1 00:00:02,159 --> 00:00:04,660 This is where health care leadership comes together. 2 00:00:04,799 --> 00:00:07,919 Becker's sixteenth annual meeting brings more than 3,500 3 00:00:07,919 --> 00:00:11,119 hospital and health system executives and nearly 800 4 00:00:11,119 --> 00:00:14,500 speakers to Chicago April. 5 00:00:14,804 --> 00:00:17,524 This year's event includes keynote conversations with Dallas 6 00:00:17,524 --> 00:00:20,484 Cowboys legend Troy Aikman and former president George 7 00:00:20,484 --> 00:00:23,125 w Bush. For the agenda and event details, 8 00:00:23,125 --> 00:00:25,445 visit beckershospitalreview.com 9 00:00:25,445 --> 00:00:27,045 and click on the events tab in the 10 00:00:27,045 --> 00:00:29,765 upper right. We're looking forward to hosting you 11 00:00:29,765 --> 00:00:30,505 in Chicago. 12 00:00:32,579 --> 00:00:34,659 Hello, everyone, and welcome to the Becker's Healthcare 13 00:00:34,659 --> 00:00:37,380 podcast. I'm Scott King joined by a very 14 00:00:37,380 --> 00:00:40,039 special guest today, Von Thome Quinlivan, 15 00:00:40,739 --> 00:00:41,239 CEO 16 00:00:41,619 --> 00:00:43,700 of Futura Health. Von, how are you doing 17 00:00:43,700 --> 00:00:45,320 today? Thanks so much for joining us. 18 00:00:45,675 --> 00:00:47,054 Delighted to be here, Scott. 19 00:00:47,835 --> 00:00:48,954 So good to have you. I know we 20 00:00:48,954 --> 00:00:50,395 have a lot to talk about. We're really 21 00:00:50,395 --> 00:00:53,295 gonna kinda get into, I think, fixing healthcare's 22 00:00:53,995 --> 00:00:55,295 workforce crisis. 23 00:00:55,835 --> 00:00:58,179 And, before I do that, before we jump 24 00:00:58,179 --> 00:01:00,659 into the conversation, can you just tell us 25 00:01:00,659 --> 00:01:02,280 a little bit about yourself and your background? 26 00:01:04,340 --> 00:01:05,079 Well, Scott, 27 00:01:05,939 --> 00:01:08,340 my career has spanned the private sector, the 28 00:01:08,340 --> 00:01:11,079 public sector, and now non profit sector. Expertise 29 00:01:11,140 --> 00:01:14,015 is workforce development. And when I was recently 30 00:01:14,015 --> 00:01:14,834 approached by, 31 00:01:15,694 --> 00:01:17,375 well, five years ago when I was approached 32 00:01:17,375 --> 00:01:20,094 by Kaiser Permanente and its partners to found 33 00:01:20,094 --> 00:01:22,734 Vitora Health and bring some best practices into 34 00:01:22,734 --> 00:01:23,555 this space, 35 00:01:24,335 --> 00:01:27,375 to address critical shortages on healthcare workers, I 36 00:01:27,375 --> 00:01:28,194 have to say, 37 00:01:29,200 --> 00:01:30,879 it was it was quite a thought to 38 00:01:30,879 --> 00:01:32,959 think, well, I was running a billion dollar 39 00:01:32,959 --> 00:01:33,459 organization 40 00:01:33,760 --> 00:01:34,260 previously, 41 00:01:35,359 --> 00:01:37,379 with the California Community Colleges, 42 00:01:38,079 --> 00:01:40,239 which is the largest system of higher education 43 00:01:40,239 --> 00:01:42,019 in the country. Do I want to, 44 00:01:42,855 --> 00:01:44,715 found a new nonprofit? 45 00:01:46,295 --> 00:01:47,755 Is that the way to go? 46 00:01:48,615 --> 00:01:49,115 And 47 00:01:49,655 --> 00:01:52,055 when I thought about it and reflected on 48 00:01:52,055 --> 00:01:52,954 it and especially 49 00:01:53,334 --> 00:01:55,334 the fact that I had come to The 50 00:01:55,334 --> 00:01:56,314 United States, 51 00:01:57,219 --> 00:01:58,519 at the age of six, 52 00:01:59,219 --> 00:01:59,959 out of 53 00:02:00,579 --> 00:02:02,599 a war torn situation in Vietnam. 54 00:02:02,979 --> 00:02:03,879 I was so 55 00:02:04,819 --> 00:02:06,359 pleased to have the opportunity, 56 00:02:07,619 --> 00:02:10,120 to have education that unlocked opportunities 57 00:02:10,419 --> 00:02:13,435 for me. And so in this role, in 58 00:02:13,435 --> 00:02:15,275 this and the last role, it's all about 59 00:02:15,275 --> 00:02:17,055 unlocking opportunities from others. 60 00:02:17,914 --> 00:02:20,014 So really delighted to be here. 61 00:02:20,875 --> 00:02:22,735 Appreciate you sharing your background 62 00:02:23,194 --> 00:02:26,175 info there, Vaughn, and and your career journey. 