2002/03 Annual Service Plan Report Ministry of Health Services

Summary of Other Planning Processes

Information Resources Management Plan (IRMP)

The implementation of government's Common IT Services Organizations (CITS) changed the role of the ministries' Information Management Group (IMG). This group has undergone a strategic shift to focus on IM/IT planning, partnership building, standards setting, business consulting, project management, information services, and e-health for the province. IMG continues to provide support for both the Ministry of Health Services and the Ministry of Health Planning.

Information technology is a tool to enhance patient care by allowing family physicians to collaborate with specialists, nurses and other health professionals. A number of strategies and projects were launched in 2002/03 to develop a foundation for an integrated network of care.

The Health Chief Information Officers Council (CIO Council) was established to develop a strategic plan for information management and ongoing collaboration. The council developed these documents:

• Information for Health — A Strategic Plan for Health Information Management in British Columbia 2002/03 – 2006/07; and,
• Framework for an Electronic Health Record for British Columbia.

A number of key projects are underway to support establishing an Electronic Health Record (EHR) that improves patient care and clinical decision-making with due attention to security and privacy protection. These include:

• A Physician IM/IT Strategy to develop a common approach for electronic access to clinical information.
• An Electronic Medical Summary to provide key patient information.
• New infrastructure to address access and network issues.
• BC Healthcare Client Identity Management Strategy to provide accurate, consistent, and unique identification of clients.
• Provider Registry Uptake supports the use of this registry, a standards-based repository of core data on health care providers.
• Electronic Health Record (EHR) Architecture to ensure a common framework for related projects.
• Diagnostic imaging services and infrastructure to make the results of diagnostic services, such as X-rays, MRIs and CT scans, available online securely.
• Clinical Broker Strategy facilitates the exchange of clinical information among organizations.
• PharmaNet Uptake to enable the use of PharmaNet drug history data to aid in clinical decision making.

Another goal is to make health information and services available electronically to the public to help them prevent illness, learn about treatment options, enhance wellness and access services online. The following IT projects are underway:

• Fair PharmaCare online registration;
• BC HealthGuide Program consisting of the BC HealthGuide Handbook, companion First Nations Health Handbook, BC HealthFiles, BC NurseLine and BC OnLine;
• Web-based public consultation for the Community Care Facility Act (Bill 16);
• Surgical Wait List Registry;
• Public Web sites such as BC Health Care, Your Health, BC Online and Chronic Disease Management; and
• An inter-ministerial Library Web site that provides access to an online catalogue and evidence-based research links.

Human Resource Management Plan (HRMP)

The Ministry of Health Services provides support services for human resource planning for both the Ministry of Health Services and the Ministry of Health Planning. Both ministries are involved in organizational planning and workforce adjustment to build capacity and meet operational requirements resulting from the Core Review, budget reductions and other government initiatives. The 2002/03 Human Resources Management Plan supports the following key goals:

Organization Planning — A skilled and competent workforce capable of delivering on new ministry goals

• 2003/04 Human Resources Management Plan refocused and revised

Workforce Adjustment — Redundant positions and surplus employees identified and people affected are treated with fairness, consideration and subject to due process.

Since the inception of the three-year workforce adjustment in 2001, the following has been completed:

• 453 encumbered and 200 vacant positions have been eliminated;
• Over 100 auxiliary employees were laid off; and
• Approximately 300 employees finished employment under the voluntary departure program.

In 2002/03, the following human resources strategies were implemented:

• Retirement projections were provided to senior managers.
• A Transition Resource Center was established to provide support to managers and employees. Services were offered to 1,051 workshop participants, including 1,027 individual coaching/counseling sessions.
• Approximately 300 employees finished employment under the voluntary departure program.

Employee Learning — Skilled, capable learning employees that support achievement of ministry goals

• 840 participants received a variety of formal training