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Driving Cost Savings, Compliance, and Quality
By Managing your non-Employee Workforce
The information contained in this presentation is confidential and proprietary to RightSourcing, Inc. It is delivered to you solely for your confidential use and with the express understanding that, without the prior written consent of RightSourcing, you will not release this document or discuss the information contained herein or make reproductions of or use this document for any purpose other than the one for which it was intended.Slide2
Introductions
Karen FeeneySHRM-SCP, FMPSenior HR Operations Manager Slide 2
Nation's first hospital devoted exclusively to the care of childrenOngoing commitment to exceptional patient care, training new generations of pediatric healthcare providers, and pioneering significant research initiativesUS News & World Report’s
Honor Roll of the nation’s best children’s hospitalsImplemented RightSourcing’s MSP for IT and Non-Clinical in 2012 and Clinical in 2015Slide3
Introductions
Leanne OatmanPresident &Co-FounderEmail: LOatman@RightSourcingUSA.com
Slide 3Purely vendor neutral MSPRanked largest healthcare MSP by Staffing Industry AnalystsWhole house expertise100% dedicated to healthcare
Intellectual capital, people, technologies
$2B+ in managed spend
Joint Commission certified Slide4
Healthcare Contingent WorkforceSlide5
Polling Questions5Slide6
https://
vimeo.com/user8989405/review/98749925/3b096cc006
Click to watch the two minute video story:Slide7
Initial Challenges7
Healthcare skills gapContingent worker managementVisibilityTracking
BudgetingSOWStreamlining hiring processesSelectionVetting toolContractsAdministrative workSupplier ManagementAdopt
Adapt
AdeptSlide8
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Maturity
Effectiveness
Visionary Program
Strategic Program
Unmanaged Program
Opportunity Program
Unmanaged
Program
Opportunity
Program
Efficient
Program
Strategic
Program
Visionary
Stakeholders
Unaware
Non-engaged
Active
Engaged
Advocates
Suppliers/Quality
Not being managed, engaged, or measured
High Level management and measurements
Implement standard measures and track
Utilize data to develop actionable steps
to
improve
quality
Partner with vendors to enable
first class talent quality
Data Visibility
No visibility to contingent workforce or credible data
Informal data collection
with limited sources
Implement VMS
or
program
management & Metrics
Develop customized reporting and forecasting models
Enterprise-wide predictive analytics (SOW, Staff Aug, FTE)
Processes
No consistency or lack of efficiency
Define SOP for CW management
Implement and Harmonize CW governance practices
Implement repeatable CW governance practices
Global streamlined policy adoption
Market Rates / Pricing
Not market competitive, no management, over/under-paying talent
Cost savings
driven managementImplement new cost savings methods driven by metricsAligned cost savings modeling with strategic initiativesTactically aligned company initiatives with market-competitive pricing structureTechnology EfficiencyNoneOff the shelf or proprietary toolCustomizable toolEasy to use customizable toolFully integrated, easy to use, and customized technology solutionRisk MitigationNo screenings or reportingBasic elements of control are implementedDefined controls and processStable controls and process developed for sustained needsGlobally scalable and adaptive controls and process for future needs
Efficient Program
Contingent Workforce Program Maturity Slide9
Program Assessment9
Decentralized or paper-based systemCompliance concerns
Visibility for contingent workersToo much time on non-core tasksSourcing, fielding calls from staffing companies, approving timesheets and invoicesManaging contingent workforce issues rather than employee recruitment and engagementToo many (or not enough) staffing suppliers Unfilled positionsCost concernsSlide10
Results10
Cost Savings - $1M+ annual run rate Compliance ManagementRisk MitigationSOW Management
Access to new resourcesWidespread adoption and engagementImproved non-employee workforce outputSlide11
Achievements Slide
11SLAResultTime to Fill
under 31 days29 daysWorker Compliance 100%100%PeopleFluent Availability99%99%+Program Utilization100%100% Program Savings5%
5.4% (trending at $1M+ annually)Slide12
Lessons Learned12
Program GoalsRealisticLimited in scopeEvolving
Metrics specific to goals Expectations for managers OwnershipInternal brandingChange management Slide13
Contact Information
Leanne OatmanLOatman@RightSourcingUSA.com
Slide 13Karen FeeneyFeeneyk1@email.chop.edu