FROM THE DEAN OF THE SCHOOL OF PUBLIC HEALTH AT THE U OF MINNESOTA
From the Dean
It's federal budget "mark-up" time, and that means that just about everyone in the country is in Washington DC to speak with their Congressional delegation about important issues on the national agenda. Many of the deans of the 40 accredited schools of public health were there including yours truly. There were several major issues on our collective agenda, but chief among them is public health workforce development. A study by the Association of Schools of Public Health (ASPH) released last week shows that the nation faces a shortfall of public health workers that will worsen by 2020 unless the nation takes action to close the gap.
In Minnesota, this means a shortfall of some 7,000 workers. Thus public health joins all the other health professions in projected workforce shortages in the coming decade. What's are the causes and what's to be done? The causes are many, but I believe chief factors include an aging public health workforce (23 percent will be eligible to retire by 2012); the continued lack of US investment in public health (about 1 percent nationally of what we invest in health care overall); and the rising cost of health professional training.
On the cost factor, the ASPH supports the approach of a bipartisan bill sponsored by Senators Hagel (R-Nebraska) and Durbin (D-Illinois). It would establish scholarship and loan payback programs worth more than $200 million per year to help students defray the cost of public health training if they agree to serve for a certain period of time in the field. Special bonuses would be available for those who agree to work in under-served areas like Greater Minnesota and 80 percent of the funds would go toward state and local public health workforce needs. Many that I spoke to in the Minnesota delegation are supporters of the approach. Now is the time to let your Congresspersons know what you think.
By the way, I'll be joining local public health representatives on Minnesota Public Radio (91.1 FM) this morning from 9-10 a.m. to discuss the issues of public health and other health professional work force shortages. For more information about the public health agenda, go to the ASPH Web site at: www.asph.org/
--John R. Finnegan, Jr., Ph.D
Tuesday, March 4, 2008
Monday, February 25, 2008
Human Capital !!!!
You "future thinkers" brought up a thought in a HM course. To address the baby boomer issues into the future, we may need baby boomers themselves to help out....
FYI...an article from U.S. Today:
States want to tap boomers' skills
No time to relax: Retirees' experience in high demand
By Haya El Nasser
USA TODAY
The wave of baby boomers hitting retirement age threatens to create such a void in the workforce that states are crafting policies and programs to keep older Americans working and volunteering.
Five states have launched initiatives aimed at getting the most out of the experience and skills of older Americans. An additional eight are working with the National Governors Association to study ways to keep boomers in the labor market as volunteers or part-time workers.
It's a major shift in public policy in a nation that has treated the aging of 79 million boomers as a likely drain on social and entitlement programs. The oldest turn 62 this year. "People are now saying that they want to and need to continue to work," says John Gomperts, president of Civic Ventures, a non-profit think tank that just wrote a report on states leading the call to engage boomers. "The aging of America might turn out to be something good for individuals and communities across the country."
What some are doing:
•Arizona, where more than a quarter of the population in several counties is older than 60, launched the Mature Workforce Initiative. This spring, azmatureworkers.com will provide online listings of paid and volunteer work. The program also will highlight businesses deemed "mature-worker friendly" and change state government retirement policies to allow greater flexibility.
•California, where the 60-plus population will almost double to 8.7 million by 2020, faces labor shortages in the public sector. During the next 10 years, the state will need 33,000 new math and science teachers. Gov. Arnold Schwarzenegger and Sherry Lansing, former CEO of Paramount Pictures, launched the EnCorps Teachers Program. The corporate-sponsored effort is designed to entice boomers into teaching.
"There are plenty of crack math and science potential teachers retiring from corporations," says former senator Harris Wofford, D-Pa., who is working with states on boomer initiatives for Experience Wave.
•Maryland passed the Baby Boomer Initiative Act, New York the Mature Worker Task Force and Massachusetts the Coalition on Vital Aging.
•The National Governors Association is working with Alabama, Arkansas, Colorado, Florida, Maine, New Mexico, Ohio and Wyoming in a year-long program to find ways to tap skills of older workers.
"Not everybody has three pensions and an IRA plan," says Melanie Starns, the Arizona governor's policy adviser on aging. "A lot of people actually need the work to survive, and others who have more time don't want to just stuff envelopes and answer phones." Adds Wofford: "We're retiring the concept of retirement."
FYI...an article from U.S. Today:
States want to tap boomers' skills
No time to relax: Retirees' experience in high demand
By Haya El Nasser
USA TODAY
The wave of baby boomers hitting retirement age threatens to create such a void in the workforce that states are crafting policies and programs to keep older Americans working and volunteering.
