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DTSTART;TZID=America/Chicago:20230919T130000
DTEND;TZID=America/Chicago:20230919T140000
DTSTAMP:20260515T053442
CREATED:20230807T173637Z
LAST-MODIFIED:20260323T171016Z
UID:62601-1695128400-1695132000@scottsdaleinstitute.org
SUMMARY:WEBINAR | Beyond the Hype – Unraveling Digital Transformation – Elevating the Human\, Reimagining Process\, Harnessing Technology
DESCRIPTION:Praveen Chopra\, Chief Digital and Information Officer; and Rajiv Naik\, MD\, FAAP\, CMIO\, Gundersen Health System. In this thought-provoking talk\, Praveen and Dr. Naik delve into the essence of digital transformation\, moving beyond the buzzwords and hype. Exploring its true potential\, they highlight the critical role of empowering individuals\, fostering a transformative culture\, and redefining strategic approaches to embrace the holistic impact of digital transformation in healthcare. Join Praveen and Dr. Naik as they unravel the multifaceted layers of this powerful phenomenon and uncover its capacity to drive meaningful change beyond technology alone.
URL:https://scottsdaleinstitute.org/event/webinar-beyond-the-hype-unraveling-digital-transformation-elevating-the-human-reimagining-process-harnessing-technology/
CATEGORIES:2023,Analytics,CIO,CISO,Clinical Informatics,CMIO,CNIO,CTO/VP Apps,Data & Analytics,Digital Health & Virtual Care,Financial Management,IT Practice & Delivery,Leadership,Population Health & Value-Based Care,Quality & Safety,Webinar
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20230921T130000
DTEND;TZID=America/Chicago:20230921T140000
DTSTAMP:20260515T053442
CREATED:20230906T145850Z
LAST-MODIFIED:20260323T171016Z
UID:63041-1695301200-1695304800@scottsdaleinstitute.org
SUMMARY:WEBINAR | Virtual Care: Reducing Nursing Burden While Improving Documentation
DESCRIPTION:Jill Evans\, MSN\, RN\, RN-BC\, Associate Chief Nursing Officer\, Clinical Informatics & Chief of Connected Care\, Virtual Care Enterprise\, MetroHealth; and Alicia Beebe\, Director Clinical Informatics\, Saint Luke’s Health System. Jill and Alicia share how they implemented a virtual nursing program to support inpatient nurses with admissions and discharges. The program helps to alleviate the workload burden of bedside nurses\, improve completeness of admission documentation\, and provide more thorough discharge education. Learn what it takes to create your own program with strong collaboration between nursing leadership\, clinical informatics\, virtual care nursing\, and information services. \nSponsored by Epic
URL:https://scottsdaleinstitute.org/event/webinar-virtual-care-reducing-nursing-burden-while-improving-documentation/
CATEGORIES:2023,CIO,CISO,Clinical Informatics,CMIO,CNIO,CTO/VP Apps,Data & Analytics,Digital Health & Virtual Care,Digital Health & Virtual Care,Epic,Innovation,IT Practice & Delivery,Leadership,Population Health & Value-Based Care,Quality & Safety,Webinar
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20230926T130000
DTEND;TZID=America/Chicago:20230926T140000
DTSTAMP:20260515T053442
CREATED:20230809T151128Z
LAST-MODIFIED:20250319T192312Z
UID:62629-1695733200-1695736800@scottsdaleinstitute.org
SUMMARY:WEBINAR | Pragmatic and Aspirational Telemedicine That Transcends Urban and Rural Hospital
DESCRIPTION:Derick Ziegler\, FACHE\, Vice President and Chief Transformation Officer; Stacy Hammet\, HMBA\, MSN\, RN\, System Telehealth Administrator\, Baptist Memorial Health Care; and Narinder Singh\, CEO\, LookDeep Health. For systems operating hospitals varying in size\, focus and geography one size fits all solutions rarely work. Yet standardization and centralization are key to operational efficiency and innovation. From AI to robots\, Derick and Stacy share how they enable a strong foundation for all their hospitals and create a pipeline to incorporate innovative technologies like AI into their operations.
URL:https://scottsdaleinstitute.org/event/webinar-pragmatic-and-aspirational-telemedicine-that-transcends-urban-and-rural-hospital/
CATEGORIES:2023,Analytics,CIO,CISO,Clinical Informatics,CMIO,CNIO,CTO/VP Apps,Data & Analytics,Digital Health & Virtual Care,Innovation,IT Practice & Delivery,Population Health & Value-Based Care,Security/Privacy/Compliance,Webinar
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20230928T130000
DTEND;TZID=America/Chicago:20230928T140000
DTSTAMP:20260515T053442
CREATED:20230818T161048Z
LAST-MODIFIED:20260323T171016Z
UID:62748-1695906000-1695909600@scottsdaleinstitute.org
SUMMARY:WEBINAR | Grow Your Own and Attract Top Talent
DESCRIPTION:[vc_column_text][/vc_column_text]\n[vc_column_text][/vc_column_text]\n[vc_column_text][/vc_column_text]\n[vc_column_text][/vc_column_text]\n[vc_column_text][/vc_column_text]\n\n\n\n\n[vc_column_text]Mandy Glettler\, Apprentice Program Manager; Steve Morley\, Technology Business Management Director; Geoff Gough\, Project Management Manager; Sharday Douglas\, Business Analyst; and Ashley Dockery\, Data Analyst\, Intermountain Health. As part of a talent recruitment strategy\, Intermountain Health launched an apprenticeship program model that has attracted more than 100 apprentices to the organization. This strategy allows the employer to grow their own workforce in an ‘earn and learn’ model that is tailored to the specific needs of the organization. The Registered Apprenticeship model\, unlike the common internship\, is a training experience that lasts between one to three years; includes a combination of learning and on-the-job training; and leads to a full-time role upon completion. Apprentices receive mentorship during their program and receive an industry-recognized and portable credential upon completion.[/vc_column_text]
URL:https://scottsdaleinstitute.org/event/webinar-grow-your-own-and-attract-top-talent/
CATEGORIES:2023,Analytics,CIO,CISO,Clinical Informatics,CMIO,CNIO,CTO/VP Apps,Data & Analytics,Digital Health & Virtual Care,Digital Health & Virtual Care,Financial Management,Innovation,IT Practice & Delivery,Leadership,Population Health & Value-Based Care,Quality & Safety,Regulatory / Policy,Security/Privacy/Compliance,Webinar
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231003T130000
DTEND;TZID=America/Chicago:20231003T140000
DTSTAMP:20260515T053442
CREATED:20230831T172808Z
LAST-MODIFIED:20260323T171015Z
UID:62973-1696338000-1696341600@scottsdaleinstitute.org
SUMMARY:WEBINAR | Sizing and Scaling a Hospital at Home Program
DESCRIPTION:[vc_column_text][/vc_column_text]\n\n[vc_column_text]Heather O’Sullivan\, MS\, RN\, A-GNP\, President\, Healthcare at Home\, Mass General; Christopher Sharp\, MD\, Chief Medical Information Officer\, Stanford Health Care; Michael Capriotti\, MBA\, Senior Vice President\, Integration and Strategic Operations\, Virtua Health; and Thomas Kiesau\, Director and Leader\, Chartis. A confluence of market forces is accelerating the role of the home as a site of care\, and executive teams are faced with deciding the role patients’ homes play within their clinical network and whether to shape the future of acute care or be shaped by it. Hospital at Home is one of many opportunities to rethink the role the home plays as a site of care—especially in the acute setting—and one that lays essential foundation for other use cases. Additionally\, given hospital reimbursement parity under the CMS waiver and evolving policy insights regarding its staying power\, Hospital at Home is a pragmatic place to start. The challenge is that health systems are struggling with determining feasibility of these programs in the first place\, and if they pursue the programs\, determining how to effectively scale their programs. \nHome Hospital Offers Inpatient Care at Home: One Patient’s Story | Mass General Brigham[/vc_column_text]
URL:https://scottsdaleinstitute.org/event/webinar-sizing-and-scaling-a-hospital-at-home-program/
CATEGORIES:2023,Analytics,Chartis,CIO,CISO,Clinical Informatics,CMIO,CNIO,CTO/VP Apps,Data & Analytics,Digital Health & Virtual Care,Digital Health & Virtual Care,Financial Management,Innovation,IT Practice & Delivery,Leadership,Population Health & Value-Based Care,Quality & Safety,Regulatory / Policy,Security/Privacy/Compliance,Venture Investing,Webinar
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231004T130000
DTEND;TZID=America/Chicago:20231004T140000
DTSTAMP:20260515T053442
CREATED:20230911T161039Z
LAST-MODIFIED:20251029T154339Z
UID:63095-1696424400-1696428000@scottsdaleinstitute.org
SUMMARY:WEBINAR | Drive Change to Help Americans Live Longer and Healthier Lives
DESCRIPTION:Jill Kalman\, MD\, Executive Vice President\, Chief Medical Officer & Deputy Physician-in-Chief\, Northwell Health; Andy Davis\, FSA\, MAAA\, Principal\, Future of Health Leader and Actuarial Practice Lead; and Jay D. Bhatt\, DO\, MPH\, MPA\, Managing Director\, Center for Health Solutions & Health Equity Institute\, Deloitte. Americans are spending only 85% of their living years with good health\, but that’s not the only path. According to a recent analysis by Deloitte\, all Americans could potentially live up to 95% of their lives in good health and live to be nearly 90 years old. Employers are uniquely positioned to help achieve this vision through workforce initiatives designed to provide access to health beyond providing access to health insurance. Join this discussion with the Deloitte authors as they talk about how employers can emphasize wellness\, prevention\, and early detection\, which will capture the healthy years Americans aren’t getting today.
URL:https://scottsdaleinstitute.org/event/webinar-drive-change-to-help-americans-live-longer-and-healthier-lives/
CATEGORIES:2023,CIO,CISO,Clinical Informatics,CMIO,CNIO,CTO/VP Apps,Data & Analytics,Deloitte,Digital Health & Virtual Care,Financial Management,Innovation,IT Practice & Delivery,Leadership,Population Health & Value-Based Care,Quality & Safety,Regulatory / Policy,Webinar
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231011T130000
DTEND;TZID=America/Chicago:20231011T140000
DTSTAMP:20260515T053442
CREATED:20231004T140606Z
LAST-MODIFIED:20250319T193657Z
UID:63522-1697029200-1697032800@scottsdaleinstitute.org
SUMMARY:WEBINAR | Simplifying Health and Care
DESCRIPTION:Amy Compton-Phillips\, MD\, Chief Clinical Officer\, Press Ganey. In a fast-paced and demanding healthcare environment\, the well-being of caregivers is of paramount importance. Technology that adds complexity rather than simplifying work can contribute to the challenges of an already difficult job. In our next webinar\, join Press Ganey’s Chief Clinical Officer\, Amy Compton-Phillips\, MD to explore how we support the people and streamline processes in adopting innovative technologies to help alleviate healthcare staff stress\, enhance well-being\, and combat burnout. Discover strategies to better use technology to promote resilience\, enhance work-life balance\, and foster a culture of well-being within healthcare organizations. Don’t miss this opportunity to uncover actionable strategies and create a supportive work environment that prioritizes staff well-being\, ultimately improving the human experience for both healthcare professionals and patients alike.
URL:https://scottsdaleinstitute.org/event/webinar-simplifying-health-and-care/
CATEGORIES:2023,Analytics,CIO,Clinical Informatics,CMIO,CNIO,CTO/VP Apps,Data & Analytics,Digital Health & Virtual Care,Digital Health & Virtual Care,Financial Management,Innovation,IT Practice & Delivery,Population Health & Value-Based Care,Press Ganey,Quality & Safety,Regulatory / Policy,Webinar
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231012T130000
DTEND;TZID=America/Chicago:20231012T140000
DTSTAMP:20260515T053442
CREATED:20230911T161957Z
LAST-MODIFIED:20260323T171014Z
UID:63097-1697115600-1697119200@scottsdaleinstitute.org
SUMMARY:WEBINAR | The Missing “E” in “ERP”: Setting Your Organization Up for Enterprise-Level Success
DESCRIPTION:Susan Kruzan\, Principal; Jill Haselhorst\, Principal; and Mike Cadwell\, Managing Director\, Impact Advisors. Whether you’re in the midst of merging organizations or trying to rally around effectively using one platform within your system\, chances are your ERP is not providing the value you anticipated or you are considering an ERP and struggling to justify the investment. While an ERP can be a valuable technology to enable change\, success is dependent on operational leadership and execution. Impact Advisors shares best practices and lessons learned to achieve greater benefits from your ERP in the areas of finance\, workforce\, and supply chain.
