2017 Annual Nursing Report

HCA Innovator’s Award Great products, services and companies often begin with a single idea. HCA was created through the vision of our founders, Dr. Thomas F. Frist, Sr., Jack Massey, and Dr. Thomas “Tommy” Frist, Jr. More than 45 years later, our company continues to invent and develop systems to advance health and patient care, in large part, due to ideas from the employees. The Innovators Award continues the tradition of recognizing innovative thinkers. Innovators Award ideas may be submitted at any time in one of three categories: Quality/Patient Care • An idea that improves clinical outcomes • Facilitates public recognition for quality or performance NEW KNOWLEDGE, INNOVATIONS, AND IMPROVEMENTS

• Improves use of clinical resources • Reduces employee health issues Service Excellence • An idea that enhances the patient, physician, or employee experience • Improves satisfaction or loyalty scores

• Supports diversity Financial Impact

• An idea that results in measurable expense reduction • Enhances patient care management to reduce risk • Produces increased volumes • Enhances reimbursement or revenue-loss avoidance Innovator Award Eligibility and Process • Any full-time HCA employee may submit their ideas in consideration for the Innovator Awards • Recipient may be an individual, a team, or a department • Final judging and selection of the national award recipients will be done via a selection committee made up of corporate employees

HCA Innovator Award Joy Gilman, Director of Women’s Services, is this year’s LGHM Innovators Award winner in the category of financial impact. Employee turnover is a significant cost for any business. This makes turnover an excellent place for innovations with both a personal and financial impact. Specific highlights around Joy’s submission include a unique view of the employee experience, particularly those new to our facility. By taking a holistic approach to employee onboarding, Joy incorporates her team in the welcoming and integration process, adding multiple touchpoints so that incoming staff feel welcomed and included. For addressing issues that arise in the first-year experience, Joy also incorporates a root-cause analysis approach to discovering learning opportunities for unit development and improvement, all which continue to create a positive environment for staff.

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