Issue link: https://beckershealthcare.uberflip.com/i/606753
17 ASC Management Improving health care quality through accreditation Contact us to learn more 847-853-6060 • info@aaahc.org • www.aaahc.org A A A H C A C C R E D I T A T I O N { } It's designed for the provider who always wants to be better. We send physicians, nurses, administrators – professionals who understand your world. They can help you raise the bar on patient care. • We are the leader in ambulatory accreditation. • Our Standards are nationally-recognized. • Our surveys are consultative not just a checklist. Tom Jacobs A n ASC is only as strong as the people who staff it. e healthcare worker tal- ent pool is not without limit; it takes time and strategy to find, build and keep a team of A- players at a surgery center. e first step in identifying the right candidates for a surgery center, for clinical or administrative positions, is establishing the skills necessary for the position. Second, identify qualities that will ensure a candidate is a good fit for the culture of a specific center. Tom Jacobs, CEO and co-founder of MedHQ, offers three key tips for hiring and re- taining effective ASC staff members. 1. Involve existing staff members. e staff at a surgery center has multiple roles. e person in charge of hiring, whether the admin- istrator or a board member, may not be familiar with the specifics of each of these roles. "If you haven't done the job yourself, it is hard to look for the right attributes," says Mr. Jacobs. When filling a position, involve your existing staff members. Conduct peer-to-peer interviews. Consider in- volving direct reports for that new position. is creates buy-in from staff member and serves to strengthen a tight-knit team mentality. Addition- ally, staff members will readily be able to deter- mine if a potential hire will be a cultural fit. 2. Identify desirable skills. "In order to ensure as much consistency as possible, we for- malize the process," says Mr. Jacobs. "We have a recruiting and interview guide." Each specific po- sition should have a unique guide and set of cri- teria for potential candidates. For example, strong ASC administrator candidates tend to have busi- ness acumen, a strong understanding of health- care, partnership mentality and leadership skills. On the other hand, the skill sets sought for a nurse or front-desk staff member will be different. 3. Support front-line supervisors. e tra- ditional tactics for retaining strong employees — pay structure, benefits and schedule flexibil- ity — go a long way, but it is equally important to manage personality conflicts. "e number one reason people leave a job is because of a difficult relationship with a direct supervisor," says Mr. Ja- cobs. Supervisors are generally qualified for their positions; difficulties oen stem from lack of sup- port. Surgery center boards should always lend support to their frontline supervisors and aim to resolve any friction that may arise between super- visors and staff members. n 3 Tried & True Ways to Hire, Keep Star Staff Members for Your ASC By Carrie Pallardy