair: Iris WoodardLabor Co-Chair: Rose Meushaw

NorthwestMgmt Co-Chair: Madhura ChatterjeeLabor Co-Chair: Julie MarkiewiczLabor Co-Chair: Lori Wambold

HawaiiMgmt Co-Chair: Dale SteakleyLabor Co-Chair: Maureen Meehan-Golonka

KP National Workforce Planning & Development Committee

National WFPDLabor Co-Director: Jessica ButzMgmt Co-Director: Monica Morris

WFP Consultants: Allyne BeachDanielle PollardNicole GreenMark Malcolm

Sr. Manager: Michelle Fernandez

National WFP

SEIU UHW-West Education FundExec Director: Rebecca HansonAsst. Director: Kim Bailey

Ben Hudnall Memorial TrustLabor Co-Director: Jessica ButzMgmt Co-Director: Monica Morris

Partners

SKKKKeyNATIONAL AGREEMENT KEY DELIVERABLES

• Regional teams will establish a joint group to developpreceptorships and mentorships

• Develop redeployment process; Notify NWFPD when redeployments occur

• Integrate workforce of the future into scope of Regional Committee

• Share innovations, engage UBT in workforce transformation

• Jointly identify training positions to meet experience requirements

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Drivers of a Changing Workforce

Factors Impacting KP Workforce

Affordability

Member Growth and Retention

Health CareTransformation

Labor Market

Technology

Legislation / Regulation

Significant revenue pressures driving expense trend management – lower unit cost and increased productivity

Growth and demographic changes resulting from HCR and population and market share growth

Care delivery innovations, efficiencies and optimization to improve health and reduce costs

Projected older, more diverse workforce, increased retirement risk, and market competition for highly skilled,specialist roles

Enhanced connectivity enabling patient education, improves efficiency leading to better patient planning and faster throughput

Changes in the education funding and licensing andregulatory oversight of health professions

• Committee Objective: transform the workforce to effectively support innovative care delivery models, new technologies, etc.

• Subgroups and committee comprised of regional and local operations, labor reps, front-line employees, recruitment, and subject matter experts

• Key workforce areas targeted: • Patient-Centered Continuum of Care (Nursing &

Ambulatory Care Team)• Diagnostic Imaging• Laboratory • Reception• Patient Navigation/Community Health Workers

| © 2011 Kaiser Foundation Health Plan, Inc. For internal use only. September 29, 2016

Jobs of the Future Committee: Process & Methodology

• Consistent Labor & Management messaging to employees regarding the importance of continuous learning

• Implementation of Jobs of the Future Committees in every region

• Identification & engagement of appropriate stakeholders to support success

• Engage Operations, Physicians and Innovation to consider workforce strategy at beginning rather than as a result of the process

Path to Success(Arial bold 32-36

| © 2011 Kaiser Foundation Health Plan, Inc. For internal use only. September 29, 2016

Health Outcome Contributing Factors

*U.S. Dept of Health & Human Services, Center for Medicare & Medicaid Services/Innovation

“Many of the biggest drivers of health and health care costs are beyond the scope of health care alone.

Unmet health-related social needs, such as food insecurity and inadequate or unstable housing, may increase the risk of developing chronic conditions, reduce an individuals’ ability to manage these conditions, increase health care costs, and lead to avoidable health care utilization”*

40% PERSONAL BEHAVIORS

30% FAMILY HISTORY AND GENETICS

20% ENVIRONMENTAL

AND SOCIAL FACTORS

10% MEDICAL

CARE

| © 2011 Kaiser Foundation Health Plan, Inc. For internal use only. September 29, 2016

From Clinical To Social/Non-Medical:Range of Roles, Tasks and Skills

| © 2011 Kaiser Foundation Health Plan, Inc. For internal use only. September 29, 2016

Examples of KP Pilot Programs: Social/Non-Medical

First Step in Utilizing Ed Fund BenefitsCareer Counseling & Career WorkshopsConnects members with professional career counselors to help them figure out career and/or academic next steps.

