DFM+Leadership+Survey+6-4-13

Esteemed members of CCHS Department of Family Medicine,
 * From:** " jose.yasul@hsd.cccounty.us " < jose.yasul@hsd.cccounty.us >
 * To:** Family Medicine Dept < cchsfamilymedicine@yahoogroups.com >
 * Sent:** Tuesday, June 4, 2013 3:57 PM
 * Subject:** [cchsfamilymedicine] DFM Communication and Leadership survey results [1 Attachment]

Thank you for your participation in the recent DFM Communication and Leadership survey.

We are providing the survey results in the spirit of open communication with you. Please note, however, that this is raw information and we will be reviewing the survey in detail. We will be sending another communication to the department outlining our action plan.

As you will see, there are several areas in which you feel that we are doing well as an organization. Below are samples of statements that the highest percentage of respondents agreed and strongly agreed:

· Having CCHS colleagues from so many specialties available for phone consults benefits my patients and is a source of great professional satisfaction. · I believe that as a Physician or Nurse Practitioner at Contra Costa Health Services, it is up to me to be a leader, regardless of my department or position. · I have the opportunity to pursue my professional interest (e.g., leadership, research, and teaching) within CCHS. · I am proud of CCHS for operating in a socially conscious, ethical manner. · People in my department find ways to adapt effectively to change. · I made the right choice when I decided to join CCHS.

You also identified several areas that remain challenges, including, but not limited to:

· Lack of regular meetings with division head(s) to set goals, give feedback and provide coaching and membership. · Reporting that you are not consulted regularly by the organization in matters that affect your work. · Reporting a lack of trust and confidence in Administrative Leadership. · Feeling that your department lacks good teamwork with nursing, ancillary, and support services. · Feeling that salary is not appropriate and not feeling valued as a Physician or Nurse Practitioner at CCHS. · Feeling that workload is not appropriate and fair.

We want to make clear that as your Leadership Group we see ANY problems and failings cited in this survey as DFMLG’s responsibility to improve and correct.

Please know that we appreciate critical feedback as this helps us become better leaders. Our goal is to work with DFM and Administration to develop strategies to address these challenges.

Thank you again for your participation.

Respectfully,

DFMLG

**Note: Despite multiple tries, I could not get the pdf with the results to post here. Please email me if you do not have a copy. Joe Chavez Carey**

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