By AHRA Staff
June 2010–Did You Know?
Did you know that 10 Annual Meeting Scholarships are available?
We understand that educational and travel funding is more difficult to obtain this year. Many of our members tell us that all such funding has been eliminated for this year. Recognizing this, AHRA and the AHRA Education Foundation, working with our valued corporate partners, have established the AHRA Annual Meeting Scholarship. These awards will provide complete meeting registration and hotel accommodations to AHRA members who have previously attended the Annual Meeting but have no employer funding to attend this year’s meeting in Washington D.C.
Qualifications for the scholarship have been established in order to recognize loyal AHRA members who have attended at least one previous Annual Meeting and/or provided valuable volunteer service to the association.
We are pleased to announce that the following corporate partners have provided grants to our Education Foundation which allows us to award 10 scholarships to the meeting: Hitachi, Agfa Healthcare, and Philips.
Click here to submit your application.
Check out AHRA’s Emeritus Status and Dues Waiver Program
Are you leaving your job due to retirement or layoffs? Keep your AHRA membership active through our Emeritus and Dues Wavier programs.
In recognition of the loyalty and contributions of its long-standing members, AHRA established an Emeritus status. In order to be eligible for Emeritus status, an AHRA member must have a total of 15 years of current AHRA membership at the time of the request and no longer be employed in healthcare.
Individuals awarded AHRA Emeritus status may not vote or hold elected office but may continue to provide volunteer service to the organization.
Benefits of AHRA Emeritus status include:
- Waiver of membership dues (Please Note: Annual renewal of Emeritus status is required)
- Access to the AHRA online membership directory
- Subscription to AHRA’s monthly enewsletter, Link
- Subscription to AHRA’s online List Server
- Additional 10% discount off member prices for select AHRA products (eg, books, surveys)
- Waiver of conference or seminar registration at one AHRA conference or seminar annually upon request
- Reduced subscription fee (equal to half the regular subscription rate) for Radiology Management
To apply for Emeritus status, contact us online or call 800-334-2472.
Dues Waiver Program
The AHRAEF wishes to support members who have become unemployed by offering “AHRA’s Education Foundation Transition Package for Radiology Administrators.”
AHRA members who have become unemployed can apply for an extension of their AHRA membership, for up to one year, while the AHRA Education Foundation waives the membership dues. Certain qualifications must be met and an application needs to be submitted. Once accepted, the member will receive the full benefits of AHRA membership.
Dues Waiver Qualifications:
- Current AHRA member
- Currently unemployed and actively seeking employment in radiology management
- Not working as a consultant
1. Application for dues waiver must be submitted to AHRA.
2. Once approved, the member will be notified of acceptance.
3. After 6 months, the member will be billed for dues, but may continue the dues waiver by notifying AHRA of unemployed status.
4. Upon employment, member will notify AHRA immediately. Membership may be continued on a paid basis at that time.
To find out if you qualify for the Dues Waiver program, click here.
June AHRA Webinar: Public Reporting and the Promotion of Patient Centered Care
By Ernie Stewart RT(R), CRA, MBA, MHSA
Presented by: Veronica Cochran, RN, BSN, MTh
In this day and age of “instant information” via the internet, patients and their families have more access to medical information that ever before. As a result of this new access to knowledge, patients are demanding more involvement in their care and treatment processes. Coupled with the paradigm shift associated with healthcare reform and the focus on clinical quality, healthy outcomes, and overall patient satisfaction, we are being forced to change the way we think about the delivery of healthcare services at all levels of the organization.
Patients and their families view their care on a continuum with every encounter being significant. Clinical quality is expected but quality alone will not meet patient expectations, guarantee patient loyalty, or increase market share. Patients now have the opportunity to “shop around” with HCAHPS and the Medicare Hospital Compare Web site.
Veronica Cochran, the director of patient centeredness for Baylor Healthcare System in Dallas, TX has over 20 years of relevant experience in a variety of hospital and home health nursing roles. Since she joined the Baylor system in 2001, she has progressed from nurse educator, customer service program facilitator, and eventually joined the office of patient centeredness as a training manager, where she now serves as director.
During this webinar, Veronica will use her plethora of experiences and her professional expertise to demonstrate how you can actively impact patient care. Through cultural change with the goal of high quality service, you can make a positive impact on those who care for your patients, and ultimately gain patient loyalty by exceeding their expectation for service and quality care.
As a participant you will learn:
- The importance of public reporting in driving process improvement for quality outcomes
- To understand how improving patient engagement and service will foster quality outcomes
- To describe interventions that will improve patient engagement and loyalty
This webinar will be presented on Thursday, June 24, 2010 from 1-2:30 PM EST. Click here to register.
The staff and members of AHRA warmly welcome the following new members!