Who is eligible?• All UHW members • Benefit eligible• Non-benefit eligible• Available during probationary period

How to access these services:• Call 888-872-4606• Visit our website and complete a request form

http://www.seiu-uhweduc.org/CC

Who are common Ed Fund users?

Team PlayerWorkers who want to do solid work—do their work and do it well. They appreciate their union contract and they want to do whatever they can to stay in good standing at work.

Ed Fund Program often used:• Skill Builders - short-term courses online and in-person

designed to increase your skills. In person classes include CPR/BLS, Microsoft Word, Microsoft Excel, Introduction to Medical Terminology, Spanish Medical Terminology Workshop for Spanish Speakers and more.

http://www.seiu-uhweduc.org/skillbuilders

Aspiring ProfessionalThe aspiring professional is someone who is ready for a change and wants to move up into a better paid career.

Ed Fund Programs often used:

– Advance Your Career (AYC) -Tuition Reimbursement of up to $5,250 for members enrolled in a training program that will lead to a new job. Reimbursement granted for tuition, books and related costs. This is a one time award and can be used in addition to employer tuition reimbursement. Program of study must be accredited. Programs can take place at accredited private schools, training centers and universities.

http://www.seiu-uhweduc.org/ayc

Career ProfessionalMembers in their chosen career who need to maintain their professional status.

Ed Fund Programs often used:• Professional Development CEUs - provides required CEU

classes online and in-person. This program does NOT reimburse for classes taken outside of the free classes we offer. This program does NOT reimburse for conferences or travel expenses for classes/conferences

• License & Certification Program – Up to $1,000 in reimbursement for the cost of getting a specialty license or certification within your current field, including the cost of prep courses & exam fees.

http://www.seiu-uhweduc.org/pd

Ready for Change These members say “I like to push myself to learn new things. I always tell my kids never to stop learning.” They’re happy in their current job but want to keep learning.

Ed Fund Programs often used:• Success Through Educational Preparation (STEP) - pays for tuition, fees and

books for many community college credit courses including pre-requisites for Allied Health Programs of study. This is not a reimbursement program, the STEP program pays the college up front when applications and directions are completed within the appropriate dates.

http://www.seiu-uhweduc.org/step

Union Leaders Leaders who take responsibility for their coworkers. They need tools like Ed Fund benefits to empower coworkers and ensure long term success of the membership

Ed Fund Programs often used:

Upgrade - Training that prepares a group of workers to take a new job, receive a promotion or earn an industry-recognized certification in their field. The group may be small (even 2 people) or large, depending on the situation. Training is customizable. http://www.seiu-uhweduc.org/Upgrade

Skill Builders – Leaders can work with the Fund to identify courses that a group of workers or a department can take. (This may not lead to a new job, promotion, or higher pay. But is needed to keep members up to date with a required certification.)

People & ProgramsTeam Player

• Skill Builders • Adult Basic Education (ABE)• English as a Second

Language (ESL)

Career Professional • CEU’s • Skill Builders • Licensure & Certification

Aspiring Professional• AYC• STEP• Stipend• Licensure & Certification • Medical Terminology

Ready for Change • Skill Builders • STEP• Environmental Training

Program (ETP)• Career Counseling

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Our Services & Programs

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Who We Serve

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What We Offer

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What We Offer

Tuition Reimbursement

Maximum Benefit: $3000 per calendar year but it varies so please refer to your regional policy Travel Benefit: $500 of the $3000 can be applied towards CE related Travel (not approved for

academic degree programs) TR covers: Tuition, registration fees, required textbooks TR does NOT cover: Certification/Recertification fees, Exam fees, License fees, Courses

taken for no credits, units, CEUs, etc. How to apply: Please visit the KP Career Planning Website for step by step instructions

(webex recordings on how to apply and job aids are provided) http://www.kpcareerplanning.org/prd/index.php Or go straight to MyHr and apply.

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Eligibility Requirements

Must be a regular full time or part time employee scheduled 20 or more hours per week.