Five states have launched initiatives aimed at getting the most out of the experience and skills of older Americans. An additional eight are working with the National Governors Association to study ways to keep boomers in the labor market as volunteers or part-time workers.
It's a major shift in public policy in a nation that has treated the aging of 79 million boomers as a likely drain on social and entitlement programs. The oldest turn 62 this year. "People are now saying that they want to and need to continue to work," says John Gomperts, president of Civic Ventures, a non-profit think tank that just wrote a report on states leading the call to engage boomers. "The aging of America might turn out to be something good for individuals and communities across the country."
What some are doing:
•Arizona, where more than a quarter of the population in several counties is older than 60, launched the Mature Workforce Initiative. This spring, azmatureworkers.com will provide online listings of paid and volunteer work. The program also will highlight businesses deemed "mature-worker friendly" and change state government retirement policies to allow greater flexibility.
•California, where the 60-plus population will almost double to 8.7 million by 2020, faces labor shortages in the public sector. During the next 10 years, the state will need 33,000 new math and science teachers. Gov. Arnold Schwarzenegger and Sherry Lansing, former CEO of Paramount Pictures, launched the EnCorps Teachers Program. The corporate-sponsored effort is designed to entice boomers into teaching.
"There are plenty of crack math and science potential teachers retiring from corporations," says former senator Harris Wofford, D-Pa., who is working with states on boomer initiatives for Experience Wave.
•Maryland passed the Baby Boomer Initiative Act, New York the Mature Worker Task Force and Massachusetts the Coalition on Vital Aging.
•The National Governors Association is working with Alabama, Arkansas, Colorado, Florida, Maine, New Mexico, Ohio and Wyoming in a year-long program to find ways to tap skills of older workers.
"Not everybody has three pensions and an IRA plan," says Melanie Starns, the Arizona governor's policy adviser on aging. "A lot of people actually need the work to survive, and others who have more time don't want to just stuff envelopes and answer phones." Adds Wofford: "We're retiring the concept of retirement."
Monday, February 4, 2008
Health Care Management Advisory Board Makes Recommendations for Mentorship and Externship Program Options
On January 24, 2008, the HCM Advisory Board met and made recommendations regarding a mentorship program and externship program options. The Board felt strongly that new students coming into the program should take an elective course that would expose them to 30 hourse of experience in the health care industry by shadowing, interviewing, and meeting with key leaders within an organization, to assist the student in determining which specific management areas provides interest and motivation on which to focus. Students would be expected to use their journal of daily activities and submit a 3-4 page paper that summarizes their experiences and concludes with a preliminary discovery or decision of areas in which a student wants to focus in Health Care Management.
The Advisory Board also recommended a 4 credit Capstone course that would enhance the students experience by completing either an externship, a project management experience, developing a business plan, or completing a major research paper. Each student would be supervised by a campus coordinator and if appropriate a site supervisor.
The recommendations will be formalized into a Master Syllabus proposal and submitted to the GU/MSB administration for review. If you have any comments regarding the proposals, please contact Jerry Lovrien at jlovrien@msbcollege.edu
The Advisory Board also recommended a 4 credit Capstone course that would enhance the students experience by completing either an externship, a project management experience, developing a business plan, or completing a major research paper. Each student would be supervised by a campus coordinator and if appropriate a site supervisor.
The recommendations will be formalized into a Master Syllabus proposal and submitted to the GU/MSB administration for review. If you have any comments regarding the proposals, please contact Jerry Lovrien at jlovrien@msbcollege.edu
Health Service Managers Mean Salaries for 2006 re: Bureau of Labor Statistics
Occupation: Medical and Health Services Managers (SOC code 119111)
Period: May 2006
Area name Employment Range
Duluth, MN-WI 280 $45,178 $76,730
Fargo, ND-MN 130 $41,558 $64,310
Minneapolis-St. Paul-Bloomington, MN-WI 3,010 $54,600 $88,930
St. Cloud, MN 120 $55,827 $91,130
Northwest Minnesota nonmetropolitan area 380 $50,648 $73,400
Northeast Minnesota nonmetropolitan area 90 $54,870 $79,140
Southwest Minnesota nonmetropolitan area 220 $43,035 $65,750
Southeast Minnesota nonmetropolitan area 350 $45,926 $66,760
Source: Bureau of Labor Statistics
Notes: Ranges include 10th percentile and mean salaries
Period: May 2006
Area name Employment Range
Duluth, MN-WI 280 $45,178 $76,730
Fargo, ND-MN 130 $41,558 $64,310
Minneapolis-St. Paul-Bloomington, MN-WI 3,010 $54,600 $88,930
St. Cloud, MN 120 $55,827 $91,130
Northwest Minnesota nonmetropolitan area 380 $50,648 $73,400
Northeast Minnesota nonmetropolitan area 90 $54,870 $79,140
Southwest Minnesota nonmetropolitan area 220 $43,035 $65,750
Southeast Minnesota nonmetropolitan area 350 $45,926 $66,760
Source: Bureau of Labor Statistics
Notes: Ranges include 10th percentile and mean salaries
Wednesday, January 2, 2008
2008 will be a wonderful year for HCM students!!!