63 00:02:26,474 --> 00:02:28,650 The you know, I've we hear a lot 64 00:02:28,650 --> 00:02:29,150 about 65 00:02:30,650 --> 00:02:31,310 the employee 66 00:02:31,930 --> 00:02:34,030 shortage and and workforce shortages 67 00:02:34,409 --> 00:02:35,849 in healthcare right now. It seems like an 68 00:02:35,849 --> 00:02:37,689 issue that's kind of been going on for 69 00:02:37,689 --> 00:02:39,209 a long time. I was on a call 70 00:02:39,209 --> 00:02:40,590 with nine COOs 71 00:02:40,889 --> 00:02:42,810 of of different health systems, all kinds of 72 00:02:42,810 --> 00:02:43,310 different 73 00:02:43,615 --> 00:02:45,534 makes and sizes yesterday, talking about what the 74 00:02:45,534 --> 00:02:46,835 issues they're still having. 75 00:02:47,775 --> 00:02:49,375 So do you think it's a good idea 76 00:02:49,375 --> 00:02:49,875 for 77 00:02:50,175 --> 00:02:52,655 employers to try to solve these workforce surges 78 00:02:52,655 --> 00:02:54,974 on their own or is there another approach 79 00:02:54,974 --> 00:02:55,875 they can take? 80 00:02:56,590 --> 00:02:58,989 Well, you know, Scott, I was talking with, 81 00:02:59,469 --> 00:03:02,509 folks from McKinsey and, and company, the management 82 00:03:02,509 --> 00:03:03,409 consulting company. 83 00:03:03,709 --> 00:03:06,349 And they they say healthcare leaders come to 84 00:03:06,349 --> 00:03:08,750 them frequently asking whether they should build a 85 00:03:08,750 --> 00:03:11,729 university to address the shortage, the many shortages 86 00:03:12,594 --> 00:03:13,254 in workforce, 87 00:03:13,715 --> 00:03:15,875 that is facing healthcare. We know about the 88 00:03:15,875 --> 00:03:18,675 massive shortages in doctors and nurses and other 89 00:03:18,675 --> 00:03:19,575 workforce shortages. 90 00:03:20,754 --> 00:03:22,594 But what about the 65% 91 00:03:22,594 --> 00:03:25,415 of the allied health roles that everyone needs? 92 00:03:26,150 --> 00:03:27,669 Already, you know, 85% 93 00:03:27,669 --> 00:03:30,790 of US, healthcare facilities report a shortage in 94 00:03:30,790 --> 00:03:33,030 these critical workers that we all need like 95 00:03:33,030 --> 00:03:36,310 surgical tech, medical assistance, imaging techs, and so 96 00:03:36,310 --> 00:03:36,810 on. 97 00:03:37,189 --> 00:03:39,104 And so Scott, you know, it's a myth 98 00:03:39,344 --> 00:03:40,084 that organizations 99 00:03:40,384 --> 00:03:43,125 need to do workforce development on their own. 100 00:03:43,264 --> 00:03:45,924 And especially when it comes to these important 101 00:03:45,985 --> 00:03:47,125 allied health rules, 102 00:03:47,824 --> 00:03:50,224 it may be better to collaborate than to 103 00:03:50,224 --> 00:03:51,364 go solo. 104 00:03:51,745 --> 00:03:54,144 And so this is why, Kaiser Permanente and 105 00:03:54,144 --> 00:03:56,430 its its partners launched for Total Health, my, 106 00:03:56,669 --> 00:03:57,569 national nonprofit, 107 00:03:58,590 --> 00:04:00,370 five years ago using community 108 00:04:00,750 --> 00:04:01,889 benefits dollars, 109 00:04:02,750 --> 00:04:05,010 to share to set up a shared capacity 110 00:04:05,150 --> 00:04:05,810 to grow 111 00:04:06,110 --> 00:04:09,409 and address this shortage in, allied health workers 112 00:04:10,064 --> 00:04:12,145 and set up the Total Health to help 113 00:04:12,145 --> 00:04:14,305 the industry. And it's working. I mean, we 114 00:04:14,305 --> 00:04:17,665 additionally, you know, we have Stanford Health, Packard 115 00:04:17,665 --> 00:04:19,845 Health, Dignity Health, Broward Health, 116 00:04:20,305 --> 00:04:20,805 UCSF. 117 00:04:22,410 --> 00:04:23,310 You know, over, 118 00:04:24,569 --> 00:04:25,149 the the, 119 00:04:25,689 --> 00:04:27,290 the last five years, we've been able to 120 00:04:27,290 --> 00:04:27,790 bring 121 00:04:28,569 --> 00:04:29,629 over 10,000 122 00:04:29,769 --> 00:04:31,790 untapped talents from communities, 123 00:04:32,810 --> 00:04:34,910 who have gotten their credentials and qualifications 124 00:04:35,944 --> 00:04:37,404 to enter their first and next, 125 00:04:38,104 --> 00:04:40,204 allied health careers through us. 126 00:04:41,224 --> 00:04:43,644 And now Futura Health is a shared resource, 127 00:04:44,425 --> 00:04:46,904 to grow local health care talent. You know, 128 00:04:46,904 --> 00:04:49,064 there's so many people who wanna be of 129 00:04:49,064 --> 00:04:51,699 service. There are untapped talents in our communities. 