Category Archives: Guest Author

GPOs and the Health Care Industry of Tomorrow

Join me in welcoming another guest author to Sourcing Innovation with his post questioning where GPOs will fit in the Health Care industry of tomorrow!

Where will GPOs fit as the Health Care industry starts leveraginge-procurement and the Internet to the level other industries have? Beforeanswering this, let’s start by quickly summarize the value proposition GPOs offer Health Care entities today, and then look at potential flaws in that value proposition and why these flaws exist … or more appropriately, what has changed.

Because most Health Care entities are small regional businesses, they don’thave the purchasing power of Global 2000 companies. One value that Health Care GPOs bring is their ability to leverage the purchasing requirements of multiple Health Care entities (based on the premise that greater volume will bring better prices). Also, many GPOs offer an additional service by processing the POs and invoices. So, by having the GPOs take over the strategic sourcing function as well as the transactional purchasing function, Health Care entities can focus their resources on what’s most important … patient care. Also, GPO services are usually free to Health Care entities.

For suppliers, they can reach hundreds of customers through a single organization, the GPO … and they pay the GPO a commission … which is how the GPOs make money.

Value Proposition Flaw #1: How do Health Care entities know whether they areactually getting the best possible price from the GPO? They don’t,especially if they have outsourced both strategic sourcing and transactional purchasing to the GPO. Today, the Internet has created price transparency in many markets (IT, office supplies, MRO … and some health care categories as well). Purchasing folks at Health Care entities go on the Internet and see lower prices than they are paying from their GPO right on a supplier’s website! Simply put, this price transparency created by the Internet has madeit hard for GPOs, especially with the supplier markup included, to ensure they are offering the best price to Health Care entities, especially when large, multi-national suppliers / distributors are involved (Sigma-Aldrich,Fisher-Scientific, VWR, Staples, Grainger, etc.). The result? Higher prices paid on both direct and indirect materials by the Health Care entity.

Value Proposition Flaw #2: The way GPOs manage transactional purchasing is still a manual process. There is still a large redundancy of resources betweenthe GPO and the Health Care entity, long lead times (which creates the well known and costly industry phenomenon of stockpiling inventory), and issues with compliance. Compare that to how leading Fortune 500 companies purchase using systems like Oracle iProcurement, Ariba Buyer, or SAP EBP, where the purchasing department is basically taken out of the process, which is automated, in most cases, from “requisition to check”, and totally compliant! The result? The cost of redundant resources, too much inventory and inefficient processes increase the operational costs at Health Care entities

So what needs to happen? It’s simple – the same thing that has already happened in other industries … the Health Care entities need to adopt e-procurement! It will not only lower their operational costs, but will let them take advantage of the aforementioned price transparency, which will result in lower prices. Also, the use of e-procurement doesn’t preclude the use of GPOs, but it gives the Health Care entity the option of dealing with certain categories directly, if that’s where the better prices lie!

And where can GPOs add value? One obvious place is with small suppliers. Although many large suppliers will be able to now “go direct” to clients, not every supplier has a web site, a punchout site, or the ability to support a client using an e-procurement system, so small suppliers still need an “on ramp” to their clients … and the GPOs can provide that.

A not so obvious opportunity is for the GPOs to get with the e-procurement program and provide the capability for the Health Care entities to buy from them in a self-service manner. After an initial technology investment, a GPO would also have lower operating costs, which could potentially make it more price competitive.

In closing, please be aware that there are Health Care entities that have already adopted the e-procurement best practices of other industries, and they are already reaping the rewards. One common thread I see across these market leaders is that they have successfully recruited both purchasing and IT professionals from other industry sectors that have been successful with e-procurement.

Canadian Medical Purchasing is Only Just Average

Today’s post is from a contributor, who’s a buyer and not a cutter, who wishes to remain anonymous.

The Canadian medical and healthcare landscape is a patchwork of publicly funded services (which, for the most part, operate as a legal monopoly) and privately funded services. With some exceptions, the traditional, physician-based, services are generally provided through the publicly funded health services (that include funding for community based hospitals).

