宠物养护与美容 第四章宠物美容ppt课件

1、Future of Veterinary Teaching HospitalsVeterinary Teaching Hospital MissionsoThe unique challenge of the Veterinary Teaching Hospital is to:oRemain financially viable whileoenabling teaching and research,oall the while providing veterinary medical services to the public. oJim LloydHistoryoInternship

2、s began in 1950-60s, residencies in 1960-70s. oBoard certification became the norm for entry level clinical faculty positions in the 1970-80soClinical Departments began to divide responsibilities into academic & hospital, and Hospital Directors began to be hired in the 1980-90soVeterinary Colleg

3、es became more dependent on hospital income in 1990-2000s.Discussion Forums on VTH IssuesoAAVMC meeting March, 2004oAAVMC Forum at AVMA meeting July, 2004oAAVC/AAVMC/NAVCA meeting -March 12, 2005oAAVC Meeting Atlanta, April 2005oAAVC Forum at ACVIM Annual Meeting June 1, 2005oAAVMC Meeting March 11,

4、 2006Problems IdentifiedoDifficulty in faculty staffing of VTHs due to attraction of private practice oFunding of VTHs revenue and gifts were probably the best future source of funding since an increase in central core funding was not likely, oDecreasing of state subsidies, and an increase in the co

5、mpetition for cases and facultyoToo much red-tape in university for many specialistsoResearch, teaching, and service hard to be good at all three, can be in direct conflict with each other. Some think there is a 4th mission to teach business aspect of veterinary medicineoIncreased reliance on tuitio

6、n and fees, stagnant VTH revenues in some areasoState revenue as a % of total revenue for vet schools decreased from 55% to 33%oAverage # of state-funded faculty positions has been static, some increase in non-state funded positions, at same time as increase in # of studentsoDecreasing to static app

7、licant pool for vet students, suboptimal distribution of caseload (need more primary cases for teaching, too many tertiary cases)oPerception of faculty stretched to limit with multiple balls in the air. oWhere will next generation of clinical professors come from?oAre we graduating an entry-level ve

8、terinarian?oDo off-shore students dilute learning experience for others?oDo all the students get enough hands on experience?oIn private practice, a vet earning $65,000 should produce $300,000 in revenue, but the VTH is not a typical practiceoPractice owners want from graduates: knowledge, communicat

9、ion skills, people skills, business skills, how to manage workloadoSpecialists are finding that VTHs have a lack of money, lack of equipment, lack of new space, lack of control over work day, too many goals, long days and weekends, not efficient, poor location, and that they can do teaching in other

10、 placesoPresent faculty can be poor role models for interns and residents show unhappiness and frustration.oAdequate caseload is not always there in academia for teaching and research needsThe Need to Change oSVMs and VTHs must be willing to change to accommodate the above issues, prioritize mission

11、s of clinical program.oUniv. of Minnesota Tried some new ideas: clinical specialist model and incentive plan; replaced student labor with techsoResults increased caseload, increased revenue, tenure track faculty could focus more on research, and teaching improvedPotential Solutions for VTH IssuesoBa

12、lancing the mission teaching, research, service, and hospital as a businessoBalance the mission as dept. not each personoHave enough support staffoPerhaps teach some of DVM curriculum by non-specialistsoMoney generation should not be prime reason for VTHo2 services running simultaneously, one for se

13、rvice and one for teachingoRecruitment/retention of Clinical FacultyoLook for donors for new equipment/facilities and to augment faculty salariesoLook to share specialists with private specialty practicesoNeed to offer part-time or full-time clinical track positions to specialists, but must not be a

14、 2nd class position need longer term contracts, sabbaticals, voting privilegesnWork with University to get more competitive salaries for specialists, signing bonusesnDevelop Incentive Plan part of revenue back to faculty or section of hospital for their usenDevelop satellite practice so as to augmen

15、t money generated and improve secondary type casesnOffer consulting time to facultynImprove culture in VTH/SVM so are reasons to attract or retain faculty, market academic lifestyle internally so faculty understand and sell the benefitsnAugment a residents salary if that person will commit for certa

16、in number of years as a faculty membernSelect residents that want to stay in academiaoMaintaining and Enhancing Case loadoDevelop good relationships with RDVMs, establish a Practitioners Advisory BoardoHire a Referral Coordinator to deal with RDVM issuesoHire a Marketing Manager for VTH- to market t

17、o RDVMs and publicnClient and RDVM surveys - to point out areas where improvement is needed, like communicationnMake clinicians and staff realize they are competing against private specialty practices for caseload, must give better servicenBring in outside consultant to help make VTH more efficientn