Jacqueline Beach, Semmes, AL
Jeff Croston, Wichita Falls, TX
Daniel DiPaola, Suffern, NY
Brenda Estermyer, New Port Richey, FL
Russ Griffin, Leander, TX
Tina Hollis, Waverly, OH
Edward Kantor, Brooklyn, NY
Kathleen Kinsella, Alpharetta, GA
Tom Klinkhammer, Rochester, MN
Brian Lundblad, Chesterfield, VA
Brenda Milne, Machesney Park, IL
Janie Peters, Orlando, FL
Jeffrey Prater, Coeur D’Alene, ID
Marilyn Roth, Dubuque, IA
Beth Sheyka, Albuquerque, NM
Cynthia Solomon, Melissa, TX
Lee Turner, Secaucus, NJ
Suzanne Veal, Fleming Island, FL
Sharon Whitaker, Irvine, KY
Kathleen Angwin, Concord, NH
Donna Crawshaw, Murphysboro, IL
M. Andy Dawson, West Point, UT
Susan Huber, Machias, ME
Jeffrey Otto, Eagle Pass, TX
Laura Szafranski, Louisville, KY
Nicole Ver Pault, Concord, NH
Do you know someone who can benefit from an AHRA membership? Let us know! Send the contact information to our membership department at firstname.lastname@example.org. If your referral joins, you’ll be listed here as well!
Online Institute Feature
Professional Development Series: Human Resources in Radiology
Chapter 11: Appraise and Improve Performance
An integrated performance management system is an invaluable tool to drive employee performance and achieve the organization’s goals. The system includes training and assessment, as discussed in Chapter 10; performance appraisals, discussed in this chapter; and ongoing coaching, feedback, and mentoring, as discussed in Chapter 12. Among the types of appraisal systems are essays, rating scales, and management by objectives, each of which has its advantages and disadvantages. All types incorporate an appraisal interview, for which both the manager and the employee should prepare to conduct as a collaboration, primarily as a planning session for future performance.
To view this and other archived webinars, Quick Credit articles, Professional Development Series textbook chapters, and conference sessions, and to take the associated CE exams, click here.
From the List Server
The AHRA List Server is an online tool that allows you to network with other imaging professionals, in one common place. Many AHRA members take advantage of this exclusive member benefit and use the List Server daily to share valuable information with their peers.
Below is a recent discussion:
“Has anybody run into a situation of surgical staff not wearing (refusing) lead aprons during fluoro procedures and, if so, how did you solve it?”
— I have run into this problem both here and at the last place I worked. As far as OR staff is concerned, I got their manager on board. I told him that we would not perform any exams in OR suites unless everyone was wearing an apron and film badge. Employees have no choice in the matter. This works most of the time. As for surgeons, we have nothing in place to force them to wear aprons.
— I am speaking from a facility that currently does not have this problem. At my last facility it was considered a matter of radiation safety. No apron, no exposure, and we have had techs not turn on II in surgery until compliance is met. Of course the tech needs to know that everyone has an apron and if the surgeon has gowned prior to arrival of imaging, then the tech may not be able to verify, but he can ask. If no is the answer, no image or, in some cases, the surgeon gets behind a mobile shield to observe images. Even the anesthesiologist or (anesthetist) had a gown on during exposure. By the way, my current facility does not do any surgery – lucky me.
— Not an issue here, but I would reference your policy requirements and take it up the ladder as necessary.
— I had an anesthesiologist refuse to wear any apron and we had the RSO (Radiologist) and the chief medical officer review and they had the chief of the service talk to him. After that we monitored him daily!
— If you are in CA, Title 17 covers you. Check your state regulations.
— I would invite the OR manager/leads for a called radiation safety meeting with the RSO present and chief of surgery.
— Arizona has a law (no, not SB1070—to which CA has the equivalent penal code 834b). The law states anyone within two meters (or six feet) of the central beam MUST wear an apron. There is NO negotiation. I have instructed them that the hospital is at risk of a fine and ultimately the loss of its ability to perform ANY radiology procedures, should the state decide we have an ineffective radiation safety program and are unable to manage our own staff.
1. Corporate compliance statements signed by employees say they will follow the rules/laws.
2. There are state statutes and, I believe, an NRC equivalent to this rule.
They have basically been told you will lose your job for non-compliance.
What would happen if one of them develops leukemia and says, “They didn’t make me wear an apron . . . it was ‘optional’ in our area”? I would make this a record in radiation safety and that the committee plans to do the following:
– educate staff of the requirements
– tell them what could happen, medically and to the organization
-explain if they signed the corporate compliance affidavit, that they are in violation of that and therefore voluntarily and willfully asking to be let go.
– I have instructed techs to report any infractions by staff and halt the procedure, even turn off the equipment when it is unsafe. (Hopefully using good judgment NOT to injure a patient.) If that makes the surgeon mad, then that employee will suffer his rage. My tech is protected by the AZ law.
– If it is a physician, he is reported to the CMO and they do not take it lightly when that happens.
For more information about AHRA’s List Server, click here.