Electronic Medical Records, Meaningful Use, remote patient monitoring, and healthcare apps galore, just to name a few. The industry has recently seen a tremendous rise in new technologies that are changing the way healthcare is delivered today. These advancements have led to new standards of care but have also had a significant impact to the knowledge and skill-sets needed for healthcare staff to remain successful and deliver quality care. However, rolling out new technology initiatives across organizations often come with their own set of challenges – possibly leading to a totally different type of “disruption”. Learn strategies for how your organization can minimize “growing pains” and realize the benefits of these new healthcare technologies sooner. Join Elizabeth Robledo, Talent Management System Program Manager at Legacy Health and Rehan Mirza, Product & Verticals Marketing Manager at Cornerstone OnDemand as they discuss: -Big health tech trends of 2016 -Impacts of new technology on the modern healthcare workforce -Strategies for implementing new technology at your organization

1. “Disruptive” Technology in
Healthcare
Implications for the Workforce & HR Professionals
Rehan Mirza - Cornerstone OnDemand
Elizabeth Robledo – Legacy Health

2. A Bit About the Speakers
2
Rehan Mirza – Manager, Products & Verticals Marketing,
Cornerstone OnDemand
• Former healthcare management consultant
• Co-founded a digital health tech start-up
• Family of physicians (except him)
Elizabeth Robledo – Talent Management System Program
Manager at Legacy Health
• Over 12 years of experience in business development &
talent management
• Manages key strategic performance, succession and
learning initiatives at Legacy Health

3. Agenda
3
• A Quick Industry Primer
• The Rise of Health-Tech
• Impacts to the Workforce
• Electronic Health Records
• Strategies on Effective Roll-out
• Case Example – Legacy Health
• Employee Recognition & Talent Management

4. A Quick Primer

5. 5
Rising Costs, Sub-optimal Outcomes
• We’re still spending a lot
• Outpacing inflation and overall
economic growth
• $3trillion - 17.5% of US GDP (2014)
• 2.4% faster than GDP since 1970
“A Cure for Health-Care Costs,” MIT Tech Review: Business
Report,2013
• But we have not seen better
outcomes
• Life Expectancy below OECD avg.
• Still spending much more than other
developed countries
• $9.5k spending per capita (2014)
“Why U.S. Health Care is Obscenely Expensive,” Huff Post, 2013

6. 6
Major Industry Factors
• Political Reform
• Affordable Care Act (2014)
• HITECH Act (2009)
• Demographic Shifts
• Growing 65 & over population
Rock Health – Affordable Care Act For Dummies, Presentation 2013
• Economic Realities
• Costs continue to rise
• Shrinking state Medicaid budgets
• Volume to Value Shift
• Shared risk models; Focus on outcomes
• Value-based purchasing
• Population Health Management
• Rise of healthcare “consumer”

7. Ripe for Transformation
7
Redefining Value and Success in Healthcare, IBM Healthcare and Life Sciences, 2012

8. The Rise of New Health-Tech

9. 9
Where Does Technology Fit In?
Healthcare leaders & regulators are now looking for
new technologies to help “disrupt” the status quo
E. Topol, The Creative Destruction of Medicine, 2012

10. 10
New Health Tech Products
Image courtesy of Venture Scanner. For full list of companies, contact info@venturescanner.com

11. 11
Image courtesy of Bessemer Venture Partners
New Health Tech Models

12. 12
Massive Potential Benefits
• Increased knowledge, availability of information & data
• Improved communication
• Enhanced clinical decision making support
• More personalized medicine
• Broader access & reach
• Greater engagement & compliance
• Efficiencies, scale & operational improvements

13. 13
Great – It’s All Taken Care Of…Right?

14. 14
Major Implications for the Workforce
• Learning curve can be steep & stakes are high
• Much more software & hardware to know how to use
• Constantly evolving information, protocols and best practices
• Provider time already at a premium
• Massive amounts of data to make sense of
• Typically less receptive to change and innovation

15. 15
The 800 Lb Gorilla…

16. 16
Electronic Health Records (EHRs)
Healthcare Technology Initiation, J.P. Morgan, North America Corporate Research,
November 17, 2015
• Massive uptick in EHR
adoption, driven by:
• HITECH
• Meaningful Use Incentives
• ICD-10 Coding Needs
• Over the last 5 years,
constant cycle of:
• Go-lives (big bangs & rolling)
• Ongoing expansions & upgrades
• Constantly evolving system
• Only a few major players
• Flurry of rollouts
• Many organizations had to fend for
themselves

17. EHRs – A Tale of Two Systems
17
Healthcare Organizations
Often Expected This…
1. Enhance physician’s ability to provide high-
quality care
2. Support team-based care
3. Promote collaboration across continuum of
care
4. Offer product modularity and configurability
5. Reduce cognitive workload and support
clinical decision-making
6. Promote data liquidity across providers
7. Facilitate digital and mobile patient
engagement
8. Expedite incorporation of end-user feedback
into EHR design
American Medical Association’s
Top Priorities for EHRs

