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THE OFFICIAL MEMBER NEWSLETTER OF THE AMERICAN ASSOCIATION OF MANAGED CARE NURSES
NURSES’ NOTES
Volume Fifteen, Number One
President’s
Message
by Lanita Knoke, RN, BS, CMCN
The winter has
been long for most
of us, however it is
almost
Spring
which will bring
back the warm
weather and flowers! Spring also
means it is time
for the 2010
Spring Forum in
Orlando. Please
take a moment to
look at the exciting
opportunities the Association has planned for
the conference in the beautiful setting of
Disney World at The Swan and Dolphin Resort
Hotel. I look forward to seeing many of you there.
If you have not heard yet, the Leadership Institute has an awesome opportunity for each of
us in the form of a Webinar on “The Ultimate
Lay-Off Survival Guide: How to Thrive and Survive a Company Lay-Off” presented by the esteemed Richard Yadon of Health Career Professionals. This webinar is scheduled for Friday, February 26, 2010 at 1:00 PM ET/10:00
AM PT. Please sign up in order to get in on
this awesome opportunity.
I am thrilled to report that 2009 marked the
highest amount of new members in the last
six years. That is so cool! I want to top it in
2010 and currently the Association is in the
midst of a membership drive that offers members the chance for product discounts for new
member referrals, including being able to renew with $10 off the renewal price of $70.00,
when signing up a new member. What a great
savings! Tell your peers why you belong and
encourage them to do the same.
If you are looking to do more, become involved
and share your knowledge with others. There
are several committees available – contact
us let us know what you are interested in and
we will point you in the right direction.
I think it is also important to share with you
...continued on page 2
Coaches Don’t Win Games, Players Do
by Cheryl Slagle, RN, CMCN, CCM, CCP
“Coaches don’t win games, players do”. Being married to a coach taught me the truth in
that statement and it’s the leadership model
that I have chosen. Being named Managed
Care Nurse Leader and being presented the
award by AAMCN President LaNita Knoke, RN,
BS, CMCN was a great honor, but the greatest
honor was knowing that I had been nominated
by the nurses on my team. As the Director of
Medical Management for CareSource (a nonprofit managed care company managing the
care of Medicaid and dual eligible Medicare
members in Ohio and Michigan), my team of
nurses, social workers and non clinical staff
do the real work of managing the care provided to our members. I believe that the most
important thing I can do as a leader is to give
my team what they need to do their job well.
I start by making sure they understand the
importance of the work we do and the vital
role managed care plays in our health care
system. We work each day to:
• Ensure that members have timely access
to appropriate covered services
• Ensure that members receive quality care
• Promote quality care along a health care
continuum
• Decrease fragmentation of care
• Promote efficient use of resources
• Promote cost effective use of services
My team and I believe that managed care nursing is a nursing specialty; that the skills and
education needed to do this job are no less
important than the clinical skills we learned
and practiced during that phase of our career.
Like most of us, my journey to managed care
took me through many years of clinical nursing, giving me the background to understand
the challenges and realities of providing quality care to patients. As a pediatric critical care
nurse, I saw the holes in providing coordinated
care for my patients after they left the hospital. This frustration in our fragmented system led me to managed care.
In 2009, the Medical Management Department decided to embark on an adventure to
prove our commitment to managed care nursing. Twenty-eight of my nurses began work to
become certified in managed care nursing
through the American Board of Managed Care
Nursing (ABMCN). The ABMCN certification
program offers nurses a national examination testing competence to deliver a defined
set of behaviors related to patient-centered
care to member populations of health plans.
I worked to have the cost of certification written into my department’s budget, knowing
the return on investment would be great. We
had weekly lunch sessions to complete the
home study course. We invited speakers from
our profession to present during our study
sessions, sharing real life experiences on the
topics covered in the home study course.
These speakers brought invaluable insight. By
proctoring after hours of exams, we supported
each other all the way through this journey,
right up to sharing healthy snacks before the
exam. So far, all 24 of the 28 nurses who have
taken the certification exam have passed!
