October 26, 2016

Workforce development

Like Mother, Like Daughter

07/20/2015 In Hawaii, KP helped Isabelle Serapion become a nurse. Now her daughter follows in her footsteps. [ STORY-SLIDESHOW ]

Roots Forged in Steel

07/20/2015 KP’s first facility in Southern California was built to care for Kaiser steelworkers—and some employees’ families have been working there just about ever since [ STORY-SLIDESHOW ]

Shaping the Workplace of Tomorrow

04/16/2015 Equipping frontline workers with the skills and knowledge for tomorrow’s jobs—an essential element in preserving Kaiser Permanente’s competitive edge—is the focus of the Work of the Future subgroup at National Bargaining. [ STORY ]

Driver as Receptionist? Why Not?

08/12/2014 Union and management leaders in Kern County break through traditional positions to pioneer innovative health care delivery models and prepare for jobs of the future. [ STORY ]

Going Green

07/16/2014 At Los Angeles Medical Center, 350 Environmental Services workers are putting the green training they received through a Workforce Planning and Development educational trust to work. The result: Lower operating costs, improved patient and workplace safety and happier employees. [ VIDEO 2:50 ]

Around the Regions (Summer 2014)

07/11/2014 A round-up of newsy bites from all of KP's regions. From the Summer 2014 Hank. [ STORY ]

2013 LMP Performance Report

Labor Management Partnership is Kaiser Permanente’s strategy for transformation and high performance. Founded in 1997 by Kaiser Permanente and the Coalition of Kaiser Permanente Unions, which currently includes 27 local unions representing 100,000 KP employees, LMP is the largest and most comprehensive such partnership in the country. Partnership means that workers, managers and physicians use joint decision-making and problem-solving processes to improve the organization’s quality, service and affordability—and make sure Kaiser Permanente is the best place to work in the health care industry.

We are proud to share some of our top accomplishments from 2013.


Transform Care/Solve for Affordability

Unit-based teams carried out 2,103 projects to improve efficiency and reduce costs—an increase of 277 percent since 2011. Teams also conducted 2,019 projects to improve service and 887 projects to improve the quality of care.
Watch: Saving Money, Saving Lives


Support Culture Change

By year-end, 1,675 unit-based teams were ranked as high performing. Studies have shown that high-performing UBTs have better attendance, fewer workplace injuries and better service scores than low-performing teams.
Watch: Adopting an “Ever Better” Attitude


Working with Sales and Account Management teams across Kaiser Permanente, LMP helped win or retain more than 75,000 KP members in 2013, while engaging frontline teams to continuously improve service, quality, affordability and market outreach.
Read more: Union Ambassadors Promote Value, Help Grow KP Membership

Total Health

Through the Total Health Incentive Plan, employees have support—and a financial incentive—to reach collective goals to take the Total Health Assessment, stay current on screenings and increase the percentage of people with healthy body mass index, cholesterol levels, blood pressure and smoking status. Additionally, KP and labor safety leads in each region worked together to help achieve a 10 percent improvement in the injury rate overall.
Watch: Getting Healthy Together


Workforce of the Future

More than18,000 employees participated in Ben Hudnall Memorial Trust and SEIU UHW-West & Joint Employer Education Fund programs, including career counseling, training and stipends to advance their skills, careers and academic attainment.
Watch: Beating the Odds




More than 500 UBT co-leads received training and recognition in team leadership, health care reform and the new member experience. Eighty-five percent of teams got tools and training to reduce waste.
Read more: Taking the Confusion Out of Deductible Plans




Sixty-three percent of Georgia’s UBTs achieved high performance, exceeding the target set in the 2012 National Agreement and contributing to the region’s Five-Star Quality Medicare ratings.
Read more: A Vaccinating Challenge




Sixty-one percent of unit-based teams achieved high performance. A project team of 19 managers, nurses and other frontline workers and leaders came together to troubleshoot issues for fledgling or struggling teams.
Read more: Wait Times Plummet



Mid-Atlantic States

The region revamped its approach to launching UBTs, emphasizing performance improvement and team communications and dynamics. Consultants also paired new teams with high-performing mentor teams so they could take on such advanced projects as affordability and sustain results.
Read more: Shepherding Lost ID Cards Home



Northern California

Nearly 700 UBTs took on projects to improve Kaiser Permanente's affordability for our members and patients. Projects ranged from reducing supply costs and eliminating waste in work processes to in-sourcing work and improving how co-pays are collected.
Watch: Better, Affordable Care




Sixty-five percent of teams were high performing and helped achieve a 96 percent payout on the Annual Incentive Plan/Performance Sharing Program. Ambulatory care teams exceeded stretch targets on workplace safety, overall medical office visit satisfaction and Medicare refresh goals.
Read more: Creating an Injury-Free Workplace


Southern California

The Performance Sharing Program and electronic Proactive Office Encounter tools helped teams meet regional screening and testing goals for several clinical measures, including cervical cancer, diabetes and cholesterol.
Read more: Taking the Lead on Early Detection




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