09 Jun Top Five Considerations for Your DSRIP Workforce Consultant
Samir D’Sa, Principal, NY DSRIP Services, xG Health Solutions, June 9, 2015
June 1 marks the next stage of the NY DSRIP journey. Although the implementation phase kicked off on April 1, all PPS’s have only now received their first payments, and the implementation plans are finally submitted to the Independent Assessor. Most PPS’s are switching gears to the execution work needed to accomplish Domain 1 milestones—and arguably, Workforce Strategy is the most difficult!
The reasons are clear—Workforce Strategy demands quantitative analysis of healthcare resources in the PPS target state and mandates finalized, annual budget for training, redeployment, and new hires. Complexity is compounded because this exercise must be conducted for dozens or hundreds of providers in the PPS region, with assumptions made on future inpatient utilization cuts and resulting bed reductions. Several other variables further complicate the equation, such as—cultural competency and health literacy, future M&A activity, reimbursement changes, and regulations for integrating behavioral and medical care.
PPS’s are exploring the use of workforce consultants to navigate this complexity and live up to application commitments. As a PPS leader, here are five considerations to influence your choice of workforce vendor:
- Immersed in DSRIP: Pick a vendor who has been in the trenches of the application, speed and scale, and implementation plan submissions. Changing DOH requirements, deadlines, and guidelines require your workforce vendor to a) understand the DSRIP journey over the past year and b) understand the unique challenges and constraints from a PPS viewpoint.
- End to End: Select a vendor who has “skin in the game” with implementation so you aren’t stuck with a Workforce Strategy that is impractical to execute. Vendors who have a delivery capability (that is, care management training) are more likely to deliver pragmatic, flexible, and implementable recommendations.
- Teach You to Fish: Work with vendors who collaboratively design the workforce answers for your PPS with your team. Given the uncertainty over the next five years, it will be critical that your PPS team be independently able to manage and explain variances from the workforce statistics submitted in December 2015, once the vendor is gone.
- Care Management Focus: Ultimately, care management lies at the heart of DSRIP success (and future payments). Workforce vendors with capabilities to hire, train, and empower nurses, social workers, care associates, and so on—and to make them function as a true care team with the providers in your PPS—will tip the balance on favorable clinical outcomes.
- Proven Clinical Outcomes: “Population Health” jargon is easy to come by, and differentiation gets blurry in a noisy vendor space. The signal in this noise is proven clinical outcomes. Bottom Line—Is your workforce vendor merely delivering an elegant PowerPoint or does your workforce vendor have a track record of double-digit percent reductions in inpatient utilization?
BDO and xG Health (a Geisinger company) are engaged with multiple PPS’s across New York State, and we welcome the opportunity to speak with you about your workforce needs.