News and views from the President/CEO

Thanks Jasmin for the post. If you just express views about health care without saying you are an employee, it's pretty obvious they are private views. It becomes more complicated if you specifically identify yourself with a job title: the more senior the title, the more you would normally be seen as speaking (at least in part) for the organization.

Stephen

Posted by Stephen Duckett on May 24, 2010 at 04:10 PM MDT #

I must say that AHS is attempting to deal with a situation that has so many players with invested interests that the process will take some time. Part of the reason for the delays is dependent on the forecasts of the Provincial gov. which to some degree have proven to be a detriment to AHS. Projections involving the Oil and Gas industry that alots the government revenue have been grossly misjudged as a global market could not sustain oil at $ 140.00 per barrel but we have played this feast or famine result before as a result of the revenues generated or lack there of. Due to economic downturns in 1994, we the public service had to take a 5% rollback in wages. There were hiring freezes that lasted almost three years and as a result of burnout, and opportunities elsewhere the organization lost some amazing people. I have been priviledged to have worked for AHS for 23 years and we have ridden out some tough times but the spirit of this organization continues to exists and in spite of the challenges ahead, and the issues that each brings to the table, things will ultimately get better and improvements are already being noted. Although you appear to be blamed for so many things...keep the chin up, it is working but change is dynamic and some fear change.

Posted by Rob Birse on May 25, 2010 at 10:41 AM MDT #

I have some questions about comment posted by Angie Harwood on May 21, 2010 at previous blog: ?For those people who changed positions, retroactive pay will be provided back to the date specified in their letter of offer. Otherwise, the date used will be April 1, 2010.? I am OOS employee and I did not get any letter of offer. My assumption was that we will receive it with our compensation review. Could, please somebody provide more information what compensation review letter will contain? And why retroactive pay is April 1, 2010 not at least November 30, 2009? The compensation review project is delayed, and we should not be ?punished by that?.

Posted by tr on May 25, 2010 at 01:03 PM MDT #

It has been 2 years now that we became AHS. From the onset you have said we need one payroll system.
Still hasn't happened. Now I hear another 18-24 months.You have 12 legacy payroll systems operating throught the province. Staff are constantly leaving due to the uncertainty or their futures. Some areas are short 2 - 4 employees(50%) and are expected to continue to deliver payroll services without approval to fill the vancanies.
Now with the recent announcement of Telus Solutions Service Inc. from Calgary, being selected for the AHS payroll provider. This makes payroll staff more nervous. Do we have a job and where?

Interesting, earlier in the year comments were posted regarding employees dislike with TSSI.

As a result of Human Reource strategies, flexible benefit plan, the Out of Scope Compensation each legacy system is required to implement changes to their systems to achieve AHS goals. These initiatives are announced with deliverable dates which sometimes are unachievable. Then it's up to the payroll staff to ensure it gets done. All the great ideas directly fall upon the 12 legacy payroll systems and staff to deliver what is promised from the top.

When is the "CHILL" going to be lifted for these out of scope jobs? How do you expect us to continue to process the payroll with limited resources.

If you check the careers board, there are 907 postings as far back as 2007 and the majority are for AHS staff only. It doesn't make sense to steal from Peter to pay Paul.

I appreciate the need to change the service delivery for Albertans, but what about the service delivery for the staff of AHS.

When are you going to think about us?

Posted by GLP on May 25, 2010 at 02:06 PM MDT #

In Response to G's comment on May 7th

As you have pointed out, the new Health Professions Strategy and Practice division certainly does need to communicate our plans to improve practice support for all health disciplines, including allied health staff. Within this new structure, we are supporting interprofessional practice as well as single-discipline practice. By merging the former Nursing Strategies and Allied Health Strategies, we have been able to build upon the successes of each of these areas to create a stronger foundation. This will enable us to lead a provincial approach to practice improvement, service delivery, staff development and professional practice support. The unique perspective of each profession is represented and valued in this new structure. This year, one of our key objectives is to create a practice support network for staff and leaders. Each allied health provider will know to access the information and support they need. We are currently meeting with staff across the province to learn about the specific needs of each local area. This will guide our priorities in creating a provincial resource for practice support over the next few months. On Insite, we will be posting more information about Health Professions Strategy and Practice soon, including a contact list for our team members.

Posted by Andrea Robertson, Senior VP, Health Professions Officer, CNO, Health Professions Strategy & Practice on May 25, 2010 at 02:38 PM MDT #

To GLB - thank you for stating the facts so clearly and concisely. Many people are wondering about their jobs, where they will fit in and whether or not only Edmonton and Calgary (mainly Calgary because of their knowledge of e-People) will get the few jobs that will be available after the 18-24 month period has passed. To be able to continue to ensure that all employees are paid accurately and in a timely manner, the "chill" needs to be thawed.

To Sheila B. - I hope everything is going well for your daughter. She is lucky to have someone to be around to help out. Not everyone is so lucky. With RNs now able to use the "Exit Programme" I don't hold out much hope that things will get better. We need to hire now and not just internally.
jk

Posted by jk on May 26, 2010 at 07:10 AM MDT #

Congratulations on a successful outcome with your recent induction into the health care system as a patient! We discussed "Undercover Boss" in another entry; I don't think anyone wished that you do so in this manner. I would caution, though, about drawing hasty conclusions from what you witnessed. Any organization will continue to do good work even in the face of adversity for a variety of reasons - pride, duty, even institutional inertia. Exceptional quality of care doesn't necessarily mean there are no problems - just good people. We saw the same things in the Canadian military for decades, when really good soldiers drove rusted out equipment because they were starved for cash by a government with other priorities - not necessarily "wrong" priorities, just other ones. Good people will always make do. We should never let that blind us, or take advantage of the basic good nature of our best - because the best can only be stretched so far before breaking. Good leaders recognize this and take action before that happens. Good staff step up and help make the decisions easy. We're in it together.

