If you are considering the HCC position for Wilkes Barre/Scranton, it is important to note that this is 100% new business. The role needs to be redefined into a Business Development role and should be comped much differently than surrounding programs. The Wilkes Barre/Scranton program needs to be viewed as a start-up program, which entails flexibility, innovation, creativity, and entrepreneurial spirit.
Additionally, for this program to really take off there needs to be enough clinical staff support that can handle the surge of new business. This is business strategy 101 that Sr. Leadership really needs to review. Without enough resources to execute business opportunity, you have no business and no scalability.
It's important to recognize that this industry comes with high turnover due to the nature of the work. However, I think Compassus has a lot of business dollars that are going to waste because of the desperation that comes along with team members that are being stretched to their limits because of it. Therefore, it is very important for Sr. Leadership to potentially formulate a more efficient hiring strategy that helps with retention as well as nurse burnout. There's a lot of spaghetti on the walls here with the hopes of it sticking. Creating a momentous team starts by getting the right people in the right seat of the bus. Pulling support from different programs and pretending that the additional work put on other people is a testament to their conviction to hospice will run out over time.