URL:https://scottsdaleinstitute.org/event/webinar-the-missing-e-in-erp-setting-your-organization-up-for-enterprise-level-success/
CATEGORIES:2023,Analytics,CIO,CISO,CTO/VP Apps,Digital Health & Virtual Care,Financial Management,Impact Advisors,Innovation,IT Practice & Delivery,Leadership,Population Health & Value-Based Care,Webinar
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231019T130000
DTEND;TZID=America/Chicago:20231019T140000
DTSTAMP:20260515T053442
CREATED:20230911T163016Z
LAST-MODIFIED:20260323T171014Z
UID:63100-1697720400-1697724000@scottsdaleinstitute.org
SUMMARY:WEBINAR | ANEW: Advancing Nursing Efficiency and Workflows
DESCRIPTION:Betty Jo Rocchio\, DNP\, RN\, CRNA\, CENP\, EBP-C\, Senior Vice President and Chief Nursing Officer; Cheryl Denison\, RN\, BSN\, Integration Director\, Clinical Applications; Tracy Breece\, MSN\, RN-BC\, CPHIMS\, Executive Director Nursing Informatics\, Mercy. The presenters share ways that technology can be a catalyst for thriving and happiness in users. Learn their approach to thinking about usability that improved documentation productivity\, reduced variability in charting\, and promoted evidence-based practice. See how their work strengthens the cognitive human/computer interaction for workflow optimization. \nSponsored by Epic
URL:https://scottsdaleinstitute.org/event/anew-advancing-nursing-efficiency-and-workflows/
CATEGORIES:2023,CIO,CISO,Clinical Informatics,CMIO,CNIO,CTO/VP Apps,Data & Analytics,Digital Health & Virtual Care,Epic,Financial Management,Innovation,IT Practice & Delivery,Population Health & Value-Based Care,Security/Privacy/Compliance,Webinar
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231024T130000
DTEND;TZID=America/Chicago:20231024T140000
DTSTAMP:20260515T053442
CREATED:20230831T173820Z
LAST-MODIFIED:20260323T171014Z
UID:62993-1698152400-1698156000@scottsdaleinstitute.org
SUMMARY:WEBINAR | Innovative Thinking – Creating a Pipeline for Digital Roles at Corewell Health
DESCRIPTION:[vc_column_text]Sharon R. Vriend-Robinette\, PhD\, Digital Services Talent Program Specialist\, Lead Career Pathways Programs\, Corewell Health. The digital services team at Corewell Health has responded to tight job markets by developing career pathways programs. Through educational outreach\, apprenticeship cohorts and a year-round internship program\, the digital services career pathways office is developing a talent pipeline of diverse\, strong\, candidates to support the critical work of our organization and build up a healthy culture filled with competent people. Dr. Vriend-Robinette shares the “how” of this work including organizational and programmatic structures.[/vc_column_text]\n\n[vc_column_text]WEBVTT \n1\n00:00:02.440 –> 00:00:26.119\nJanet Guptill | Scottsdale Institute: Hi\, everyone! This is Janet Guptill with the Scottsdale Institute. Thank you all for joining us today. We’ve got a fun conversation in store for you\, Corwell health\, who all of you probably know. But I’m sure you’ll learn more about it today\, will be sharing what they’re doing in the way of their digital services career pathways programs. And they’ve got a very creative approach to identifying talent \n2\n00:00:26.120 –> 00:00:34.749\nJanet Guptill | Scottsdale Institute: and different ways of bringing people into the digital health programs at Corwell health. You’ll be hearing today from Dr. Sharon\, friend Robinette. \n3\n00:00:34.870 –> 00:00:51.009\nJanet Guptill | Scottsdale Institute: who is the talent program specialist for digital services as part of the career pathways program at Corwell health. And as many of you know\, digital health is a relatively new phenomena\, but particularly digital health in healthcare. \n4\n00:00:51.010 –> 00:01:08.480\nJanet Guptill | Scottsdale Institute: And what you’ll be learning today is some creative ways that Corewell health has intentionally reached out to new channels of identifying people\, to to join the talent. Pipeline\, finding diverse candidates\, finding people with different career backgrounds. And in the process \n5\n00:01:08.500 –> 00:01:26.749\nJanet Guptill | Scottsdale Institute: building a healthy culture filled with competent people. And I know that you’ll enjoy hearing how this program came about and what kind of results they’ve seen to date. It’s been a year that it’s been up and running. So I’m gonna turn this over to Sharon. And before I do just another reminder that \n6\n00:01:26.750 –> 00:01:42.720\nJanet Guptill | Scottsdale Institute: we’re gonna be using the QA. Tab that’s at the bottom of your screen. So listen and enjoy. And any questions that you might have. Drop them in that QA. Tab\, and I will pick them up at the end. Sharon thanks so much for being here to share your digital services. Talent\, pipeline with us. \n7\n00:01:42.940 –> 00:01:53.829\nSharon Vriend-Robinette | Corewell Health: Well\, thanks so much for have having me. Good afternoon\, everyone\, and thanks for joining us today. I appreciate the opportunity to present to you\, and I also appreciate decrease guidance over the last few months. \n8\n00:01:53.830 –> 00:02:16.739\nSharon Vriend-Robinette | Corewell Health: My name is Sharon Brain Robinette. I work for Corwell. Health and digital services. And I’m the lead digital services talent program specialist. This role sits in the office of the CIO Communications and Development team. Here I enjoy working with 7 strong professionals\, one and a half of our roles directly support the career pathway programs. Although thankfully\, we can collaborate as a whole team. So I have more folks behind me. \n9\n00:02:18.050 –> 00:02:32.849\nSharon Vriend-Robinette | Corewell Health: Today\, I’m gonna talk about our digital services career pathways program. Currently\, a Cornwall health digital services encompasses what you would typically think of as it. And also data analytics\, informatics\, program management and business assurance. \n10\n00:02:32.990 –> 00:02:41.650\nSharon Vriend-Robinette | Corewell Health: In the past. This office used to be called students to business\, reflecting a traditional understanding of how students get attracted to tech jobs. \n11\n00:02:41.910 –> 00:02:47.459\nSharon Vriend-Robinette | Corewell Health: So they go through school. They get a degree\, they get an internship. And then they’re hired \n12\n00:02:47.620 –> 00:03:01.020\nSharon Vriend-Robinette | Corewell Health: on many levels. This model works and organizations who use this model were applauded for having the foresight to see that there needed to be some effort to get students in through a specific and intentional onboarding process. \n13\n00:03:01.510 –> 00:03:11.249\nSharon Vriend-Robinette | Corewell Health: But time passed and organizations have become increasingly dependent upon technology and higher ed institutions have not been able to keep up with the demand for candidates \n14\n00:03:11.440 –> 00:03:22.280\nSharon Vriend-Robinette | Corewell Health: in response. Hiring organizations need to expand the vision of what they can do to create that talent pipeline. and so to meet our needs. We have taken on the career pathway model \n15\n00:03:22.420 –> 00:03:36.510\nSharon Vriend-Robinette | Corewell Health: a career pathway is a series of structured and connected educational programs and support services that enable people to advance over time to better jobs and higher level of education and training. Often when they are working or in school still. \n16\n00:03:37.390 –> 00:03:49.379\nSharon Vriend-Robinette | Corewell Health: So while we have additional development opportunities in the office of the CIO\, we have limited the focus of what we consider career pathways to be early digital services\, career experiences. \n17\n00:03:52.050 –> 00:04:05.980\nSharon Vriend-Robinette | Corewell Health: Our program offerings are focused on internships\, apprenticeships\, and outreach efforts for K through 12 students. That’s under the volunteer badge. I’m going to go through each of these today\, spending the most time on the internship and apprenticeship programs. \n18\n00:04:06.360 –> 00:04:14.619\nSharon Vriend-Robinette | Corewell Health: My hope is to tell you both about our structure and outcomes\, and also offer some best practices for organizations who are interested in doing something similar \n19\n00:04:15.020 –> 00:04:37.159\nSharon Vriend-Robinette | Corewell Health: before we jump in. I wanted to let you know that Corwell health is an integrated healthcare system. And it’s very large. Right now\, we have 60\,000 plus team members. In our system. We have 21 hospital facilities. It is a big place. We also are an integrated healthcare system. Priority. Health is our insurance wing. \n20\n00:04:37.280 –> 00:04:52.720\nSharon Vriend-Robinette | Corewell Health: and all of this is happening\, or all of this is true\, and also we are integrating to large health systems so spectrum health from West Michigan and Beaumont. Health from southeast Michigan go together into Corwell\, health \n21\n00:04:53.470 –> 00:05:06.360\nSharon Vriend-Robinette | Corewell Health: that being said\, though most of the statistics I’m referencing today come from legacy spectrum health. Although currently the career pathways programs have extended our footprint to the whole system and throughout much of the State of Michigan. \n22\n00:05:09.880 –> 00:05:25.669\nSharon Vriend-Robinette | Corewell Health: So the internship was started. Program was started in 2012. So we’re at 11 years right now. Adam Baker’s CIO Communication and Development Team manager started the program and it’s matured over the years. I’ve had the pleasure of working with it since 2018. \n23\n00:05:27.990 –> 00:05:41.289\nSharon Vriend-Robinette | Corewell Health: The digital services internship program creates a pathway for people from higher education into the professional field by providing opportunities to learn functional skills\, professional competencies\, and the organizational culture. \n24\n00:05:41.570 –> 00:05:52.709\nSharon Vriend-Robinette | Corewell Health: We have served around 277 students from around 44 colleges and universities overall. We have onboarded over half of them into full-time positions. \n25\n00:05:55.600 –> 00:06:02.380\nSharon Vriend-Robinette | Corewell Health: The purpose of the internship program is to establish a strong diverse talent\, pipeline into Corwell health digital services \n26\n00:06:02.430 –> 00:06:16.650\nSharon Vriend-Robinette | Corewell Health: to provide community benefit to those served by the organization\, including institutions of higher ed and community members. to complete productive work that adds value to the organization and supports the mission vision and strategy. \n27\n00:06:19.460 –> 00:06:37.950\nSharon Vriend-Robinette | Corewell Health: The process of internalocation and onboarding is pretty involved\, but it starts with an announcement from the career pathways\, offices that managers and directors are welcome to apply for an internship position on their team digital services. Interns are paid through the career pathways budget. \n28\n00:06:38.110 –> 00:06:58.649\nSharon Vriend-Robinette | Corewell Health: and this is an extremely important reality\, because in other models\, where the team has to pay for an intern\, there often needs to be a plea to managers and directors to fund an intern\, and this leads to a time of tenuous negotiation\, either between the office of interns or a manager in their direct reports. \n29\n00:06:58.650 –> 00:07:08.390\nand so hiring entrants\, then\, can be sidelined as sort of a luxury or a favor to someone rather than a strategic initiative\, to build a talent pipeline. \n30\n00:07:09.340 –> 00:07:25.150\nSharon Vriend-Robinette | Corewell Health: in contrast in our model\, managers and directors are incentivized to apply for an internship because it is budget neutral for them. When career pathways looks at the applications they identify\, which\, requesting teams should have a funding funded intern \n31\n00:07:25.410 –> 00:07:36.240\nSharon Vriend-Robinette | Corewell Health: teams with budgeted full time employee positions are prioritized when internships are assigned. Other things that take priority are big initiatives or well developed projects. \n32\n00:07:36.420 –> 00:07:43.029\nSharon Vriend-Robinette | Corewell Health: because so many of our interns are hired. We want a robust hiring process for them. \n33\n00:07:43.290 –> 00:08:06.529\nSharon Vriend-Robinette | Corewell Health: Each internship is posted individually through our regular talent attraction process. Students apply to experiences that they’re interested in. In fact\, I directly tell students\, when I meet them at career affairs\, that if you apply to all of our internships. That sort of looks like you apply to none of them\, because they’re so very different. Right? We have. \n34\n00:08:06.530 –> 00:08:21.020\nSharon Vriend-Robinette | Corewell Health: our team is almost 2\,000 people in digital services. And so if you think that all the internships are gonna be the same\, that’s that’s a mistake. So we have the students apply directly to the experiences that they’re interested in. \n35\n00:08:21.840 –> 00:08:36.379\nSharon Vriend-Robinette | Corewell Health: Our recruiting and hiring process is about 4 to 6 months in advance. In advance of start. We keep them engaged during that process\, through sort of fun activities\, through communications\, through other things that through gift baskets \n36\n00:08:36.390 –> 00:08:44.970\nSharon Vriend-Robinette | Corewell Health: an exception here is for a winter start where it’s significantly shorter the time between the higher and the start. \n37\n00:08:45.970 –> 00:09:02.179\nSharon Vriend-Robinette | Corewell Health: Their wages are competitive and they’re based on wage information from the National Association of Colleges and Employers. They’re based on credit hours and internship numbers. So if you work more for us\, and if you have more credit hours\, you’ll get a higher pay. \n38\n00:09:02.650 –> 00:09:05.840\nSharon Vriend-Robinette | Corewell Health: They can have up to 4 internships. \n39\n00:09:09.230 –> 00:09:26.460\nSharon Vriend-Robinette | Corewell Health: So we have 2 different types of internships. The academic year experience in the summer experience\, the academic year and summer internships are structured very differently\, particularly because during the academic year interns work only up to 20 h of week. Where in this\, in the summer\, they work full time. \n40\n00:09:26.830 –> 00:09:49.130\nSharon Vriend-Robinette | Corewell Health: The academic year internship evolved in response to covid circumstances. Our internship pro program had been exclusively in person on location before Covid. This minimized the viability of the academic year internships\, because students would not be as free to work because of class schedules\, and we also would be limited to students attending local schools in West Michigan for spectrum health. \n41\n00:09:49.310 –> 00:09:59.360\nWhen our team when our teams went virtual\, it opened up the possibility of accommodating a student’s schedule\, and it did not limit us to students from local schools. \n42\n00:10:00.410 –> 