Posted by Michael Dorosh on May 26, 2010 at 08:32 AM MDT #

Steve,

When are we going to find out the OOS compensation? This is ridiculous that it has gone on so long, and that senior leadership is not being clear and transparent on how much longer it will go on. I've been waiting 9 months in my new position with extra responsibilities to know if AHS deems me worthy enough to get a raise. I guess I should just be thankful that I have a job, right?

WHEN STEVE????? WHEN????

Posted by Elizabeth on May 26, 2010 at 10:12 AM MDT #

Dr. Duckett,
I am sorry to hear of your recent illness and I know how just the fact of becoming ill can be very disconcerting, but glad that you had a speedy recovery.
For those that have posted that your excellent care and speedy service was because of your position in AHS, I would like to comment. Recently my husband, just a general Joe, but very important to me was rushed to the Red Deer Regional Emergency department. Upon his admittance, his ER doctor ordered two consults, both which occurred in less than four hours. His care was nothing but excellent and I am glad to say that like you, he is fine. Having experienced healthcare delivery in another province we have been very thankful to have the healthcare we do in Alberta. I am sorry for those that feel our healthcare system is so poor, but as someone who has seen both sides of the coin, we are lucky to be where we are. This however does not stop us from striving to be better.
In closing, thank you to the those that make patient care the core of your every action no matter what job you have in AHS. It is not a one man job, but rather a team effort. Dr. Duckett just happens to be the captain of the team.

Posted by msy on May 26, 2010 at 01:13 PM MDT #

Amen Steve! I am finally seeing positive things starting to happen with the implementation of safety in the work place and I have all confidences in what Dr. Duckett has been working towards over the past 2 years. I think a lot of people are just plain outraged with change. I on the other hand welcome it. As Sir Winston Churchill put it "There is nothing wrong with change, if it is in the right direction"

Posted by Warren on May 26, 2010 at 06:20 PM MDT #

Well put Jerry. I agree that much of the lack of engagement has to do with being subjected to changes that just don't seem to make a great deal of common sense on the ground. We've all seen countless examples such as you describe over the last two years.

Warren, I'm not sure if you're newer to health care, but for many of us, we've been through past regionalizations and amalgamations and dealt with the frustrations of local projects and progress coming to a standstill while "change" is brought forth by new masters. I can certainly embrace positive change and don't get me wrong; I believe much good will come from the AHS merger. But does absolutely EVERYTHING need to change? Was none of the former work so many of us engaged in worthwhile? The thing that is hard to accept and leads to one throwing up their hands in resignation is the fact that there was A LOT of good work being done by a lot of talented people in the former regions - projects and programs that had been developed with a lot of blood, sweat and tears by committed people; programs that were considered carefully and made the most sense for each local community and geographic region. I've experienced first hand throwing myself into projects for months and years that have now been shelved. My new leaders know better than my former leaders so we're now going in a different direction.

I believe consistent provincial policies and practices make sense in certain parts of the organization, as well as an overarching concept of being one provincial health entity - much like the federation of Canada. But, like the unique provinces in this country, leave much of the decision making around service delivery and the internal ways in which we conduct our work to the locals. Some differences occurring within the AHS umbrella is a good thing. Greater autonomy of the regions, allowing each individual to again feel like they are a piece of health care delivery in their local area first and foremost, but also part of a greater concept called AHS, will increase everyone's engagement.

Posted by cync on May 26, 2010 at 11:08 PM MDT #

BarbieGoneBad, not to take away from your comment, as I too wish that there were less OOS salary questions on the blog, and more questions in tune with Dr Duckett's most recent post. So yes, there is another way to solve this issue- if ANYONE with knowledge would simply answer our questions regarding salary. We ask them every forum, and they are simply ignored, or intentional misdirected answers are given. When the moderators, and others such as yourself become tired of reading these repeated questions, they simply close the forum. This doesn't fit with our supposed "engagement" that we hear about.

I would also like to clarify on my comment earlier. I meant no disrespect to the caregiving staff, and their dedication to the customer! My family has been unfortunate enough to need our health system a handful of times in the past couple of years. Most were NOT bad experiences-but there have been instances. So I only wanted to emphasize that Dr. Duckett would NEVER see the other side of the coin, due to his stature in our organization as some unfortunately have. Not that I want him to be one of those unfortunate ones-but such an experience may indicate where resources are truly needed-the front line.
It's why we're all here.

Posted by EK on May 27, 2010 at 08:47 AM MDT #

Hi Dr. Duckett,
I apologize if you have already addressed a similar comment or question re. your April 30 post re. the opening of the McCaig tower at FMC and its corresponding OR's and beds. I have just quickly read through the last few blog posts and your responses and did not see this question.... I am just curious who exactly will be staffing these new units and OR's given AHS's current "vacancy managment" strategy?

