Results
The below results are some examples of what has been achieved using our techniques to reduce costs and increase revenue. In order to protect privacy, we have provided only a highlight of the amounts saved or earned. Further details can be provided upon request.
Acute Inpatient Results
Some return on investment examples:
Ward Balancing
Thirty five bed acute in-patient ward was over budget by between $200 000-$400 000 for four years. Cost Curve Solutions techniques dramatically reduced overtime and saved a health agency over $500 000 per year in a two year span. These results were achieved without the use of a float pool. However, a Director and Manager change led to this ward to once again begin losing over $600 000 only nine months later.
Outpatient Results
Contracted Rehabilitation Centre
This health agency was contracting work with an external party. The Health Agency was providing a specialized service but was actually losing money doing so, draining it from core areas of health service. Applying our technique to increase revenue allowed this outpatient rehabilitation centre to improve its return by a peak of 1,280 percent in four years. This department went from being a drag on resources to being heralded as a flagship of success.
Acute Inpatient
40 bed acute inpatient
This 40 bed acute inpatient ward suffered from severe overtime through a mismatch of supply to patient demand. Applying our techniques reduced the negative budget variance by one million dollars annually over three years. Also achieved without an available float pool.
Fee-for-service outpatient
Applying our techniques increased this outpatient fee-for-service rehabilitation ward by an average of 428 percent annually. Matching hours to demand for services, marketing initiatives and determining supply costs all played a role.
Additional Information:
These results require a commitment to a new way of clinical management. For results like these to be achieved and maintained, our techniques need to be prioritized by a trained ward manager daily, as well as those in their chain of command. Senior administration needs to understand these techniques in order to maintain continuity should manager turnover occur.
Some common challenges to achieving results:
1. The Managers are reluctant to tackle change management.
- Their passion and skill set lie elsewhere, no desire/accountability to change
2. Manager turnover before or during implementation
- Requires not just Director support, but also Director understanding of the new methods and the importance of them being prioritized by manager
- Director must build in the accountability and incentive for the manager to change
- Director must protect managers from other competing priorities
3. Solutions Experts have no authority to ensure implementation occurs. This accountability needs to fall at the Manager/Director level.
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