What has been your experience when conducting an Employee Satisfaction Survey with regard to employees feeling comfortable enough to be completely honest. In our organization the survey begins with multiple demographic and job/role related questions. Many staff believe that it is not difficult for Management to determine which staff member responded to which survey. How can you inspire an environment of trust in this given situation. Has anyone had a similar experience?

Does anyone have experience using case-mix staffing?  My particular interest is SNF.  I haven't had a chance to go look up those listed in the powerpoint (GRASP, Medicus, Quadramea).  Does anyone use any other programs not listed?

We often hear about training and education as important factors in employee recruitment and retention/satisfaction and these can serve as non-monetary rewards. At Temple University we have alot of training and education opportunities- some mandatory and some voluntary. In fact there are alot of opportunities available that probably most employees are unaware. What role does HR at your institution play in providing training? Does HR get involved or is it department managed or is it done together? I guess I'm asking how integrated is the HR department with the various departments in coordinating efforts? Is training used by HR in its marketing ? Has anyone seen employee satisfaction surveys that ask about how training/education at the institution is perceived?

I'm curious to see what experience people have had with performance reviews. Usually people find them to be more negative than positive experiences. As a physician executive I have had yearly reviews of my performance by my superior. Can anyone comment on their experiences- both being the reviewer and being the one reviewed? Does anyone use the 360 degree method? I did that once as part of a personal assessment with a recruiter I worked with, but have not had that in my work environment. While time consuming, I think it would be helpful.

The Magnet Recognition Program is based on evidence that provides a supportive environment for nurses.  The 14 Forces of Magnetism offer concrete ideas that will attract and retain nurses - just like a magnet!  The program will have a revision due out in the fall that will streamline the 14 forces so there is less redundancy in the program and more emphasis on outcomes.  It is a great blueprint for how to structure your environment.

How does the HCO approach to human resources accommodate for changes in employee demographics?

How does HCO achieves a comprehensive human resources plan?