Posted by A on May 27, 2010 at 09:55 AM MDT #

It is nice to hear that some patients are treated respectfully in our hospitals. My most recent experience in my own ER was not the case. My toddler was sick at home with a gastro illness for 4 days before we needed to take her to the ER as she was beginning to be dehydrated and wasn't able to tolerate anything to assist her with improvement. In the dirty, packed ER and "holding area" in the back, we were treated very disrespectfully and were basically told it was our fault that she was so sick. We had exhausted all of our options and the ER was our last resort. To make a long story short, I fear for other parents who are treated this way. I fear that they will risk their childs life because of the fear of how they will be treated at the hospital when all we want as parents is to do what is best for our children and to keep them safe.

I concur with the statements above regarding the OOS compensation release. At this point we are frustrated and done being patient. I am also concerned as I understand that compression issues will not be addressed with this roll out. I am not sure why I would personally take on the stress of a management position when I can be more/equally compensated in a less stressful inscope position.

In regards to your own hospital experience, that sounds like a very nice food services person but you need to understand that what this person did was against policy of AHS, this item is not normally stocked on the unit and I would suspect you only received this because of who you were.

Posted by Concerned on May 27, 2010 at 10:55 AM MDT #

I find it of concern that policies and procedures cannot be updated and revised in a timely manner. As Registered Nurses we are taught the importance of maintaining evidence- based best practice in order to ensure patient safety and optimum patient outcomes.We are now prevented from implementing best practice as policies/procedures become outdated and no longer meet these standards.
It is my understanding that other zones are updating policies/procedures by placing "interim" on the documents thereby allowing their staff to comply with best practice without slowing the ponderous pace of policy and procedure overhaul underway by AHS
At some sites R.N.'s are being left in the unenviable position of not being allowed (by outdated documents) to provide up to date standards of care.Is anyone else in this position , and how does AHS plan to address this safety issue?

Posted by L.D. on May 27, 2010 at 11:53 AM MDT #

Thanks everybody for your comments.

re OOS: HR will be preparing a longer answer to be posted shortly, but the Exec has now finalized consideration of this issue and we were assured that individual letters will be finalized in June. Obviously there are still some residual issues where more work needs be done on individual classifications that require review of the position descriptions and so.

re my hospital visit: thanks for the good wishes everybody. You'll appreciate that I was in no position when I arrived at the hospital to request anything, let alone special treatment. Nor did I ever request anything special, not even cauliflower soup, which was the ordinary soup on the tray on that day.

Of course my own experience isn't the only insight I have into how we treat ordinary Albertans. A friend of our family has recently had a spell in hospital, being admitted via the emergency department so I'm acutely aware of the long waits which people experience.

I have said on a number of occasions that Albertans are waiting too long on average and indeed addressing that in 2010 is a very high priority for me. I hope we will see significant improvement in ED waits this year.

cync: I agree we need to adopt the best of the predecessor entities' practices Where we can.

Heather: Many of the exec messages for nurses week also included comments about the important roles of other members of the team. Perhaps we need to emphasize this more next year.

EK: conspiracies are always fun but the reality is that blog comments close 20 days after the blog is posted. This is also is a prod for me to do another blog.

A: The precise recruitment strategy is being finalized.

Thanks again everybody for making these comments

Stephen

Posted by Stephen Duckett on May 27, 2010 at 12:37 PM MDT #

Thank you Dr. Duckett for the clarification on blog closures. I was not aware of the time frame.

A new concern has arisen. While attempting to allocate my benefits, I contacted Blue Cross for clarification of coverages. To my amazement, they cannot look up whether my wife's medication will be covered by AHS' group benefits!! They do not have access to our benefits plan until July 1st- 33 days after I am supposed to sign a contract for 6 months?! I am outraged, and can't fathom how this information has not been provided to all! How am I supposed to make an informed decision on my benefits allocation if I can't even get DETAILS on what I am buying?!?! Another transparency issue that needed to be held to the light. Thanks Blue Cross, thanks AHS.

BTW I am frantically looking into Albertan/Canadian laws governing Blue Cross'/AHS' Group Plans, and if I determine that an injustice has taken place, I will proceed with legal action. As it is a contract for 6 months, I am certain that full disclosure of terms and conditions must be available upon request before I enter.
I may be incorrect- but I will post my findings regardless.. even if I'm wrong.

Posted by EK on May 27, 2010 at 12:59 PM MDT #

I am amazed at the number of posters that enjoying talking out of both sides of their mouths. Dr Duckett attempts through personal example to illustrate and acknowledge the quality of care that is possible in our system, and your sole concern is to whinge on about how he might have gotten preferential treatment? Even if that were the case, it's something that would have neither been requested nor demanded by Dr. Duckett. Instead, look at the case as an example of what care we should be striving for for all ALbertans, rather than taking petty shots citing the little known Cauliflower Soup Dissemination Policy. AHS has work to do, absolutely. But until we all show some professionalism and OWN some of the engagement process, it will never be possible for us to be engaged. And that is on US.