130 00:04:51,839 --> 00:04:53,439 And when we did a focus group to 131 00:04:53,439 --> 00:04:55,439 figure out why they couldn't find their way 132 00:04:55,439 --> 00:04:56,500 into health care, 133 00:04:56,879 --> 00:04:58,259 there were a number of reasons 134 00:04:58,639 --> 00:05:00,639 that we've, set up to address. And so 135 00:05:00,639 --> 00:05:01,620 we're really proud 136 00:05:02,144 --> 00:05:03,925 that in the nine states 137 00:05:04,225 --> 00:05:06,324 as well as DC, which we have, 138 00:05:06,865 --> 00:05:08,324 sponsorship to operate, 139 00:05:08,865 --> 00:05:11,365 all these individuals are coming out debt free 140 00:05:11,745 --> 00:05:13,044 and are entering work, 141 00:05:14,625 --> 00:05:15,764 these important roles 142 00:05:16,144 --> 00:05:17,044 now, today, 143 00:05:18,339 --> 00:05:19,720 in allied health roles. 144 00:05:20,339 --> 00:05:22,460 Oh, by the way, Scott, in a Yeah. 145 00:05:22,819 --> 00:05:23,319 We 146 00:05:23,699 --> 00:05:25,480 this is our fifth year anniversary. 147 00:05:26,420 --> 00:05:28,100 Not only were we asked to share our 148 00:05:28,100 --> 00:05:30,040 best practices with the WHO, 149 00:05:31,474 --> 00:05:32,375 yes, last 150 00:05:32,834 --> 00:05:35,314 year, we were also featured on CMS Innovation 151 00:05:35,314 --> 00:05:35,814 Day, 152 00:05:36,514 --> 00:05:38,694 featured with the National Governors Association, 153 00:05:39,314 --> 00:05:40,534 and our scholars, 154 00:05:41,875 --> 00:05:43,254 were featured in the BBC, 155 00:05:43,714 --> 00:05:44,774 Caring with Courage, 156 00:05:45,875 --> 00:05:46,375 series 157 00:05:46,829 --> 00:05:49,470 that that, launched this year. So a lot 158 00:05:49,470 --> 00:05:51,149 a lot of good things, and we're looking 159 00:05:51,149 --> 00:05:52,529 forward to working with 160 00:05:52,910 --> 00:05:53,889 additional partners, 161 00:05:54,829 --> 00:05:57,089 to bring out these best practices and solutions. 162 00:05:57,870 --> 00:06:00,350 Well, big congratulations, not just the anniversary, but 163 00:06:00,350 --> 00:06:03,274 all those well deserved accolades. That's tremendous. That's 164 00:06:03,274 --> 00:06:05,035 the way to go. That's great. And, you 165 00:06:05,035 --> 00:06:07,035 know, I, I, it sounds like you're seeing 166 00:06:07,035 --> 00:06:09,055 a lot of positive results for how you're, 167 00:06:09,514 --> 00:06:10,254 and Futero 168 00:06:11,035 --> 00:06:13,595 is addressing that workforce shortage. It sounds like 169 00:06:13,595 --> 00:06:15,595 it just kind of requires a, a shift 170 00:06:15,595 --> 00:06:16,814 in mindset and hopefully, 171 00:06:17,319 --> 00:06:18,759 you know, we can see more of that 172 00:06:18,759 --> 00:06:19,420 in healthcare. 173 00:06:19,879 --> 00:06:21,399 And Vaughn, I want to get to, you 174 00:06:21,399 --> 00:06:24,199 know, something you actually said. You've described the 175 00:06:24,199 --> 00:06:26,939 current hiring and graduation mismatch 176 00:06:27,560 --> 00:06:30,540 as a fire hose versus a garden hose 177 00:06:30,854 --> 00:06:33,274 problem. Can you kind of unpack that metaphor 178 00:06:33,495 --> 00:06:36,714 and what it means for healthcare workforce planning? 179 00:06:37,894 --> 00:06:40,394 Well, Scott, you know, your listeners know that 180 00:06:40,615 --> 00:06:42,214 all of us who have been in, in 181 00:06:42,214 --> 00:06:43,115 roles of employers, 182 00:06:44,680 --> 00:06:47,240 put out jobs in a drip drip drip 183 00:06:47,240 --> 00:06:49,080 format like a garden hose we put out 184 00:06:49,080 --> 00:06:51,800 one job, two job, five jobs. We never 185 00:06:51,800 --> 00:06:54,199 put out 30 jobs or 20 jobs at 186 00:06:54,199 --> 00:06:55,100 a time, right? 187 00:06:55,720 --> 00:06:57,899 But now think about how higher education 188 00:06:58,199 --> 00:07:00,444 works and they put out their graduates in 189 00:07:00,444 --> 00:07:01,665 a big old gush, 190 00:07:02,365 --> 00:07:05,264 like 30 graduates in May or 20 graduates 191 00:07:05,324 --> 00:07:07,485 in May. So it's really like a fire 192 00:07:07,485 --> 00:07:08,384 hose phenomenon 193 00:07:09,085 --> 00:07:12,365 and they can't do one person, two person 194 00:07:12,365 --> 00:07:15,060 and especially when then you ask Scott, oh, 195 00:07:15,060 --> 00:07:15,860 can you, 196 00:07:17,060 --> 00:07:19,379 change your curriculum, set up new labs, you 197 00:07:19,379 --> 00:07:19,879 know, 198 00:07:20,579 --> 00:07:21,800 do the following things. 