18. 18
Key Roll-out Strategies
1. Engage highly visible executive sponsorship
2. View as much more than IT or an HR project
3. Look for easy wins & low hanging fruit
4. Identify right communication vs more
communication
5. Pursue an alignment of incentives

19. 19
Key Roll-out Strategies
6. Provide ongoing, continuous, on-demand training
7. Create easy-to-understand ‘self-service’ resources &
communities for peer-learning
8. Leverage in-house experts, power users & evangelists
9. Incorporate criteria into hiring plans and recruiting practices
10.Outline a clear staff engagement plan – ensure a LONG tail

20. 20
Finding the Right Rhythm
• New health-tech will continue to
emerge
• Good, early planning prevents the
“0-60” sprint
• Communication, buy-in and
alignment help find your stride
• Ongoing opportunities for
improvement

21. Introducing: Legacy Health

22. Creating A Culture of Appreciation
Employee Recognition and Talent Management

23. Who is Legacy Health?
 Legacy Health is a nonprofit, locally owned organization based in Portland, Oregon,
and Southwest Washington
 6 Legacy hospitals
> Two regional hospitals, including a Level-1 Trauma Center
> Three community hospitals
> Randall Children’s Hospital
 Other Legacy facilities
> Primary care and specialty clinics
> Legacy Devers Eye Institute
> Legacy Hospice
> Legacy Laboratory Services
> Legacy Research Institute
> Legacy Oregon Burn Center
> Legacy Rehabilitation Institute of Oregon (RIO)
 11,000+ employees, 2,500+ credentialed providers, students
 Utilize Cornerstone Talent Management Solution

24. Employee Recognition 1.0
 In October 2008, Employee Recognition page launches on Legacy
intranet
 Purpose was to “showcase the multiple ways that Legacy recognizes its
employees”
> Site-specific recognition programs/awards
> Link to new Kudos tool
 New emphasis on employee recognition:
> Legacy succeeds because of our employees
> Ongoing priority is to recognize the enduring and meaningful relationships
among colleagues, patients and families
> Give credit for the extraordinary care given to our patients and our
collaborative culture

25. 2015 - Time for a change
 Old Kudos system was build on a proprietary platform that our IS
department could no longer support
 Need a cost-effective solution
 Must address shortcomings of old system
> Not easy to give a Kudos
 Difficult to find, multi-step process
> Kudos had to be delivered in person by the recipient’s manager
 Often long delays between Kudos submission and Kudos presentation
> Excluded non-employee populations
 Impossible for non-employee providers to give or receive a Kudos
> No visibility to past Kudos
 Not available electronically
> User interface/experience was dated
> No integration with performance

26. Integrated Employee Recognition
Solution: Utilize our existing Cornerstone Talent Management System (E+)
 Cost effective
> Feedback tool is part of Cornerstone’s Performance module
 Easy to use
> 2 steps to give a Kudos
> E+ is used on a regular basis by a majority of our employees
 Accessible by non-employee populations
> Non-employee providers, students and contractors have E+ accounts
> Web-based access from anywhere
 Increased visibility
> Past Kudos are visible to everyone
> Kudos can be viewed inside the Performance Review
 Customizable
> Rebrand ‘Feedback’ to ‘Kudos’
> Custom badges support the attributes of the Preferred Employee Profile

27. New Badges and User Experience

28. Change Management
 Announced new tool in our weekly system-wide newsletter
 Online tutorial demonstrating how to give a Kudos
 Login message announcing the new Kudos tool with a link to the Kudos tutorial
 Link to the tutorial from the ‘What’s New’ section of the E+ home page.
 Held a Kudos contest for three weeks in Nov/Dec with prizes for both the Kudos
giver and the Kudos recipient
 Blazer playoff tickets for the 4 employees who received the most Kudos

29.  Ease of use + change management = successful adoption
Adoption
Month Old New Change
Nov 501 1022 +104%
Dec 522 1073 +105%
Jan 505 1435 +184%
Feb 532 1242 +133%
March 566 1190 +110%

30. Impact on our Culture of Appreciation
 Acts of appreciation are no longer hidden
 Employee recognition is visible across sites and at all levels
 Recognition is not delayed
 Breaking down barriers between employees and non-employees
 Staff are more likely to pay-it-forward.

31. Future plans
 Align Kudos to new shared behavioral competencies
 Integrate Kudos into the performance review process
 Gifts and contests to reward using the Kudos system

32. Key takeaways
 Break down the silos
> Recognition is more impactful when it is shared across the entire
organization
 Leverage your core systems
> Integrate employee recognition with performance management
 Make it easy
> Don’t create unnecessary steps or barriers to sharing recognition
 Understand your audience
> Who is using the system and how
 Align to Performance Management
> Employee recognition should support your core competencies
 Make it meaningful AND fun!

33. Thank You!