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  • Developing stretching routines that target large muscle groups and various joint areas
  • Adding stretch routines that help lifting, pulling, pushing and twisting to daily 7 a.m. huddles
  • Discussing workplace safety at every morning huddle and encouraging full participation

What can your team do to prevent injuries? 

 

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  • Involving the entire team in the promotion to sign up members to kp.org
  • Posting signs at every location to encourage registration, and speaking with patients during appointments
  • Speaking directly with members to tout the benefits of kp.org

What can your team do to encourage patients and members to sign up on kp.org?

 

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  • Using a checklist of important topics as a teaching tool for new parents at discharge with their new baby
  • Speaking with them at a time when they are most likely to understand and take in the information
  • Creating a script for nurses that doesn't feel rehearsed or fake

What can your team do to improve your communication with patients?

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Looking to advance your career? Check out these LMP career planning resources — and help share the information:

  • Download fliers for promoting career counseling, classes and financial aid available to union workers at Kaiser Permanente.
  • Post fliers on bulletin boards in breakrooms and other areas to steer eligible workers to the two LMP-supported education trust funds and KP's Career Planning website.
  • Read and share the stories to learn more about workforce development at KP and hear success stories from frontline workers.

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Partnership Shapes the Workforce of the Future

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Previewing health care system changes at Kaiser Permanente

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Amazon. Facebook. Uber. Count the ways that technology has changed the way people shop, share information, get around—and the way work is done in those industries. Now add health care to that list.

That was the message of the 2016 Work of the Future Conference in November, where 200 Kaiser Permanente managers and workers looked at how health care is changing, and how management and labor can collaboratively shape those changes at KP.

Industry and union leaders shared emerging workforce trends and practices. They also praised KP and the Coalition of Kaiser Permanente Unions’ approach to performance improvement, problem solving and workforce development.

“Kaiser and the union coalition have nailed it when it comes to workforce training, workforce planning and making sure we're preparing for the future,” said Liz Shuler, secretary-treasurer of the AFL-CIO. “The collaborative approach really shines when we talk about training, workforce development and finding ways to help workers ladder up in their careers.”

Shared wisdom

With the help of unit-based teams, health care innovation has brought patients better and faster treatment at KP, said Nirav Shah, MD, senior vice president of clinical operations for the Southern California region. For instance, KP hip replacement patients often walk off the operating table, go home without spending a night in the hospital and get nursing care and physical therapy at home. “Radical transparency, shared data and the wisdom of unit-based teams” are essential to making such changes work, he said.

Skills for success

KP and union workforce planners shared how workers can prepare for more changes coming to health care by mastering four critical skills:

  • consumer focus
  • digital fluency
  • collaboration
  • process improvement

These skills are among the new training programs, previewed at the conference, to be offered to coalition union-represented workers in 2017 (learn more). Digital fluency, for instance, covers mobile devices, applications and their impact on health care. Kaiser Permanente and the coalition unions, working in partnership, have given KP workers a head start in at least two of the other critical skills—collaboration and process improvement.

Learning from others

Conference participants also learned from the experience of other organizations. DTE Energy, a Detroit-based public utility, worked with its unions to avoid layoffs even during the Great Recession, said Diane Antishin, DTE Energy’s vice president of HR Operations.

Michael Langford, president of Utility Workers Union of America, described his union’s training and apprenticeship programs, which have helped his members nationally adapt to changes in their industry.

As with our work in the Labor Management Partnership, interest-based bargaining helped both parties achieve their goals.

“If you come in with positional arguments you’ll never get it done,” said Langford. “But if you can get to what the underlying problem is, you can solve it.”

Videos

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After suffering from a serious digestive disorder, Marian Miles was inspired to take better care of her health. She changed her diet, became more active, and is now helping her San Diego co-workers change their lives too.

 

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  • Making phone calls to help make appointments and answer questions
  • Creating a "road map" on how to navigate Kaiser Permanente and utilize services
  • Greeting new members when they come in and provide useful information

What can your team do to welcome new members? And what could your team do to leverage its members' unique strengths and knowledge?

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  • Identifying the problem was with the needle supplier
  • Filing a Responsible Reporting Form, and working together to arrive at the solution
  • Switching needle suppliers to improve care and safety

 What can your team do to listen to the voice of the patient? 

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