00:10:14.630\nSharon Vriend-Robinette | Corewell Health: So\, depending on the time of year and the full-time part-time status\, the interns spend 80 to 90% of their time working with their functional teams and 10 to 20% of their time doing career development work coordinated by the career pathways team \n43\n00:10:15.350 –> 00:10:41.609\nSharon Vriend-Robinette | Corewell Health: based on studies from the National Association of Colleges and Employers. We meet educational need and student interest by giving them substantive work in the organization. No one is doing just data entry. If we were in person no one would be getting coffee for people. We also provide additional opportunities like opportunity to interact with leaders\, give presentations\, take time to reflect about their experiences. \n44\n00:10:41.610 –> 00:10:46.090\nWe coordinate career development sessions and help them navigate through our system \n45\n00:10:50.810 –> 00:10:52.979\nSharon Vriend-Robinette | Corewell Health: overall. The model is successful. \n46\n00:10:53.250 –> 00:11:04.990\nSharon Vriend-Robinette | Corewell Health: based on their feedback. We know that of those who responded to our surveys of the year over the years\, 100% of interns would recommend the internship program to someone else. \n47\n00:11:08.590 –> 00:11:20.679\nSharon Vriend-Robinette | Corewell Health: The interns write blogs about their experiences during their internships and publish them on our internal intranet. They tie their experiences to foundational principles of the organization. \n48\n00:11:20.720 –> 00:11:29.920\nSharon Vriend-Robinette | Corewell Health: At the end of the summer some interns added this past year\, some added their overall thoughts about their experiences\, and here are some of their comments. \n49\n00:11:32.880 –> 00:11:44.029\nSharon Vriend-Robinette | Corewell Health: So wow! What an incredible experience! I want to thank everyone in the hybrid Cloud Services team for welcoming me this summer and letting me learn from you all. Without you I would still be sitting right where I started. \n50\n00:11:44.320 –> 00:11:58.999\nThe skills and tools I learned will be incredibly valuable for the rest of my career. I’m not sure how I can ever repay you all for that. I also want to thank everyone working with the internship program for the unique opportunities like the presentations\, workshops\, and guest speakers. \n51\n00:11:59.290 –> 00:12:16.540\nSharon Vriend-Robinette | Corewell Health: another student wrote\, it’s impossible to say where I would be if I had not been lucky enough to find myself in this internship. I have worked at a couple of jobs where I like the culture\, but it’s not quite what I’ve experienced here. The culture. Here is one that promotes growth both for its team members and the communities that it serves. \n52\n00:12:16.700 –> 00:12:17.950\nSharon Vriend-Robinette | Corewell Health: And finally. \n53\n00:12:18.200 –> 00:12:41.680\nSharon Vriend-Robinette | Corewell Health: as I approach the end of this journey\, I can assuredly say that I’m leaving on a more confident as a more confident and skilled individual\, ready to take on the next chapter of my career. Horrible health has not only provided me with a platform to unleash my potential\, but has also ignited a passion for innovation and collaboration. I am excited about the future\, and forever thankful for the valuable lessons and memories made during my internship. \n54\n00:12:44.830 –> 00:13:04.379\nSharon Vriend-Robinette | Corewell Health: The interns aren’t the only ones who are excited about the program. Similarly the program is supported by hiring managers. 100% of the responding managers believe that their intern grew professionally during the time they were with us\, that their team member who mentored the intern group professionally\, and that their team benefited from their experience. \n55\n00:13:05.460 –> 00:13:19.289\nSharon Vriend-Robinette | Corewell Health: Some pretty typical comments and sentiments from the managers are here on the screen for the past 2. So 2 summers\, our intern mentor\, gained the skills and experiences that were instrumental in his pursuit of advancing his career and being promoted. \n56\n00:13:20.500 –> 00:13:31.279\nSharon Vriend-Robinette | Corewell Health: our intern was willing to jump in and try anything. He took on several day-to-day team tasks as well as a big project. The project he worked on\, helped the team accomplish a significant goal for the year. \n57\n00:13:31.960 –> 00:13:36.470\nSharon Vriend-Robinette | Corewell Health: and the internship program is one of my favorite things\, and I’m glad we do it keep it up? \n58\n00:13:36.960 –> 00:13:42.319\nSharon Vriend-Robinette | Corewell Health: Clearly I had to include the last comment\, but in any case\, \n59\n00:13:43.070 –> 00:13:58.829\nSharon Vriend-Robinette | Corewell Health: intern managers are excited about what the skills that their interns learn they’re excited about what having an intern on their team means for the team. They’re excited about the engagement\, and they’re excited about the leadership opportunities that affords the team mentors or the intern mentors. \n60\n00:14:00.340 –> 00:14:17.829\nSharon Vriend-Robinette | Corewell Health: So the internship pro program has a strong impact on digital services. I’ve included the timeline over the last few years to demonstrate some of our metrics. So in 2019\, the intern program filled about 71% of new digital services associate level full time Fte hires \n61\n00:14:17.880 –> 00:14:21.429\nSharon Vriend-Robinette | Corewell Health: in 2020. Clearly\, a lot was happening. \n62\n00:14:21.720 –> 00:14:28.350\nSharon Vriend-Robinette | Corewell Health: But 100% of our eligible interns were hired into digital services as a full time associate level employee \n63\n00:14:28.640 –> 00:14:46.669\nSharon Vriend-Robinette | Corewell Health: in 2021\, the entering program filled about 64%. Of new associate level FTE. Hires. and in 2022\, we filled about 50% of those associate level rules\, but 87% of the eligible interns were offered associate or training positions. \n64\n00:14:47.720 –> 00:15:00.160\nSharon Vriend-Robinette | Corewell Health: Now\, I would also recommend\, if you’re interested in keeping metrics for your organization about your internship program\, that National Association of colleges and Employers has some good supporting materials to identify how to do this. Well. \n65\n00:15:04.100 –> 00:15:07.970\nSharon Vriend-Robinette | Corewell Health: in the past few years we’ve gotten more involved in apprenticeships. \n66\n00:15:08.410 –> 00:15:24.359\nSharon Vriend-Robinette | Corewell Health: And so the digital services apprenticeship programs create pathways for people from a variety of professional experiences into digital services fields by providing on the job opportunities to learn functional skills\, professional skills and the organizational culture. \n67\n00:15:26.350 –> 00:15:33.590\nSharon Vriend-Robinette | Corewell Health: Cornwall. Health has been part of regional conversations about apprenticeships for many years. Well\, before my tenure here. \n68\n00:15:34.330 –> 00:15:50.050\nSharon Vriend-Robinette | Corewell Health: over the years we’ve been supportive of many programs\, a good example comes from this past year\, where we were a primary sponsor of a cybersecurity\, apprenticeship and governance\, risk and compliance through which we were important. We were fortunate enough to hire an excellent candidate. \n69\n00:15:50.980 –> 00:15:59.740\nSharon Vriend-Robinette | Corewell Health: The last couple of years we’ve gotten more actively engaged in the apprenticeship process\, focusing more on our own needs and using it more strategically \n70\n00:16:00.070 –> 00:16:13.340\nSharon Vriend-Robinette | Corewell Health: to that end. We are currently on our second cohort of a collaborative apprenticeship program with a national partner. Step it up\, slash expansion and a regional partner West Michigan Center for Arts and technology or Wimcat \n71\n00:16:13.960 –> 00:16:18.089\nSharon Vriend-Robinette | Corewell Health: and this is the program set that I’m Gonna focus on today. \n72\n00:16:20.240 –> 00:16:38.550\nSharon Vriend-Robinette | Corewell Health: we got involved in the apprenticeship program because step it up and Wimcat approached us and the program they will outline met some of our needs. We were interested in building a more diverse talent\, pipeline into digital services in an effort to support our organization’s diversity\, equity\, and inclusion commitments. \n73\n00:16:38.930 –> 00:16:43.819\nSharon Vriend-Robinette | Corewell Health: We knew that the talent pipeline from higher Ed was not as diverse as we wanted. \n74\n00:16:44.180 –> 00:17:03.009\nSharon Vriend-Robinette | Corewell Health: We also wanted to meet an internal need that organizational colleagues had articulated that folks from outside digital services were interested in moving into digital services teams\, but many did not. And we knew that many did not have the necessary skills to be successful in these areas. \n75\n00:17:03.230 –> 00:17:18.880\nSharon Vriend-Robinette | Corewell Health: So we wanted to build a scaffolding for internal career advancement. Similarly\, we wanted to invest in the communities we serve. And finally\, we saw an opportunity for cost savings in the spaces that were heavily dependent upon contracted labor. \n76\n00:17:25.640 –> 00:17:30.369\nSharon Vriend-Robinette | Corewell Health: Our process for identifying and onboarding candidates was quite involved \n77\n00:17:31.000 –> 00:17:49.059\nSharon Vriend-Robinette | Corewell Health: in terms of identifying needs. First\, we identified where in the organization\, we had a need. As I mentioned before\, it was where we had significant numbers of contractors because we were going to train everyone in the cohort in the same information and skills. And so we needed a place for them to end up \n78\n00:17:49.310 –> 00:18:02.679\nSharon Vriend-Robinette | Corewell Health: and so it wasn’t just a one person commitment. In in this case it was 7\, and that was the minimum commitment that our collaborative partners could handle. But it was for us what seemed reasonable. \n79\n00:18:03.140 –> 00:18:14.529\nSharon Vriend-Robinette | Corewell Health: And of course\, where we identified the needs where there was heavily areas\, there were staff by contractors\, and this would also impact our choices for training curriculum. \n80\n00:18:15.730 –> 00:18:32.560\nSharon Vriend-Robinette | Corewell Health: As we continue to develop. To develop this program\, we needed to choose the processes from the collaborating organizations that we wanted to use. So we each have different cultures and expectations. So we needed to make sure that cord well\, health\, interest\, and culture were represented. \n81\n00:18:32.800 –> 00:18:38.439\nSharon Vriend-Robinette | Corewell Health: And also that sort of reflected the needs of our program. Right? So\, for instance\, \n82\n00:18:38.680 –> 00:19:00.919\nSharon Vriend-Robinette | Corewell Health: the organization that we worked with one of them was very much interested in only having applicants that had a BA. Already\, and that wasn’t our intent. That’s not what’s listed on our drop descriptions. So we were interested in having a lower. Well\, we wanted to get rid of a barrier to entry \n83\n00:19:01.030 –> 00:19:05.060\nSharon Vriend-Robinette | Corewell Health: and so we had to negotiate all those things \n84\n00:19:05.540 –> 00:19:25.520\nSharon Vriend-Robinette | Corewell Health: we also had to check on some internal processes to make sure that the apprentice candidates were set up for success. And so one thing I would identify as a best practice was that we set up position\, experience\, and education requirements that would enable successful candidates to be ready for their second position in our organization at the end of the apprenticeship. \n85\n00:19:25.810 –> 00:19:30.309\nSo we wanted to avoid building in a glass ceiling for them. Immediately \n86\n00:19:32.360 –> 00:19:57.369\nSharon Vriend-Robinette | Corewell Health: in the interview process each collaborative collaborating organization sent representatives to all of the interviews. The interviews were very competitive. The candidates went through a rigorous process\, including cognitive tests\, competitive screenings\, and the interviews with all of us. All of the candidates were Michigan based \n87\n00:19:59.160 –> 00:20:16.249\nSharon Vriend-Robinette | Corewell Health: the successful candidates then became expansion employees\, and this was a big risk for apprentices\, and that’s true. In any apprenticeship\, I think simply because they are leaving jobs for this new position. \n88\n00:20:16.250 –> 00:20:30.320\nSharon Vriend-Robinette | Corewell Health: And so that is a big risk. Right? It is they are jumping into a new experience\, and they don’t know what’s coming to them. Right? So there’s a lot of reassurance that needs to be done by all the organizations involved. \n89\n00:20:30.730 –> 00:20:41.989\nSharon Vriend-Robinette | Corewell Health: This was also a big risk for apprentices that came from Corewell health. In the first cohort we had 3 people who were internal candidates\, and \n90\n00:20:42.050 –> 00:20:56.829\nSharon Vriend-Robinette | Corewell Health: they needed to leave our organization and be hired by expansion. Now we were able to mitigate this risk for them for a while\, because we held their positions open for about 3 months in case they wanted to go back. \n91\n00:20:57.230 –> 00:21:04.440\nSharon Vriend-Robinette | Corewell Health: Now I would note that none of them wanted to. But we did hold those positions. And \n92\n00:21:04.500 –> 00:21:14.480\nSharon Vriend-Robinette | Corewell Health: That was a commitment both on our side\, but also on the the teams that were then understaffed for 3 months. So that was a bit of a challenge. \n93\n00:21:16.060 –> 00:21:18.690\nSharon Vriend-Robinette | Corewell Health: Then the learning through training \n94\n00:21:19.250 –> 00:21:31.529\nSharon Vriend-Robinette | Corewell Health: during this stage\, after they’re hired apprentices in this model go through training from 8 to 5 Monday through Friday with an additional couple hours of homework at night. \n95\n00:21:31.940 –> 00:21:45.509\nSharon Vriend-Robinette | Corewell Health: They trained for about 6 months. During this time we provided engagement activities throughout. So\, for instance\, we did lunch and learns and had people. They were structured. \n96\n00:21:46.020 –> 00:22:03.950\nSharon Vriend-Robinette | Corewell Health: There was structured programming to make sure that the directors and vice presidents in their spaces are in the spaces that their teams\, that their hosting teams resided to make sure that those directors and vice presidents had exposure to the apprentices and the apprentices had exposure to them. \n97\n00:22:04.290 –> 00:22:08.300\nSharon Vriend-Robinette | Corewell Health: We also talked about corporate culture during that time. \n98\n00:22:09.010 –> 00:22:28.419\nSharon Vriend-Robinette | Corewell Health: Then\, after that experience