demographic factors surrounding PPCWNY

Planned Parenthood of Central Western New York (PPCWNY) is a non-profit organization that provides comprehensive health care mainly to females and males and transgender individuals. We are located in the following areas of New York: Buffalo, Rochester, Greece, Niagara Falls, North Tonawanda, Canandaigua, Batavia, and Syracuse. PPCWNY is governed by the Planned Parenthood Federation of America, which has offices in New York City and Washington, D.C. For this project, I am focusing exclusively on the Planned Parenthood site located in Greece, NY, which is the one that I began managing in January of 2020. Other demographic factors surrounding PPCWNY are religious background, gender, age, and other socio-economic factors. (Jacobs, 2010).

A little over 200 individuals are employed in various positions for PPCWNY. Yearly, each employee completes an evaluation administered by Press Ganey. This evaluation by Press Ganey helps organizations improve the essential human element of care for caregivers with comprehensive measurement, analysis, and insights based on employee feedback (Press Ganey, 2020). Considering that PPCWNY was brought about to address health disparities, otherwise known as health inequity based on the demographic factors mentioned above such as; individuals in the area being discriminated and limited to access health insurance either due to their gender, age and even religious backgrounds, others were limited to the use and quality of care due to their social classes in the society.

Also, the evaluations help determine the structure of the workforce, staff motivation, and engagement. This has greatly acted as an initiative to address, measure, and understand the disparities affecting the immediate population. An engaged and resilient workforce is foundational to the delivery of safe, high quality, patient-centred care (Press Ganey, 2020).

At my site, I have six employees who completed the Press Ganey evaluation. They accounted for a tiny percentage of the overall results of the survey, but it was clear that each site was not in a great place, and this was due to the cultural incompetence that was recorded on the ground. My management has incorporated cultural competence as one of the objectives: The interventions are as follows; viewing people as individuals regardless of their group membership, stereotypes, and beliefs, improving the health practitioners welfare, the interventions also seek to enhance the relationship between caregivers and the patients, making the healthcare facilities and services accessible and last but not least is training the healthcare providers to improve their understanding on the nature of their patients. This was supported by (Moule & Diller, 2020).

To zoom in more on the areas that are a direct problem for my site, I intend to administer two additional evaluations: 360 Employee Evaluation and an Employee Engagement Survey. The two methods, as per (Perez, Liquis &Pérez, 2013), are intended to clear the dissatisfaction, lack of motivation, and employee engagement. To carry out the 360 Employee Evaluation, templates are given out to my subordinates with some questions to fill. I am a strong believer in this method because the employee feedback develops me as a manager. I also want to engage my staff and track to determine if they are delighted in PPCWNY. This will help determine their stay in the positions of duty. I believe Press Ganey provides a great overall picture of which areas are a problem for organizations, but it is so broad and not as personalized as the two that I wish to give out. One may question themselves; are PPCWNY interventions on healthcare in line with ethical principles? The answer is yes. This is because it involves almost all the individuals that are concerned with the health sector and more so the employees such as nurses, pharmacists, and even doctors. My employees compose a huge part of the decision making (Macey, Barbera & Young, 2013).

By the end of 2020, PPCWNY Senior Leadership will have a better understanding of the changes that need to occur around staff motivation, engagement, and retention.  This is after creating diverse focus groups to conduct a needs assessment to determine what more areas need improvement. The information gathered by the groups will help put in place new strategies and techniques that will enhance what is already in place that is aimed at increasing staff engagement. PPCWNY is bound to fit in other programs in the flow. Such is the training programs whereby with training, the unemployment in NY will somehow be curbed (Muller, 2010). Another program that fits in with the PPCWNY is an effective administrative system whereby an incentive program to improve the provision of health services is aimed at being developed.

As the saying goes, health is wealth. PPCWNY will affect other sectors of the community’s surroundings. Such areas are education sector whereby when students are healthy, they are bound to do well in school, mortalities that are reported around the area will also be on the decline because cultural competence will have already taken its cause, also, due to cultural competence, the violence in the community will reduce, and there will be a safe working environment for every individual (Williams, 2011).

References

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Gruber, G. (2013). 5 employee benefits of 360-degree feedback. Retrieved from https://explorance.com/blog/5-employee-benefits-of-360-degree-feedback-2/

In Jacobs, K. J. (2010). The impact of demographics on health and health care: Race, ethnicity and other social factors.

Keagy, B. A., & Thomas, M. S. (2004). Essentials of Physician Practice Management. New York, NY: John Wiley & Sons.

Macey, W. H., Schneider, B., Barbera, K. M., & Young, S. A. (2011). Employee Engagement: Tools for Analysis, Practice, and Competitive Advantage. Hoboken: John Wiley & Sons.

Messmer, M. (2001). Motivating employees for dummies. New York: Hungry Minds.

Moule, J., & Diller, J. V. (2012). Cultural competence: A primer for educators. Belmont, CA: Wadsworth.

Müller, C. (2010). Employee motivation and incentives at Apple: Do incentives help to motivate employees?. Norderstedt: GRIN Verlag.

Pérez, M. A., Luquis, R. R., Prez, M. A., & Pérez, M. A. (2013). Cultural Competence in Health Education and Health Promotion. Somerset: John Wiley & Sons, Incorporated.

Press Ganey. (2020). Workforce & engagement. Retrieved from https://www.pressganey.com/solutions/workforce-engagement

Williams, R. A. (2011). Healthcare disparities at the crossroads with healthcare reform. New York: Springer.

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