Posted by Steve on May 27, 2010 at 04:13 PM MDT #

JFitz: I agree. Well put

Stephen

Posted by Stephen Duckett on May 28, 2010 at 06:05 AM MDT #

SW: If you read carefully, I was stating that Dr. Duckett's case illustrates how good the care can be in our province - a benchmark to aim for or a gold standard if you will, and as I said, "for all Albertans". Personal examples that illustrate the other side of this and the inequities of the system are critical and show that there is much to be done. However, there are posts attacking directly or indirectly through insinuation that this is somehow Dr. Duckett's fault or doing, and that my friend, is where the whinging comes in. Tone belies intent and often takes away all value in an argument, which was part of my point. The other part of my point was illustrated nicely in your post. No acceptance of OUR role in AHS moving forward. Certainly Dr. Duckett can lead us in the right direction. But we have to be willing to follow him there - and as I said, without the petty recriminations.

Posted by Steve on May 28, 2010 at 09:10 AM MDT #

I would like to add to my comments above as I agree with SW. It was not our intent to be pereceived as whining about our personal experiences nor to be petty about policy but as SW states, only to point out the inequities. I did not want nor ask for preferential treatment for my child, nor did I get it. But I do expect RESPECT regardless of who I am. I made no voice of who I was, employee or otherwise, I let them treat me as I was any random person walking into the ER. My statements are to show how regular people are treated at times and at how I was appalled by this as I thought our healthcare system was better than this. I appreciate LFitz comments as well and thank you for those.

Posted by Concerned on May 28, 2010 at 09:29 AM MDT #

Since AHS does not seem to be considerate of the best interests of their OOS staff, maybe the OOS non-management staff should consider talking to one of the unions. I am sure the unions would be happy to recruit them.

Posted by KJ on May 28, 2010 at 10:41 AM MDT #

tr,
OOS employees who will be receiving a salary increase upon transition to the new salary structures will be eligible for retroactivity. Employees who changed roles throughout the transition process should have received an appointment letter. Those employees will be eligible to receive retroactivity to the date identified in their appointment letter.

All other employees who receive a salary increase upon transition to the new salary structures will be paid retroactivity to the date of implementation of our new salary range structures (April 1, 2010).

Information regarding the content of your personalized compensation statement can be found in the April Total Compensation Status Update http://insite.albertahealthservices.ca/1093.asp

Posted by Angie Harwood on May 28, 2010 at 11:52 AM MDT #

I would like to support Heather's comments regarding the staff appreciation efforts this year. While it was nice to see that 'all staff' were added to the Nursing Week events, I have to admit that it did ring a little of 'thank you to the nurses.... and oh yeah... thanks to the rest of you too".

Having responsibility for multiple disciplines myself, I am painfully aware that it is next to impossible to NOT miss someone when we try to acknowledge each discipline's 'week' or 'month'. Maybe next year it would feel like a more genuine appreciation effort if we had a generic AHS employee recognition event that didn't coincide with any particular discipline's week or month so that everyone feels truly appreciated instead of as an add-on to the nurses. Each discipline could celebrate their own week or month on their own, but leave the organization's acknowledgement to a broader, general event.

Posted by Denise on May 28, 2010 at 02:05 PM MDT #

I wanted to add support to JFitz's comment about striving to provide the best care for the public.

I was a member of the public we serve not to long ago and although I was very impressed with most of the care I still ended up with MRSA.

I'm now working to try and improve on the parts of the care that I questioned for the benefit of the next person. I'm very fortunate as my supportive colleagues have clinical experience (I have none), I am not a member of a vulnerable population and I have the means to manage my own care.

I have been working to leverage my position as an AHS employee to make change and it has been a challenge. Still, I'm going to keep trying until I can say I helped make things better for the next person.

Posted by Kevin on May 28, 2010 at 04:29 PM MDT #

Dr. Duckett,
I hope that while you were in hospital, you learned to appreciate the expertise and service provided by each different employee you encountered. The expertise of each registered nurse and doctors, the housekeeping,dietary LPN's etc. Were you able to see that we are different and yet we all need the other to care for the patient's?? We all need each other to run the healthcare system yet there has been so much empahsis on who should be doing the job? We are doing our jobs together yet since you have come we are no longer valued for what role we play in health care. For example, you took the patient care managers and mangement staff and made them leads and supervisors. You are not running the Esso or telus corporation, it is a health care system and we have our own language and values. You have taken away programs, dismantled our system for the better?? If you truly were a leader, you find that you need to fit in the system and lead not dismantle it.

By the way, nurse's week was just great for some of us as we were told that we are losing our positions in a program that really was effective with prevention of complications to the chronic disease patient population,so yes we feel of little value to an organization who is determined that cheaper is more effective than expertise. You really need to see the whole picture and how each employee fits, that each job has a purpose and no you can't replace one or the other or the ship will ultimately sink.

Posted by DR on May 29, 2010 at 12:13 AM MDT #

RE: Engagement and the Health Plan

I recently completed all the surveys mentioned in your blog, with particular note to the Health Plan. The Health Plan surveys ways to Build a Primary Care Foundation, Improve Access, and Choice & Quality for Seniors.

I recently received notification from the University of Calgary, Faculty of Medicine, Family Medicine, that the UCMC North Hill - well established for 30+ years in the NW quadrant of Calgary - would be moving to its new location downtown at the Sheldon M. Chumir Health Centre. They cite the need for a new location to train more badly needed family doctors. They express their desire to have patients follow the clinic, of approximately 13 primary care doctors, downtown. Leaving the NW quadrant will have the opposite effect of improved access to a family doctor. Long-time patients of the clinic (the aging population) will be terribly inconvenienced by the hassles of time and travel downtown and will seek a primary care physician closer to home. This move will have an adverse impact on the FMC and other walk-in clinics in the area. The University seems to think that when you're ill, taking a bus or C-Train downtown is easy, and let's not forget the cost of parking at the Sheldon Chumir.