of that\, learn it\, learning through training that 6 months experience. They graduated and we had a graduation ceremony. We then started the learn at work phase\, and that learn at work is when they join their teams. They’re still expansion employees. \n99\n00:22:28.550 –> 00:22:36.489\nSharon Vriend-Robinette | Corewell Health: but they join their teams\, do work with the team that they would eventually get hired into and \n100\n00:22:36.560 –> 00:22:39.449\nSharon Vriend-Robinette | Corewell Health: learn on the job. So it’s on the job training. \n101\n00:22:41.160 –> 00:22:53.079\nSharon Vriend-Robinette | Corewell Health: Throughout that time. Career pathways also supported engagement activities through that phase and development opportunities. We also got rid of roadblocks as best we could. \n102\n00:22:54.710 –> 00:23:09.579\nSharon Vriend-Robinette | Corewell Health: and then they become Corwell health employees at the end of that. And that’s a great celebration. The first cohort is just celebrating their first year work anniversary as Corwell health employees today. So today’s they’re all a year in \n103\n00:23:09.640 –> 00:23:15.169\nSharon Vriend-Robinette | Corewell Health: and the second cohort has started their learn at work phase\, about 3 weeks ago. \n104\n00:23:18.230 –> 00:23:31.840\nSharon Vriend-Robinette | Corewell Health: So this apprenticeship program is having increasing impact on the organization. I want to go through these sort of impacts. What the impacts I see are now and talk about the points of success. \n105\n00:23:32.820 –> 00:23:44.630\nSharon Vriend-Robinette | Corewell Health: So we’re supporting the organizational commitment to invest in our communities for some an outcome of the apprenticeship program is a significant change in economic stability. \n106\n00:23:44.710 –> 00:24:07.680\nSharon Vriend-Robinette | Corewell Health: The apprenticeships resulted a sustainable and good living wage\, and this has made a real impact on real people at the recent graduation apprentice and apprentice remarked that being part of this program was the best decision she had ever made before it. She knew she wanted to go into tech and needed additional education\, but she did not see how she could quit her job and also pay for education. \n107\n00:24:07.830 –> 00:24:13.760\nSharon Vriend-Robinette | Corewell Health: This program allowed her to do what she knew she wanted and needed to do for her family. \n108\n00:24:14.940 –> 00:24:21.610\nSharon Vriend-Robinette | Corewell Health: The apprentices are people in our communities and our neighbors\, and this investment upholds our geographic commitment \n109\n00:24:24.770 –> 00:24:54.730\nSharon Vriend-Robinette | Corewell Health: in this process. 1 point of success\, and also a point of surprise for us was\, the educational diversity and professional experiences of our candidates and than our apprentices. So we had anticipated that we would get more folks internal in this process\, and that folks would try to get into digital services sort of laterally through that career scaffolding. We were talking about \n110\n00:24:55.060 –> 00:25:03.129\nSharon Vriend-Robinette | Corewell Health: in reality. that actually ended up happening. But from different areas of the organization than we anticipated. \n111\n00:25:03.390 –> 00:25:10.730\nSharon Vriend-Robinette | Corewell Health: In part\, it was because of the educational diversity that showed up in the applicant pool \n112\n00:25:11.050 –> 00:25:18.440\nSharon Vriend-Robinette | Corewell Health: the majority of our candidates and applicants had BA’s from accredited colleges and universities\, even though that wasn’t the requirement. \n113\n00:25:18.620 –> 00:25:36.730\nSharon Vriend-Robinette | Corewell Health: The areas of study represented were laboratory science\, graphic design education project management\, biomedical engineering\, economic psychology\, family studies. 2 people had BA’s and tech related majors. But they weren’t the areas of technology that we were hiring in. At that time \n114\n00:25:36.800 –> 00:25:38.739\none person had an MA. \n115\n00:25:39.010 –> 00:25:50.339\nSharon Vriend-Robinette | Corewell Health: A few had experience in technical boot camps and independent certifications\, and a couple had their educational attainment. In terms of formal education and in high school diplomas. \n116\n00:25:56.720 –> 00:25:57.780\nSharon Vriend-Robinette | Corewell Health: and \n117\n00:25:59.400 –> 00:26:02.369\nSharon Vriend-Robinette | Corewell Health: Powerpoint is freezing on me right now. Here. \n118\n00:26:02.670 –> 00:26:18.960\nSharon Vriend-Robinette | Corewell Health: just there we go. They also had diverse\, pro successful professional backgrounds\, and we were surprised by the diversity and professional experiences\, and we had candidates who worked in labs as teachers\, as social workers in customer service and call centers and supply chain \n119\n00:26:18.960 –> 00:26:33.909\nSharon Vriend-Robinette | Corewell Health: in the mortgage industry\, and as a volleyball coach what was true about each of them was that they had successful professional experiences\, and this professional success is of great benefit to us. They can bring in perspectives that push us. \n120\n00:26:33.910 –> 00:26:40.730\nSharon Vriend-Robinette | Corewell Health: They ask questions from experience and perspective. Right? So in an internship program\, you often \n121\n00:26:40.910 –> 00:27:02.949\nSharon Vriend-Robinette | Corewell Health: could be the first professional experience that students had. Right? So you’re sort of molding the perspective. But here. These are folks who have a perspective and have that experience and can really challenge us in ours. And so managers have remarked that they ask questions that push the teams to be even better\, and to think things through in a different way. \n122\n00:27:05.500 –> 00:27:33.670\nSharon Vriend-Robinette | Corewell Health: The apprentices were more demographically representative of the communities that we serve than the composition of our current teams in the industry as a whole. So\, according to the pew research centers based on their research up to 2019 and confirmed by others through 2022 white workers make up approximately 62% of the tech workforce also\, according to pew women’s participation in tech has declined from the 1990 s. So that by 2019 it was down to 25%. \n123\n00:27:33.750 –> 00:27:40.310\nSharon Vriend-Robinette | Corewell Health: Some sources push it to 26.7 and 2022. But the difference there is significant. \n124\n00:27:40.460 –> 00:27:47.720\nSharon Vriend-Robinette | Corewell Health: The demographics of our predisco port far surpassed these trends\, and were much more representative of the communities that we serve. \n125\n00:27:52.100 –> 00:28:06.490\nSharon Vriend-Robinette | Corewell Health: Managers and other leaders have mentioned that the apprentices\, apprentices have impacted their team’s positively and have completed valuable work. The current cohort is just starting to participate on projects. So much of my information is about the first cohort. \n126\n00:28:06.930 –> 00:28:15.870\nSharon Vriend-Robinette | Corewell Health: Their training was strong\, and with that they did technical and functional work quickly\, in fact\, more quickly than we anticipated. \n127\n00:28:16.030 –> 00:28:27.669\nSharon Vriend-Robinette | Corewell Health: They brought fresh eyes and approaches to the teams that they were on. They helped their teams complete the work and also increased team engagement overall. Each was a positive addition to the team. \n128\n00:28:31.440 –> 00:28:37.259\nSharon Vriend-Robinette | Corewell Health: We also know that the program is successful because of the success of each apprentice. \n129\n00:28:37.440 –> 00:28:52.800\nSharon Vriend-Robinette | Corewell Health: when asked\, the apprentices of the first cohort identified that they were proud of the following\, that they gained confidence\, that they had a growth and skills of business analysis that they had a breadth of learning that they were now proud of. \n130\n00:28:52.880 –> 00:28:57.669\nSharon Vriend-Robinette | Corewell Health: They overcame difficulties\, they were proud of their perseverance. \n131\n00:28:57.680 –> 00:29:10.819\nSharon Vriend-Robinette | Corewell Health: and they grew professionally and technically in the second cohort. There’s a great deal of pride that 6 out of 7 apprentice candidates pass their sales\, force developers certificate before they started the learn at work phase. \n132\n00:29:10.940 –> 00:29:14.679\nSharon Vriend-Robinette | Corewell Health: and we’re confident that all will have achieved that mark soon. \n133\n00:29:15.600 –> 00:29:26.310\nSharon Vriend-Robinette | Corewell Health: So the first cohort each earned full time positions. 4 were hired in as associate application development analysts and 3 came in as associate data engineers. \n134\n00:29:26.390 –> 00:29:31.689\nSharon Vriend-Robinette | Corewell Health: And there’s confidence that this current cohort will be hired in April as salesforce developers. \n135\n00:29:33.390 –> 00:29:46.229\nSharon Vriend-Robinette | Corewell Health: We also know that this is impacting our organization because there’s interest in continuing and expanding the program from leaders here. So we’re currently working on this continuation for 2024. \n136\n00:29:48.800 –> 00:29:53.610\nSharon Vriend-Robinette | Corewell Health: The career pathways programs have a direct impact on the work of digital services \n137\n00:29:53.630 –> 00:30:13.600\nSharon Vriend-Robinette | Corewell Health: between the apprenticeship program and the internship program from 2019 to 2022\, 70% of all post college associate level hires have come through our programs and to digital services positions\, and we look forward to continuing to offer the programs for more candidates and improving and improving it as we go along. \n138\n00:30:15.670 –> 00:30:20.469\nSharon Vriend-Robinette | Corewell Health: The last part of our work that I want to talk about today is community outreach and education. \n139\n00:30:22.360 –> 00:30:35.620\nSharon Vriend-Robinette | Corewell Health: In addition to building direct pathways into digital services\, we also spend some time supporting our K through 12 formal and informal education systems\, helping to teach younger students about technology and digital services\, career paths. \n140\n00:30:37.590 –> 00:31:03.569\nSharon Vriend-Robinette | Corewell Health: We actively work with educational systems and workforce development agencies and nonprofits to support their students. So digital service members\, staff members volunteer at various outreach events for K through 12 students\, including but not limited to the following. So hour of code. So in West Michigan\, through West Michigan works\, which is our workforce development office through the state. \n141\n00:31:03.570 –> 00:31:30.739\nSharon Vriend-Robinette | Corewell Health: We have been celebrating computer science awareness weeks in the early December and going into classrooms either virtually or in person\, depending on the classroom depending on the year and teaching them curriculum through code.org\, talking about career pathways of our staff members and inspiring them to hopefully come and explore technical back or technical careers in the future. \n142\n00:31:30.750 –> 00:31:50.649\nSharon Vriend-Robinette | Corewell Health: We make other classroom visits or have classrooms visit us. For instance\, a a field trip to the data center is often a good time. Then we are anchor participants in my career quest\, which is a career exploration fair. That \n143\n00:31:52.000 –> 00:32:03.589\nSharon Vriend-Robinette | Corewell Health: serves about 7 to 8\,000 students over the course of one day\, exposing them to trends and and positions in career positions and technology. \n144\n00:32:04.020 –> 00:32:28.620\nSharon Vriend-Robinette | Corewell Health: we work with our career and technical centers. To do practice interviews with their students. We go to collegiate career affairs\, we sponsor student conferences and contests. We sponsor scholarships. So we are active building early career experiences. And we wanna make sure that our younger students know that there are many jobs that comprise the tech industry and that they might be interested in them in the future. \n145\n00:32:29.040 –> 00:32:53.280\nSharon Vriend-Robinette | Corewell Health: Now\, I wouldn’t mention that a byproduct of this work is really focused on employee development or team member development. This\, this work serves to engage our team members and some really fun activities. We work across teams. In these volunteer outreach opportunities. And so we work with folks we don’t normally work with. That can be fun. Also. \n146\n00:32:53.280 –> 00:33:19.580\nSharon Vriend-Robinette | Corewell Health: All of us are talking about how we like our jobs\, and that’s motivating\, hearing ourselves talk so that can be exciting\, too. So we come out of these experiences pretty engaged with our mission. We talk about the value of our work to the community\, and we inspire ourselves at the same time as we’re inspiring students. So those those are opportunities that many of us value. \n147\n00:33:21.700 –> 00:33:22.400\nThanks. \n148\n00:33:22.910 –> 00:33:32.200\nSharon Vriend-Robinette | Corewell Health: So the career pathways programs offer participants guidance as to how to successfully navigate into Cornwall health digital services teams at entry level. \n149\n00:33:32.460 –> 00:33:43.720\nSharon Vriend-Robinette | Corewell Health: It’s successfully working to build a diverse talent pipeline of strong candidates\, to support the critical work of our organization and build up a strong\, healthy culture filled with competent people. \n150\n00:33:43.750 –> 00:33:50.830\nSharon Vriend-Robinette | Corewell Health: The pathways we build are not the only ways into digital services\, but they are pathways that make entry more accessible and direct. \n151\n00:33:52.420 –> 00:33:57.230\nSharon Vriend-Robinette | Corewell Health: So that’s the end of my talk right now\, and my presentation. \n152\n00:33:57.380 –> 00:33:59.649\nSharon Vriend-Robinette | Corewell Health: Can I answer any questions? \n153\n00:33:59.720 –> 00:34:17.379\nJanet Guptill | Scottsdale Institute: Awesome? Well\, Sharon\, thanks. You’ve given us a lot to think about\, and it’s really refreshing to hear how comprehensive your approach is to get different people at different times of their own career development and making digital services at Cornwall. Health and exciting and possible next career move. \n154\n00:34:17.650 –> 00:34:35.899\nJanet Guptill | Scottsdale Institute: So now’s a great time for all of you that are listening to say\, how does she really do it? What is she learned? What else should we be thinking about in our own organizations to make this kind of thing happen? So if you’ll just take a minute to jot any questions you have down in that QA. Tab. Then we’re happy to pick them up. \n155\n00:34:35.900 –> 00:34:49.060\nand I’m gonna just start it off with just a couple. I think you did give us a good sense of all of