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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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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
Staffing Models, Program Elements, and Performance Expectations
HITEQ Center
/ Categories: Health IT & QI Workforce, Recruitment

Staffing Models, Program Elements, and Performance Expectations

A HITEQ Center Resource

The following document describes Quality and HIT staffing models for a low, middle, and high resourced health centers.  These models are intended to be both normative (e.g., How does my middle resource health center compare? Do I have all of these positions covered?) and aspirational (e.g., What benefits could we get if we move to the next level?).  Each model includes:

  • Descriptions of staff
  • Critical quality program elements at each stage
  • How incentive payments could be allocated, and
  • Performance expectations. 

The model includes factors to consider when moving between stages and a staff position glossary to help define the different positions.

As anyone who has worked in health centers knows, health centers are highly variable.  For this reason, this document is meant to help executives and quality staff think more deeply about their quality program.  It is not intended to be a literal guide.

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Tags: Documentjob functionsHealth QI/IT Workforce developmentrecruitmentResourcejobsjob descriptionstaffing model
Intended AudienceQuality, medical, and executive staff

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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.