2. Resource Deployment Analysis Presented by:

3. Goal/Strategic Initiatives Members of the Development Team Goal and Objective Members of the Development Team

4. Current State

5. Impact of current state Summary statement of current state Data Points illustrating current state Number of total clinic encounters (ex: NOB volume by month, GYN volume) Visits by provider Visit types by provider Schedule utilization data (ex: fill rate, 3 rd next available, waitlist total, Same day add on’s, referral counts, cancellation rate) GYN surgeries Delivery count Revenue Provider FTE (clinic/call) Call shifts (pager shifts per FTE, call shifts per FTE, clinic FTE) Clinician FTE ratio RVU per clinic hour Hospital data (census, circs, forfeited OR time)

6. Current State Cont. Further illustration of impacts of current state answering relevant questions from the Smart Staffing Framework When clinicians move to part time, how are we responding to the changes in FTE from an overall clinician coverage perspective? What is the catalyst for making this request? Have we added a service recently that requires an increase in clinician FTE to support? If so, what is it? Have we forecasted retiring clinicians and added appropriate recruiting and credentialing time needed to fill the position? What, if any affect do we believe the mix/demographic of our patient population is having on our clinician resourcing? What is the impact on the business of not hiring this resource? Is this resource request connected to the Strategic Plan? In what way? Before requesting a net add, can the work be accomplished some other way? Redeploy existing resource. Outsource the work. Hire a locum tenens. Apply a different model of care or utilize staff differently. Rebalance the practice’s professional team between primary, secondary and tertiary caregivers. Restructuring to maximize working to the highest level of licensure. Are there optimization efforts which, if implemented, could avoid adding a resource? Utilize clinical staff to do more patient education (e.g. Initial Pre-Natal Appointment). Pre-surgery education (TN)) that would enable clinicians to spend less time with patient (e.g. CNM not doing IPA education and TN MD’s spending 10 minutes with pre-op patient instead of 30.). Transition lower complexity GYN or OB care from physicians to midlevel providers. Consider hiring physician extenders- PA’s. Could hiring additional nurses for patient-flow tasks relieve the physicians and allow them to see more patients?

7. Staff/Provider/Patient Satisfaction Staff examples include: - Access, etc. - Rounding/formal/informal surveys - Number of reschedules - Wait time Provider examples include: - Survey results that have been collected Patient examples include: - Patient satisfaction survey's - Patient complaints

8. Proposed Solution

9. Comparisons/Pro’s vs. Con’s Differences between current system and proposed system

10. Post Deployment Measurement Plan Examples include: Cancellation rates Access (3 rd next available appointment, waitlist, etc.) Satisfaction Productivity Quality Cost

11. Timeline

12. Summary

13. Questions?