199 00:07:23,139 --> 00:07:25,300 Their economics is one where if they don't 200 00:07:25,300 --> 00:07:26,199 have enough enrollment, 201 00:07:27,620 --> 00:07:29,479 courses get canceled. Right? 202 00:07:30,604 --> 00:07:33,004 So the biggest complaint from employers in trying 203 00:07:33,004 --> 00:07:35,485 to activate education to come to come to 204 00:07:35,485 --> 00:07:38,764 this common cause of addressing workforce shortages is 205 00:07:38,764 --> 00:07:41,084 that they're slow. And this is because it's 206 00:07:41,084 --> 00:07:43,930 a fundamental mismatch between the fire hose and 207 00:07:43,930 --> 00:07:46,009 the garden hose. And so when we think 208 00:07:46,009 --> 00:07:48,509 about workforce development, we're trying to reconcile 209 00:07:49,610 --> 00:07:50,669 this mismatch, 210 00:07:52,089 --> 00:07:54,729 in order to facilitate a collaboration where each 211 00:07:54,729 --> 00:07:56,589 party does what it does best. 212 00:07:57,495 --> 00:07:59,035 And so for for providers, 213 00:07:59,814 --> 00:08:01,035 this means bringing 214 00:08:01,495 --> 00:08:03,115 kind of unusual allies 215 00:08:03,495 --> 00:08:05,354 to come together and play together, 216 00:08:06,375 --> 00:08:09,414 in a space where healthcare systems may be 217 00:08:09,414 --> 00:08:11,595 fiercely competitive for talent. Right? 218 00:08:12,500 --> 00:08:13,240 So instead 219 00:08:13,779 --> 00:08:16,439 of dripping out, you know, five pharmacy techs, 220 00:08:17,220 --> 00:08:19,540 if you could pull together the needs across 221 00:08:19,540 --> 00:08:20,279 all of these, 222 00:08:21,060 --> 00:08:23,860 employers and providers, maybe it comes 25 or 223 00:08:23,860 --> 00:08:25,959 with Futura Health because we're working 224 00:08:26,324 --> 00:08:28,644 at some scale, we can ask, you know, 225 00:08:28,644 --> 00:08:30,824 we can secure at 75, 226 00:08:31,444 --> 00:08:33,384 sterile processing tax, for example. 227 00:08:33,764 --> 00:08:36,345 And because we're working with multiple health systems, 228 00:08:36,884 --> 00:08:38,345 we'd have volume, 229 00:08:38,644 --> 00:08:41,090 right? We can ask for a larger tuition 230 00:08:41,090 --> 00:08:42,470 discounts, better working, 231 00:08:43,250 --> 00:08:46,230 better hours, study hours for working adults, 232 00:08:46,930 --> 00:08:49,190 group learning situations for cohorts, 233 00:08:50,370 --> 00:08:53,269 and and also double clicking on 234 00:08:54,825 --> 00:08:57,084 an education journey that incorporates 235 00:08:57,384 --> 00:08:58,845 our human touch health care, 236 00:08:59,784 --> 00:09:02,584 coursework, which has gotten a net promoter score 237 00:09:02,584 --> 00:09:03,725 of 79. 238 00:09:04,264 --> 00:09:04,764 Excellent. 239 00:09:05,705 --> 00:09:08,205 Not only the the the learners love it, 240 00:09:08,504 --> 00:09:10,559 but the employers love it because it's really 241 00:09:10,559 --> 00:09:13,300 drilling down on cultural competence and, 242 00:09:14,879 --> 00:09:17,680 teamwork collaboration, all the essential skills for health 243 00:09:17,680 --> 00:09:18,180 care. 244 00:09:19,279 --> 00:09:19,779 And 245 00:09:20,800 --> 00:09:23,120 what it also does is it builds adult 246 00:09:23,120 --> 00:09:24,100 learner confidence 247 00:09:24,404 --> 00:09:24,904 to, 248 00:09:25,365 --> 00:09:27,144 engage in color, in learning 249 00:09:28,004 --> 00:09:30,264 to get in order to get their, credentials 250 00:09:30,325 --> 00:09:31,065 and qualifications. 251 00:09:31,524 --> 00:09:33,764 So, you know, we normally think about competing 252 00:09:33,764 --> 00:09:35,705 for talent, but in the case 253 00:09:36,245 --> 00:09:38,884 of workforce development, you wanna grow the talent 254 00:09:38,884 --> 00:09:39,705 pool together 255 00:09:40,320 --> 00:09:40,820 rather 256 00:09:41,360 --> 00:09:43,600 than compete in a shallow pool, which only 257 00:09:43,600 --> 00:09:45,840 drives up the prices for, you know, the 258 00:09:45,840 --> 00:09:47,059 the wages for talent. 259 00:09:47,920 --> 00:09:49,759 That sounds great, Fawn. And you I actually 260 00:09:49,759 --> 00:09:51,299 wanna ask you 261 00:09:51,679 --> 00:09:55,115 about Futura Health's model because it brings employers, 262 00:09:55,335 --> 00:09:57,274 educators, and community organizations 263 00:09:57,894 --> 00:09:58,955 to the same table. 