Case Studies

Case Study #1
A large Midwestern health system (2800+ employees, 400+ beds, 700+ job titles ) had hired another performance management software company. The project was abandoned midstream because of substantial employee complaints. The VP of HR then learned of TCS and PACE™. TCS started implementation in August 2004. Over 175 workshops with employees and managers were completed by October 2004. All employees were evaluated on the new PACE™ software, loaded with their workshop templates, by January 1, 2005.There was not one employee complaint.

Case Study #2
Three California hospitals merged to one health system over five years ago. The job descriptions and performance management tools were not automated and the process itself was not consistent throughout all organizations. Employees at one hospital felt they were being unfairly treated as compared to staff at the two sister hospitals. Through their PACE™ workshops, department managers from each hospital worked together to develop their PACE™ standards with TCS Consultants. In addition, the managers used the time to brainstorm on other issues that arose during the PACE™ process. The health system adoption of PACE™ resulted in a completely automated performance and competency management system that held employees to consistent standards throughout the organization, and a higher morale level for both managers and employees.

Case Study #3
A large Virginia health system had received type 1s on two consecutive surveys for Human Resources job descriptions (or lack thereof). A new Vice President retained TCS to implement PACE™ before the next JCAHO survey (in six months!). Not only was the hospital extremely pleased with the process, but JCAHO published their PACE™ samples in "Assessing Hospital Staff Competence". JCAHO surveyors were particularly complimentary on the PACE™ tool.

Case Study #4
A small Maryland Community Health Center (CHIPS) was scheduled for its first JCAHO survey. They retained TCS to implement PACE™. On survey day, the COO presented their PACE™ templates and organizational competency reports to the surveyor. The COO raved to TCS, saying how 'proud' she was of her organization after seeing the positive impression made on the JCAHO surveyor.

Case Study #5
A large physician practice organization had made several attempts at defining competencies for their staff. It had taken over a year and the net result was a large book that contained only nursing competencies. They decided to pull the plug on the internal work and hired TCS. Within three months, all staff had competencies developed using the PACE™ process.