18、New faculty need to introduce themselves or be introduced to RDVM population, also give CE seminarsoEnhancing Operations of VTHoWork on alleviating bottlenecks in VTHoHire Development Officer who is assigned directly to VTHoHave treatments of hospitalized cases carried out by technicians, not studen

19、ts might improve efficiency and let students learn morenVTHs need to hire a Hospital Administrator/Director MBA, MHA, or similar training. If not a DVM, must report to a DVM (AVMA accreditation rules)nVTHs needs to have a strategic plan, establish benchmarks, have good financial reporting system.nCl

20、inical Track faculty good move to hire them but who should pay for them? VTH, Clinical depts.?oSuggestion is to take charging away from clinicians, put technicians in charge of billing, but get faculty involved in budget process to increase understanding of where revenue dollars are going to.oOr spe

21、nd less time on student rounds and start admitting cases sooner in the day (earlier than 9:30 or 10:00 am.)oCommunity Practice Service good way to get primary care casesoPartner with private specialty practices to hire specialistsoShould residents be trained at private specialty practices? Or should

22、 it be a joint endeavor with universities?oSpecialty colleges have to be careful that too many restrictions for training residents are not placed on specialists/collegesNext StepsoHelp faculty understand the problems and embrace a business plan, create a VTH Task force (AAVMC, AAVC, NAVCA) in 2004 t

23、hat will work to prepare a “white paper addressing concerns for future of VTHs use for local support, consultant backgrounding, and accreditation standards oDevelop benchmarks that all VTHs can complete annually and use to determine efficiency of their model created Benchmarking Task force for this

24、AAVMC, AAVC, NAVCA.Benchmarking Task Force meeting Aug. 24, 2005oTask force met in Schaumburg with Howard Rubin, developer of NCVEI benchmarks for private practices. This group started working with him to develop something similar for VTHs that would be more helpful than AAVMC annual info that is co

25、llected.oUtilize benchmarking for internal and external comparisons.VTH Task Force meeting Oct. 24, 2005oTask force met in Columbus, Ohio to discuss what to do nextoAsked Dr. Hubbell to create a 1 page “white paper that outlined the problems VTHs are facingoGroup discussed the organizing of a confer

26、ence to discuss the Future of the VTHsDr. Hubbells White Paper Present and Future Problems for VTHsoThe vast majority of the advances in veterinary medical care to date have occurred because of the existence of Veterinary Teaching Hospitals.oThe convenience and high quality of private specialty prac

27、tices impacts the caseloads of the VTHs and has the potential to compromise the education of veterinary students and postgraduate veterinarians and the generation of knowledge through clinical investigation. Dr. Hubbells White PaperoThe resolution of this crisis will require broad participation and

28、cooperation. New alliances must be formed to foster clinical education and investigation at the professional and post-professional levels. oThe profession must be engaged because the solution will involve universities, specialty colleges and practices, private practitioners, veterinary students, and

29、 organized veterinary medicine.Future of VTHs Conference, Nov. 10-11, 2006, Kansas CityoInvited people from all walks of life DVMs from private practice, specialists from private practice, specialists from academia, representatives from specialty colleges, NAVCA, AAVC, and AAVMC reps, reps from vete

30、rinary organizations like AAHA, AVMA, etc.oWe thought it was time to have others discuss problems the VTHs are facing and hear their ideas on possible solutions besides just the academicians.Future of VTHs Conference, Nov. 10-11, 2006, Kansas CityoMs. Susan Baker spoke on managing the expectations o

31、f the clientoEveryone that meets a client should introduce themselves including receptionists with full name and title, should also address client and pet by nameo1st impression to clients very importantoClients want to be respectedFuture of VTHs Conference, Nov. 10-11, 2006, Kansas CityoDr. Mary An

32、n Vande Linde Veterinary Management Consulting spoke on “Client Expectations for Veterinary CareoTop reason why a client leaves a vet hospital indifference or poor attitude of staff or DVMsoMinimal waiting timeoConsistent message from one area to anotheroWant to be treated with respect, clarity, and

33、 consistencyFuture of VTHs Conference, Nov. 10-11, 2006, Kansas CitynWant to be communicated with on terms they can understandnWant the exams to be thorough by a DVM and not rushednAll interaction with client must be improved from reception desk to student to staff and facultyFuture of VTHs Conferen

34、ce, Nov. 10-11, 2006, Kansas CityoDr. Colin Burrows, SA Dept. head at Univ. of Florida spoke on “Meeting the Expectations of Referring VetsoWhy RDVMs refer uncomfortable with case, lack skills or equipment, lack of time, liability, good experience with referral hospital, know specialist, cannot hand

