Healthcare: Employer Driven Right-Fit AssessmentNational Council on Workforce EducationOctober 17, 2014

Who we are – Where we’re from

• Located in Grand Rapids, Michigan• Urban Campus• 16,900 credit students – Fall 201• 16,822 non-credit students (2012-13)• Employers

West Michigan Alliance for Health• The Health Care Skills Alliance

(HCSA), established in late 2004, seeks to resolve systemic and structural issues that will help meet the need for skilled and entry-level workers in the health care sector. The Health Care Employers Council is the lead partner in this initiative.

• Total health care jobs in West Central Michigan are projected to grow about 15-20% for the ten year period ending in 2016, compared to less than 7% for all jobs. (1) With approximately 79,000 health care jobs, health care generates over $3.8 billion in wages and salaries in the region, plus another $1.4 billion from indirect and induced jobs for more than 41,000 individuals

WFD in West Michigan Region

• 2004 – 2006 Movement to Guaranteed Diploma

• 2006-2009 Foundational Skills Credentials and Work Based Learning

• 2009 Michigan Adopts the NCRC as the Work Ready Certificate

• 2010-2012 Talent 2025• 2012- Present Evidenced Based Hiring Models

(Credentials)

GRCC’s MA Program Story

Employer

Program Structure

Student Enrollment

Learning Experience

Retention

Employer-Identified Skills• Communication• Customer Service• HIPAA• Attention to Detail• Conflict Management• Teamwork• Problem-Solving• Prioritizing• Follow-through• Safety• Critical Thinking• Lab Skills—Point of Contact—hemoglobin, specimens, phlebotomy, etc.• Immunizations/Medications• Job Seeking Skills

Dan Salvati, Spectrum HealthManager, HR Integrations and Resource

• Major skills needed for MAs working in the resource pool are EMR, Immunizations (knowing which ones/what they are), communication skills, and how they present themselves.

• Dan wants to hire MAs who can flex in the job and have good EMR skills. Implementing Lean principles in staffing makes this important. It is important to understand the correlation between illness and scheduling work flow.

• Dan made the correlation for us between low scorers on Assessments negatively impacting the rest of the class (holding the class back). He advocated for a minimum of Silver level NCRC.

Dr. Peter OlsonPhysician, Medical Advisor

• Recommends an emphasis on positive patient service. • “Your students will be ahead of the game if they already

practice and model those skills” and that “personal skills are a big deal”.

• Dr. Olson recommended that those with a score of 3 in any of the assessments remediate to earn at least a score of 4 in every assessment before enrolling in the course.

• Dr. Olson shared that he has been satisfied with the students he has hosted as externs and has recommended them for hire.

• Advisory Committee approved a minimum score of 4 in Math, Reading for Information, and Locating Information. Those who have 3 or below need to remediate to scores of 4 before entering the program.

Employer Advice• Graduates need to ‘fit’ in health care with people skills• Professional Excellence• Program should be cost effective to be proportional to likely

wages• Certificate program rather than an associate’s degree• Short Term (6 month), accelerated program• Give people a depth of knowledge – consider having pre-

requisites to ensure competencies• Consider requiring volunteer hours/service learning hours• Incorporate Work Keys assessments (NCRC and Talent)• The board recommended utilizing study groups as a part of

the learning structure of the course. It was suggested as a good way to develop Teamwork skills and for students to learn

Program Structure

• 6 month certificate program• RMA Certification• CAAHEP Accreditation*• Program Director with RMA– 4 Instructors with technical expertise

*The Medical Assistant Program at GRCC is accredited by the Commission on Accreditation of Allied Health Education Programs (www.caahep.org) upon the recommendation of the Medical Assistant Eduation Review Board.CAAHEP 1361 Park Street, Clearwater, FL 33756717-210-2350, www.caahep.org

Program Structure Student Communication

• Information Sessions• Program guides on website• Orientation• Student Handbook

Program Content Structure

• Foundational Knowledge– Communication skills– Introductory courses– Integrated Learning by body systems

• Simulation• Advanced Skills• Cohort learning using Adult Learning Styles

and emphasizing Critical Thinking Skills

Student Admissions Experience

• ACT WorkKeys® National Career Readiness Certificate to validate readiness to learn at the appropriate level

• ACT Workkeys® Talent and Fit to inform behavior and motivation

• Computer Competency• CPR and First Aid• Immunizations

Learning Experience

• Standards for Competency and Professionalism are coached and upheld throughout the course

• When successful in passing the fundamentals, move on to advanced skills and critical thinking simulation

Learning Experience with Employers

• 19 Independent employers provide externships; 4 more have requested students

• 4 Provide Job Shadows• 7 Sit on Advisory Committee• Requested by Lakeshore Employers

Retention - Student

• 81% Completion– 8 Dropped during the course – 6 Didn’t meet Grade Competency– 3 Didn’t meet Professionalism Competency (points)– 1 Refused Externship Location– 4 Repeated the course

• 91% Placement Rate

Lessons Learned: Program Success

• Competency– Needed WorkKeys NCRC minimum scores– Needed a mid-point competency attainment

• Accreditation– Intentional Program Design from the Employer

Perspective and meeting the format/structure of accreditation guidelines is a major project

Lessons Learned: Assessment Tools

• Talent and Fit can inform behavior and give insights to staff in how to better encourage success

• Talent and Fit results can also result in preconceived notions on the part of staff– Stability, Striving, Carefulness, Cooperation

• Foundational Skills – how strong do they really need to be?

Lessons Learned: Student Success

• What makes for an excellent MA can also make for a difficult student/enrollee

• Cohort Learning can bring out personality challenges and opportunities for coaching

• Order + Influence + Precision = Oh My!

Example Activity

Example #1 (DG)

NCRC TalentMath 3 Teamwork 36Reading for Information 4 Work Discipline 57

Locating Information 4 Management 40Customer Service 67

Fit 81 Carefulness 41Top 5 Values Cooperation 59Taking Risks Creativity 70Influencing Others Discipline 67Precision Goodwill 44Using My Hands Influence 57Physical Activity Optimism 85

Order 84Lowest 2 Values Savvy 9Working Outdoors Sociability 66Authority Stability 11

Striving 86

Example #2 (KG)

NCRC TalentMath 6 Teamwork 75Reading for Information 6 Work Discipline 85

Locating Information 5 Management 71Customer Service 74

Fit 87 Carefulness 96Top 5 Values Cooperation 78Precision Creativity 69Helping People Discipline 79Public Contact Goodwill 70Intellectual Stimulation Influence 42Order Optimism 42

Order 78Lowest Two Values Savvy 78Physical Activity Sociability 36Social Status Stability 59

Striving 41

Parting Thoughts

• The quality of your product is determined in the set up.

• Data drives decisions• Continuous Improvement Process– Student, Program and Staff

Thank you for coming!

• Questions?

• Rachael Jungblut rjungblu@grcc.edu• Julie Parks jparks@grcc.edu• Linda Witte lwitte@grcc.edu• 616-234-3400