With more than 500 locations serving 1.6 million people, Rochester Regional Health invests in facilities, technology, and team members to deliver exceptional care close to home. This investment includes attracting and retaining top nursing talent, which earned the organization a Magnet designation for nursing excellence from the American Nurses Credentialing Center (ANCC). Only 617 institutions worldwide¡ªless than 10 percent in the U.S.¡ªreceived this designation.?
¡°Nursing is an area we focus on because of widespread nursing shortages facing the healthcare industry,¡± says?Jason Frank, SVP Integrated Workforce & Operations Technology at Rochester Regional. Over half of nurses across the U.S. reported burnout symptoms, according to the .?
Rochester Regional earned the ANCC Magnet designation after collecting and analyzing feedback from nurses surveyed on topics such as teamwork, engagement, and well-being with ²ÝÝ®ÊÓƵ Peakon Employee Voice. Leaders use ²ÝÝ®ÊÓƵ Peakon to gather and analyze team member feedback in real time.
¡°The survey results help our nurse leaders reinvigorate the decision-making process staff-wide, reinvent career advancement, and reimagine nursing orientation and ownership,¡± says Terri Glessner, SVP and chief nursing practice officer at Rochester Regional. ¡°The nurses tend to be more forthcoming with their answers through ²ÝÝ®ÊÓƵ Peakon compared to previous surveys.¡±
Leveraging AI to increase engagement.?
Nurses confidentially share their experiences, expectations, and feelings about work through ²ÝÝ®ÊÓƵ Peakon. Frank says, ¡°We target nurses who need to have the Magnet questions.¡± While previous survey tools sent the same questions to every team member regardless of role, ¡°²ÝÝ®ÊÓƵ Peakon helps reduce survey fatigue,¡± concludes Frank.?
With ²ÝÝ®ÊÓƵ Illuminate?, the next generation of the ²ÝÝ®ÊÓƵ AI platform, leaders use new capabilities in ²ÝÝ®ÊÓƵ Peakon to:?
Create AI-generated content summaries distilled from thousands of comments that pinpoint specific issues
Customize survey questions based on whether team members are new hires or leaving
Forecast attrition risks based on team member tenure data
¡°The attrition prediction part of ²ÝÝ®ÊÓƵ Peakon is accurate,¡± Frank says. ¡°When we compare our own turnover analysis with ²ÝÝ®ÊÓƵ Peakon, they align.¡± Leaders use 20,000 data points to identify trends in question responses, rates, and team member tenure data to accurately assess team member turnover risks.
Frank and Glessner say leaders leverage survey insights to foster a supportive and empowering environment for nurses. Managers use custom dashboards to review comments from their team and act accordingly, which promotes accountability, collaboration, and transparency throughout the organization. ¡°Our nurse managers better understand the needs of their teams, especially in low-scoring areas, by comparing current metrics with previous ones with ²ÝÝ®ÊÓƵ Peakon,¡± Glessner says. ¡°The survey aligns with our continuous journey toward excellence in multiple ways.¡±
Nurses are candid in their survey responses, and we can share that feedback in a meaningful way to drive engagement. That was not possible before ²ÝÝ®ÊÓƵ.
SVP Integrated Workforce & Operations Technology
Fast and secure data analysis.
Frank says they can review data faster because it¡¯s all within ²ÝÝ®ÊÓƵ, where it¡¯s securely stored. Managers prepare, reconcile, and access large volumes of financial, supply chain, and HR data with ²ÝÝ®ÊÓƵ Prism Analytics. Automated access to combined data from multiple sources in ²ÝÝ®ÊÓƵ Prism Analytics enables them to drive accurate reporting, manage profitability, and monitor supply utilization.?
¡°Before, it took us weeks or months to compile data from various sources,¡± Frank says. ¡°With ²ÝÝ®ÊÓƵ Prism Analytics, we integrate those sources with ²ÝÝ®ÊÓƵ data quickly.¡±
Frank adds that due to expanded self-service reporting capabilities, the HRIS team has increased the proportion of its time dedicated to strategic work from 40% to 85%, resulting in better support for Rochester Regional team members.
Improved compliance process.
Frank says strict governance and compliance requirements are met faster and more efficiently with ²ÝÝ®ÊÓƵ. ¡°Our earlier reliance on datasets and an old payroll system made audits more challenging.¡±
The organization¡¯s HR compliance team saved up to 12 hours per month by automating notifications for license and certification renewals for clinical staff. It has also reduced citations from accreditation bodies and decreased occurrences of expired licenses.
We address even the most stringent regulatory requirements because all of our data is part of a unified system. It¡¯s fully auditable.
SVP Integrated Workforce & Operations Technology
What¡¯s next.
The health organization creates personalized growth paths for nurses so they can set goals, track progress, receive regular feedback, and take advantage of professional development opportunities. ¡°Peakon attrition prediction empowers our leaders to take meaningful action,¡± Frank says.
Frank emphasizes the organization¡¯s ongoing efforts to improve the team member experience and make Rochester Regional a great place to work at a time when nurses are in high demand. ¡°By truly understanding our workforce¡¯s needs, we¡¯ve built a solid foundation for future growth and success.¡±