35、le diagnosis or emergencyFuture of VTHs Conference, Nov. 10-11, 2006, Kansas CitynWhy DVMs dont refer Geography (too far), cost, think they can do it all, previous bad experience with referral hospital, poor feedback from clients, dont personally know specialistFuture of VTHs Conference, Nov. 10-11,

36、 2006, Kansas CitynWhat RDVMs expect knowledge of services being offered, good quick response to 1st phone call, efficient communication from staff, protect relationship between client and RDVM, timely communication during and after animal is referred, do not treat other disorders than what animal h

37、as been referred in for, follow-up with RDVM when animal dies or is euthanized.Future of VTHs Conference, Nov. 10-11, 2006, Kansas CityoRDVMs are our most important clients and we all need to realize that.oNeed to perhaps do more marketing to increase our referral base. Florida has done:oRDVM Apprec

38、iation DayoHospital NewsletteroPractice visits to local practicesoLocal association visitsFuture of VTHs Conference, Nov. 10-11, 2006, Kansas CitynClient and RDVM surveynHospital Advisory boardnWeb Site for RDVMsnHospital Tours for Clients and RDVMsnPress releasesnReferral fax covers news or new cli

39、nical studies added to fax covernClients advocates - volunteersFuture of VTHs Conference, Nov. 10-11, 2006, Kansas CitynEducate clinicians on business issuesnRemind clinicians of referral protocol and if do not have one, create one (how and when to communicate with RDVMs, what is expected)nClinician

40、 incentive plannTake clinicians out of the charging businessnToll free numberFuture of VTHs Conference, Nov. 10-11, 2006, Kansas CityoDr. John Albers from AAHA spoke on “Future of Specialty Practiceo1996 18% of new vet graduates were doing advanced studies (internships/residencies)o2006 increased to

41、 33% with most of those wanting to pursue board certificationoWhy specialty practices will continue to grow?oIn survey done, 74% of clients would pay $500 to treat a serious disease in their peto52% would pay $1000, 15% would pay $5000Future of VTHs Conference, Nov. 10-11, 2006, Kansas Cityn61% of t

42、hose pet owners that thought of their pet as a member of the family would go to a specialist if their vet recommended it.nRecent graduates have a higher propensity to refer than vets that have been out for awhilenLenders will lend money to start a specialty practice at a good ratenManufacturers of e

43、xpensive equipment offer these practices good ratesFuture of VTHs Conference, Nov. 10-11, 2006, Kansas CityoDr. David Lee, Hospital Director at Minnesota spoke on the “VTH as a Profit Center and discussed the use of a professional call center, the use of a referral coordinator, discharge instruction

44、s faxed immediately to RDVM, having a Case manager/section, hiring a Hospitalist (a DVM that would help to move cases through the hospital)Future of VTHs Conference, Nov. 10-11, 2006, Kansas CityoDr. Charles MacAllister from Oklahoma State, spoke on Cooperative Arrangements for Training Specialistso

45、82% of the residency programs are in universities as of 2006oNeed to recruit residents interested in academia as a career.oPlenty of applicants for positions in all specialties except for anesthesia.Future of VTHs Conference, Nov. 10-11, 2006, Kansas CityoOklahoma growing own faculty by paying other

46、 institutions to take them on as an extra resident (pay for their salary and benefits to the institution training them). Must complete a MS degree and work for at least 3 years at Oklahoma vet school after finish residency. Cost of $140,000/resident to home institution for a resident to be trained e

47、lsewhereFuture of VTHs Conference, Nov. 10-11, 2006, Kansas CityoDr. Ruben Meredith, an ophthalmologist in a huge multi-location private specialty practice spoke on “Ophthalmologist in Private Practice.o6 locations presently where have practices and residents, have 12 active residents on board right

48、 now and tend to keep most of them on as clinicians after they finish (self-train them)oAll schools should do a SWOPT analysis once a year.Future of VTHs Conference, Nov. 10-11, 2006, Kansas CityoSWOPT analysis strengths, weaknesses, opportunities, and problems and threats.oPrivate Specialty practic

49、e (PSP)oStrengths residency training, large case load, commitment to research, board-certified staffoMultiple centers envisioned.oWeakness internal communication, staff training, inventory control, employee accountable, communication with clients and RDVMs, lack of uniform operating system, lack of trained techs, inefficient facilities.Future of VTHs Conference, Nov. 10-11, 2006, Kansas CityoV