the different career paths into digital services. But step back a little bit\, if you don’t mind. And \n156\n00:34:49.060 –> 00:35:02.610\nJanet Guptill | Scottsdale Institute: how did you\, when you first began? How did you even set a target? Of how how many people are you hoping to bring in. And why? How do you pick? What topic areas? We noticed that your apprenticeship focuses on \n157\n00:35:02.610 –> 00:35:29.609\nSharon Vriend-Robinette | Corewell Health: different digital capabilities. So what’s the bigger picture of where did this agenda come from? And how do you shape this that way? Particularly within the apprenticeship space? Alright. So it very much came out of initially. It came out of a diversity\, equity and inclusion initiative. And so with that it was that was our interest. \n158\n00:35:30.360 –> 00:35:49.039\nSharon Vriend-Robinette | Corewell Health: As we are looking to diversify our team member\, staff or as we were\, we were trying to figure out the how to right. And so with that\, we looked at areas where those contractors were very prevalent. So \n159\n00:35:49.690 –> 00:36:11.259\nSharon Vriend-Robinette | Corewell Health: that suggested to us that there was an opportunity for folks to find positions in the organization right\, because we couldn’t go out and hire people to make ourselves diverse\, just simply without a position or just to hire. We had to make this a financially responsible decision. \n160\n00:36:11.260 –> 00:36:24.139\nSharon Vriend-Robinette | Corewell Health: And also we had to grow our workforce and make it a permanent a permanent change. So with that\, we looked at those areas where there was money going into contractors and \n161\n00:36:25.540 –> 00:36:29.210\nSharon Vriend-Robinette | Corewell Health: typically\, and\, as I understand it. \n162\n00:36:29.220 –> 00:36:40.620\nSharon Vriend-Robinette | Corewell Health: full time. Employees employed by the organization generally are cheaper in technology than in for us to hire contractors. \n163\n00:36:40.670 –> 00:36:53.639\nSharon Vriend-Robinette | Corewell Health: and so that automatically gives a financial insti incentive for this program that can be helpful. So it makes the business case for diversity\, because the sort of moral and ethical case had already been made. \n164\n00:36:55.210 –> 00:37:00.630\nSharon Vriend-Robinette | Corewell Health: And so with that\, we\, I have to convince directors that this is something interesting to them as well \n165\n00:37:01.060 –> 00:37:02.330\nJanet Guptill | Scottsdale Institute: got it. \n166\n00:37:03.260 –> 00:37:14.170\nJanet Guptill | Scottsdale Institute: So let me let me pick up the question that’s coming up in the QA. Tab from Ivan Pan and at Moreie Sloan\, Kettering Cancer Center. What does the apprentice program look like? \n167\n00:37:14.170 –> 00:37:38.970\nJanet Guptill | Scottsdale Institute: Do you? Are you using mentors? Are they formal training classes are they embedded in existing teams\, and I know you talked about it as an overall strategy. But make it a little bit more concrete for us. If you don’t mind of when someone first gets selected as an apprentice\, and you talked about how they become a a step up or expansion person and then call\, but maybe make it a little bit more tangible about \n168\n00:37:39.210 –> 00:37:44.069\nJanet Guptill | Scottsdale Institute: what are each of those steps? And who are the people on the Corwell side that are involved. \n169\n00:37:44.530 –> 00:38:13.089\nSharon Vriend-Robinette | Corewell Health: Okay? So initially\, we are pretty hands off. Once I got hired my office interacts with them and coordinates. Those engagement activities of those lunch and learns\, but they spend 6 months\, 8 to 5 in training sessions\, with expansion and expansion hires trainers to come in and teach the curriculum that we’ve said we need. \n170\n00:38:13.100 –> 00:38:27.290\nSharon Vriend-Robinette | Corewell Health: And so this\, for instance\, in this cohort\, we’ve said that in order to be part of the apprenticeship program they need to pass the salesforce certification exam of a developer\, salesforce developer. So \n171\n00:38:27.550 –> 00:38:32.850\nSharon Vriend-Robinette | Corewell Health: expansion hired salesforce trainers to come in and teach them salesforce \n172\n00:38:33.470 –> 00:38:38.140\nSharon Vriend-Robinette | Corewell Health: expansion argues that and other. \n173\n00:38:38.190 –> 00:38:53.930\nSharon Vriend-Robinette | Corewell Health: we use expansion. So far there are many other organizations to do this sort of training for apprenticeships. But expansion argues that the time spent\, and I think it’s true if you do\, the arithmetic in these trainings is more or equivalent to a college major. \n174\n00:38:54.250 –> 00:38:56.299\nSharon Vriend-Robinette | Corewell Health: Right? So if you have 6 months. \n175\n00:38:56.360 –> 00:39:01.389\nSharon Vriend-Robinette | Corewell Health: 50 HA week\, because they have 40 h in training and 2 h of homework a night. \n176\n00:39:01.670 –> 00:39:29.080\nSharon Vriend-Robinette | Corewell Health: Without vacation. Really? The. It is a commitment that these folks are making they spend their time in the classroom as a cohort and they have regular quizzes and tests that they have to pass and they have to succeed really academically. In this model. Then they come onto our teams still paid by expansion. \n177\n00:39:29.190 –> 00:39:45.149\nSharon Vriend-Robinette | Corewell Health: and they do project work. They’re paired with mentors and leads and seniors\, and they get told or trained on the job. So one thing that’s important in that I emphasize with our managers is that until they graduate \n178\n00:39:45.200 –> 00:39:59.780\nSharon Vriend-Robinette | Corewell Health: from their learner work experience so that would put them a year in training or a year and a half into training until they graduate. We don’t expect them to be at an associate level. Contribution. \n179\n00:40:00.700 –> 00:40:15.860\nSharon Vriend-Robinette | Corewell Health: The reality is is that they’re doing contributions much earlier\, right? So they provide value very quickly. Even if it’s by doing low level tasks that then free up upper more senior people to do more complicated tasks. But \n180\n00:40:16.410 –> 00:40:21.870\nSharon Vriend-Robinette | Corewell Health: with that we that learn at work experience is part of their education. \n181\n00:40:22.060 –> 00:40:33.410\nSharon Vriend-Robinette | Corewell Health: and then they come on to staff as the associate level. So there are mentors along the way. As \n182\n00:40:33.470 –> 00:40:49.880\nSharon Vriend-Robinette | Corewell Health: we would have for an intern as we would have for any new employee. Cornwall health is very large. It takes a lot to sort of figure out what’s going on for any new employees. So we’re used to supporting each other in that way. \n183\n00:40:50.150 –> 00:41:01.319\nSharon Vriend-Robinette | Corewell Health: And so that training\, though that again\, to just summarize it\, that learn at training experience is intense and provided by our partner. \n184\n00:41:01.360 –> 00:41:10.870\nSharon Vriend-Robinette | Corewell Health: We also I I’m sorry I forgot to add\, this is West Michigan Center for arts and technology has a program called Leadership by design \n185\n00:41:10.970 –> 00:41:20.820\nSharon Vriend-Robinette | Corewell Health: that develops professional skills and soft skills or power skills. However\, you want to talk about it in a way that is very sort of \n186\n00:41:21.030 –> 00:41:35.979\nSharon Vriend-Robinette | Corewell Health: equity and inclusion focused\, and also is well matched to our professional competencies that we expect from our employees and team members. And so we have them in that training as well. \n187\n00:41:35.980 –> 00:41:53.720\nSharon Vriend-Robinette | Corewell Health: so that those students can get both the technical and professional training that they need before they start interacting day to day with our teams. And then that’s another 40 h. We initially for the first cohort had a year long experience of work at learn at work experience. \n188\n00:41:53.800 –> 00:42:05.039\nSharon Vriend-Robinette | Corewell Health: and they were ready to be our team members much earlier. and so with that we change that time period with the second cohort \n189\n00:42:05.060 –> 00:42:09.570\nin order to make sure that their needs were being met \n190\n00:42:09.660 –> 00:42:35.160\nSharon Vriend-Robinette | Corewell Health: and and that we were being fair and wages because they aren’t making as much in the training as they will as full time employees. And so we shortened that up there still will have to be some formal mentoring for the next 6 months after they’re hired in as employees to meet Department of labor standards for the year up training at work. Experience that’s required. \n191\n00:42:36.100 –> 00:42:52.549\nJanet Guptill | Scottsdale Institute: Well\, thanks\, that was a lot of helpful information. And Ivan\, if if you have further questions\, or if if we didn’t quite answer all of it\, just add onto that in the chat\, and I’m sure that also Sharon would be happy to connect with you afterwards. Right\, Sharon\, to answer any further questions. Great. \n192\n00:42:52.850 –> 00:43:21.409\nJanet Guptill | Scottsdale Institute: Another question in the QA. Coming from Jenni Carter at Sentara. Health around the cost of the internship program budget and how? Who? Who? Who sort of bears that cost\, and Adam Baker from Corwell health has addressed some of that in terms of saying that because you targeted specifically around future deeds\, and you didn’t wanna make the managers feel like requesting an intern would be a negative financial impact. \n193\n00:43:21.680 –> 00:43:36.450\nJanet Guptill | Scottsdale Institute: Maybe you could just further explain\, sort of how does this central funding pool work? And and therefore where do the funds come from that that helps support this process. So both recruiting interns and supporting managers and requesting some. \n194\n00:43:37.920 –> 00:43:45.910\nSharon Vriend-Robinette | Corewell Health: So I’m looking what Adam wrote\, and Adam was the founder of this program. So he has a lot of good information there. So essentially \n195\n00:43:46.070 –> 00:44:12.839\nSharon Vriend-Robinette | Corewell Health: What Adam writes there is that we wanted the managers to have on the incentive to have an intern right. And he was there at the beginning. So he formatted this\, this this structure the money comes from. And I think I’m right on this\, but if Adam pops up will be\, it’ll be interesting that I mean\, it’s part of digital services. Budget\, right? We’re in the office of CIO cause. So it comes from Chief digital \n196\n00:44:12.950 –> 00:44:13.770\nthat \n197\n00:44:14.010 –> 00:44:32.330\nSharon Vriend-Robinette | Corewell Health: information\, Officer Jason. Joseph has said that this is an important initiative. That’s fund that he funds right\, or that we as a division fund? I know that. Hr\, I’m sorry. Talent\, attraction pays less as because in \n198\n00:44:32.640 –> 00:44:36.330\nSharon Vriend-Robinette | Corewell Health: in staffing by having \n199\n00:44:36.360 –> 00:44:38.420\nSharon Vriend-Robinette | Corewell Health: our office do a lot of the recruiting \n200\n00:44:38.460 –> 00:44:48.900\nSharon Vriend-Robinette | Corewell Health: and so with that there’s some cost savings there. Also\, by having that centralized programming. \n201\n00:44:50.180 –> 00:45:12.820\nSharon Vriend-Robinette | Corewell Health: those managers don’t have to do that right. Because if you think about it without a office like career pathways\, if you get a man at intern on your team. You suddenly have to\, in order to make this engaging\, have them learn all sorts of thing about the organization\, have them learn professional skills\, have them learn those functional skills \n202\n00:45:12.950 –> 00:45:31.840\nSharon Vriend-Robinette | Corewell Health: doing that work can be a challenge. If your sweet spot\, is that technical\, the technical skills so here\, instead of having 30 managers juggling their time\, learning how to develop that other curriculum that centralized \n203\n00:45:31.840 –> 00:45:47.889\nSharon Vriend-Robinette | Corewell Health: as is recruiting\, and so they can focus on their functional work. I can focus on the other work along with my colleague Alica. And then we can support those students in their career path. So there’s cost savings there. \n204\n00:45:47.960 –> 00:45:49.560\nSharon Vriend-Robinette | Corewell Health: And \n205\n00:45:51.420 –> 00:45:52.830\nSharon Vriend-Robinette | Corewell Health: I believe \n206\n00:45:53.500 –> 00:45:56.839\nSharon Vriend-Robinette | Corewell Health: this is well\, I know this is true\, but \n207\n00:45:57.640 –> 00:46:04.830\nSharon Vriend-Robinette | Corewell Health: human resources believes that it costs 1.5 times the salary \n208\n00:46:05.320 –> 00:46:08.540\nSharon Vriend-Robinette | Corewell Health: of employee to replace them. \n209\n00:46:09.540 –> 00:46:13.330\nSharon Vriend-Robinette | Corewell Health: Alright. So our interns have longevity in the organization. \n210\n00:46:13.540 –> 00:46:31.120\nSharon Vriend-Robinette | Corewell Health: Some are managers now\, right? They started as interns\, and now they’re managers. They are loyal to our organization in many ways. They are connected. One of our big selling points is our mission. Right? So I recently I was \n211\n00:46:32.340 –> 00:46:45.790\nSharon Vriend-Robinette | Corewell Health: We were at a virtual career fair. Which was an interesting experience\, and the first time I had done that\, and we had the opportunity to connect with all of the \n212\n00:46:46.590 –> 00:46:58.670\nSharon Vriend-Robinette | Corewell Health: the participants in the career fair by email\, before the opportunity\, before they had a chance to interact with us. In a seminar for Matt\, or as individual interviews. \n213\n00:46:58.790 –> 00:47:01.880\nSharon Vriend-Robinette | Corewell Health: And with that \n214\n00:47:02.740 –> 00:47:09.129\nSharon Vriend-Robinette | Corewell Health: I was able to send out an email to the 600 people involved\, saying. \n215\n00:47:09.330 –> 00:47:14.030\nSharon Vriend-Robinette | Corewell Health: Hey\, if you want to do technology and make a difference. \n216\n00:47:15.040 –> 00:47:41.710\nSharon Vriend-Robinette | Corewell Health: that’s us\, come\, talk to me right? Because our mission to improve health\, inspire hope and save lives is key right? And and I just mentioned the old mission\, which is bad\, so in any case I’ll work on that. But in any case\, right\, we have a mission to our work that not every tech agency has. And so \n217\n00:47:41.860 –> 00:47:49.820\nSharon Vriend-Robinette | Corewell Health: our interns are very much connected to that. They’re self selecting when they connect with us. And so \n218\n00:47:50.850 –> 00:47:56.730\nSharon Vriend-Robinette | Corewell Health: that recruitment work does pay for our our organization in the long column \n219\n00:47:57.250 –> 00:48:06.170\nJanet Guptill | Scottsdale Institute: well\, you mentioned a lot of things