Must have been in an active status for at least 6 consecutive months prior to term start date. (SCAL & NCAL) For HI, PO and KPIT, employees must have 1 year of service.

Courses must be related to an employee’s work assignment or to improve the employee’s potential for career advancement within Kaiser. Texts must be required for the course.

The School/Educational Institution has to be accredited by the Western Assn. of Schools and Colleges or a regional/local equivalent.

TR Process

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1) Apply for Tuition Reimbursement • On the MyHR website (electronic form)

• Or a PDF version of the TR application form is available from NTRA. (Email National-

TRA@kp.org)

2) Applicants must submit all required documentation (listed below) upon completion of the course by uploading the docs to the application or faxing it to (877-201-0081). Documents need to be sent to NTRA within 90 days of the course completion date.• Proof of Payment: Itemized receipts listing payment & payment method

• Proof of Completion: Final Grade report (C or higher), CEUs or Certificates

3) A TR Customer Service Rep will process documents for payment and an email will be sent to the employee. IF we require more documentation, a “TR pending” email will be sent notifying the employee of the type of document needed in order to complete payment.

Questions and Contact Info

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For Employees from the SCAL, NCAL, HI, PO & KPIT Regions:

Phone: 866-480-4480 (Mon-Wed, 10am-12pm, PST)

Email: National-TRA@kp.org

What is TAP?

Tuition Assistance Program (TAP)

TAP allows participants to access their KP Tuition Reimbursement (TR) benefit to with little or no money out of pocket (Up to $3,000 depending on their region)

TAP is not an additional $3,000 from BHMT but it is a pre-paid mechanism for KP employees to access their KP TR benefit.

BHMT will pay upfront for any approved KP TR Applications (Except Travel) submitted through KP’s TR system.

Payments are made directly to the academic provider on the participant’s behalf (need to provide invoice from the school AND a TAP check request form) OR directly to the participant at the time proof of payment is submitted versus having to wait until course completion (need to provide receipt of payment AND a TAP check request form).

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The Critical Skills

Delivering the Skills – KPCareerPlanning.org

Critical Skills Resource: Kpcareerplanning.org

Adaptive Learning—Personalizing the Learning Experience

CTU TeamSeptember, 2016

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CTU and Kaiser Permanente Story

• Colorado Technical University (CTU) has been a

Kaiser partner since 2011

• Over 1,000 CTU courses taken by Kaiser employees

• Degree Completion initiatives since 2014

• Consistent positive feedback on Adaptive Learning

from the Kaiser student surveys

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Adaptive Learning at CTU• Began in 2012• 63,000+ unique learners and 500+ faculty have

used the system• Created 230 Adaptive Learning maps on various

subjects and at varying levels • Success metrics include increased engagement,

increased completion, and increased learner satisfaction.

• Educause published Adaptive Learning results:http://er.educause.edu/articles/2016/3/adaptive-learning-platforms-creating-a-path-for-success

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How is Adaptive Learning Different from Traditional Learning?

• Learning is personalized to the individual. • Learning is non-linear, self-paced, and unbound by time.• A learning analytic engine recommends steps for learners

to follow—collapsing known information and showing unknown information to the learner.

• Changes the learning experience from a fixed time experience resulting in variable outcomes to a learning experience with variable time resulting in fixed outcomes.

• Learning paths and lesson parts are adaptive and change in real time according to learner performance.

• Learners can practice and revise lessons easily.36

How a Learner Progresses

Determine Knowledge Pre-Assessment

Learning engine creates personalized learning map with the results of Determine Knowledge.

Learner works in lessons within learning map, collapsing the lessons he or she knows and concentrating on the lessons he or she doesn’t know; learning is visible in real time.

Learner traverses map and works on lessons in clusters, moving forward and backward on his or her individual pathway as needed. Learning engine serves up the right content, at the right time, to the right learner. All in real-time and visible to learner.

Learner demonstrates knowledge by covering objectives, which allows learner to apply knowledge to company objectives.

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Multiple Formats for Content & Assessments

Videos Learning Activities

Dynamic Questioning

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Questions and

Answers