Based on my personal observation of the state of healthcare procurement in Canada, I give the industry a solid “C” performance rating. There are three reasons why healthcare procurement is an “average performer”.

Technology constraints

Hospitals and regional healthcare authorities have not made investments in supply chain technology.

What my recent experiences show is that the funding has typically, and rightly, focused on improving specific patient outcomes such as reducing “waiting times”. In a publicly funded system, costs are contained through restraining supply. Hence, critics argue that the waiting times for medical procedures are a proxy for “underfunding”. Healthcare funding for activities not easily connected to improving patient outcomes has continued to lag. The status of healthcare supply chains is slowly beginning to get recognized as a priority investment item.

Many of the country’s largest hospitals and healthcare regional authorities would struggle to report basic supply chain information such as the volume of purchasing by vendor, whether the costs per employee – or per patient – vary by hospital for standard medical procedures, and whether a supplier charges one department – or one hospital – a different price than another within the same regional authority.

Physician Preference

There are few professional situations where individuals wield more personal power than that of a surgeon in a hospital. Quite simply, most hospital staff are encouraged to treat a physician’s requests as an infallible demand. While working with one of the largest hospital corporations in the US, our team found that getting physicians to comply with approved suppliers was not difficult – if you could gain direct access to the physician. However, the supply chain staff were adamant that they would not even consider initiating a discussion about compliance with the doctors. The smartest decision that the hospital chain’s CEO made was to appoint a highly regarded Epidemiologist as the Chief Purchasing Officer as this gave the position a level of respect that allowed compliance programs to become effective.

Talent

I don’t think that there is much more that needs to be said about this that hasn’t already been covered by the doctor here on this blog. Let me simply agree that in order to move beyond average results, we will require the ability to attract and retain above average talent. My observations are that healthcare procurement is basically at the “three bids and a buy” stage of maturity.

Let me share some data on why I think healthcare procurement is important and why I think it’s only an average performer.

The Canadian Institute for Healthcare Information (CIHI) tracks and publishes healthcare information in Canada. In their 2007 report, “National Health Expenditures 1975-2007”, they show that while real spending in healthcare in Canada has been rising dramatically, with a 300% increase between 1975 and 2005 (from $40B in 1975 to $120B in 2005 stated in 1997 dollars), healthcare’s share of GDP has been a more modest rise from about 7% to about 10% in 2005. The data also shows that healthcare spending can change rapidly. During Canada’s recession in the early 1990’s, healthcare spending peaked at about 10% of GDP in 1991 and then subsided to about 9%, where it remained for about ten years until healthcare once again exceeded 10% if GDP in the early noughts.

Three factors have been driving an increase in the costs of publicly funded healthcare: an increase in the size of the population, an increase in medical services as new treatments and new surgeries are brought forward, and an aging population. In 2000, the Conference Board of Canada forecast that expenditures on healthcare would rise to 42% of total provincial and federal government revenues by 2020, from 31% in 2000. The full report can be found on-line.

So, healthcare is big business and its relative importance to our economy is growing.

That decade of healthcare spending restraint was followed by several years of increased healthcare funding, with a particular focus on increased hospital spending, followed by increased spending on drugs, relative to physician spending that increased more slowly.

The Ontario Ministry of Finance is one of the early movers on trying to understand healthcare spending for non-medical areas. Under the auspices of Ontario Buys, they funded six healthcare supply chain projects. The investment was rather modest at $12.8M ($9.8M from Ontario Buys) and covered $973M in annual purchasing. They are claiming a 10 year savings of $92.4M and an average payback time of 1.5 years. Partly based on the success of these trials, they issued an RFP (BPS-071212) in December 2007 to receive support in evaluating additional healthcare supply chain business cases.

Investments in supply chain technology do not have to be expensive to add value.