Winter quarter 2008, began on January 2nd, and the online course HM 110 U.S. Health Systems began with two sections being taught to students. One section, taught by Jerry Lovrien, has 25 students enrolled; the other section, taught by Deb Munsterman, has 21 students enrolled. A terrific start for our 'future thinkers' in Health Care Management!
Tuesday, November 27, 2007
Search Firm Looking For Person With Medicare Experience
(CONTACT JANINE PAPPENFUSS AT SC CAREER SERVICES)
--------------------------------------------------------------------------------
From: Jenkins Consulting Group, LLC [mailto:cjenks@vcn.com]
Sent: Wednesday, November 21, 2007 11:38 AM
To: Janine Papenfuss
Subject: PappenfussJ ET re Reimbursement Specialist 112107
Dear Janine,
Thank you so much for the return phone call Janine. Below please find a job description for a Reimbursement Specialist. A client I am working with has an immediate need to fill this position. The job is located in the suburban Chicago area.
The client also has an immediate need for some consulting assistance with testing a claims payment information system used to process Medicare claims according to fee for service methodology. The consulting work would be to develop various claims scenarios to test the IT system and processes to verify the financial and procedural accuracy of claims processing. The ideal consultant would have very recent Medicare FFS claims processing experience having worked for a carrier or fiscal intermediary or consultant to a carrier or intermediary. Detailed knowledge of Medicare prospective payment systems is required. Some travel to the Chicago area would be required. Approximate engagement time would be now and most likely through the first quarter of 2008.
If you have any candidates, please have them contact me at 320-363-7880.
Again, thanks so much!
Carol Jenkins
GENERAL PURPOSE OF THE JOB: The Reimbursement Specialist will be responsible for accurately, and in a timely manner, responding to all reimbursement issues as requested by the provider community. The position will be responsible for keeping current with Medicare reimbursement policies and procedures. It will also play an active role in the development of educational materials for providers.
SUPERVISORY RESPONSIBILITIES: None
ESSENTIAL DUTIES AND RESPONSIBILITIES:
The following duties and responsibilities generally reflect the expectations of this position but are not intended to be all inclusive.
- Consistently updates knowledge of regulations, procedures and standards pertaining to Medicare claims payment to assure compliance with contractual obligations and directives from governmental and regulatory agencies, fiscal intermediaries and contracting entities.
- Responds to all provider inquiries relating to Medicare claims submission and payment.
- Contributes to the development and dissemination of claims submission educational materials to support the improvement of provider claims submittal
- Contributes to the development of provider educational presentations which will include bulletins, newsletter articles and distribution pieces.
- Will support the Manager of Contracting by updating trends in types of calls/requests, changes in Medicare payment regulations, etc
- Troubleshoot payment obstacles of government programs. Resolves issues or confers with Manager to achieve solutions.
- Work with Contract Manager to implement and maintain written policies and procedures
MINIMUM QUALIFICATIONS
(Education, licenses, certifications, and experience required to fulfill the essential duties, include computer skills as required):
- College degree or equivalent with minimum five years experience in Medicare reimbursement
- Understands Medicare billing/coding and has experience with ICD9, CPT, HCPCS, RVU, DRG, and APC
- Experience with CMS 1500, UB04 and electronic claims submission
- Understanding and compliance with HIPPA regulations
- Ability to access and navigate CMS website data i.e., Federal Register, Medicare policies, etc.
- Knowledge of Medicare reimbursement models
- Ability to think strategically
- Strong customer relations skills
- Goal and team oriented
- Experience with dual-payer relationships
- Computer literate, experience with Word, Excel, PowerPoint and Access
- Ability to handle ever changing fast-paced environment
- Excellent written and oral communication skills
ESSENTIAL BEHAVIORS AND ATTITUDES REQUIRED FOR SUCCESS IN THIS POSITION:
• Commitment to values of Service Excellence, Integrity, Team, Continuous Improvement, Accountability, Fulfillment & Fun with ability to demonstrate those positively and proactively to patients, co-workers, management, physicians, and/or vendors.
• Must have excellent communication skills with the overwhelming desire to customer satisfaction.
LANGUAGE SKILLS:
Fluent in the written and verbal skills necessary to perform successfully the essential functions, duties, and responsibilities of the position.
Vision requirements.