We’ve put together smaller teams responsible
for providing understanding, accuracy and
consistency in our work. We have bi-weekly
Managed Care Theory Huddle Ups for clinical
and non clinical staff providing opportunities
for us to learn and talk about managed care
principles and theories that are relevant to
the work we do each day. Our PIT Crew (Process Improvement Team), a team of clinical
and non clinical team members writes desk
...continued on page 3
Inside
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President’s Message Cont.
End of Life Care & Costs
Corporate Corner
Coaches Cont.
New CMCNs!
New Members!
New Members!
Providing a Continuum of Care
Become a CMCN!
Would Your Company Keep You
President’s Message cont.
...continued from page 1
that 2009 also marked the year that we sold
the most home study prep course for CMCN.
That means more peers are studying to obtain certification. Managers and Directors
are now looking more and more at certification as a defining element in the workplace.
Do you have someone you work with that deserves accolades? Please bring them to our
attention as we love to spotlight those in Managed Care that are making a difference. Once
they are spotlighted they can also be in the
running for Managed Care Nurse Leader of
the Year. I believe this is a great honor and the
list of previous honorees is humbling.
As President of American Association of Managed Care Nurses my goal is to strengthen us
with members and benefits to show others
how we contribute to healthcare. Do you have
professional goals for 2010? Share them with
us. Let us know what we can do to assist you
in achieving those goals. I challenge each of
us to make this the best year yet!
Corporate Corner
AAACEUs.com
www.aaaceus.com
CareSource
www.caresource-ohio.com/en/default.htm
Coram, Inc.
www.coramhc.com
Gilead Sciences, Inc.
www.gilead.com
Health Career Professionals, LLC
www.HealthCareerProfessionals.com
KCI
www.kci1.com
Medtronic Xomed
www.xomed.com
Optum Health
www.OptumHealth.com
RCM Health Care Services
www.rcmhealthcare.com
Sarasota Memorial Health Care System
www.smh.com
The Scooter Store
www.thescooterstore.com/managedcare
Don’t forget to check out our corporate
partners and their products and services!
End of Life Care and Costs: Innovations in Managed Care
by Dan Tobin, MD and Sheryl Riley, RN, OCN, CMCN
Managed care’s growing recognition of the also expanding palliative care programs with
clinical and economic factors involved in end managed care plans and new end of life care
of life care is resulting in the implementation vendors are piloting advance directive and
of new care coordination, health education case management interventions.
and health counseling programs. As many of
the 85 million baby boomers are caring for In developing new managed care end of life
their aging parents, the practical and emo- programs it is also helpful to recognize the
tional needs of patients and family caregivers history from which these arise, as well as the
facing advancing illness is becoming more clinical and cultural complexity for caring for
apparent. The economic climate facing Medi- patients at this time of life. A review of the
care Advantage plans further supports inno- literature will demonstrate the value of
vative programs that can improve the quality biopsychosocial care addressing the biologiof life for patients and caregivers while simul- cal, psychological, social and spiritual needs.
taneously reducing costs.
Costs in the last few months of life need to be
rigorously studied in prospective and conRecognized gaps in end of life care have been trolled evaluations of innovative programs. In
documented in studies ranging from the well developing new end of life programs, manknown Support Study in 1995, to aged care leaders can benefit from integratZimmermann’s 2008 systematic review of ing the following components into their propalliative care programs. Hospice utilization gram:
has significantly increased since the hospice
Medicare benefit came in to existence in • Offering as broad a range of services as
1982, with dramatic increase in the last ten possible – including care coordination, health
years, but median length of stay in hospice education and health counseling.
within the major metropolitan areas of the • Integrating wherever possible on a local level
country remains relatively short. Hospital with primary care and specialty physicians,
based palliative care programs, pain manage- hospitalists, and certified as well as non-mediment, and other physician office based inno- cal homecare.
vations continue to be developed within lead- • Not requiring a palliative care or hospice
ing practices, long term care setting and hos- consult, to meet patients and families when
pital systems. All of these activities continue goals of treatment are still curative or uncerto support the current need for improved care tain. Helps them prepare for care when illthat begins as part of routine medicine and ness inevitably worsens.
persist through the transition from serious • Implementing tested efforts that have evichronic illness to end of life.
dence of depth in understanding the complexities of end of life care.