264 00:09:59,335 --> 00:10:02,455 How does the the alignment there actually work 265 00:10:02,455 --> 00:10:04,615 in practice and what makes it different from 266 00:10:04,615 --> 00:10:06,715 traditional workforce development approaches? 267 00:10:08,209 --> 00:10:11,589 Right. So, you know, the the the traditional 268 00:10:11,649 --> 00:10:14,289 talent approach is one maybe, if you're getting 269 00:10:14,289 --> 00:10:16,529 to a a point where you're posting and 270 00:10:16,529 --> 00:10:18,529 praying and not sure that you're actually going 271 00:10:18,529 --> 00:10:20,470 to have a talent pool to draw from, 272 00:10:20,855 --> 00:10:23,334 it's time to do to make the investment 273 00:10:23,334 --> 00:10:25,894 in workforce development. And I will also say 274 00:10:25,894 --> 00:10:28,134 to you that if you only have a 275 00:10:28,134 --> 00:10:30,554 strategy that is going out into high schools, 276 00:10:30,934 --> 00:10:32,235 it is not enough 277 00:10:32,709 --> 00:10:36,230 because that population is shrinking almost in all 278 00:10:36,230 --> 00:10:37,769 communities across the 279 00:10:38,149 --> 00:10:38,730 the country. 280 00:10:39,750 --> 00:10:42,230 So where the action is is really adults 281 00:10:42,230 --> 00:10:43,850 how to bring untapped talent 282 00:10:44,309 --> 00:10:45,946 into the health care and they're very very 283 00:10:45,946 --> 00:10:46,045 interested but they need to find a way. 284 00:10:46,057 --> 00:10:46,820 So you know, 285 00:10:50,285 --> 00:10:52,445 so, you know, like we were featured on 286 00:10:52,445 --> 00:10:53,345 CMS innovation, 287 00:10:54,125 --> 00:10:54,625 day 288 00:10:54,925 --> 00:10:55,804 because it, 289 00:10:57,085 --> 00:10:58,545 we can we have situations 290 00:10:58,925 --> 00:11:00,990 like, let me tell it in in the 291 00:11:00,990 --> 00:11:03,629 story of like the individual themselves. So maybe 292 00:11:03,629 --> 00:11:04,290 you have, 293 00:11:04,830 --> 00:11:06,129 a security guard, 294 00:11:06,910 --> 00:11:07,649 like Tamika 295 00:11:08,350 --> 00:11:08,850 who, 296 00:11:09,870 --> 00:11:11,009 took care of her mother 297 00:11:11,310 --> 00:11:12,210 who had cancer 298 00:11:12,590 --> 00:11:14,355 and thought maybe I 299 00:11:14,834 --> 00:11:17,394 would like a caregiving role. And it was 300 00:11:17,394 --> 00:11:19,654 when she found a flyer at her hospital, 301 00:11:20,514 --> 00:11:22,995 that she signed up with Futura Health, and 302 00:11:22,995 --> 00:11:26,195 the employer had already sponsored a scholarship so 303 00:11:26,195 --> 00:11:28,454 that she she could attend, debt free. 304 00:11:28,850 --> 00:11:30,389 So she came out of a phlebotomist, 305 00:11:30,850 --> 00:11:32,629 and she's now a phlebotomist 306 00:11:33,090 --> 00:11:36,690 working in health care today. Or it's a 307 00:11:36,690 --> 00:11:38,710 situation like Justice who, 308 00:11:39,250 --> 00:11:41,090 had been laid off during the pandemic. He 309 00:11:41,090 --> 00:11:42,389 wanted to become a nurse, 310 00:11:43,125 --> 00:11:44,745 but was trying to 311 00:11:45,125 --> 00:11:47,285 earn money. And so he was working at 312 00:11:47,285 --> 00:11:48,665 a ramen noodle shop 313 00:11:49,365 --> 00:11:52,585 when he found a flyer, from his aunt, 314 00:11:53,125 --> 00:11:54,644 who had worked at a hospital and said 315 00:11:54,644 --> 00:11:56,500 you should really give Fatura Health a try. 316 00:11:56,500 --> 00:11:58,419 And so he became a medical assistant for 317 00:11:58,419 --> 00:11:58,919 us, 318 00:11:59,379 --> 00:12:00,120 debt free. 319 00:12:01,459 --> 00:12:03,059 And not only did he, 320 00:12:04,179 --> 00:12:05,940 do well in his first job, but he's 321 00:12:05,940 --> 00:12:08,355 already been promoted into the second job. And 322 00:12:08,355 --> 00:12:08,855 so, 323 00:12:09,235 --> 00:12:11,815 again, he's working in health care today 324 00:12:12,434 --> 00:12:12,934 and, 325 00:12:13,475 --> 00:12:14,754 on his way to, becoming, 326 00:12:16,674 --> 00:12:17,815 a nursing student. 