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UP Health Systems, P-Labor Union Policies, E-Competing offers, S- Aging…
UP Health Systems
UP Health System is the largest hospital in the UP servicing the upper peninsula of Michigan and upper Wisconsin. They have the only level 2 trauma center in the area, with 65 sub-specialty clinics and the only NICU in the region. UP Health System is composed of 3 different hospitals including Marquette, Bell, and Portage hospital. They employ 2900+ people not including volunteers.
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P-Labor Union Policies
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Labor union policies dictate the amount of proper staffing protocols and also the type and amount of work employees can do which can be difficult to follow.
E-Competing offers
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Other medical offices are able to compete with wage and working hours making it hard for employees to resist apply to new jobs.
S- Aging workforce
The increased age in the workforce and lack of new qualified applicants is causing the decreased hiring rates and increase in employees retiring.
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T-Difficult software
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The number of software programs the hospital uses and how outdated the software is means it can be difficult and time consuming to learn.
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Each branch on this side is directly correlated to the PESTEL analysis. Political; data sharing laws while increasing on a national level still have strict laws on how we can share that data. Economic; there are many small clinics within the upper peninsula meaning many can compete with a larger hospital in wages and working hours. Technology; outdated and multiple EHR systems are used at UP Health Systems, while over time they have transitioned into different systems they have not subtracted the amount that are being used. Environment; living in a rural area means lack quick responses to power outages during weather events, emergency power is only used for essential equipment which does not include computers(EHR systems). Legal; HIPAA compliance with multiple systems can be difficult to manage especially between multiple healthcare systems.
I think that by standardizing the EHR systems we use and coordinating with other regional hospital for patient data sharing would be beneficial to both our employees and patients.
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Each branch on this side is directly correlated to the PESTEL analysis. Political; from my personal knowledge about the labor union at UP Health System, there are many policies on staffing, wages and striking. Economic; Competing offers from other rural clinics can mean higher wage offers and shorter working hours, catering to the local population. Social; the increased age of the workforce up here combined with the lack of qualified applicants is leading to short staffing. Technology; the amount and difficulty of the software used at the hospital means it can be frustrating and difficult to learn. Environment; with snow 9 months out of the year, lack of snow plowing and the distance of many employees means higher call out rates and eventually their resignation. Legal; licensing and certification for most positions is required after one year of employment, not all of this is covered by the hospital meaning most stay under the curve by quitting before their one year.
I believe that by offering more remote work options for non-essential employees, providing more help with licensing and certifications, and creating a larger budget for employee wages would increase the amount of applicants and increase the retention of employees at the hospital.
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Power grid malfunctions and no back-up system means our power can be out for days with only emergency generators not supporting computers.
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New policies and acts are requiring sharing of health data but retaining strict policies on how we share patient data is confusing and time consuming.
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With many local rural health systems nearby and us all using different systems makes it hard for patients to have complete quality of care.
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Working with local health systems means we all have large patient volume, meaning medical records requests can take days and weeks to obtain.
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Our system we use was chosen to save money. This means our system is often slow requiring multiple updates and can be difficult for new employees to learn
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Strict HIPAA compliance is a hard balance when focusing on patient care and also protecting patient privacy. Getting access to other healthcare systems can take many weeks, slowing down patient care.
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