Managed Care leaders who are planning to • Integrating an understanding of cultural
integrate new programs within their services diversity.
can analyze recent innovations that provide • Implementing advance directives as a comtested solutions to their current economic, ponent, rather than the focus, of care.
clinical and political concerns. Aetna’s tele- • Messaging for local medical, political, & comphonic case management program to improve munity leaders that address regional concerns
palliative care has been reported to have a sig- associated with a new end of life program.
nificant effect in both commercial and Medi- • Integrating with existing case management,
care populations (Spettell, et al., 2009). As a utilization management, disease management,
large managed care company Aetna is lead- readmission programs, and coding vendors.
ing efforts to publicize its program and share
its experience, noting both political and pub- Nurses within managed care settings will
lic acceptance of their efforts. Care Support continue to face the challenges and rewards
of America’s telephonic and face to face nurse of caring for increasing amounts of aging
care manager program, integrating with treat- patients. They can benefit from learning about
ing physicians and routine case management and integrating end of life programs within
reported in a Medicare Demonstration routine care. In doing so, managed care
(Engelhardt, et al., 2008), has been imple- nurses will help support the cultural shift tomented and tested in multiple managed care wards greater self-efficacy for patients and
settings (Humana Florida, Oxford, Blue Cross family caregivers as we all approach the final
Blue Shield of Northeastern NY). A recently phases of life.
published randomized 3 site prospective study
with Kaiser Permanente (Engelhardt, et al.,
2009) demonstrates significant improvement
in the quality of life for patients as well as
family caregivers and decreased end of life
hospital utilization, with no increase in mortality. Several regional-based hospices are
2
Coaches Don’t Win Games Cont.
...continued from page 1
references and quick tools. Make the people
responsible for the work part of the decision
making process. They won’t let you down!
The AAMCN mission to establish standards
for managed care nursing practice; to positively impact public policy regarding managed
healthcare delivery and to assist in educating
the public on managed care are goals that all
of us who chose managed care nursing as
our profession can benefit from. I’m proud of
the role my company, my nurses and I play in
helping to meet these goals.
For the past 5 years, CareSource has been a
corporate sponsor of AAMCN, showing our
dedication to the vitally important role managed care nursing plays in our nation’s
healthcare system. I encourage you to speak
to your leaders about becoming corporate
sponsors. Being a nurse leader means providing the opportunity for your team to do their
best by giving them with the skills, knowledge,
and tools required to be a vital part of the
changing healthcare environment. Each day,
look for ways to positively affect your members through the programs and processes you
manage. Empower your team. It’s time to be
bold and creative. The climate of our health
care system demands it and the team you
lead is ready for the challenge. I’m proud to
have been nominated by the skilled and talented nurses on my team and to have been
recognized as Managed Care Nurse Leader
by the AAMCN Leadership Institute. I plan to
continue my commitment to managed care
nursing, will you join me?
Spring Managed Care Forum
April 22-23, 2010
Swan & Dolphin Hotel
Orlando, FL
Don’t miss the chance for the highest quality
continuing education, networking with a
diverse group of executive managed care
professionals & learn about the latest available
products and services to utilize in your
population, all with a fun-filled backdrop of
Walt Disney World! PLUS, receive discounted
park tickets, as well as the low hotel rate of
just $149/night! You won’t want to miss this
fantastic opportunity!
$200 Discount off your registration fee!
Enter the code NN200 in the value code box of
the registration form to redeem this offer!
Congratulations New CMCNs!