in that description that I think are also worth just teasing out a little bit more. One of them is just \n220\n00:48:06.260 –> 00:48:29.020\nJanet Guptill | Scottsdale Institute: hiring interns\, students\, apprentice apprentices in a virtual environment. So there’s both pluses and minuses\, I’m sure of that. What are what are what are some ways that you? Because so much of this is happening virtually. What does it take to prepare for that\, or get the most out of that? Help us understand a little bit more about \n221\n00:48:29.110 –> 00:48:32.290\nJanet Guptill | Scottsdale Institute: that aspect in particular\, of this recruiting process. \n222\n00:48:32.660 –> 00:48:59.659\nSharon Vriend-Robinette | Corewell Health: So the virtual experience which is new for all of us\, right. And I think many of us throughout our society are still trying to learn. Is and I mean\, I know some folks have been virtual for a very long time\, but our organization is still learning because we were in person until 2020. So we’re finding that we have higher accessibility to interns\, and they are more access\, or they have accessibility to us. \n223\n00:48:59.660 –> 00:49:10.100\nSharon Vriend-Robinette | Corewell Health: And we can offer more flexibility. So that’s exciting. Right? So I can recruit from far away. And it’s okay. \n224\n00:49:10.100 –> 00:49:21.039\nSharon Vriend-Robinette | Corewell Health: So that’s interesting. That can help the diversity of our team as well. Just to have those different experiences come towards us. So that’s exciting. \n225\n00:49:21.050 –> 00:49:31.739\nSharon Vriend-Robinette | Corewell Health: where it’s a bit of a challenge is that students are still trying to figure out what they want as a first experience for work \n226\n00:49:31.960 –> 00:49:34.890\nSharon Vriend-Robinette | Corewell Health: right? So they like it during the academic year. \n227\n00:49:35.290 –> 00:50:04.080\nSharon Vriend-Robinette | Corewell Health: But they might wanna be in person during the summer. And they might be in person\, wanna be in person when they start a position. So we’re still negotiating who this works for? In terms of the students. And they are\, too\, to be quite frank\, right? Like they’re some of them very much. Wanna be virtual. And some of them are more interested in being in person. Then\, in terms of the premises. They’re pretty excited about \n228\n00:50:04.250 –> 00:50:27.569\nSharon Vriend-Robinette | Corewell Health: being virtual\, I think right. And so again\, a little bit different in terms of sort of life\, experience and career path. Little bit more mature. In terms of more mature. I don’t know\, I guess. What I’m thinking about is they are older. They also have more complications in their lives\, most likely in terms of \n229\n00:50:28.340 –> 00:50:39.500\nSharon Vriend-Robinette | Corewell Health: families and bills and and dependents\, and all of these things. Not that students can’t have those\, but more apprentices do\, because they simply are older. \n230\n00:50:39.560 –> 00:50:47.549\nSharon Vriend-Robinette | Corewell Health: And so with that there\, that flexibility and accessibility is really important to them. So that that’s a benefit. \n231\n00:50:47.630 –> 00:51:04.909\nSharon Vriend-Robinette | Corewell Health: But we’re trying to get a good mix right? So we have offered connect to purpose events which were in person. So we’ve been in the hospital with interns\, for instance\, and that’s been very meaningful. For them to see where they’re connected\, the work that they’re doing \n232\n00:51:04.990 –> 00:51:16.350\nSharon Vriend-Robinette | Corewell Health: and we need to get them together so that they can meet each other sometimes\, but some folks are too far geographically away from us for that to happen\, and \n233\n00:51:16.520 –> 00:51:17.900\nSharon Vriend-Robinette | Corewell Health: then \n234\n00:51:17.940 –> 00:51:37.009\nSharon Vriend-Robinette | Corewell Health: and then it’s also not as meaningful to them right like that might not be the value that they’re looking for either. So it sort of works out. You know\, like they’re really interested in the accessibility and the flexibility\, and so that they’re not included in those events doesn’t bother them that much. \n235\n00:51:37.230 –> 00:52:00.350\nJanet Guptill | Scottsdale Institute: And I think what’s what’s interesting about what you just said. And also another comment that Jenny Carter added it from Centera health in the QA. Is that this this value proposition is sometimes very much dependent on your role. In in this case\, Sharon\, of centralizing related tasks. So you can sort of see what that pattern is\, what’s working\, you know. How do you enable \n236\n00:52:00.350 –> 00:52:07.839\nvirtual? How do you enable the connect to purpose in person? How do you figure out what the right piece is? But certainly the overall. \n237\n00:52:07.840 –> 00:52:38.579\nJanet Guptill | Scottsdale Institute: A goal is to reduce turnover and reduce talent costs\, and it seems like you’ve definitely been able to achieve that. The other part about what you said a little earlier was engaging the managers\, and that managers like to participate in this career pathways program. And so and I know you read a few quotes about some of the things that they were excited about. But if you don’t mind also elaborating a little bit more about the value back to the managers. So what does it? \n238\n00:52:38.580 –> 00:52:48.180\nJanet Guptill | Scottsdale Institute: How how do you get them engaged? In the first place\, so that they they do come up with those flowing responses. But where did you know? What’s that initial recruiting process like? \n239\n00:52:48.710 –> 00:53:08.020\nSharon Vriend-Robinette | Corewell Health: So I mean the positions post under their name\, and they make the hire right? So again. I do a lot of work with my colleague\, and we go out and get candidates to apply. But the managers hire onto their teams. And so they make those decisions. \n240\n00:53:08.340 –> 00:53:12.689\nSharon Vriend-Robinette | Corewell Health: it’s less of a risk because it’s not permanent. \n241\n00:53:13.170 –> 00:53:18.820\nSharon Vriend-Robinette | Corewell Health: It’s not their budget. And so with that it’s \n242\n00:53:20.130 –> 00:53:27.420\nSharon Vriend-Robinette | Corewell Health: it’s they’re willing to take that risk and make that time investment because it is an investment of time. \n243\n00:53:27.590 –> 00:53:56.729\nSharon Vriend-Robinette | Corewell Health: At the same time they do get the benefit that they have the. They have influence over a potential candidate\, and they can get to know people quite well. During those 14 weeks\, and if you think that they can extend that internship up to 4 times\, they have the billi\, the ability to spend a lot of time with that candidate and get to know them well\, see if that candidate can collaborate with their team members. It is a way to see how the team gels together. \n244\n00:53:56.730 –> 00:54:16.320\nSharon Vriend-Robinette | Corewell Health: And so that’s good information. And you also have the ability to really make an imprint on that can’t on those interns. So you are training them in the way you want them to be trained. And so that’s really impactful and at the same time they get real work done. \n245\n00:54:16.470 –> 00:54:27.100\nSharon Vriend-Robinette | Corewell Health: Often that work is done is that lower level work so that can free up higher level employees team members so that \n246\n00:54:27.660 –> 00:54:30.670\nSharon Vriend-Robinette | Corewell Health: their team is more efficient. But \n247\n00:54:31.500 –> 00:54:43.780\nSharon Vriend-Robinette | Corewell Health: managers who are interested in hiring also are interested in having an intern right like they’re excited about this in order to have some influence over those candidates. \n248\n00:54:43.830 –> 00:55:05.809\nSharon Vriend-Robinette | Corewell Health: it also because we make our interns go through such a formal and rigorous we make them go through the same process as any other employee in terms of hiring. So with that the move to a promotion to a full time employee. Is pretty seamless\, and they do not need to reopen the position. \n249\n00:55:06.230 –> 00:55:14.419\nSharon Vriend-Robinette | Corewell Health: So it it’s a it’s a process that isn’t encumbered. By a lot of problem steps \n250\n00:55:14.420 –> 00:55:38.779\nJanet Guptill | Scottsdale Institute: well\, you’ve obviously really thought through all of the mechanics. And you’ve come up with some best practices which you’ve described here\, and you’ve really made it a win win for the candidates and also the managers. Anything else that is\, you just reflect back on again. It’s the program and its impact. And where you’re going next that you think that we oughta talk about here or be aware of. \n251\n00:55:39.480 –> 00:55:47.620\nSharon Vriend-Robinette | Corewell Health: I think that to be honest\, I do think that the best\, the most significant\, best practice that we have is that centralized budget. \n252\n00:55:47.650 –> 00:56:08.660\nSharon Vriend-Robinette | Corewell Health: Because everyone else I talked to who has a decentralized budget. Has much\, a much harder job than I do. So I really do think that’s an important piece\, because then you can get into these more\, these nuanced areas\, and more of the education \n253\n00:56:08.660 –> 00:56:24.660\nSharon Vriend-Robinette | Corewell Health: of the interns\, and also the apprentices. And so with that. I think that’s an important best practice in terms of where we’re going. I see an opportunity for improvement and really understanding. Right now we are \n254\n00:56:25.050 –> 00:56:34.280\nSharon Vriend-Robinette | Corewell Health: All things that had been cancelled from 2020 to 2022 are back. and all things that we filled in \n255\n00:56:34.390 –> 00:57:01.110\nSharon Vriend-Robinette | Corewell Health: because things were cancelled from 2020 to 2022 also exist. And so I think we need to balance out what we’re gonna keep and what we’re gonna get rid of at this point\, because some of those processes might be replicating each other. So that’s something I would like to do. I’m hopeful that the apprenticeship program can continue and grow. I think that seems worthwhile. I think there’s the opportunity for multiple leaders to come together \n256\n00:57:01.180 –> 00:57:18.139\nSharon Vriend-Robinette | Corewell Health: to identify skill sets that they have in common on different teams\, and so that we can expand that in a little bit different way. Than we’re doing right now. And I think that’s an opportunity for growth. And again\, we are interested in \n257\n00:57:18.160 –> 00:57:24.249\nSharon Vriend-Robinette | Corewell Health: our stakeholders\, opinions\, and so we’ll work to make this more accessible and more reasonable for them \n258\n00:57:24.820 –> 00:57:32.459\nJanet Guptill | Scottsdale Institute: awesome. Well\, Sharon Brandinette\, thanks so much for sharing your insights. And what a wonderful program you’ve got! We wish you continued success. \n259\n00:57:32.720 –> 00:57:35.460\nSharon Vriend-Robinette | Corewell Health: Thank you\, and thanks everyone for coming today. \n260\n00:57:35.580 –> 00:57:41.390\nJanet Guptill | Scottsdale Institute: Yes\, thanks everyone\, and have a great day and talk to you all soon\, and thanks again. Talk to you later. Bye\, bye. \n[/vc_column_text]
URL:https://scottsdaleinstitute.org/event/webinar-corewell-health-digital-services-career-pathways-programs-intentional-and-sustained-talent-pipeline-development-through-educational-outreach-apprenticeships-and-internships/
CATEGORIES:2023,Analytics,CIO,CISO,Clinical Informatics,CMIO,CNIO,CTO/VP Apps,Data & Analytics,Digital Health & Virtual Care,Digital Health & Virtual Care,Financial Management,Innovation,IT Practice & Delivery,Leadership,Population Health & Value-Based Care,Quality & Safety,Regulatory / Policy,Security/Privacy/Compliance,Venture Investing,Webinar
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231030T150000
DTEND;TZID=America/Chicago:20231030T160000
DTSTAMP:20260515T053442
CREATED:20230104T213027Z
LAST-MODIFIED:20260415T174213Z
UID:58390-1698678000-1698681600@scottsdaleinstitute.org
SUMMARY:DIALOGUE | SDoH + Employee Health - "Ask the Question: Avera Health's Suicide Awareness Campaign"
DESCRIPTION:[vc_column_text] [/vc_column_text]\n\n[vc_column_text]Kendra Calhoun\, Senior Vice President\, Marketing\, Communications & Digital Experience; Kevin Post\, DO\, Chief Medical Officer; Lindsey Meyers\, Vice President of Public Relations\, Communications & Digital; and Nikki Foster\, Marketing Strategy Partner\, Avera Health \nWith special guest moderator Ken Fawcett Jr.\, MD \nAvera saw a record number of completed suicides across our region\, including the loss of our Board Chair and the daughter of one of our senior executives. Avera realized this issue could not be solved by our clinical teams alone—we needed the help of our communities and partners. It’s been proven that directly asking the question\, “Are you thinking about suicide?” in a compassionate way can save lives. So\, Avera launched the “Ask the Question” campaign which engaged our clinical audiences\, schools\, community partners and individuals in suicide prevention. Preliminary results show a decline in suicide rates. Please join us to learn more about how Avera helped many to “Ask the Question” through clinical collaboration\, marketing and public relations.[/vc_column_text]\n\n[vc_column_text css=”” wpf_visibility=”loggedin” el_class=”event-presentation” wpf_tags=”347\, 281\, 293″]Avera Health – Ask the Question Dialogue Slides  \nDialogue Digest[/vc_column_text]
URL:https://scottsdaleinstitute.org/event/dialogue-sdoh-employee-health-ask-the-question-avera-healths-suicide-awareness-campaign/
CATEGORIES:2023,Dialogue,Population Health & Value-Based Care,Population Health, Care and Access
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231031T130000
DTEND;TZID=America/Chicago:20231031T140000
DTSTAMP:20260515T053442
CREATED:20230831T192826Z
LAST-MODIFIED:20260323T171013Z
UID:63009-1698757200-1698760800@scottsdaleinstitute.org
SUMMARY:WEBINAR | Access: Solving a Rubik’s Cube of a Problem
DESCRIPTION:  \n  \n  \n  \n  \n  \nTricia Edris\, Chief Innovation & Partnerships Officer\, AdventHealth; Reed Smith\, Chief Consumer Officer\, Ardent Health; Tracey Ryan\, VP\, Patient Access Service Line\, UPMC; Mike D’Olio\, Director; and Melissa McCain\, Director\, Chartis. Access is a Rubik’s cube of a problem. Making one move needs to consider the impacts across the other dimensions. Because of this complexity\, access remains a persistent issue—one that can inhibit growth and associated revenue drivers\, increase costs and capital pressure\, contribute to workforce challenges\, and materially impact physician referrals and patient acquisition and retention. \nThis panel discusses the access challenge and why health system leaders must take action now or risk the cost of complacency. They also discuss how to pivot to a consumer-centric model that addresses consumer access holistically—across care demand\, supply and service—and the role technology plays.
