Sample Continuing Medical & Dental Education Allotments for Providers (2016)

Sample Continuing Medical & Dental Education Allotments for Providers (2016)

Question Corner CME DE


Does your health center allow your providers to carry out work readiness assessments such as FMLA, Workers’ Comp, ADA, etc. on behalf of a patient who is also an employee of the health center? (2017)

  • We do not allow our providers to complete assessments for these items.
  • No, we do not allow this, but also do not have a specific policy. We highly discourage employees from being patients.
  • These following services are approved for employees to receive at our health center:
    Medical Clinic – acute care only
    Counseling Clinic – no care
    Dental Clinic – all care
  • Only immediate first aid.

Do you use online training for HR compliance? (2017)

  • We have used the Medicare Learning Network & the training is interactive. Go to
  • We have tried online training for OSHA with Stericycle and ADP.  They are both so-so.
  • We have used HealthStream ( and will likely use it again.
  • We just signed on with MedTrainer Compliance and Learning System. Haven’t begun the new program yet. Prior to that we did our staff trainings via videos at our ‘all staff training day’.
  • We use Stericycle for OSHA (mock walk-through with feedback) and Blood-Borne Pathogens training annually as part of our plan with them. Also provide the online template for our Safety and Health Plan, Exposure Control Plan, Hazard Communications Plan, and Emergency Preparedness Plan—our “OSHA Compliance Program.” They have a few others such as DOT training for packaging biohazardous and hazardous waste for disposal shipment, GHS training, etc. We have the HIPAA/Confidentiality through DHS and Medicare Fraud/Waste & Abuse that we put together and have attestation forms—we also have the malpractice mitigation training we did last year. PPE training is used via the CDC free online PowerPoint training and is done at each site respectfully. Safe Patient Handling was done at Medical via our CPR/AED trainer this last year; however, he advised this should be managed “in-house” and provided the OSHA/MNOSHA template for us to put together.
  • We are currently meeting many of our training requirements through a system that is offered to us by SFM. SFM is our worker’s compensation carrier and because they are, they offer us access to this training for free. They have many training modules available. We are currently using their HIPAA, Bloodborne Pathogens, Right to Know (Hazardous Communication), TB Protection, Personal Protective Equipment. They do have a question on their website that asks if you would like to learn more about the training module but are not a current policy holder. I don’t know what might be available that way but I find their training is comprehensive and tracks completion for us.

Do you have an employee referral program (i.e. employee incentive to refer contacts for employment)? (2016)

  • No, but we had a policy for a short time in 2014.
  • We do not have an employee referral program.
  • We do have an employee referral program that is an added recruitment tool that we encourage our supervisors to use. There is a bonus granted to employees after their referee is hired. Typically the amount is $500. Only some supervisors opt in, and it is generally used for hard-to-fill positions.
  • We have a candidate referral program.
  • We have an employee referral program which we adopted in 2015. The policy around employee referral programs clearly lays out the process and “reward.”
  • No, we do not have a formal employee referral program. However, we have asked for referrals for hard to fill positions. We would typically pay up to $1000 if we hire someone through the referral. The requirement  is: half of the pay will be paid after the new hire has been working 30 days and the other half after 90 days. Unfortunately, we are yet to hire anyone through this program.
  • We have an employee referral program. If an employee gives HR a resume and we hire the applicant, the employee receives an extra vacation day. The current employee must actually give or send the applicants resume or application to us in order to be officially referred.
  • No, but it is something that we have been talking about.
  • We do not have an employee referral program.

Are you using an online HR system and if so, what? (2016)