Terri Lynn Acosta, RN, CMCN
CareSource
Wilma Roberts, RN, CMCN
CareSource
Arlinder Alexander-Jackson, RN, BSN, CCM,
CMCN
BCBSIL
Debra Serie, RN, CMCN
CareSource
Suzanne Baldasare, RN, CMCN
CareSource
Rhonda Bender, RN, CMCN
MHP
Helen Busocker, RN, CCM, CMCN
Capital Blue Cross
Virginia Cody, RN, CMC, CMCN
Wellpoint
Jacqueline Davis, RN, CMCN
CareSource
Karen Seybert, RN, BSN, CMCN
Wellpoint
Erica Shaffer, RN, CPUM, CMCN
CareSource
Kathleen Smart, RN, CMCN
Anthem
Sonja Toma, RN, CMCN
CareSource
Guanfen Xu, CCM, RN, CMCN
MHP
Shari Lyn Nelson, RN, CMCN
Karen Dowell, RN, CMCN
CareSource
Lisa Durrant, RN, CMCN
CareSource
Linda Gray, RN, CMCN
CareSource
Frances Jones, RN, BSN, CMCN
Wellpoint
Vicki Williams, RN, BSN, CMCN
BCBSIL
Jennifer McGowan, RN, CMCN
Anthem
Toshika Howard-Patterson, LPN, CMCN
CareSource
Faustina Koomson, RN, BSN, CMCN
Blue Cross Blue Shield of IL
Shannon Leach, LPN, CMCN
Wellpoint
Virginia Long, RN, BSN, CMCN
Midwest Health Plan - Health Services
Dale Allen, RN, CMCN
CareSource
Rebecca Arzu Marcial, LPN, CMCN
CareSource
Dionna Blake, BSN, CMCN
CareSource
Aeisha Delores Massengale, LPN, CMCN
CareSource
Ann Maleta, RN, CMCN
Patrice McGrath, RN, BSN, CMCN
Midwest Health Plan - Health Services
Debra McGraw, BSN, RN, CMCN
CareSource
Debra Patt, LPN, CMCN
Midwest Health Plan - Health Services
Susanne Monnin, RN, BSN, CMCN
CareSource
Beth Shilt, RN, BS, CMCN
CareSource
Luanda Stanback, LPN, CMCN
CareSource
Rhonda Townsend, RN, CMCN
CareSource
3
Welcome New Members!
Mary Lou Faucette, BSN
WakeMed
Wendy S. Tverdos, MSSL, BSN, CCM
Barbara Homoya, CMCN
Roundebush VAMC
Melrose Stephens, MSN
Leta L. Deskins, BSN
WakeMed
Annette Schneweis, RN
Lori Fox, BSN, MBA
Piedmont Community Health Plan
Judy Schiffli, RN, COHN-S
Harden Case Management
Elizabeth Spero, RN, CCM
Carol A.Stanish, RN
Unicare
Dawn M. Fitzpatrick, RN, MSN
Department of VA, TVHS
Isabel Pena, RN, CCM, CPUR
South TX Veterans Healthcare Systems
Eric Palmer, MSN, MHA
USN
Jennifer Erena, RN, BSN
Saint Joseph Wound Center
Kacey McAdoo, RN
Vanderbilt Medical Center
Miriam Stewart, RN, CPHM
Sheridan Memorial Hospital
Barb Lennert, RN, BSN, MAOM
Xcenda
Aleia Bloodworth, LPN
Secure Health
Joan O'Donnell, RN, CCM
Horizon BCBSNJ
Carol Jeter, RN, CCM
Secure Health
Heather E. Whitcomb, RN
Latham Medical Group - CCP
Judy Herzer, RN, BSN
HCR Manor Care
Janet Lowery-Neal, RN
BCBSIL
Beata Reshetar
Sharon Lee Greico, CCM
Childrens Medical Center-Dallas/Legacy TX
Jean Whitehead, RN, CCM
Karen Wetzel, RN
Owensboro Community Health Network
Josephine Ojeaga, RN
Community Health Choice
Nancy Lewis, RN
Accredo's Hemophilia Health Services
Deirdre Doyle, RN, BSN, MSCC
Procure Management Inc.
Kris Fricke, RN
BiState Case Management
Cindy Crandall, RN
MedSolutions
Barbara Ringgold, RN
SeniorCare Family Services, Inc.