327 00:12:18,195 --> 00:12:21,075 So there's many stories like that where there 328 00:12:21,075 --> 00:12:23,809 are individuals who want to get into health 329 00:12:23,809 --> 00:12:26,450 care, but the navigation to get in and 330 00:12:26,450 --> 00:12:27,350 the debt load 331 00:12:27,809 --> 00:12:29,730 for those who make it in just keeps 332 00:12:29,730 --> 00:12:31,170 them on the first rung. And we need 333 00:12:31,170 --> 00:12:32,690 to be able to bring people in from 334 00:12:32,690 --> 00:12:35,649 the community and grow them because that will 335 00:12:35,649 --> 00:12:36,629 not only improve 336 00:12:37,414 --> 00:12:38,634 retention and loyalty, 337 00:12:39,495 --> 00:12:42,294 but in the end, improve outcomes for patients 338 00:12:42,294 --> 00:12:43,595 because you have 339 00:12:44,054 --> 00:12:45,754 a culturally concorded workforce. 340 00:12:46,694 --> 00:12:49,274 That was incredible story about how someone's journey 341 00:12:49,334 --> 00:12:52,154 into healthcare started. Thanks for sharing that, Fawn. 342 00:12:53,009 --> 00:12:54,790 What are the biggest misconceptions 343 00:12:55,250 --> 00:12:57,910 employers have about building a talent pipeline, 344 00:12:58,529 --> 00:13:00,950 and how does your model help address them? 345 00:13:03,250 --> 00:13:04,310 The biggest misconception 346 00:13:04,850 --> 00:13:07,430 is that it's an individual sport. 347 00:13:08,164 --> 00:13:10,804 Building a talent pipeline is actually a team 348 00:13:10,804 --> 00:13:13,204 sport where each player does what it does 349 00:13:13,204 --> 00:13:15,865 best. So the most important thing for employers 350 00:13:15,924 --> 00:13:16,584 is that, 351 00:13:17,365 --> 00:13:19,845 the providers and health plans, and we have 352 00:13:19,845 --> 00:13:22,210 a situation with Health Net right now, which 353 00:13:22,210 --> 00:13:23,190 is a health plan 354 00:13:23,649 --> 00:13:24,950 that is underwriting, 355 00:13:26,049 --> 00:13:27,190 scholarship seats 356 00:13:27,649 --> 00:13:28,710 so that 357 00:13:29,410 --> 00:13:32,049 the all the providers in its network in 358 00:13:32,049 --> 00:13:33,750 a rural rural regions, 359 00:13:34,450 --> 00:13:36,049 have the ability to send some of the 360 00:13:36,049 --> 00:13:36,549 frontline 361 00:13:36,954 --> 00:13:38,634 staff to skill up and get a next 362 00:13:38,634 --> 00:13:39,134 credential. 363 00:13:39,834 --> 00:13:42,394 Alright. So there's many roles that people could 364 00:13:42,394 --> 00:13:45,195 play, but community benefits dollars from a health 365 00:13:45,195 --> 00:13:45,695 plan 366 00:13:46,075 --> 00:13:47,534 or operational dollars, 367 00:13:47,914 --> 00:13:50,714 I'm sorry, community benefits dollars from a health 368 00:13:50,714 --> 00:13:51,214 system 369 00:13:51,799 --> 00:13:53,500 or their operational dollars, 370 00:13:54,440 --> 00:13:57,240 or health plan can unlock dollars. These are 371 00:13:57,240 --> 00:13:59,500 all ways in which we can braid efforts. 372 00:14:00,679 --> 00:14:02,620 So there's someone funding the scholarships. 373 00:14:03,879 --> 00:14:04,274 There's, 374 00:14:04,754 --> 00:14:06,195 our work is to set up all the 375 00:14:06,195 --> 00:14:09,254 education programs to the quality and and standards, 376 00:14:10,355 --> 00:14:13,795 and we have 41 education providers with a 377 00:14:13,795 --> 00:14:14,855 108, 378 00:14:15,394 --> 00:14:15,894 campuses, 379 00:14:16,514 --> 00:14:18,455 partner campuses fully integrated, 380 00:14:20,299 --> 00:14:21,659 to match with what, 381 00:14:22,059 --> 00:14:25,279 providers need and what where the workers are. 382 00:14:26,059 --> 00:14:28,939 So exciting to be able to reduce the 383 00:14:28,939 --> 00:14:29,439 workload, 384 00:14:31,019 --> 00:14:31,579 on the, 385 00:14:32,220 --> 00:14:33,439 on on the employers 386 00:14:34,245 --> 00:14:37,705 because building this ecosystem so that it's simple 387 00:14:38,085 --> 00:14:40,884 for our community members to get in is 388 00:14:40,884 --> 00:14:41,285 is, 389 00:14:41,924 --> 00:14:44,245 a heavy undertaking, and we simplify all of 390 00:14:44,245 --> 00:14:44,745 that. 391 00:14:45,605 --> 00:14:47,705 Yeah. I think so many great resources 392 00:14:48,269 --> 00:14:50,930 available there will definitely reduce that that workload. 393 00:14:51,629 --> 00:14:53,710 Can Von, can you share a specific example 394 00:14:53,710 --> 00:14:54,210 where 395 00:14:54,910 --> 00:14:57,710 collaboration rather than isolated efforts led to a 396 00:14:57,710 --> 00:14:58,930 breakthrough solution 397 00:14:59,389 --> 00:15:02,290 for a health system or regional market? 