So my point is, what good is a AHS Health Plan when other stakeholders have a totally different plan of their own? Where's the collaboration with our teaching institutions? The University did not bother to consult patients on the new location, nor offer options to alternative care, such as physicians accepting new patients in the NW or NE.

Thanks for your efforts, Dr. Duckett, to build a better health system in Alberta.

Posted by SM on May 30, 2010 at 09:58 AM MDT #

GLP,
Change takes time and we have to acknowledge that uncertainty creates stress and anxiety for staff. We have taken the first step towards a single, common integrated Human Resources Management System with Team Deloitte as the successful vendor. The HR/Payroll conversion project was launched in May 2010 and is anticipated to take 18 ? 24 months as 11 payroll systems currently utilized within AHS need to be converted. As well, complementary work will occur over the coming months to assess, design and implement a common Human resources service delivery model enabled by the technology across the province.

TELUS Sourcing Solutions Inc (TSSI) will manage the technical components of the Payroll/HRMS application for the province only. AHS Human Resources will have the responsibility for providing HR, Payroll and Workplace, Health and Safety programs and services to employees across the province.

There are a number of HR projects currently underway which are scheduled to be implemented within the next few months that affect all 12 AHS payroll systems and we recognize this puts additional stress on our valued Payroll/ HR resources. If the timelines are difficult to achieve, we encourage you to discuss with your manager and teams the specific issues so that they can be resolved.

Posted by Terry Cleveland on May 31, 2010 at 08:09 AM MDT #

I am pleased to see that I can still call my RN designation my own. I may indeed choose to write a letter to the editor, outlining my thoughts- as a private citizen, of course- about healthcare in Alberta. I may even have a few disparaging remarks, but those would obviously have basis in a personal interaction with healthcare, and not be related to my employer. I am relieved to see that I will not need to fear AHS calling me to the carpet to discuss my comments, because every letter to the editor, every word I speak outside of business hours, will be identified as a personal comment, and will come with the following statement: "My thoughts and comments expressed today do not in any way express the thoughts and views of AHS". I may need to seek the advice of an attorney to get the disclaimer just right. But I can do that as a private citizen. Free speach is wonderful and not limited to those without a job with AHS.

TE

Posted by TE on May 31, 2010 at 10:49 AM MDT #

EK,

Although the AHS contracts are in transition with Alberta Blue Cross, this a question that you should have received help on. EK, as we do not have your contact information, please call the appropriate Benefit Service Centre - see link http://insite.albertahealthservices.ca/1339.asp and a representative will get you a quick response regarding prescription coverage. Additionally, if not having this specific information has caused you to make an incorrect choice, please let the AHS representative know as this can be corrected.

For additional information on OOS benefits also see http://insite.albertahealthservices.ca/844.asp for more information.

Posted by Darren Sander on June 01, 2010 at 07:48 AM MDT #

In regards to KJ's comment - no thanks I'd rather not. I was just inferring that union staff have someone in an official capacity to fight their fight for them - they have someone who looks out for their interest as a whole. OOS staff have no champion except our own selves and that's not necessarily a bad thing.

Posted by KL on June 01, 2010 at 08:23 AM MDT #

Response to post by L.D. on May 27, 2010 at 11:53 AM MDT

Hi L.D. I wanted to let you know that there is an AHS department that works with areas of the organization that are developing clinical policies. Our main focus is on working with groups that are developing organization-wide policies (e.g. Consent for Treatment / Procedures, Disclosure of Harm, etc) but we also work with leaders and policy developers in departments and programs that have AHS-wide requirements; some examples of the groups that we are currently working with on these types of projects are Pharmacy Services, Infection Prevention and Control, and Surgical Services. There are also many departments, programs, sites and zones throughout the organization that are currently developing procedures and other documents that guide practice. The guidelines for processing interim documents are posted on the Clinical Policy website under Tools & Templates at http://insite.albertahealthservices.ca/1493.asp. On the site you'll also find contact details for the clinical policy team or you can email us at: clinical.policy@albertahealthservices.ca

I hope that this information is helpful for you.

Helen Stokes, Executive Director, Clinical Policy

Posted by 198.161.230.10 on June 01, 2010 at 10:55 AM MDT #

In Response to Jerry Macdonald comment on May 26.

With the creation of AHS, a review of the inherited vehicle inventory has been ongoing to ensure its most effective use and management to ensure that AHS is in compliance with both Federal and Provincial transport legislation and Workplace Health and Safety requirements.

Four pool vehicles at the QEII site still exist, however there are concerns over their ongoing management. As such, the Supply Management Fleet and Site Services teams have reviewed usage and as a result of a lack of site capability to manage these assets on an ongoing basis, a decision was made to permanently allocate these vehicles to the four departments/programs that had greatest use of them. Correspondence was recently distributed to all site programs of the transition of the remaining pool vehicles to the core users. It is now apparent that the communication was insufficiently clear and did not provide further information for occasional vehicle users on alternative travel options (rental vehicles, how to obtain a lease vehicle, etc).