Janet Kunz, RN
Focus on Senior Care, LLC
Laura Setlich
Arcadian Healthcare
Sherry Klass, RN
United Hospice
Connie McDonough, RN, MSN
Cephalon Oncology
Tammy Dixon, BSN
Lorri Thompson, RN, CNOR
Ann Giambelluca
Rebecca Brown, BSN
Cochise Health Systems
Penny McRay
JSA Medical Group
Connie Phillips-Jones, RN
MEDecision
Jean Henry, RN, MSN
Memorial Hermann Healthcare System
Nancy Sweeney, RN
Above & Beyond Nursing Care
Teresa White, RN, CRRN
VA Affairs
Gina Lusch, RN
MEDecision, Inc.
Sandra Scott, RN, BSN, FCN
Amerigroup
Kristi Cox, RN, BSN
Wellpoint Next Rx
Michael Hargis
Anthem
Jennifer McGowan, RN
Wellpoint
Pam Carr, RN, BSN
Nationwide Childrens Hospital/Partners for
Kids
Dawn Stevenson, RN
Moorestown Visiting Nurses Assoc.
Michele Rice-Spann, RN
Health Care Service Corporation
Gloria Harris, RN
VAMC - Nursing
4
Frances Jones, RN
HMC Wellpoint
Welcome New Members!
Deborah Hoover, RN
Anthem
Dana Wheatley, RN
Amerihealth Mercy/Passport Health Plan
Mimi Bennett, RN
BCBS of TN
Brenda Phillips, RN, BSN
Wellpoint
Robin Hidgon, RN
Amerihealth Mercy/Passport Health Plan
Rose McFarland, RN
BCBS of TN
Pam Cage, RN
Wellpoint
April Sharp, RN
BCBS of TN
Theresa Smith, RN
BCBS of TN
Suzanne Shayer, RN, BSN
Wellpoint
Deborah Lemley, RN
BCBS of TN
Janice Milligan, RN, BS, BA
Health Net of CA, Inc.
Tara Billingsley
Wellpoint
Mary McFalls
BCBS of TN
Beverly Smith
UnitedHealth Group
Judy Anne Dye, RN, BSN
Wellpoint/HMC
Jennifer Haile, RN
BCBS of TN
Christine Anne Nelson, BSN
CA Department of Health Care Services
Barbara Nighbert, RN
Anthem
Juliet Mallery, RN
BCBS of TN
Rosemarie West, RN
CA Department of Health Care Services
Amy Ernst, RN
Anthem/Wellpoint
Sherry Moore, RN
BCBS of TN
Maria Amelia Montenegro, RN, BSN
CA Department of Health Care Services
Cynthia Stokes, RN
Wellpoint
Patricia Cain, RN
BCBS of TN
Ruth Isaksson, RN
Johns Hopkins HealthCare
Debra Hicks
Humana
Elbra Morgan, RN
BCBS of TN
Patricia Cooper, RN
Johns Hopkins HealthCare
Deb Roberts, RN
Humana
Mary Beth Newell, RN
BCBS of TN
Deborah Ablorh, RN
Johns Hopkins HealthCare
Mary (Marie) L. Alfano, RNC, CCM
Aetna
Leslie Kurkowski, RN
BCBS of TN
Marigloria Seitz
Johns Hopkins HealthCare
Kristin Atkinson, BSN
Schaller Anderson, an Aetna Company
Anne Brock, RN
BCBS of TN
Suzanne Bathon, RN
Johns Hopkins HealthCare
Sandra R. Booker, LPN
HealthSpring, Inc.
Lisa Stahl, RN
BCBS of TN
Victoria Metzger, RN
Johns Hopkins HealthCare
Patricia Bosarge, ADN
HealthSpring, Inc.