The business cases are significantly improved if procurement savings are added to the plan. In looking at the case for two regional authorities, both representing about 15 hospitals with annual purchases on goods and services in the range of $300-$500M, procurement savings are being realized at about 1.5%-2% on an annual basis. This puts those regions squarely in the middle of the pack for procurement organizations (see ISM’s annual Cross Industry Summary reports – gated at http://knowledge.capsresearch.org/).

Again drawing on personal experience, procurement savings can be accelerated to well above the 1.5%-2% annual rate, and a range of 5%-8% on a one time improvement maintained over several years is possible. I recently performed two benchmarking exercises with thousands of purchased items representing in excess of $50M in annual purchases for a regional healthcare organization. While performing the benchmarking, it was apparent that those basic supply chain information questions I referenced above could not be answered. More telling, however, was a lack of interest in trying to answer the questions. If you are running a “three-bid and a buy” organization, why would you care about the cost per patient for the consumables in a medical procedure, even if you could access the information? Isn’t that the sort of thing the Chief Surgeon or the nurse in charge of a ward is responsible for?

Supply chain and purchasing are considered, and therefore staffed as, junior support.

The results of the benchmarking tests indicated that joining one or more of the group purchasing organizations (GPO) in Canada (the two market leaders are Medbuy and Healthpro) would provide immediate savings of 4%-10% in medical-surgical and pharmaceutical categories, and that was for purchasing identical items. Additional work in identifying functionally equivalent items had the potential to add another level of savings.

While the GPO model is not perfect, for the right class of goods, the average healthcare procurement organization should take a hard look to see if they have supported their staff with the right technologies, and, if so, ask if their staff have the capacity and skill level to perform better than a GPO. Plexxus, a non-profit shared supply chain services organization, owned by 12 hospitals in the Toronto area, has selectively used a GPO for items that have volume sensitive pricing.

Condensing these notes to a few take away thoughts, we arrive at:

  • This is a good time to be in the healthcare supply chain technology business in Canada.
  • Homegrown procurement departments in regional authorities and hospitals are performing with expected results for average procurement organizations.
  • Higher performance can be achieved, and in some cases can be achieved quite easily, by using a GPO.
  • A broader, more sustainable, approach will require more investment in technology, policy changes, and staff talent than are likely to be made available to local healthcare administrators.

Thank you anonymous. Hopefully you’ll have more thoughts to share with us in the future!

The Battle Over Efficiency vs. Quality vs. Cost in Hospitals and Clinics

Today I’d like to thank Dave Stephens of Coupa for letting me re-post his thoughts on efficiency vs. cost in health-care providers.

Coupa has been working with a number of healthcare organizations lately, and so we thought we’d share some of the e-procurement challenges that we see as unique to that industry.

We’ll start with a simple question that has a surprisingly un-simple answer: Should healthcare providers prioritize quality over efficiency when in comes to patient care? Yes, you say, of course! But what does that really mean? Let’s take this question past the typical sound bite by using a specific example –

Discussion Point: Orthopedic casts

There are two different “technologies” used in the casting process. The casts are most frequently made from plaster, but fiberglass bandages are viewed as an increasingly popular and more modern alternative.

So what if you take a fresh batch of physicians, straight out of medical school, and plug them into a system where plaster is mandated (let’s say due to the presumption of lower cost due to “part” and “procedure” standardization)? Let’s say these newer physicians are inexperienced in plaster because they’ve always used the “newer” fiberglass bandage method in their residency programs. What you’ll most likely find is both quality and efficiency of casting by these new physicians is very low. Compound that with a low frequency of performing the casting procedures, and you’ll realize it will take a long time for proficiency to rise to adequate levels. The original goals of standardizing will have failed – costs will be higher, procedures will take too long, and quality of care won’t be high enough.

The obvious answer, to use fiberglass for casts, has a hidden problem. The hidden problem is the more senior physicians. They have used plaster for years and are very proficient at it. These physicians can give a higher quality of care at a lower cost using plaster – without a doubt. Not only that, they may have a perspective that fiberglass is not as good as plaster and may be fairly unwilling to move to what they view as a lower quality method of casting.