398 00:15:03,835 --> 00:15:05,115 You know, I would love to talk about, 399 00:15:05,115 --> 00:15:05,615 like, 400 00:15:06,075 --> 00:15:09,195 doctor, Lawrence Sher at the Palo Verdes Medical 401 00:15:09,195 --> 00:15:09,695 Group. 402 00:15:10,555 --> 00:15:11,615 So he took on 403 00:15:12,154 --> 00:15:13,295 a clinical student, 404 00:15:13,754 --> 00:15:14,894 that is a scholar. 405 00:15:15,274 --> 00:15:16,575 And where 406 00:15:17,100 --> 00:15:19,980 employers can lean in is of course, where 407 00:15:19,980 --> 00:15:21,839 competition can occur between, 408 00:15:22,779 --> 00:15:25,259 providers is really at the point of hiring 409 00:15:25,259 --> 00:15:26,399 or the point of clinical. 410 00:15:26,779 --> 00:15:27,919 So let's not compete, 411 00:15:28,539 --> 00:15:29,360 at the beginning, 412 00:15:29,740 --> 00:15:31,031 we'll collaborate to build that talent pool and 413 00:15:31,031 --> 00:15:31,679 then compete at the 414 00:15:33,445 --> 00:15:35,245 point of clinicals and or the board of 415 00:15:35,245 --> 00:15:37,845 hiring. So Doctor. Lawrence Sher was very, very, 416 00:15:37,845 --> 00:15:38,585 very pleased, 417 00:15:39,044 --> 00:15:40,264 to receive a scholar 418 00:15:40,804 --> 00:15:43,125 who was, who was trained through us, debt 419 00:15:43,125 --> 00:15:45,160 free, to be a medical assistant. 420 00:15:45,700 --> 00:15:48,519 And what he said was, we was particularly 421 00:15:48,580 --> 00:15:50,580 pleased, I'm gonna give you a quote, Futura 422 00:15:50,580 --> 00:15:52,740 Health can show a student how empathy should 423 00:15:52,740 --> 00:15:54,740 be shown, I couldn't have been more impressed. 424 00:15:54,740 --> 00:15:55,559 And this was, 425 00:15:57,855 --> 00:16:00,674 an adult learner who would not have otherwise 426 00:16:00,735 --> 00:16:03,134 participated. She had always wanted to go into 427 00:16:03,134 --> 00:16:04,735 health care, but life got in the way, 428 00:16:04,735 --> 00:16:06,274 which is often the situation 429 00:16:06,654 --> 00:16:07,554 of many adults. 430 00:16:08,254 --> 00:16:10,450 And we were able to unlock that, rebuild 431 00:16:10,450 --> 00:16:12,710 her confidence to to begin the journey. 432 00:16:13,970 --> 00:16:14,470 And, 433 00:16:15,250 --> 00:16:16,389 it's a great story 434 00:16:16,850 --> 00:16:18,690 in terms of her success with, 435 00:16:19,330 --> 00:16:21,350 with the Palo Verdes medical group. 436 00:16:21,649 --> 00:16:23,889 And then we have, Health Net Health Plan 437 00:16:23,889 --> 00:16:26,424 with Centene. They're underwriting a whole, 438 00:16:26,964 --> 00:16:29,225 set of, seats for medical assistance. 439 00:16:30,884 --> 00:16:34,024 For rural providers, we have, Sutter Health 440 00:16:34,404 --> 00:16:35,865 underwrote 300 441 00:16:36,324 --> 00:16:39,709 medical assistance seats using the community benefits dollars, 442 00:16:39,709 --> 00:16:42,529 and those are all located in geographies 443 00:16:42,830 --> 00:16:44,049 where they have facilities. 444 00:16:44,750 --> 00:16:47,009 And so those are strategic ways in which, 445 00:16:47,549 --> 00:16:50,029 they work with us and we go and 446 00:16:50,029 --> 00:16:52,589 we connect the community, the source the education 447 00:16:52,589 --> 00:16:52,965 partners, 448 00:16:53,925 --> 00:16:55,705 provide the success coaching, 449 00:16:57,125 --> 00:16:57,945 to individuals 450 00:16:59,045 --> 00:17:01,225 so that they can easily navigate the education 451 00:17:02,085 --> 00:17:02,904 journey process. 452 00:17:03,684 --> 00:17:05,684 As a matter of fact, Scott, you know, 453 00:17:05,684 --> 00:17:08,539 many of these adults, they don't even talk 454 00:17:08,539 --> 00:17:09,440 about the free, 455 00:17:09,820 --> 00:17:12,220 tuition that they get from us. They talk 456 00:17:12,220 --> 00:17:14,619 about how our success coaches were there for 457 00:17:14,619 --> 00:17:16,859 them in those moments when they thought they 458 00:17:16,859 --> 00:17:19,359 couldn't make it through. So it's very important 459 00:17:19,900 --> 00:17:21,519 working with the adult population, 460 00:17:22,884 --> 00:17:24,884 to be able to navigate all of these 461 00:17:24,884 --> 00:17:26,724 complexities of life so that they can get 462 00:17:26,724 --> 00:17:29,285 their credentials and qualification. But there's so many 463 00:17:29,285 --> 00:17:30,184 success stories. 