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Resource Overview

The process of finding and hiring the best-qualified candidate for a Quality and/or Health IT job in your health center is time-intensive and challenging. Having job vacancies or recruiting the wrong person can cost the organization in terms of real money, time spent, morale, and productivity. Successful hiring requires refining the recruitment process, which includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, and hiring the new employee to the organization.

This section includes resources to help you define and refine your recruiting methods.  These are tools that have been tested by health centers in the field and are proven to work. These resources reflect the combined experience of several successful health centers around the country.

Also available are templates for Health IT Job Functions and samples of Health IT Job Descriptions.

Health IT Staff Recruitment Tools
Assessing Provider Satisfaction

Assessing Provider Satisfaction

And how to design health IT interventions to improve satisfaction and reduce burden, January 2020

Provider satisfaction is of critical importance for health centers to promote safety and workforce stability. A 2013 survey found that dissatisfied physicians were 2-3 times more likely to leave medical practice than their more satisfied colleagues. This may be unsurprising given that another recent study found that physicians spend almost half of their day on the EHR and desk work. Even during the patient visit, 37 percent of the time in the exam room is spent on these tasks. The increase in clerical and documentation burden related to EHR adoption was cited as a contributor to provider dissatisfaction.

This resource puts forth several options for assessing provider satisfaction or burden, with a focus on health IT. Each provider assessment also includes information about cost and access. In addition to surveying providers, there is other information that can be assessed for baseline when planning an intervention to decrease burden. These can be used for pre– and post-intervention monitoring and evaluation; several such options are profiled in this resource. Finally, related research findings, including the overall relationship between EHR and provider satisfaction, regulatory and documentation requirements, the impact of training, provider autonomy and role in EHR design,  and in-basket management, are described, These results are then translated into potential interventions that could be implemented to improve provider satisfaction or reduce provider burden.

Download the full PDF resource below, in the Documents for download section, for all the information!

HITEQ also offers this template which assists organizations in operationalizing the information set forth in the resource available for download on this page.

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Documents to download

Acknowledgements

This resource collection was compiled by the HITEQ staff with portions contributed by Chris Espersen, HITEQ Advisory Committee member and Independent Contractor and Past President of Midwest Clinicians Network; Shane McBride, Independent Contractor and Past Vice President of Quality and Clinical Systems at South End Community Health Center; Chris Grasso, Associate Director for Informatics & Data Services- The Fenway Institute; and Ed Phippen, Principal - Phippen Consulting, LLC.

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The Quadruple Aim
Quadruple Aim

A Conceptual Framework

Improving the U.S. health care system requires four aims: improving the experience of care, improving the health of populations, reducing per capita costs and improving care team well-being. HITEQ Center resources seek to provide content and direction aligned with the goals of the Quadruple Aim

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