At this point some hospitals and clinics just give up and carry both fiberglass and plaster. And maybe that’s the right decision. Perhaps over time fiberglass may displace plaster altogether. What is the real cost / benefit for pushing one method over the other, especially once the true costs of switching for your professionals are factored in?

Conclusion for Healthcare organizations adopting e-procurement initiatives

An efficient e-procurement program recognizes the need for a high quality of care and supplies the necessary goods to practitioners even if it means sacrificing on the admirable goals of part standardization. We’d assert that being flexible with physicians results in lower total cost by reducing rework and increasing the operational efficiency of a healthcare organization’s high value assets (its professionals).

The same story can be told across a wide variety of supplies and procedure kits. From sutures to bandages, from scalpels to IV needles, the best supplies are those that your physicians and nurses are most comfortable using.

So consider your e-procurement goals before embarking on your programs in healthcare organizations. Focus first on convenience. With e-procurement your cycle times for receiving materials should be cut by weeks. Focus next on inventory management. With e-procurement you should have a much better handle on min/max reorder points and on your inventory levels and carrying costs.

And then where you can do so without impacting quality, reduce costs further by standardizing – with care.

A Quick Start to e-Sourcing

Having trouble getting approval for that brand new e-Sourcing system you want to buy? Even though you know the return is there, if your CFO has not yet seen the light, then you’ll need to start small and get some quick wins. How do you do that? Eric Strovink of BIQ has an answer.

The one eternal constant in the world is that nothing stays the same. That’s true of e-Sourcing as well. If you’re innovative, significant progress can often be made without much support at all. Sometimes all it takes is a few successes to get the attention of senior management.

What budget do I need?

It used to be the case that a huge budget was required to start using an e-sourcing solution. With modern, on-demand and desktop e-sourcing software, this is no longer the case. Spend analysis software can be leased inexpensively by the month, with no up-front commitment. e-RFx and e-Auction software can be purchased on a per-event basis, if you run the event yourself — and basic software is even free from WhyAbe, if your needs are (quite) modest. You can live without contract management software early on; and if you aren’t running a lot of projects, then project management isn’t an issue either.

Optimization software is typically expensive, but Excel-based model solvers are relatively inexpensive when purchased for single users. Although constraint support is extremely limited, you can partially work around this limitation by creating multiple “scenarios” with different subsets of suppliers and products. You might not get the best solution, but with some ingenuity, you can get a better solution than what you would produce otherwise.

You should be able to short term lease an analytics tool to build and analyze a spend cube for under $10K, run several one-off e-RFX or e-Auction events for about $10K as well, and, with a lot of elbow-grease, analyze the results with Excel and an Excel solver for under $5K. In other words, for less than $25K, you should be able to run a few small, primitive, e-Sourcing projects.

What resources do I need?

You will probably only need one dedicated resource to learn the above software well enough to use it. Both modern Spend Analysis and e-RFX/e-Auction software packages are very easy to learn and use. If you want to jump-start the process, vendors and/or third-party services organizations can step in to offer walk-along training. There’s no need to commit to huge blocks of time and money against a promise of amorphous results; instead, ask your services provider to train your resources in a phased manner, such that their resources disengage frequently and allow your team to do the time-intensive work (of which there will be a lot if you’re using e-Sourcing tools with limited functionality). The price tag can be under $10K for a jump-start on spend analysis, the e-RFX/e-Auction process, or model building and solution.

What should I do first?

Spend analysis, if it hasn’t already been done, is a real eye-opener for the rest of the company. Once you’ve built the first A/P level cube, you’ll find opportunities everywhere. Sometimes this is enough, alone, to get a commitment from senior management for the e-Sourcing software you so desire and more resources. (And sometimes you’ll have to do a few more analyses and sourcing projects to prove it’s not a one-time fluke.)