Due to the limited parking inventory at the facility, only QEII permits are valid at this site. The issue of permits for the four fleet vehicles has been addressed with Protective and Parking Services which allows them to be parked in the dedicated fleet vehicle reserved parking area adjacent to the Site Services/Materials Management building. Any vehicles without a valid permit displayed may be issued a violation as these prevent other valid permit holders from utilizing parking.

As such, Supply Management have currently suspended the planned transition whilst further consultation with the QEII site is undertaken to ascertain whether there is an alternative approach to manage this vehicle pool. Once this is concluded, clear communication will be disseminated to all interested parties including alternative travel options as well as the Vehicle Cost Benefit Analysis Form to determine if other programs have an ongoing requirement for or qualify for a dedicated AHS fleet vehicle. Given the recent use of rental vehicles in Grande Prairie, there may well be sufficient ongoing demand for additional dedicated program vehicles which could result in savings. Further questions can be directed to myself or the CPSM Fleet Management Team.

Andrew Sharman, VP, Supply Management

Posted by Andrew Sharman on June 01, 2010 at 02:36 PM MDT #

Response to Blog Post from C dated May 28 at 10:33AM

Thank you for your recent comments posted to the blog. While we appreciate your frustration with the length of time it is taking for organizational change to occur, there has been a great deal of progress, and we are confident that, together, we will continue to build a strong health care system to serve Albertans.

With respect to your comments about recruitment, as described in Stephen?s earlier blogs, he made the choice to restrict external hires in order to avoid or limit the potential for staff reductions. Once our budget is approved and managers know where they stand related to staffing budgets, there should be more postings open to external candidates.

The implementation of the Alberta Clinician Council and Clinical Networks will provide meaningful forums where clinicians? knowledge and expertise can be collectively applied to improve patient care and service delivery.

Alberta Clinician Council
The Alberta Clinician Council ACC) was launched in January 2010, and is a forum where multidisciplinary front-line clinicians from across the province collectively apply their knowledge, experience and expertise to provide advice and support to Senior Executive and the Chief Executive Officer on significant clinical strategic issues and organizational priorities related to quality, access and patient safety. Membership of the ACC includes 60 participants, of which the majority (approx 50) are clinicians providing direct care and were appointed through an Expression of Interest process.
The ACC will focus on:
1. Advise on quality and patient safety issues and provide input on major safety recommendations;
2. Advise on significant clinical strategic issues, organizational priorities and new opportunities;
3. Oversee the development and progress of the AHS Clinical Networks.

Clinical Networks
There are nine (9) Clinical Networks in the process of being implemented: Addiction and Mental Health, Bone and Joint, Cancer Care, Cardiac, Critical Care, Emergency, Neuro/Stroke, Respiratory and Surgery. Clinical Networks are formally structured, provincial, multidisciplinary groups of clinicians and health care leaders responsible for reviewing evidence-based clinical care, seeking out leading practices and ensuring those practices are applied consistently across the province. The purpose of the Clinical Networks is to engage clinicians, patients and leaders in decision-making about clinical services planning and implementation, clinical practice improvement and quality and safety enhancements to ultimately improve patient care and services provided to patients. Each Clinical Network will focus on five main goals:
? Improve patient outcomes and access to care/services.
? Improve clinical practices and reduce variation.
? Address quality and patient safety issues.
? Apply clinical expertise to strategic and service planning.
? Support AHS teaching and research responsibilities and opportunities
Further updates about the work of the Council and Network will be available on an internal websitet to be launched in June.

The Clinical Policy Department has been working with Executive and a number of programs and sites to develop an approach to updating and standardizing clinical policies throughout the province. Key policies and procedures underway at present include, for example, Consent to Treatment and Procedures, Disclosure of Harm, Patient Concerns Resolution, Hand Hygiene, and Use of Restraints. Many other clinical topics are under review or actively in development. Priority topics are determined through discussion with leaders and clinicians and reflect, for example, key patient safety issues as well as changes in practice or legislation. The Clinical Policy website has recently been launched on Insite: http://insite.albertahealthservices.ca/1493.asp Information available on this web site will continue to evolve to meet the needs of clinicians and enquiries are welcome through our contact page.

Andrea Robertson, SVP, Chief Health Professions Officer, Chief Nursing Officer
Susan Mumme, SVP, Quality Practice and Partnerships and Quality Performance Improvement

Posted by Andrea Robertson, Senior VP, Health Professions Officer, CNO, Health Professions Strategy & Practice on June 01, 2010 at 06:19 PM MDT #

Thank you Ms. Robertson and Ms. Mumme for a comprehensive and valuable update ... This is the kind of global organizational communication which should be posted on this blog or available via an internal AHS website dedicated to ongoing service/portfolio updates/communications! The current process of internal AHS communications (whatever those methods are, seeming to elude any formal direction/process that none of us at the lower levels can figure out, i.e. sometimes via emails, sometimes via team website posts, sometimes via downwards org. structure communication, etc.) are haphazard and lacking at best, highly ineffective/inefficient at worst. And I definitely agree with other blog posters that we shouldn't all have to waste valuable time/effort (not to mention AHS funds) scrolling thru this blog to receive these important and informative updates about work being accomplished by our own organization! There has to be a better method of getting this info to the masses (talk about improving employee communication and engagement!), and I'm hoping we have a portfolio that's pursuing exactly that mission! If there is, please let us know what the vision is, what work has been accomplished to date, and when we (all AHS employees) can expect a more organized, coordinated, ease-of-access service or AHS website.
If not currently being pursued, my suggestion would be a link within http://insite.albertahealthservices.ca/tools.asp
specifically dedicated to weekly or bi-weekly senior management portfolio updates, rotating thru all AHS services/portfolios, easily coordinated by the Communications dept. or an AHS adminstrative designate/team. I would be happy to coordinate logistics if necessary!