URL:https://scottsdaleinstitute.org/event/webinar-access-solving-a-rubiks-cube-of-a-problem/
CATEGORIES:2023,Chartis,CIO,CISO,Clinical Informatics,CMIO,CNIO,CTO/VP Apps,Data & Analytics,Digital Health & Virtual Care,Digital Health & Virtual Care,Financial Management,Innovation,IT Practice & Delivery,Leadership,Population Health & Value-Based Care,Quality & Safety,Regulatory / Policy,Security/Privacy/Compliance,Venture Investing,Webinar
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231101T130000
DTEND;TZID=America/Chicago:20231101T140000
DTSTAMP:20260515T053442
CREATED:20231013T140121Z
LAST-MODIFIED:20250319T193656Z
UID:63692-1698843600-1698847200@scottsdaleinstitute.org
SUMMARY:WEBINAR | An Integrated Approach to Advancing Equity at Trinity Health
DESCRIPTION:Jaime Dircksen\, VP\, Community Health & Well-Being; and LaRonda Chastang\, SVP\, Diversity\, Equity and Inclusion\, Trinity Health has taken an intentional and comprehensive approach to integrating workforce equity\, clinical care pathways and community health equity\, with specific strategies\, tactics\, and measures to advance their progress. They are also mindful of the impact of external factors such as the SCOTUS Affirmative Action decisions on Trinity Health’s DEI efforts\, and other state-specific health policy decisions that affect their change initiatives. Join Jaime and LaRonda for this important discussion and share your experiences with these key objectives in mind: understand the potential implications of the SCOTUS Affirmative Action decisions on your health system’s DEI efforts; define equity and the root causes of inequities and their impact on health; and understand how Trinity Health is developing integrated approaches to advancing equity.
URL:https://scottsdaleinstitute.org/event/an-integrated-approach-to-advancing-equity-at-trinity-health/
CATEGORIES:2023,CIO,CISO,Clinical Informatics,CMIO,CNIO,CTO/VP Apps,Data & Analytics,Digital Health & Virtual Care,Digital Health & Virtual Care,Financial Management,Innovation,IT Practice & Delivery,Leadership,Population Health & Value-Based Care,Quality & Safety,Regulatory / Policy,Webinar
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231102T130000
DTEND;TZID=America/Chicago:20231102T140000
DTSTAMP:20260515T053442
CREATED:20230929T144058Z
LAST-MODIFIED:20250319T193656Z
UID:63423-1698930000-1698933600@scottsdaleinstitute.org
SUMMARY:WEBINAR | Payment and Utilization for Remote Monitoring Services – A Deep Dive into the Commercial and Medicaid Markets
DESCRIPTION:Jared Augenstein\, Managing Director; and Nathan Pauly\, PhD\, Senior Manager\, Manatt Health. Digitally-enabled care offers great promise in delivering better outcomes at lower cost through scale\, yet health systems are often stymied by a lack of payor coverage for remote monitoring services. Learn more about two research studies recently completed by Manatt Health on coverage and utilization of digital medicine services in the commercial and Medicaid markets. \nTrends in Remote Patient Monitoring Use in Traditional Medicare \nRapid Growth Of Remote Patient Monitoring Is Driven By A Small Number Of Primary Care Providers
URL:https://scottsdaleinstitute.org/event/webinar-payment-and-utilization-for-digital-health-services-a-deep-dive-into-the-commercial-and-medicaid-markets/
CATEGORIES:2023,CIO,CISO,Clinical Informatics,CMIO,CNIO,CTO/VP Apps,Data & Analytics,Digital Health & Virtual Care,Digital Health & Virtual Care,Financial Management,IT Practice & Delivery,Leadership,Manatt,Population Health & Value-Based Care,Quality & Safety,Regulatory / Policy,Webinar
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231114T130000
DTEND;TZID=America/Chicago:20231114T140000
DTSTAMP:20260515T053442
CREATED:20231016T161405Z
LAST-MODIFIED:20250319T192312Z
UID:63707-1699966800-1699970400@scottsdaleinstitute.org
SUMMARY:WEBINAR | Stopping the Burnout Before It Starts: New Nurses and NEAT Data
DESCRIPTION:Meredith Farrell\, RN\, MSN\, RN-BC\, Nurse Informaticist Lead\, Kaiser Permanente. Learn about how one organization onboards new graduates with the Nurse Efficiency Assessment Tool (NEAT) to build a strong foundation of trust and knowledge in IT systems for the next generation of nurses. \nSponsored by Epic
URL:https://scottsdaleinstitute.org/event/stopping-the-burnout-before-it-starts-new-nurses-and-neat-data/
CATEGORIES:2023,Analytics,Clinical Informatics,CMIO,CNIO,CTO/VP Apps,Data & Analytics,Digital Health & Virtual Care,Digital Health & Virtual Care,Epic,Financial Management,Innovation,IT Practice & Delivery,Quality & Safety,Webinar
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231114T150000
DTEND;TZID=America/Chicago:20231114T160000
DTSTAMP:20260515T053442
CREATED:20230104T201429Z
LAST-MODIFIED:20240116T154207Z
UID:58367-1699974000-1699977600@scottsdaleinstitute.org
SUMMARY:DIALOGUE | Clinical Informatics - "How to Operationalize AI"
DESCRIPTION:[vc_column_text] \nMatt Sullivan\, MD\, Chief Medical Information Officer\, Advocate Health – Southeast Region\, Chris Jamerson\, MD\, System Vice President\, Chief Medical Informatics Officer\, Advocate Health-Midwest Region\, and Katie Barr\, RN\, MSN\, Senior Vice President\, Enterprise Chief Nursing Informatics Officer\, Advocate Health \n[/vc_column_text]\n\n\n\n[vc_column_text wpf_visibility=”loggedin” el_class=”event-presentation” wpf_tags=”65\, 69\, 84″]How to Operationalize AI – Slides \nDialogue Digest[/vc_column_text]
URL:https://scottsdaleinstitute.org/event/dialogue-clinical-informatics-nov-14-2023/
CATEGORIES:2023,Clinical Informatics,CMIO,CNIO,Dialogue
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231115T130000
DTEND;TZID=America/Chicago:20231115T140000
DTSTAMP:20260515T053442
CREATED:20231005T161934Z
LAST-MODIFIED:20250319T193656Z
UID:63557-1700053200-1700056800@scottsdaleinstitute.org
SUMMARY:WEBINAR | Impactfully Applying Innovation in Care Delivery
DESCRIPTION:Michael Schlosser\, MD\, MBA\, FAANS\, Senior Vice President\, Care Transformation and Innovation\, HCA Healthcare. HCA’s Department of Clinical Transformation & Innovation (CT&I) is focused on future-forward innovations\, designed to solve big problems in healthcare delivery. They combine insights from frontline clinicians and robust data with advanced technologies and change management expertise to address complex challenges\, with a goal to transform care delivery through the clinically-led integration of technology into care. Learn about the inception of CT&I as a means to respond to challenges through positive disruption\, and the data driven approach being applied to determine the impact and prioritization of use cases to tackle. \nSponsored by Meditech
URL:https://scottsdaleinstitute.org/event/webinar-impactfully-applying-innovation-in-care-delivery/
CATEGORIES:2023,CIO,Clinical Informatics,CMIO,CTO/VP Apps,Data & Analytics,Digital Health & Virtual Care,Digital Health & Virtual Care,Financial Management,Innovation,IT Practice & Delivery,Meditech,Population Health & Value-Based Care,Quality & Safety,Webinar
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231115T150000
DTEND;TZID=America/Chicago:20231115T160000
DTSTAMP:20260515T053442
CREATED:20230103T145652Z
LAST-MODIFIED:20240116T154145Z
UID:58305-1700060400-1700064000@scottsdaleinstitute.org
SUMMARY:DIALOGUE | CIO - “Integrating ROI in IT Project Decisions: Will it Translate to AI?”
DESCRIPTION:[vc_column_text]Craig Kwiatkowski\, PharmD\, Senior Vice President and Chief Information Officer\, Cedars-Sinai[/vc_column_text]\n\n\n\n[vc_column_text wpf_visibility=”loggedin” el_class=”event-presentation” wpf_tags=”65\, 84″]Presentation Slides \nDialogue Digest[/vc_column_text]
URL:https://scottsdaleinstitute.org/event/dialogue-cio-nov-15-2023/
CATEGORIES:2023,CIO,Data & Analytics,Dialogue
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231116T120000
DTEND;TZID=America/Chicago:20231116T130000
DTSTAMP:20260515T053442
CREATED:20231101T150152Z
LAST-MODIFIED:20240506T182018Z
UID:63995-1700136000-1700139600@scottsdaleinstitute.org
SUMMARY:WEBINAR | Artificial Intelligence: Smart Strategies to Do Better for Clinicians and Patients
DESCRIPTION:Shakeeb Akhter\, Chief Digital & Information Officer (CDIO)\, Children’s Hospital of Philadelphia; and John Kravitz\, Head of Healthcare Industry GTM\, Workday. AI and ML promise to deliver benefits for every industry\, including Healthcare. But as trusted providers\, we must take a more thoughtful approach to these emerging technologies than many other sectors. Join this webinar to hear Shakeeb Akhter\, CDIO at Children’s Hospital of Philadelphia\, and John Kravitz\, Global Head of Healthcare at Workday as they discuss how AI drives more sophisticated automation and analytics\, as well as the impact these technologies can have on clinicians and patients. You’ll hear CDIO perspectives on both clinical and business applications\, including how to drive desired outcomes and navigate potential obstacles. Take away practical advice to accelerate value\, manage risk\, and prioritize initiatives.
URL:https://scottsdaleinstitute.org/event/webinar-artificial-intelligence-smart-strategies-to-do-better-for-clinicians-and-patients/
CATEGORIES:2023,AI,Artificial Intelligence,Webinar,Workday
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231116T150000
DTEND;TZID=America/Chicago:20231116T160000
DTSTAMP:20260515T053442
CREATED:20230103T234149Z
LAST-MODIFIED:20260416T171245Z
UID:58340-1700146800-1700150400@scottsdaleinstitute.org
SUMMARY:DIALOGUE | Analytics + Clinical Informatics - "Learnings: National Survey on Adoption of AI in Healthcare"
DESCRIPTION:[vc_column_text]Juan C. Rojas\, MD\, MS\, Director of Clinical Informatics & Data Science\, Division of Translational & Precision Medicine\, and Assistant Professor\, Department of Internal Medicine\, Division of Pulmonary\, Critical Care\, & Sleep Medicine\, Rush University\, and Shan Guleria\, MD\, Chief Resident\, Department of Internal Medicine\, Rush University Medical Center[/vc_column_text]\n\n[vc_column_text css=”” wpf_visibility=”loggedin” wpf_tags=”288\, 283\, 281\, 347″] \n\nPre-Reading Materials\nDialogue Digest\n\n[/vc_column_text]
URL:https://scottsdaleinstitute.org/event/dialogue-analytics-nov-16-2023/
CATEGORIES:2023,Analytics,Data & Analytics,Dialogue
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231129T130000
DTEND;TZID=America/Chicago:20231129T140000
DTSTAMP:20260515T053442
CREATED:20230929T150835Z
LAST-MODIFIED:20250319T193656Z
UID:63430-1701262800-1701266400@scottsdaleinstitute.org
SUMMARY:WEBINAR | Moving the Mark in Suicide Prevention by Asking the Question How One Health System is Working to Make a Difference
DESCRIPTION:  \n  \n  \n  \n  \n  \nThomas Otten\, Assistant Vice President\, Avera Behavioral Health Center; Kevin Post\, DO\, Chief Medical Officer; Lindsey Meyers\, Vice President of Public Relations\, Communications and Digital; Nikki Foster\, Marketing Strategy Partner\, Avera Health; moderated by Kenneth J. Fawcett Jr.\, MD\, Former VP\, Healthier Communities\, Spectrum Health. Avera saw a record number of completed suicides across our region\, including the loss of their Board Chair and the daughter of one of our senior executives. Avera realized this issue could not be solved by our clinical teams alone—we needed the help of our communities and partners. It’s been proven that directly asking the question\, “Are you thinking about suicide?” in a compassionate can save lives. So\, Avera launched the Ask the Question campaign which engaged our clinical audiences\, schools\, community partners and individuals in suicide prevention. Preliminary results show a decline in suicide rates. Please join us to learn more about how Avera helped many to “Ask the Question” through clinical collaboration\, marketing and public relations. \nRelated: A Letter to My Abuser’: A nurse’s tragic experience resonates across the country
URL:https://scottsdaleinstitute.org/event/webinar-moving-the-mark-in-suicide-prevention-by-asking-the-question-how-one-health-system-is-working-to-make-a-difference/
CATEGORIES:2023,CIO,CISO,Clinical Informatics,CMIO,CNIO,CTO/VP Apps,Data & Analytics,Digital Health & Virtual Care,Digital Health & Virtual Care,Financial Management,Innovation,IT Practice & Delivery,Leadership,Population Health & Value-Based Care,Quality & Safety,Regulatory / Policy,Webinar
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231129T150000
DTEND;TZID=America/Chicago:20231129T160000
DTSTAMP:20260515T053442
CREATED:20230103T161021Z
LAST-MODIFIED:20260416T171127Z
UID:58319-1701270000-1701273600@scottsdaleinstitute.org
SUMMARY:DIALOGUE | CIO + CISO - "Getting Healthcare Cyber to Stable Condition"
DESCRIPTION:[vc_column_text]Erik Decker\, Vice President – Chief Information Security Officer\, Intermountain Health and Greg Garcia\, Executive Director\, Health Sector Coordinating Council Cybersecurity Working Group[/vc_column_text]\n\n[vc_column_text css=”” wpf_visibility=”loggedin” wpf_tags=”281\, 289\, 347″] \n\nAbout CWG\nHSCC Cyber Working Group Primer – OCTOBER 2023\nPresentation Slides\nDialogue Digest\n\n[/vc_column_text]
URL:https://scottsdaleinstitute.org/event/dialogue-cio-ciso-nov-29-2023/
CATEGORIES:2023,CIO,CISO,Data & Analytics,Dialogue
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231130T130000
DTEND;TZID=America/Chicago:20231130T140000
DTSTAMP:20260515T053442
CREATED:20230929T152235Z
LAST-MODIFIED:20260323T171012Z
UID:63435-1701349200-1701352800@scottsdaleinstitute.org
SUMMARY:WEBINAR | Reducing the Prior Authorization Burden: Regulation vs. Automation Using AI
DESCRIPTION:Rajesh “Raj” Godavarthi\, Associate Vice President of Technology and Interoperability; and Daniel Cawood\, Senior Product Manager\, Interoperability Solutions\, MCG Health. The regulation and automation of prior authorization processes is a widely-discussed topic – along with the CMS proposed rule (PARDD API and FHIR®)\, many states have passed laws or regulations regarding prior authorization. Join this session to learn how companies are leveraging artificial intelligence (AI) to address the inefficiencies and issues associated with labor-intensive\, manual prior authorization processes. MCG experts explore how tasks such as verifying patient eligibility\, submitting prior authorization requests\, and tracking request status are being automated by new technology built to reduce the prior authorization burden.
