CAH CFO-Administrator Forum: Strategies for Recruiting/Retaining Top Talent and Provider Relief Fund Reporting

On July 28, 2022, EqualizeRCM sponsored a forum for CFOs and CEOs of Critical Access Hospitals, where four financial/HR executives from REDW shared vital lessons learned in recruiting, retention, and reporting during, “Strategies for Recruiting/Retaining Top Talent and Provider Relief Fund Reporting.”

On July 28, Chris Tyhurst, Claire Hilleary, Cristin Heyns-Bousliman, and Carol Cochran from REDW, provided virtual education on recruitment, retention, and   reporting.  The Provider Relief Fund (PRF) and American Rescue Plan (ARP) went through a series of clarifications and changes that have proven to be problematic related to reporting and compliance.  Chris Tyhurst and Claire Hilleary from REDW’s audit & assurance practice discussed common pitfalls for providers and offered solutions to ensure compliance moving forward.  In addition, healthcare employers are now facing a unique challenge in attracting and retaining top talent, which is commonly known as “The Great Resignation.” Leaders of REDW’s HR consulting practice, Cristin Heyns-Bousliman and Carol Cochran, explained how this is really “The Great Negotiation.”  The 90-minute Forum also featured a roundtable discussion by CEO/CFO participants.  The group discussion was facilitated by Forum Moderator Chris Ekrem, FACHE, VP of Hospitals at EqualizeRCM.

EqualizeRCM is pleased to sponsor another relevant educational session with expert speakers for rural hospital administrators and CFOs. The 7/28 Forum focused on the following:

  1. How to prepare for upcoming audits and reporting pitfalls. Expenses should be reasonable and used to prevent, prepare, and respond to the pandemic.
  2. Documentation retention requirements for the Provider Relief Fund include original documentation for three years after the submission date of the final expenditure.
  3. HRSA will notify a Reporting entity if their proposed methodology is not reasonable. The Reporting entity will have 30 days from notification to resubmit the report using one of two options.
  4. Candidate sourcing strategies should include passive candidates and not just candidates looking for work. Utilizing a recruiter may make sense in certain circumstances.
  5. It is important to review your on-boarding processes, candidate assessments, recruitment tools, and your recruitment process as a whole.
  6. “The Great Resignation” is a complex situation.  A more accurate description of today’s labor market is “The Great Negotiation.”
  7. To retain staff, you need to engage employees, ensure that you are paying according to changing market conditions, have a healthy workplace culture, and equip employees with change management skills.
A written summary of the 7/28 Forum is available by contacting Chris Ekrem at Chris.Ekrem@CAHForum.com.
Be sure and visit us online at www.CAHForum.com to learn more about future educational events. Also, visit us on our LinkedIn page at www.LinkedIn.com/company/CAH-CFO-Administrator-Forum to stay connected with your professional peers.
The CAH CFO-Administrator Forum, is organized by EqualizeRCM, a leading proponent for Community Health organizations. The CAH Forum seeks to provide Financial Administrators of rural health facilities an opportunity to participate in focused events, share insightful ideas, discuss challenges and solutions, but most importantly collaborate and communicate with like-minded professionals in the industry. Learn more by visiting www.CAHForum.com or contacting Chris.Ekrem@CAHForum.com.

Categories: EqualizeRCM Blog

Tags: , , , , , , ,