Thank you once again for this blog, Dr. Duckett, and thank you to those senior managers who've taken the time/initiative to respond/update issues raised. Your efforts to keep us informed are very much appreciated.

Cat

Posted by Cat on June 02, 2010 at 07:21 AM MDT #

Hello again, Dr. Duckett,

I found an interesting article on the Harvard Business Review this morning, and thought it was particularly educational. It relates to employee engagement.

The story was about a plant worker who was fully and intensely engaged in his job, and how the CEO's guest who was touring the plant was marvelling. When the guest asked the line manager why this employee was so engaged he responded:

"All good people want to change their lives for the better. When people work here, their lives change for the better. When people know we've had a lot to do with changing their lives for the better, they make sure our corporate life changes for the better as well. We add to that by letting the employee know no one is better at sleeving ends than he is. He is the best, and every day he lives up to our expectations. Multiply this by everyone in the plant, and you end up with a superior plant that can sell itself ? even better than you can."

Dr. Duckett, I think this makes a fine point.

As employees we would like our lives to be made better by working here, not continually depleted. Nor do we expect that we will be treated either with benign neglect, not responded to by our leadership when we communicate concerns, nor ignored altogether.

Many of us aren't engaged because this relationship has been one-sided for far too long. Employment is supposed to be a social contract, and from where we are now, our company is not holding up it's end of the contract.

We are certainly continuing to hold up OUR end of the contract- we come to work and continue to do our best. Because that is who we are at our core. Now we wonder why we bother when we are the only ones putting in the effort to keep the ship afloat; patients safe and well cared for.

And you wonder why staff are not engaged?

* location of article: http://blogs.hbr.org/cs/2010/06/how_do_you_engage_employees.html?cm_mmc=npv-_-DAILY_ALERT-_-AWEBER-_-DATE

Posted by Dee on June 02, 2010 at 08:46 AM MDT #

Thanks everyone for commenting. I think most posts have been responded to, if not, please post again. Or at least remind me.

Dee: I think it's a bit unfair to say AHS leadership doesn't respond. This blog is at least one demonstration that we do try to respond. Looking back over the past few entries there are people from HR leadership responding to HR issues, food services the same, quality and professions etc. I acknowedge though that we should all try to do better. Nor do I think it fair to say that you're (front line people) the only ones trying to keep the ship afloat. My impression of *all* the folk I come across, leaders, front line and people in between, is that the reason they come to work is to make a difference (as the HBR article suggests). There are many, many people in this organization who put in effort way above what is reasonable to expect (and probably what is sustainable in the long term). Without that sort of effort, especially from managers in the organization, AHS would not have held together over the last year. We should give them recognition and our thanks for that.

Best wishes to you all

Stephen

Posted by Stephen Duckett on June 02, 2010 at 12:27 PM MDT #

Hi again, Dr. Duckett,

I stand corrected. I did not mean to exclude the efforts of all who are working towards change.

Yes, change is happening. But I think that to imply that it's all good now is a very large overstatement. As is thanking especially the managers who are holding it all together- seems you committed my same sin.

I think everyone's experience is different- I speak to my own. If all is well with others, all the better.

I think from conversations with colleagues as well as both the survey and the blog, all is still not well. Thank you again for this blog and the ability to touch base, as well as your efforts to communicate. However- I thought we were able to offer our opinions.....?

Posted by Dee on June 02, 2010 at 03:52 PM MDT #

Dee, I agree completely with you. If all is well and improving in the worlds of some, that is just great. But for many of us, all is not well, and frustration over poor communication and dismal lack of engagement continues to grow. We have not seen positive change, but face increasing demands with fewer resources. As you noted, Dee, work depletes many of us every day.

Rather than receiving well coordinated communications via e-mail or other useful venue, staff are reduced to scanning this blog to find information. Valid concerns are either addressed with tired, recycled replies or ignored altogether. When will managers know their budgets? When will they and their direct reports receive job descriptions and salary classifications? The answers are always the same and predictable: Hurry up and wait while we change our minds again, or create yet another target date... The tale of the boy who cried wolf comes to mind; eventually people tuned him out.....

Posted by lr on June 03, 2010 at 07:43 AM MDT #

This OOS staff member was unaware of the Standard Life presentations. However after a little searching on the new benefits page, the presentation schedule has been posted under "All AHS Employees" (http://insite.albertahealthservices.ca/844.asp)

Posted by KL on June 03, 2010 at 09:04 AM MDT #

Response to blog post from LB on May 25, 2010 at 02:10 PM MDT

LB, good question

Flex contributions to RRSP are pro-rated and submitted on a monthly basis and will cease when an employee resigns from AHS during the year. As each benefit may be administered somewhat differently, this question raises the necessity for employees to evaluate their personal circumstances/needs each year in order to maximize benefit dollars.

Employees seeking more information on employee benefits please use the following link to Insite (http://insite.albertahealthservices.ca/844.asp)

Darren Sander
Senior Lead Employee Benefits & Retirement Programs

Posted by Darren Sander on June 03, 2010 at 03:01 PM MDT #

Hi Dr. Duckett; in response to pl's statement dated yesterday - are these presentations posted anywhere for viewing, as I also missed the Standard Life presentation.
Thanks, from another-anxious-OOS- employee.

