This short animated video explains how to find and use our powerful how-to guides
Does your team want to improve service? Or clinical quality? If you don't know where to start, check out the teams-tested practices on the LMP website. This short video shows you how.
Having trouble using the search function? Check out this short video to help you search like a pro!
Need to find a checklist, template or puzzle? Don't know where to start? Check out this short video to find the tools you need on the LMP website with just a few clicks.
What can your team do to get needed trainings from other departments? What else could your team do to see how your work fits into KP's "big picture"?
What can your team do to look at the care experience though the eyes of the patient? What else could your team do to make going to the doctor easier for the member?
Format/sizes:
Intended audience:
Frontline workers, managers and physicians
Best used:
Brief text and graphics give an overview of key provisions of the 2015 National Agreement. Choose the format that works best for you!
Format:
PDF (color or black and white)
Size:
8.5" x 11"
Intended audience:
Frontline workers, unit-based teams
Best used:
Post these five tips for speaking up and being heard on bulletin boards and in break rooms.
Take advantage of everything LMP Communications has to offer and more!
The flagship publication of the Labor Management Partnership, Hank (named in honor of Henry J.) brings forward the diverse perspectives of frontline workers, managers and physicians across Kaiser Permanente. It features:
Each quarterly issue also has a comic on a partnership theme, puzzles and games, a poster and more.
Our twice-monthly e-bulletin links you to useful tips, tools, team-tested practices and videos on LMPartnership.org. Subscribe today! (Scroll to the bottom of this page and enter your email address in the box.)
A checklist from the Labor Management Partnership’s early days, with seven principles and 37 related behaviors describing what working in partnership looks like.
Most people think about advancing their careers as a personal goal—if and when they get the time and support to map out a plan. But Panorama City’s Emergency Department unit-based team saw that boosting the team’s skills also matters to KP members, patients and the department. It used collaboration—and LMP trust funds—to improve the workflow and put several staff members on a solid career path.
“It’s not just about making more money. It’s also about being able to provide the best care possible,” says Richard Rowland, one of two emergency room assistants finishing courses needed to earn promotions to emergency service technician positions.
Early last year, the unit-based team started a “door-to-doc” project aimed at moving patients more efficiently through the ER. Results soon stalled because many staff members lacked the training or official certifications to help nurses with such triage duties as drawing blood and organizing labs. About that time, Sylvana Hrovatic arrived as assistant department administrator and management co-lead. She was focused on improving patient service and care, and says it was her labor partners who steered the conversation to career development.
With the help of ward clerk transcriber Becky Linares, labor co-lead and an SEIU UHW steward, the UBT reached out to the SEIU UHW-West & Joint Employer Education Fund to create a plan for employee career advancement in the department.
What can your team do to support each other's concerns? What else could your team do to follow up on issues?
To enhance communication and participation, unit-based teams use processes that are designed to encourage teamwork, ike outcome-oriented meetings and frequent huddles. Teams also regularly analyze data to make sure their improvement efforts are on track. Advanced UBTs employ more sophisticated approaches that include adopting or spreading successful practices and getting input from Kaiser Permanente members and patients.