  • We are happy with a system we use from a local company that does HR, payroll, accounting, and taxes. They know the process and have been very flexible. You can reach them at
  • We don’t use a robust HR system. Payroll and A/P is through Great Plains which interfaces with Greenshades, our online timekeeping software. Our insurance broker has developed their own online enrollment portal for health, dental, and vision benefits. WeComply is our source for online training modules like HIPAA, bloodborne pathogens, etc. I wouldn’t say WeComply is stellar, but it’s a fair product for the price.
  • We started using a timekeeping and attendance system called TimeForce. This system has an online HR model called iSolved. I have provided a link to the system. I really enjoy working with the timekeeping model and feel the other models will be a joy to work with as well.
  • We do not use an online HRIS.
  • We use NEO GOV and APEX for hiring and performance reviews.
  • We have been using CBIZ, a time management & payroll tool. It is reliable and affordable, but somewhat labor intensive. Does not connect well with Sage (general ledger system), so most information must be exported to Sage in manual processes. Managers do find “time off” to be intensive and payroll does require the usual touchpoints. The secondary HR tools of online training & compliance are not a part of CBIZ. We would be interested in these.
  • Timeforce
  • We are in the beginning stages of selecting an HRIS system. We will be demoing Sage, Pinnacle, and Hagel StratEx products soon. I’d be happy to update the group with our findings as we further review online and cloud based systems.
  • We use Zenefits – but we are not in love with it and are considering other options.
  • Mercer Connect/Benefits Advantage out of Des Moines Iowa for HR functions: they are pretty flexible about developing a workable package. We use CompuPay for payroll. Both have worked pretty well for us.
  • Since 2011 we have used ADP’s online HRIS system “Workforce Now” HRIS. It allows us to consolidate payroll, time & attendance, employee mgmt, benefits mgmt, performance mgmt, policy acknowledgment, benefit enrollment for new & existing employees, etc. into 1 system. It also has an online portal that allows employees access to both their own & organizational information. The system has robust reporting capabilities that has saved us significant effort related to employee reporting activities like unemployment, 403b, ACA, etc. The latest version also allows the direct attachment of various files (PDF, Word, etc.) to an individual employee record in the HRIS – an excellent enhancement. Overall experience with ADP’s Workforce Now HRIS has been positive & a comprehensive solution. Biggest gripe: it took 6 months to establish an interface with our General Ledger system (Sage) in 2012. Hopefully their interface process has improved since then – once established, the interface has saved HR & Accounting staff significant time and effort on tracking/allocations given various grants while helping to automate staff reporting for things like UDS.

Does anyone have a privileging form for a Psychiatric Nurse Practitioner they would be willing to share?

  • Please see the link below– the education coordinator and I created it via Qualtrics for on-boarding staff, students, and etc…

Feel free to click or copy and paste this link to preview the on- boarding link:

You will be able to “re-start survey” this as many times as you need/want to, just know that each time someone previews it, I will get a notification.

*** At the top, click on ignore validation to bypass all forced questions.

Have you heard of any FQ’s doing performance based pay for clinicians? Productivity, quality or patient satisfaction incentives? If so, what formulas are people using?

  • We are starting the process to look into this.  I’m hoping to have a plan in our next contract with the providers in a couple of years.

I know Open Door Family Medical Centers is doing this, as I listened in on a webinar they did on this topic a while back.

Also Harbor Health Services, a large CHC in Boston area, has been doing this for many years. Their CMO, Bob Hoch MD, does a course on Provider Performance Compensation Training that would be really amazing to bring to MN for all of us to learn from!

Presentation with incentive plans from Open Door Family Medical Centers and Cornerstone Family Healthcare

What are other FQ’s doing with the Medicare “Chronic Care Management” program? Are folks billing Medicare for this? How does it co-exist with health care home payments?

We’ve just begun billing for this. We bill this instead of the HCH codes for those patients that are Medicare. The key is to make sure that all of the clinical pieces are being documented in case there was an audit. And there is much more criteria to meet with CCM codes than there is for HCH. You cannot just bill every month like you can with HCH.

Here are some of the items we’ve learned as we went:

  • It has to be billed to the Part B carrier for Medicare.  (Ours is set to split off like a lab does.)
    • We are getting paid for the service.
  • You do not add the tiering modifiers like you do for HCH.
  • You do not receive a “per diem” rate for this service.
  • There must be 2 or more chronic conditions.
  • There must be minimum of 20 minutes of documented qualifying care during the billing month.
  • Provider is required to have furnished a comprehensive E/M visit, AWV, or IPPE prior to billing. (I believe within a year.)
  • A billable provider visit does not count towards the 20 minute monthly minimum, because it’s a separately billable visit.

It is noteworthy that a provider does not have to be HCH certified to bill for this service.  Many places have begun billing the two simultaneously because it makes sense for workflows, and is very applicable to the type of patient.

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