The following is a summary of results of the 2022 HonorHealth Provider Press Ganey survey.

Thank you to all of the 847 medical staff members who participated in this survey. The HonorHealth Medical Staff leadership and administration are extremely grateful you took the time to complete the survey. We find the information that we get from the survey is critical for planning purposes; it helps identify areas where we have opportunities to better engage with our physician and provider community, and also identifies things that are working well so we can continue to ramp-up those efforts. We take the results of these surveys very seriously, and it is a focus of discussion at HonorHealth Board of Director meetings.

The results of the 2022 survey are very positive and show a significant overall improvement from the 2021 results. As one would expect, there are substantial differences, in some cases, between medical center campus results and between results for specific specialties. This article will not discuss those differences, but that information can be shared by campus and service line leaders.

Here is a list of some key findings presented in a bullet format:

• Overall, HonorHealth Medical Staff member engagement responses put us in the 70th percentile nationally, compared to hundreds of other organizations. This is up from 40th percentile in 2021. (Please note: Engagement scores are based on six of the 15 questions asked, and includes questions such as “I would recommend this hospital to other physicians and medical staff as a good place to practice medicine” and “I would recommend this hospital to family and friends who need care.”)
• Total responses increased by about 300 in 2022, which is a significant increase in participation.
• Strengths include “this hospital treats physicians with respect” and “patient safety is a priority in this organization.”
• Concerns, which will be areas of focus for 2023, include “new crisis policies, plans and procedures have been communicated effectively throughout this organization” and “I rarely experience burnout from my work.”

From a network perspective, the two key opportunities for us to meet the needs of our medical staff members are in how we communicate effectively with each other, and how we continuously work to reduce burnout and improve well-being. As mentioned previously, there will also be specific plans for each campus and for many of our key specialties. If anyone wants a more detailed summary of results, please contact your local CMO, service line AVP or medical group leader.