Heather Johnson, RN
BCBS of TN
Cassandra Peterson
Johns Hopkins HealthCare
Janet Vessels
Amerihealth Mercy/Passport Health Plan
Dawn Townson, RN
BCBS of TN
Rebecca Carpenter, RN
Amerihealth Mercy/Passport Health Plan
Glen Curtis, RN
BCBS of TN
Betty Lattis
Amerihealth Mercy/Passport Health Plan
Linda Chisenhall, RN
BCBS of TN
5
Providing a Continuum of Care for Chronic Condition Patients
by Colleen Morley-Wines, RN, BSN, CMCN
The discharge process is in the spotlight again.
All major payers (Medicare, Medicaid and
commercial insurances) are preparing to alter or refuse payment for patient readmission
within thirty days of discharge. ‘Potentially preventable readmissions’ have been connected
to insufficient or ineffective discharge strategies which may have opportunity for improvements. There are several evidence-based strategies that have been identified as effective at
preventing these “potentially preventable readmissions” and are especially useful for patients with chronic, high-profile diseases such
as congestive heart failure (CHF), hypertension, diabetes, asthma, chronic obstructive
pulmonary disease (COPD) and chronic renal
failure. Changes to the discharge process and
utilization of a disease specific home health
care program have been identified as possible
innovations for discussion.
Evaluation of the discharge instruction process is essential, including a review of the
educational materials given and which staff
should be involved in the discharge process.
Printing off a medical database driven packet
(many pages and written in medical terminology) on the condition (e.g CHF) can sometimes result in “information overload” for the
patient. Developing a simple one or two page
“Top 5 Tips for Managing Your CHF” with a
personalized summary of diet, fluid and activity restrictions, printed in a larger font and in
laymen’s terms, might be a more effective
way of getting the message across. (User
friendly and could be put on someone’s refrigerator door as a reminder)
The bedside direct care RN assigned to the
patient on the day of discharge normally gives
the discharge instructions in many facilities.
However, the CHF nurse educator, having es-
tablished a therapeutic relationship with the
patient during his/her stay could use the discharge process to build upon the education
previously given. This would provide continuity of information, less confusion and the
ability for the patient to ask more specific,
disease related questions. Potential issues
around this could be availability of the dedicated
CHF RN for off-hours discharges. Additional staffing would be needed to handle this need and the
budgets, as always, would be a concern.
specifically trained staff, use of technology/
tools (telehealth programs)and data to demonstrate effectiveness (readmission rate,
dropout rate, metrics used to track progress)
is critical to offering an un-biased choice to
the patient. Drawbacks identified are patient’s
desire to participate in the aftercare program
and continuity and consistency of the terminology in the inpatient vs. home education,
which involves possible editing and realigning the scripting between the educators.
Utilization of a Home Health Care program to
follow up on patients, immediately post-discharge, has been identified as a cost-effective option, for both patient and facility. No
additional staff needs to be hired by the facility. There are minimal training needs identified and education of the MDs and facility
staff RNs regarding the new program can be
done in established monthly meetings. The
patient’s insurance coverage will “usually“
cover an initial visit post-acute discharge for
evaluation and teaching. (This would be confirmed at the time the services are being set
up.) The program would be available to all patients, regardless of insurance coverage and
ambulatory status. In my area, several home
health agencies have programs developed for
CHF follow up in place with dedicated cardiac
RNs and proven track records of success. If
the facility or system has it’s own home health
service with a program that meets the criteria, the additional referrals could increase
system revenues as well.
The goal is to provide the patient with a continuum of care and education to better manage their chronic conditions as well as to decrease the readmission rate from the facility’s
perspective. Providing the patient with a continuum of care and resources post-acute admission should make an impact by helping
improve patient outcomes, allow the patient
to remain in their own environment and help
the facility to avoid that potentially non-reimbursed subsequent readmission. By utilizing
one or more of these strategies to build a continuum of care, as Carolina’s Medical Centers Health System did, care managers can
make a positive impact on their patients and
their facilities as well.
Multiple agencies need to be contacted and
partnered with to assess or develop these programs so the patient has a choice in postacute service providers. Having an established
criteria set; such as length of time the program has been in place, use of dedicated,
References
Center for Medicare and Medicaid Services.
