BHA Town Hall Meeting December 18, 2015

Why is DSRIP Workforce Important? As part of the New York DSRIP program, the Bronx Health Access Performing Provider System (BHA PPS) was setup to create an accountable and coordinated network to improve access, quality, and efficiency of health care and social services for the safety net population of the Bronx.  The BHA PPS will be focusing on creating an integrated delivery system, setting up a Health Home At-Risk Intervention program, expanding use of ambulatory ICUs, reducing 30 day readmissions for chronic health conditions, integrating primary care and behavioral health services, strengthening mental health and substance abuse infrastructure, employing evidence-based strategies for disease management, increasing support for maternal and child health programs, and increasing access and retention to HIV care. To support these initiatives, the BHA PPS will need to build the necessary workforce. Many of the projects previously mentioned will have an impact on the current PPS workforce, and may require new skills and capabilities. It is also very important to align the organization’s and the employee’s goals with the overall DSRIP project goals. This will facilitate a more efficient and smooth workforce transition. A successful PPS will: Source: http://www.health.ny.gov/health_care/medicaid/redesign/dsrip/docs/2014-11-20_workforce_strategy_webinar.pdf

The Pathway from DSRIP Projects to Workforce Positions

Workforce Survey - Process Your survey responses are integral to reach DSRIP Milestones & Objectives, and to support a growing and responsive workforce. Target State Model Current State Workforce Assessment Gap Closing Strategies Gap Analysis Current State Survey Responses The workforce survey and analysis process has several key components. First is identifying the target or future state workforce…essentially what workforce is needed to meet DSRIP priorities and goals. The target state model is the framework for the current state survey and the current state assessment. Gaps identified are the difference in workforce between the target state and the current state, and may present themselves at a global level (e.g. job type), or a more granular level (e.g. a job type in a particular geographic area). Finally, the target state model serves to guide the gap closing strategies over the DSRIP years. Your responses to the survey are the glue that holds it all together. They are integral to meet DSRIP milestones and objectives and to support a growing and responsive workforce. The Target State Model is the framework for the Current State Survey and the Current State Assessment The Target State Model – The Current State Assessment = Gap The Target State Model serves to guide the Gap Closing Strategies over the DSRIP years

Workforce Survey – Background & Purpose Current State To determine current number of staff in job families, job types, and job functions as they relate to the selected PPS projects 1 PPS Partner Feedback Purpose 2 Workforce Gaps To receive PPS Partner feedback, and increase involvement in DSRIP activities throughout the project To facilitate a workforce gap analysis And this is where you come in as BHA PPS Partners. Your feedback and collaboration are key in order to build and support a workforce that can facilitate DSRIP and PPS success. The overall purpose of the workforce survey is to gain your feed back and increase your involve in DSRIP activities throughout the life of the project. To be more specific, your feedback within the confines of this Workforce Survey will help us: Develop a current state of the workforce in the BHA PPS. The current state includes the number of staff in specific job families, job types, and job functions as they relate to selected PPS projects. Additionally, a current state of the workforce is necessary, In order to know where you need to go, it’s important to know where you are. Knowing where we are now in terms of workforce will help us identify gaps in workforce. With your feedback through the survey, we will be able to identify the types of jobs and/or locations where additional workforce may be needed over the 4 years of DSRIP. Finally, your feedback will provide vital information on planning and strategizing around the DSRIP workforce. This information will further facilitate PPS partner collaboration and strategies to “close the gap” between current workforce and the future workforce needed for DSRIP success. 3 Planning & Strategy To gather information about your organizations, services and resources to facilitate PPS partner collaboration, and strategies to “close the gap” between current workforce and future workforce

Workforce Survey - Content Physical Location Information Purpose: Mapping sites within the BHA PPS region to compare location of organizations and their sites and the populations served Purpose: Describes organization and sites in terms of the services provided to populations receiving services in the Bronx and facilitates alignment of workforce with NYS reporting Facilities and Services Purpose: To identify DSRIP related training resources at organizations. Also used to identify which PPS partners may be able to share training resources to the PPS Training Purpose: As a major component of DSRIP, this section determines the level of need for additional CC/HL resources and training. To identify ‘champions’ of CC/HL that may be able to be a ‘mentor’ to fellow PPS partners Cultural Competency and Health Literacy After entering the survey, you will begin entering a variety of information that have different purposes. Physical location and organization information allows us to map sites and organizations within the BHA PPS to compare the location of organizations and their sites to the populations served. Facility and service information describe the organizations and sites and facilitates alignment of workforce with NYS reporting requirements. We have included a section asking about training. The purpose of this section is to identify DSRIP related training resources at organizations, both internal and externally provided trainings. This section also seeks to identify which PPS partners have the potential to share training resources with the PPS. Following the training section are questions on Cultural Competency and Health Literacy. This section serves to gather information on a major component of DSRIP and its workforce. This section helps determine the level of need for additional Cultural Competency or Health Literacy resources and training or identify champions of cultural competency and/or health literacy that may be able to be a ‘mentor’ to fellow PPS partners. Finally, workforce, the focus of the survey: We are gathering information on current day workforce and past workforce indicators. Past workforce indicators will help inform future workforce changes during the DSRIP years. 05 Current Day Workforce Purpose: To determine current available human resources that will be integral to attaining DSRIP goals Retrospective Workforce 06 Retrospective Workforce Purpose: To determine workforce indicators from prior years in order to inform future workforce changes during DSRIP years

Workforce Survey - Content FTEs Headcounts New Hires Separations Retirements 05 Current Day Workforce Workforce Indicators 06 Retrospective Workforce To be more specific, for each included job type, we are collecting Full-time equivalent totals, total head counts by full time status (full-time, part time, hourly or contract), new hires, separations and retirements. The information provided in these sections are the focus of the survey. The more detailed the data you provide, the better the workforce analysis will be. These sections are large and are very detailed, and will require careful attention.

Survey Responses as of December 16, 2015: ◊ 23 Surveys Started ◊ 8 Submitted ◊ 15 awaiting further data entry BHA Survey Submissions by Day

Workforce Visualization Preview Example