464 00:17:31,204 --> 00:17:32,805 I think it's a great point about having 465 00:17:32,805 --> 00:17:35,144 those those coaches available. It's one thing to, 466 00:17:35,960 --> 00:17:37,720 you know, get the opportunity and it's another 467 00:17:37,720 --> 00:17:39,080 to kinda get coached in the in the 468 00:17:39,080 --> 00:17:40,700 right way to proceed on your journey. 469 00:17:41,240 --> 00:17:43,099 Ivana, the last thing I wanna ask you, 470 00:17:43,640 --> 00:17:46,599 as you look ahead, what structural changes do 471 00:17:46,599 --> 00:17:48,220 we need across education, 472 00:17:48,519 --> 00:17:49,019 policy, 473 00:17:49,795 --> 00:17:53,234 and employer engagement to meaningfully fix the health 474 00:17:53,234 --> 00:17:54,134 care workforce 475 00:17:54,515 --> 00:17:55,015 crisis? 476 00:17:56,434 --> 00:17:58,515 Yes. So I stare I chair our, 477 00:17:59,474 --> 00:18:01,875 state council on health care workforce training and 478 00:18:01,875 --> 00:18:04,195 education. And certainly, yes, you go down the 479 00:18:04,195 --> 00:18:07,600 list of all the occupations, major occupations in 480 00:18:07,600 --> 00:18:09,546 health care. There's a shortage, there's a shortage, 481 00:18:09,546 --> 00:18:10,180 there's a shortage. 482 00:18:11,600 --> 00:18:12,100 So, 483 00:18:12,960 --> 00:18:14,019 you know, there are, 484 00:18:15,200 --> 00:18:17,779 alternative paths, but it does take intentionality. 485 00:18:18,160 --> 00:18:19,539 And so I really appreciate, 486 00:18:19,920 --> 00:18:20,820 Becker's healthcare 487 00:18:21,355 --> 00:18:23,194 getting the word out that there's a different 488 00:18:23,194 --> 00:18:25,355 way. There's a different way of being able 489 00:18:25,355 --> 00:18:27,694 to solve the workforce development problem, 490 00:18:28,875 --> 00:18:31,515 but, fix the healthcare workforce crisis, but it 491 00:18:31,515 --> 00:18:32,654 does take intentionality 492 00:18:33,194 --> 00:18:34,460 and it does take, 493 00:18:34,900 --> 00:18:37,619 teamwork. And and maybe, lastly, I'll say there 494 00:18:37,619 --> 00:18:40,180 is a win win win solution out there. 495 00:18:40,180 --> 00:18:40,920 You know, it's 496 00:18:41,539 --> 00:18:43,539 it's not only the win is from growing 497 00:18:43,539 --> 00:18:44,200 the workforce 498 00:18:44,660 --> 00:18:45,160 locally 499 00:18:45,940 --> 00:18:46,440 because 500 00:18:46,820 --> 00:18:48,740 those who are local in the community are 501 00:18:48,740 --> 00:18:49,545 more likely to 502 00:18:50,345 --> 00:18:51,805 stay. It's a win because 503 00:18:52,345 --> 00:18:53,244 there's goodwill 504 00:18:53,625 --> 00:18:54,525 from the community 505 00:18:55,305 --> 00:18:55,805 as 506 00:18:56,424 --> 00:18:59,465 health health systems are bringing opportunity to their 507 00:18:59,465 --> 00:18:59,965 community. 508 00:19:01,065 --> 00:19:02,744 There's also the win of the five zero 509 00:19:02,744 --> 00:19:03,884 one c three status, 510 00:19:04,410 --> 00:19:07,210 which I know the healthcare leaders know has 511 00:19:07,210 --> 00:19:08,350 been debated, 512 00:19:09,210 --> 00:19:10,350 continues to be 513 00:19:10,890 --> 00:19:11,549 in debate, 514 00:19:11,850 --> 00:19:14,090 and so this is a way to express 515 00:19:14,090 --> 00:19:14,990 community benefit. 516 00:19:15,690 --> 00:19:17,869 And then of course most importantly is that 517 00:19:18,490 --> 00:19:18,990 with 518 00:19:19,815 --> 00:19:22,234 a workforce that is reflective of the communities 519 00:19:22,294 --> 00:19:23,034 being served, 520 00:19:23,815 --> 00:19:26,154 we all can improve the outcomes for patients 521 00:19:26,214 --> 00:19:27,754 and best serve patients. 522 00:19:28,534 --> 00:19:29,835 So with intentionality, 523 00:19:32,320 --> 00:19:33,460 we can collectively 524 00:19:33,840 --> 00:19:36,900 deliver on a reliable, diverse, and skilled workforce 525 00:19:37,119 --> 00:19:38,500 that's day one ready. 526 00:19:40,000 --> 00:19:41,519 Vaughn, thanks so much for all your great 527 00:19:41,519 --> 00:19:43,759 insight on the workforce crisis in health care 528 00:19:43,759 --> 00:19:46,304 and the tremendous things Futura Health is doing 529 00:19:46,304 --> 00:19:47,825 to deal with it. I appreciate you joining 530 00:19:47,825 --> 00:19:49,184 us and look forward to working with you 531 00:19:49,184 --> 00:19:49,924 again soon. 532 00:19:50,224 --> 00:19:51,605 Thank you so much, Scott.