Becker's Hospital Review

23 WOMEN'S LEADERSHIP 23 CEO / STRATEGY New York hospital exec says he was 'disappointed' after staff cut the line for COVID-19 vaccine By Ayla Ellison M ore than half a dozen physicians and nurses at New York area hospitals told e New York Times in Decem- ber they're upset with how COVID-19 vac- cines are being distributed at their hospitals. NewYork-Presbyterian Morgan Stanley Chil- dren's Hospital in New York City is one of the facilities where complaints about vaccine dis- tribution were reported. Issues first arose when rumors spread that there was an unguarded line at the hospital that any worker could join and receive the shot, according to the report. e most exposed healthcare workers, includ- ing those working directly with COVID-19 pa- tients, were supposed to receive the COVID-19 vaccine first. However, within 48 hours of the first doses arriving, some employees at NewYork-Presbyterian Morgan Stanley Chil- dren's Hospital received access to the vaccine despite being in low-risk categories, according to the Times. Some of the employees who re- ceived the vaccine worked from home during the pandemic. e lapse resulted in an apology from the hospital's COO. "I am so disappointed and saddened that this happened," NewYork-Presbyterian Mor- gan Stanley Children's Hospital COO Craig Albanese, MD, wrote in an email to staff, which was obtained by the Times. NewYork-Presbyterian issued the following statement to the Times when asked about workers cutting the line: "We are proud to have vaccinated thousands of patient-facing employees in just over a week, and we will continue to do so until everyone receives a vaccine. We are follow- ing all New York State Department of Health guidelines on vaccine priority, with our ini- tial focus on ICU and ED staff and equitable access for all." n Former MidMichigan chief: Here's what organizational power isn't By Morgan Haefner T erence Moore, former president of MidMichigan Health in Midland, outlined in an op-ed for the Mid- land Daily News things that organizational power isn't all about — and the importance of not misusing it. "Organizational power is sometimes called legitimate pow- er or 'power of the prince.' It's the power that comes from holding a particular position," the former hospital chief wrote in the Dec. 1 op-ed. "It's fickle, and will be gone the day you leave your position. But while you have it, don't misuse it." Here are five things Mr. Moore wrote organizational power shouldn't be all about: 1. Instructing others to serve you. "If you aren't committed to being of service to those you lead, you have no business being in a leadership position," he wrote. 2. Praising oneself and only sharing personal stories. Rather, those who head up organizations should solicit thoughts, observations and recommendations from others, he said. 3. Spending too much time disconnected. "Effective lead- ers return phone calls, emails, texts and other communica- tions within 24 hours," he wrote. 4. No more learning. "Complacency is a disease," Mr. Moore wrote. 5. Success. "It's sometimes about overcoming frailties and failure. If you haven't failed and failed big, there's a high probability it's because you haven't been around very long," he wrote. n Why pay for public hospital CEOs can be kept secret in Indiana By Ayla Ellison P ublic employees are typically required to disclose their taxpayer-funded salaries, but executives of county hospitals in Indiana can keep their pay se- cret because of a rare exemption added to state law in 2016, according to the Indianapolis Star. County hospital executive salaries were disclosed to the public until 2016, when, late in the legislative session, In- diana lawmakers added an amendment to a bill that pro- vided an exemption for county hospitals. The author of the bill, former state Sen. Pete Miller, told the Indianapolis Star he couldn't recall exactly why the amendment was added, except that it had to do with hos- pitals competing for workers. Christine Mackey-Ross, a healthcare executive search consultant, told the Indianapolis Star the competition ex- planation isn't a credible argument. "Many high-ranking executives sign agreements that pro- hibit them from leaving to immediately work for a com- petitor. And, anyway, private hospitals typically must dis- close executive pay, either in IRS filings for nonprofits or for-profit hospital disclosures to the U.S. Securities and Exchange Commission," she told the Indianapolis Star. "How many CEOs get poached, how many C-suite em- ployees get poached? No, you don't do that." Before 2016, many public hospitals in Indiana kept exec- utive compensation secret under a 2006 law regarding competitive information and county hospitals, according to the report. n

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