URL:https://scottsdaleinstitute.org/event/webinar-reducing-the-prior-authorization-burden-regulation-vs-automation-using-ai/
CATEGORIES:2023,AI,Analytics,CIO,Clinical Informatics,CMIO,CTO/VP Apps,Digital Health & Virtual Care,Financial Management,Hearst Health,IT Practice & Delivery,Population Health & Value-Based Care,Webinar
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231205T130000
DTEND;TZID=America/Chicago:20231205T140000
DTSTAMP:20260515T053442
CREATED:20231116T164133Z
LAST-MODIFIED:20251029T154414Z
UID:64223-1701781200-1701784800@scottsdaleinstitute.org
SUMMARY:WEBINAR | Gen AI in Health Care: Opportunities\, Risks\, and the Executive Order
DESCRIPTION:  \n \n \n  \n  \n  \n  \n  \n  \nJennifer Sullivan\, Cyber Strategy Principal; Kristi Preuss\, Principal\, Risk & Financial Advisory; Anne Phelps\, Principal\, US Health Care Regulatory Leader; Jen Radin\, Advisory Healthcare Sector Leader\, Deloitte. As health care organizations incorporate AI and generative AI into their digital programs\, well-structured governance\, risk programs and policies\, and trustworthy AI frameworks will help to enable speed-to-value. Join Jennifer\, Kristi\, Anne\, and Jen as they discuss why it is critical that the outputs of generative AI are fair and impartial\, transparent and explainable\, safe and secure\, and respectful of privacy. They help to demystify the new executive order signed on October 30th and explain why it should be the impetus for health care organizations to establish a Gen AI center of excellence.
URL:https://scottsdaleinstitute.org/event/webinar-gen-ai-in-health-care-opportunities-risks-and-the-executive-order/
CATEGORIES:2023,AI,CIO,CISO,Clinical Informatics,CMIO,CNIO,CTO/VP Apps,Data & Analytics,Deloitte,Digital Health & Virtual Care,Digital Health & Virtual Care,Innovation,IT Practice & Delivery,Leadership,Partnerships,Quality & Safety,Regulatory / Policy,Security/Privacy/Compliance,Webinar
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231206T130000
DTEND;TZID=America/Chicago:20231206T140000
DTSTAMP:20260515T053442
CREATED:20231016T164156Z
LAST-MODIFIED:20251203T015513Z
UID:63718-1701867600-1701871200@scottsdaleinstitute.org
SUMMARY:WEBINAR | Digital Strategies for Better Patient Acquisition and Revenue Capture at MedStar Health
DESCRIPTION:Cathryna Nieves\, AVP\, Digital Transformation; and John Lock\, Chief Digital Transformation Officer\, MedStar Health; and Patty Riskind\, CEO\, Orbita. Digital solutions and workflow automation can help healthcare providers reach the right patients and ensure they appear as scheduled\, fully prepared for planned care and procedures. \nUsing powerful software that leverages conversational and generative AI\, organizations can protect their revenue stream by offering consumer-friendly tools that help patients find information and care\, schedule appointments online\, complete paperwork and prerequisites at their own convenience and comply with follow-up instructions and care plans. \nJoin facilitator Patty Riskind\, CEO of Orbita\, as she hosts a fireside chat with executives from MedStar\, which is leveraging digital strategies to accelerate success. The panel discusses how automation helps alleviate pain points such as labor shortages\, patient drop-off\, inefficient processes\, revenue leakage\, and cost management.
URL:https://scottsdaleinstitute.org/event/digital-strategies-for-better-patient-acquisition-and-revenue-capture/
CATEGORIES:2023,Analytics,CIO,Clinical Informatics,CTO/VP Apps,Data & Analytics,Digital Health & Virtual Care,Digital Health & Virtual Care,Financial Management,IT Practice & Delivery,Population Health & Value-Based Care,Quality & Safety,Webinar
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231207T130000
DTEND;TZID=America/Chicago:20231207T140000
DTSTAMP:20260515T053442
CREATED:20231101T194840Z
LAST-MODIFIED:20260323T171011Z
UID:64024-1701954000-1701957600@scottsdaleinstitute.org
SUMMARY:FIRESIDE CHAT / WEBINAR | Insights on Institutional Fatigue: Combating Health Worker Burnout and Improving Patient Care in Complex Environments
DESCRIPTION:  \n  \n  \n  \n  \n  \nBradley D. Anawalt\, MD; Chief of Medicine\, University of Washington Medical Center\, Professor & Vice Chair of Medicine\, University of Washington; Angela G. German\, PharmD\, BCOP\, Senior Clinical Content Consultant\, Oncology in Clinical Effectiveness; and Elizabeth Tomaszewski\, DNP\, RN\, CRNP\, CNE\, CCRN\, ACNP-BC\, ACNPC\, Clinical Content Manager for Lippincott Solutions\, Wolter Kluwer Health; moderated by Michael Shabot\, MD\, FACS\, FCCM\, FACMI\, Partner\, Relia Healthcare Advisors & Former EVP/Chief Clinical Officer\, Memorial Hermann Health System. Healthcare worker burnout is a pressing issue that affects both the well-being of care workers and the quality of care for patients. In this webinar\, our panel of experienced clinical leads discusses their personal experience\, as well as innovative considerations to address workflow challenges\, care continuity\, and other significant matters where industry leaders can better support the health care workforce. \nThrough practical insights and candid conversations\, the panel explores the critical need for systemic change and the latest solutions in clinical team enablement. Clinician burnout is a complex problem that requires a multifaceted approach to realize sustainable change. Don’t miss this opportunity to gain valuable insights on how to combat burnout and enhance patient care in complex environments – recognizing burnout complexities is the first step toward finding solutions.
URL:https://scottsdaleinstitute.org/event/fireside-chat-webinar-insights-on-institutional-fatigue-combating-health-worker-burnout-and-improving-patient-care-in-complex-environments/
CATEGORIES:2023,Analytics,CIO,CISO,Clinical Informatics,CMIO,CTO/VP Apps,Data & Analytics,Digital Health & Virtual Care,Digital Health & Virtual Care,Financial Management,Innovation,IT Practice & Delivery,Leadership,Population Health & Value-Based Care,Quality & Safety,Regulatory / Policy,Webinar,Wolters Kluwer
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BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231212T130000
DTEND;TZID=America/Chicago:20231212T140000
DTSTAMP:20260515T053442
CREATED:20231019T162757Z
LAST-MODIFIED:20250319T192311Z
UID:63723-1702386000-1702389600@scottsdaleinstitute.org
SUMMARY:WEBINAR | Health System Pharmacy in Block Chain
DESCRIPTION:Thomas Matanich\, MBA\, PMP\, Director of Contract Management; and Nilesh Desai\, MBA\, BS\, RPh\, CPPS\, Chief Pharmacy Officer\, Baptist Health System. Ensuring the appropriate application of contracts at the pharmacy wholesaler can be extremely challenging for health systems\, wholesalers\, manufacturers\, and group purchasing organizations (GPO) alike.  To complicate matters\, prices can vary based off class of trade or 340B eligibility.   Baptist Health is the first health system to join others in the pharmaceutical supply chain on the Mediledger blockchain network.  This platform will allow for mutually trusted data to be transparently shared on a distributed network\, moving away from the antiquated standard of EDI and email communications and towards a more collaborative\, automated\, and efficient process.
URL:https://scottsdaleinstitute.org/event/health-system-pharmacy-in-block-chain/
CATEGORIES:2023,Analytics,CIO,CISO,Clinical Informatics,CMIO,CNIO,Data & Analytics,Digital Health & Virtual Care,Digital Health & Virtual Care,Financial Management,IT Practice & Delivery,Quality & Safety,Regulatory / Policy,Webinar
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BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231212T150000
DTEND;TZID=America/Chicago:20231212T160000
DTSTAMP:20260515T053442
CREATED:20230104T203306Z
LAST-MODIFIED:20260416T171023Z
UID:58376-1702393200-1702396800@scottsdaleinstitute.org
SUMMARY:DIALOGUE | CTO + VP Apps - "Artificial Intelligence - Governance\, Management\, Expectation Setting"
DESCRIPTION:[vc_column_text]Bill Wilson\, MBA\, FHIMSS\, CHCIO\, Vice President & Chief Technology Officer\, Information Services\, Stanford Children’s Health and Lucile Packard Children’s Hospital \n[/vc_column_text]\n\n[vc_column_text css=”” wpf_visibility=”loggedin” wpf_tags=”288\, 291\, 281\, 347″]Dialogue Digest[/vc_column_text]
URL:https://scottsdaleinstitute.org/event/dialogue-cto-vp-apps-artificial-intelligence-governance-management-expectation-setting/
CATEGORIES:2023,CTO/VP Apps,Dialogue
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BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231213T130000
DTEND;TZID=America/Chicago:20231213T140000
DTSTAMP:20260515T053442
CREATED:20231031T150054Z
LAST-MODIFIED:20250319T193656Z
UID:63961-1702472400-1702476000@scottsdaleinstitute.org
SUMMARY:WEBINAR | From Evidence to Action: Harnessing the Power and Promise of Real-World Data
DESCRIPTION:Danessa Sandmann\, MPH\, Operations; and Karen Wong\, MD\, MPH\, Clinical Informatics\, Epic Research and Cosmos. Epic Cosmos is a tool created through a collaboration of over 1\,200 hospitals and 27\,000 clinics bringing together patient records to advance evidence-based medicine\, enable world-class multi-site research\, and drive individualized patient care. Throughout the COVID-19 pandemic and beyond\, it became evident that increasing the availability of timely and relevant data insights was crucial to enable informed decision-making\, both in the exam room and across entire populations. Cosmos became a preeminent source for that timely\, relevant\, and high-quality data\, while Epic Research developed a streamlined process to answer pressing questions on health outcomes\, healthcare delivery\, and public health in a widely accessible way. Join us to learn more about opportunities to further expound and expand the potential impact of real-world data with Cosmos and how Epic Research can serve as a resource to drive meaningful\, data-driven action.
URL:https://scottsdaleinstitute.org/event/webinar-from-evidence-to-action-harnessing-the-power-and-promise-of-real-world-data/
CATEGORIES:2023,CIO,CISO,Clinical Informatics,CMIO,CNIO,CTO/VP Apps,Data & Analytics,Digital Health & Virtual Care,Epic,IT Practice & Delivery,Population Health & Value-Based Care,Security/Privacy/Compliance,Webinar
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BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20240111T130000
DTEND;TZID=America/Chicago:20240111T140000
DTSTAMP:20260515T053442
CREATED:20231211T151659Z
LAST-MODIFIED:20260323T171010Z
UID:64558-1704978000-1704981600@scottsdaleinstitute.org
SUMMARY:WEBINAR | Ethical AI Governance: A Framework for Medical Decision-Making
DESCRIPTION:Christoph U. Lehmann\, MD\, FAAP\, FACMI\, FIAHSI\, Willis C. Maddrey MD Distinguished Professor in Clinical Science; Director\, Clinical Informatics Center; Associate Dean of Clinical Informatics\, UT Southwestern Medical Center. Healthcare researchers are making a “great plea” to guide the ethical development and use of generative AI in medicine. The term is in quotes because it’s an easily memorized acronym. The letters stand for Governability\, Reliability\, Equity\, Accountability\, Traceability\, Privacy\, Lawfulness\, Empathy and Autonomy. The researchers developed this set of principles on ethical AI from the Belmont Report for ethical research.
URL:https://scottsdaleinstitute.org/event/webinar-ethical-ai-governance-a-framework-for-medical-decision-making/
CATEGORIES:2024,AI,Analytics,CIO,CISO,Clinical Informatics,CMIO,CNIO,CTO/VP Apps,Data & Analytics,Digital Health & Virtual Care,Digital Health & Virtual Care,Financial Management,Innovation,IT Practice & Delivery,Leadership,Population Health & Value-Based Care,Quality & Safety,Regulatory / Policy,Security/Privacy/Compliance,Venture Investing,Webinar
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