(2009, December 15). Retrieved December
15, 2009, from Center for Medicare and Medicaid Services: www.cms.hhs.gov
Kay, D. B. (2006). Heart failure:improving the
continuum of care. Care Management
Journals , 7(2), 58-64.
Stark, J. (2010). How can I reduce my facility's
readmission rate? Case Management
Monthly , 5(1), 5-7.
Become a Certified Managed Care Nurse (CMCN) Today!
The CMCN is setting a standard for nurses across the continuum of managed
healthcare. AAMCN offers a preparatory course for the certification, covering
all the critical areas of managed care. In 2009, more nurses began preparing
for the exam than ever before. Take on our challenge to become certified as a
group at discounted rates! Contact Patti Hulcher at phulcher @aamcn.org or
804-747-9698 for more information!
6
Would your Company Keep You?
by Richard Yadon, CPC, CERS
Job security is a topic on everyone’s mind today.
job. Often it has everything to do with the
employee.
“Do I have it?”
Employers want people who bring value to the
organization over and above their job. These
are the people they will try to keep even if the
job is eliminated. “Do I have job security?” is
the wrong question. The real question to ask
is, “How do I increase my value to my employer?” If you want to increase your value
and be one of the people they keep, work to
develop and demonstrate these four defining
characteristics:
“Will I lose it?”
Many in corporate America are asking these
questions. A better question to ask is…“Is
job security real?”
Labor costs are one of the largest company
expenses and it is no secret companies are
looking for ways to trim costs. That means
every position in corporate America is open to
evaluation. All companies are designed to
make a profit. Even non-profits can’t spend
more than they bring in. It makes sense that
every job in the company should contribute to
that result.
According to surveys, young professionals
entering the workforce today expect to have
eleven to twenty job changes during their careers. Most of those changes will be voluntary and self-motivated. Several will not. Our
hyper-competitive marketplace forces companies to make the hard decisions about jobs
and the people in them. No employee is
indispensible; no job is sacred. Companies
do, however, value certain employees more
than they value others. Who stays and who
goes often has little to do with the employee’s
Risk Taking – Employers want their people to
take risks. Improvement comes from changing the status quo. Employees who take risks
show they have a “can do” attitude. This is
especially valuable in today’s economy. Risk
takers are results-oriented people. They aren’t
afraid to try something new to get better results.
Pro-active Problem Solving – When you bring a
problem to your manager, also bring a solution. Today’s manager has too much on their
plate to solve every issue. Good managers
want your input and appreciate your willingness to be a part of the answer. People who
bring problems without solutions will be a
source of frustration, not value.
proactively took a course or seminar to improve your job knowledge? Are you a member
of your occupation’s professional associations? Have you asked for additional training? Competency is more than just doing
your job well. Companies want people who
seek out opportunities to grow in knowledge
and skill. Don’t expect the company to pay for
all of it. Employees who take responsibility
for their own development are what companies value today.
A Difference Maker –Difference makers are
employees who are motivated about their contribution to the company. These employees
want to make an impact. They accept responsibility for their performance and they are accountable for their results. Most companies
want to keep difference makers.
Today no job is exempt from reevaluation, retooling, or elimination. If you are worried about
your job, then you are worried about the wrong
thing. Instead, concentrate on the value you
add to the company. Take risks, find solutions, grow and develop in your job and your
industry, and be a difference maker. Don’t let
your job define your value. You need to define
it for yourself.
Competency – When was the last time you
Spring Managed Care Forum
April 22-23, 2010
Swan and Dolphin Hotel
Orlando, FL
Don’t miss the chance for the highest quality continuing education, networking with a
diverse group of executive managed care professionals & learn about the latest available
products and services to utilize in your population, all with a fun-filled backdrop of Walt
Disney World! PLUS, receive discounted park tickets, as well as the low hotel rate of just
$149/night! You won’t want to miss this fantastic opportunity!
$200 Discount off your registration fee! Visit www.aamcn.org to register!
Enter the code NN200 in the value code box of the registration form to redeem this offer!
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