• CCM faculty and case management administrators and directors from successful organizations are available to spend as many days as needed to work side-by-side with newly-appointed case management administrators.
• Includes mutually-defined objectives and high-impact participation.
• Provides more focused approach than seminars and conferences can offer and includes phone follow-up by appointment; timeframe negotiable.
• Client example:
  CCM provided coaching of a newly-appointed director on-site twice a month. During that time, she was able to handle complicated regulatory and political problems, as well as establish new expectations of the hospitals' referral base.

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• CCM physician faculty work side-by-side with newly-appointed physician advisors, chief medical officers, and other physicians involved in utilization and care management initiatives.
• Includes mutually-defined objectives and high-impact participation.
• Provides more focused approach than conferences and seminars can offer and includes phone follow-up by appointment; timeframe negotiable.

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• CCM faculty and experts from the field work side-by-side with newly-appointed case managers or case managers who have newly established performance targets.
• Includes mutually-defined goals and high-impact participation.
• Provides more focused approach than seminars or conferences can offer and includes phone follow-up by appointment; timeframe negotiable.
• Client example:
  At one western medical center, CCM provided one-on-one training in the use of Interqual Criteria as case managers reviewed each chart. Case managers were taught how to understand and use the criteria, how to communicate the meaning of the criteria to physicians and how to proactively use the criteria to develop a plan for the patient's stay. This intervention enabled the medical center to improve its observation status, cost per case and flow and capacity.

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• CCM social work faculty work side-by-side newly-appointed clinical social workers, or social workers who have newly established performance targets
• Includes mutually-defined goals and high impact participation for one or more days.
• Provides more focused approach than seminars or conferences can offer and includes phone follow up by appointment; timeframe negotiable.
• Client example:
  Social workers at a large urban pediatric medical center were individually coached in their goal of 100% family contact on admission. In addition, group coaching during discharge planning rounds for complicated psychosocial situations was provided. For example, in one case review, a positive alternative approach to helping gypsy families was developed. As an overall result, the volume of long-stay children was reduced.

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• CCM faculty and experts from the field of nursing management work side-by-side with nurse managers who are newly appointed, or have newly established performance targets.

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• CCM staff available to work registration staff to improve overall processes and outcomes.
• Review automated processes
• Improve customer relations
• Focus on accuracy of insurance verification and diagnoses
• Enforce the importance of the role
• Client example:
  CCM provided five days of one-on-one coaching to a large registration staff and manager of a community hospital in the Northeast. As a result, accuracy and speed of registration was increased, thereby decreasing re-work and an extended Accounts Receivable. In addition, customer relations with patients and families were improved.