Posted by ge on June 03, 2010 at 03:22 PM MDT #

I love that standardized forms are making their way to insite. I'm hoping many more forms are eventually going to end up there.

Suggestion - can we separate them out by core-function and sub-function:

HR
-Recruitment
Finance
-Capital
-Operations
-Trust & Grant
-Contracting & Supply, etc.
IS
Facilities
etc.

Also, can we expect standardized templates are going to make there way to insite?... i.e. briefing notes. (maybe I'm blind)

Thanks,

Jordan

Posted by Jordan Podelec on June 04, 2010 at 10:30 AM MDT #

x,

I completely agree with you regarding job evaluation and compensation. May came and went without a Compensation Update on Insite, and the blog is not where we should have to go for important information. I was referring to those who complain about not being informed when the information is actually easily accessible on Insite (e.g. Standard Life info sessions).

Posted by L on June 05, 2010 at 04:45 PM MDT #

Insite is a website that is designed in a technically poor way. If you ask people who design a lot of websites (and are not constricted by their employers 'website standards' policy), they will tell you that a good website should:

1. Have minimal links, photos, and other distractions.

2. Use a simple colour design.

3. Have a 'whats new' section.

4. Utilize ONE main area where text is posted (the largest area) and few other text boxes.

5. NOT use .gifs, or other 'moving' images (including slide shows).

6. Use a simple search engine function to find information on the site (try typing "parking services" into Insite to find information as to how to contact your parking services office and see what type of results are returned).

Sadly, Insite breaks all of these rules - some in numerous ways. The result is a website that is difficult, time consuming, and down right annoying to use.

And unless a centralized website is developed that allows employees to find information in a simple and effective manner, we have no choice but to search for the information in other areas, such as this blog.

Posted by ABC on June 07, 2010 at 09:08 AM MDT #

I agree that our Website is hard to navigate. If Lynn would not have given the address to the latest Status Update, I would not have found it. On that note - this information is about one month late. It is not possible to change what was submitted to ABC regarding the Flex Credits - so someone wasted time even putting this intraweb.
I have said it before, and I will continue to say it until things improve, communicate. Not after the information is no longer of any use, but well before. Communicate, even if it is bad news. Communicate good news. Communicate in a timely and easily accessible manner.

I also get a lot of good information from this blog. The people who should be sending the information down the pipe are not doing so, and if they do, it is so white-washed as to be useless and barely recognizable.

It is my belief that we need more timely and relevant communication for all employees.

Posted by jk on June 08, 2010 at 07:11 AM MDT #

Dr. Duckett,
How do you think the current "reorganization" of AHS has contributed to there now being a waiting list at the Cross Cancer Institute?

Posted by SW on June 08, 2010 at 01:09 PM MDT #

I would like to agree with my colleagues regarding the status of communication. I read this blog nearly daily, and find it the best and clearest source of information. The senior team also submitting info has just improved it immensely. I do find it telling that in order to discover the truth we must always go to you Dr. Duckett- there needs to be a vast improvement of communication both downwards and upwards. I am both pleased and dismayed by the blog- pleased that we have one source of discussion and truth, and dismayed that the blog appears to be the only source of that...

Posted by Connie Kadey on June 09, 2010 at 07:39 AM MDT #

Hello, I'm glad you were treated so well in hospital. And I'm glad that there are posters advertising coming Fresher Food. This will be a positive change. However, my friend is _currently_ in hospital and has been provided mostly with sugary popsicles (not that healthy)for sustanance and milk-containing items to which her arm band clearly says she's allergic, and strong, strong tea which tastes like a cross between beef broth and coffee. On a weak stomach, and in a vulnerable postion, I'm not sure this is in her health's best interests. The staff are nice, yes, but this is a bit strange for healthy treatment. We have asked for soup, and it was provided, though not in pureed form which is required at this point. It's good some of her friends are keeping watch. I include this, not to be a belly acher but to keep the measurement of AHS's attentive treatment in balance. You were a high profile patient; my friend is not known in AHS circles. Thanks for listening.

Posted by Kirsten on June 09, 2010 at 09:58 AM MDT #

Further to Angie Harwood's post on June 1, 2010, the following are the next steps and timelines for the rollout of the new AHS Management and OOS Total Compensation Program:

-Individual salary placements have been completed for each eligible employee and the data file has been forwarded to the printer for production of the individual compensation statements.

-Printing of the statements will be completed on June 23, 2010 after which they will be sorted and sent out to the the appropriate SVP/VP on June 25, 2010.

-Beginning the week of June 28, 2010, the senior leaders will then distribute the statements to their managers for presentation and discussion with their employees. Senior leaders are focused on rolling this out as quickly as possible.

We will be providing further updates for Management and Out of Scope employees on Insite under Total Compensation at (http://insite.albertahealthservices.ca/1004.asp) regarding these timelines this week. The space will also be used to answer frequently asked questions and house related documents.

A dedicated phone number will be established and posted on Insite, within the next few days, for Management and Out of Scope employees to call if they have any questions.

Rhonda Pylychaty
Senior Lead, Compensation

Posted by Rhonda Pylychaty on June 14, 2010 at 03:22 PM MDT #