DATIS Webinar: Labor Costing

Notas del editor

1. Overlay?
2. Disparate systems are often characterized by inconsistent interfaces that may require you to use multiple sign-on’s to get access different data. They may also require you to do duplicate data entry for all parts of the system and they provide you with incomplete data that doesn’t match up from system to system.
3. When different departments use different systems, everyone is working separately off of different information. This way, each department only sees a fraction of what’s going on at the organization, and no one can make well-informed decisions.
4. Unified systems create a single source of truth for the entire organization. This provides greater organizational visibility- allowing you to view cross-departmental data in new ways, increase efficiency with seamless automation, and provide real-time, organization-wide reports. 
5. The EHR integration is executed and maintained using a process called SQL replication which consistenly distributes and synchronizes data between databases.
6. These values can be allocated electronically using a variety of different methods suitable to your organization.
7. Organizational levels can be assigned to positions and inherited by employees- that way you avoid recoding and maintain compliance and data integrity. The position’s org level classifications are pre-defined and inherited. They cannot be edited without creating a new position.
8. The average employee will work 8 hours out of the day. Their time will likely be spread across multiple organization levels including programs, locations, cost centers, funding sources, and more.
9. When an employee logs hours worked inside of their position, we can actually automate the labor distribution process to properly distribute their time worked across multiple organizational levels. The hours allocated to these organizational levels will display in the proper GL category in the correct dollar amounts, as calculated by payroll.
10. This image shows a simplified version of the 3 way integration between EHR, HRIS, and GL systems in order to measure productivity and effectiveness of programs in order to issue incentives and assign productivity targets. As you can see, there are calculations taking place that create relevant and actionable information in each database.
11. Integrating EHR with your HR and Payroll system produces a myriad of benefits. You will be able to transfer over service delivery units into the HR system in order to allocate hours worked to the proper programs. This helps organizations break down their labor costs by program in order to analyze the breakdown of costs and revenues at a granular level.
12. In order to fuel data collection and innovative integrations, you need to develop a stable structure. For example, you can automate multi-dimensional labor distribution through the use of organizational levels such as Job Code, Funding Source, Location, Program, Cost Center, and more.
13. By mapping GL codes to the different org levels, you will be able to pull a GL file from your HR system into your Financial system that will include the robust labor distribution data that you need to report back to payors, etc.
14. Sometimes, the system that your working with can cause you to feel like your data is being held hostage. It can be hard to get all the different data points you need out of the system, so that you can combine them in configurable ways that are not supported by the standard reports provided.
15. There is so much data captured everyday in your HR, EHR, Financial systems, and other applications, that can be extremely useful. If we can free this data, we can revolutionize the way we use it to help us form new strategies and processes for things like productivity targets and track