Another way to gain management’s attention is to load invoice level data (price/quantity data, or PxQ data) into the spend analysis system, instead of A/P transactions. For commodities like PC purchases, office supplies, and contingent labor, it’s almost always the case that there are peculiar outliers and charges that shouldn’t have been assessed. One consultancy estimates that 3-5% is there for the taking. The good news about invoice analysis is that the result isn’t some “promise” of future savings based on radical behavior change, but instead a refund check or credits. It’s awfully hard to ignore someone walking down the hall waving a check.

Furthermore, once you get that check, you’ll be able to use it to pay for that new system that will greatly increase your efficiency, and savings, and allow you to go from running a few projects (that could require an almost painful amount of time and effort because – where e-RFX, e-Auction, and optimization are concerned – you get what you pay for) to running a few dozen or more! And that’s when the real savings will begin.

The “Talent” Game

Today I’d like to welcome Don Dougherty, a Partner with SupplyStaff and Denali Consulting.

In today’s global economy, hiring and retaining top talent is a driving concern of corporate and human capital management professionals. Escalating retirement rates are looming, fewer resources are entering the job market than in previous generations, and required skills sets are more sophisticated than ever before. The end result is a tighter market for top-tier professionals and unprecedented challenges for organizations in the area of skills development, retention and recruiting. It is on every executive’s agenda.

What should companies be doing now, before it’s too late? We see development of a “talent strategy” emerging as a key business consideration…leading companies are determining what skills they have, what skills they will need, and how best to retain or obtain those skills. They are then executing aggressively on that strategy. Is your company? Here are some learning’s from those having success navigating the talent battlefield.

Determine the Real Needs
Executives always state they want the best professionals that the market will bear for their organization, but often times too little thought is given to what that is. Assessing what the organization actually needs in terms of skills, knowledge, and ultimately talent, is the first step; not only for now, but for the future.

Identify Current Skill Sets in the Organization
Assessing the organization’s skills may seem like a daunting task, but with a focused effort, some planning and follow through, it can be done relatively quickly. After first determining who will be in the assessment group, a combination of internal interviews, online skills testing, and performance reviews can help you identify and summarize your current organizational skill base. Identify systematic organizational gaps, as well as individual gaps.

Develop a Strategy to Fill the Talent Gap
Once the desired mix of competencies is determined, it must then be assessed whether the talent gap is something that can be trained or developed internally, recruited, or a combination of the two. Filling the talent gap is more of an art than a science, but is typically done through the two primary mechanisms; talent development and talent acquisition. Here is where the company or organization leadership team plays a key role, determining the right mix. Management will often have to make the tough call…understanding where development efforts stop and where recruitment begins.

Train and Retain
Studies have shown that companies with the best retention practices outperform the Dow, NASDAQ, and S&P500. Surprisingly though, we see it’s not the things that have never been thought of before that hold the most promise, but rather the things we knew we should be doing but have not been applying enough. The simple answer – train and develop a creative culture. To fill at least part of that talent void, employees of leading companies are completing extensive training courses & seminars to develop today’s needed skills and abilities. Additionally, talent gaps are being filled by focusing on interpersonal skills, including communication, teaming, innovativeness, and leadership. Ultimately a learning environment is provided where individuals are engaged in their own development and are rewarded for the right behavior. When employees are unwilling to change or grow, another position or even another organization might present a better fit.

Recruit the Difference
To truly transform and operate competitively, companies in all industries, and of all sizes, are aggressively recruiting the best and brightest…and it is sometimes easier and quicker to hire than to develop. While some companies continue to take on this effort themselves, many are soliciting the help of outside experts to help in the process, or take it over completely. Sources say the recruitment outsourcing market in the U.S. is expected to grow at an annual rate exceeding 20%. The strongest areas of growth are expected to be in the areas of recruiting, education and training, and personnel administration —essentially those areas having the biggest impact on overall competitiveness.

The new corporate organization is facing unprecedented demands made upon them by their customers, suppliers, senior management and themselves. While there are many efforts that management may pursue in the quest for competitive success, few are more important than having the right people with the right skills. Bottom line – be proactive in your task to build the right mix of talent.