Vision adequate to perform essential duties and responsibilities of position.
PHYSICAL DEMANDS
Physical requirements can vary. These must be reviewed with management. However, in general, the position requires the following physical activities:
None
WORK ENVIRONMENT
Typical office noise environment.
--------------------------------------------------------------------------------
From: Jenkins Consulting Group, LLC [mailto:cjenks@vcn.com]
Sent: Wednesday, November 21, 2007 11:38 AM
To: Janine Papenfuss
Subject: PappenfussJ ET re Reimbursement Specialist 112107
Dear Janine,
Thank you so much for the return phone call Janine. Below please find a job description for a Reimbursement Specialist. A client I am working with has an immediate need to fill this position. The job is located in the suburban Chicago area.
The client also has an immediate need for some consulting assistance with testing a claims payment information system used to process Medicare claims according to fee for service methodology. The consulting work would be to develop various claims scenarios to test the IT system and processes to verify the financial and procedural accuracy of claims processing. The ideal consultant would have very recent Medicare FFS claims processing experience having worked for a carrier or fiscal intermediary or consultant to a carrier or intermediary. Detailed knowledge of Medicare prospective payment systems is required. Some travel to the Chicago area would be required. Approximate engagement time would be now and most likely through the first quarter of 2008.
If you have any candidates, please have them contact me at 320-363-7880.
Again, thanks so much!
Carol Jenkins
GENERAL PURPOSE OF THE JOB: The Reimbursement Specialist will be responsible for accurately, and in a timely manner, responding to all reimbursement issues as requested by the provider community. The position will be responsible for keeping current with Medicare reimbursement policies and procedures. It will also play an active role in the development of educational materials for providers.
SUPERVISORY RESPONSIBILITIES: None
ESSENTIAL DUTIES AND RESPONSIBILITIES:
The following duties and responsibilities generally reflect the expectations of this position but are not intended to be all inclusive.
- Consistently updates knowledge of regulations, procedures and standards pertaining to Medicare claims payment to assure compliance with contractual obligations and directives from governmental and regulatory agencies, fiscal intermediaries and contracting entities.
- Responds to all provider inquiries relating to Medicare claims submission and payment.
- Contributes to the development and dissemination of claims submission educational materials to support the improvement of provider claims submittal
- Contributes to the development of provider educational presentations which will include bulletins, newsletter articles and distribution pieces.
- Will support the Manager of Contracting by updating trends in types of calls/requests, changes in Medicare payment regulations, etc
- Troubleshoot payment obstacles of government programs. Resolves issues or confers with Manager to achieve solutions.
- Work with Contract Manager to implement and maintain written policies and procedures
MINIMUM QUALIFICATIONS
(Education, licenses, certifications, and experience required to fulfill the essential duties, include computer skills as required):
- College degree or equivalent with minimum five years experience in Medicare reimbursement
- Understands Medicare billing/coding and has experience with ICD9, CPT, HCPCS, RVU, DRG, and APC
- Experience with CMS 1500, UB04 and electronic claims submission
- Understanding and compliance with HIPPA regulations
- Ability to access and navigate CMS website data i.e., Federal Register, Medicare policies, etc.
- Knowledge of Medicare reimbursement models
- Ability to think strategically
- Strong customer relations skills
- Goal and team oriented
- Experience with dual-payer relationships
- Computer literate, experience with Word, Excel, PowerPoint and Access
- Ability to handle ever changing fast-paced environment
- Excellent written and oral communication skills
ESSENTIAL BEHAVIORS AND ATTITUDES REQUIRED FOR SUCCESS IN THIS POSITION:
• Commitment to values of Service Excellence, Integrity, Team, Continuous Improvement, Accountability, Fulfillment & Fun with ability to demonstrate those positively and proactively to patients, co-workers, management, physicians, and/or vendors.
• Must have excellent communication skills with the overwhelming desire to customer satisfaction.
LANGUAGE SKILLS:
Fluent in the written and verbal skills necessary to perform successfully the essential functions, duties, and responsibilities of the position.
Vision requirements.
Vision adequate to perform essential duties and responsibilities of position.
PHYSICAL DEMANDS
Physical requirements can vary. These must be reviewed with management. However, in general, the position requires the following physical activities:
None
WORK ENVIRONMENT
Typical office noise environment.
Tuesday, October 30, 2007
HCM Program Growth
It is exciting to post that we currently have 72 students enrolled in the health care management program. We have approximately 23 students that enroll in the oline HM courses on a regular basis as we progress through the core HM courses. Last quarter we completed HM 110 US Health Systems, and this quarter we are completing HM 150 Health Politics and Policy. It is enjoyable to watch students learn to think as health care managers and begin to understand the complexities of the US health care system.
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