Amy Miller 210 NW Terre View Dr.

#11 Pullman, WA 99163 509-592-6149 Dear Potential Employer: I am writing you in reply to your advertisement for an entry-level administration position. As I prepare to begin my professional career, I have been on the search for a professional position as a hospital administrator upon graduation this spring from Brigham Young University with a Masters Degree in Health Care Administration. Throughout my professional career, I have steadily developed skills while gaining valuable experience that equips me to present your administration with advantages others may not offer. For example, as an assistant spa director for a staff of 65 persons, I acquired strong leadership and interpersonal skills. I am now able to quickly make appropriate decisions in emergencies and offer solutions to resolve critical issues. While working towards my degree I achieved a 3.75 cumulative grade-point average. My major in Health Care Administration has given me a foundation to enter into the Health Care industry with knowledge and the skills required to do a good job. I have found through my various courses combined with clinical rotations as an intern, I have broadened my capacity to communicate well with health care professionals of varying degrees, including: doctors, nurses, medical assistants, secretaries and other staff members. I have included, along with my resume a portfolio that includes samples of the writing I have completed in college. They include a technical definition of health insurance, a technical description of a supervisor, and an article I have compiled and wrote on healthcare management. After you have reviewed my portfolio, I would love the opportunity to discuss further with you the opportunities that your hospital may have. Please feel free to contact me at (509) 592-6149 so we can schedule a meeting. Thank you for your consideration. Sincerely,

Amy Miller Healthcare Administration, BA, MHCA

Table of Contents Page 1-) Letter of Application. Page 2-) Table of Contents. Page 3-) Sample #1. This is a technical definition on health insurance. This document was prepared for individuals who have little to no knowledge on health insurance. It describes its origin, its history, what its purpose is and gives a brief introduction to the Affordable Care Act. Page 5-) Sample #2. This is a technical description of Supervisor. The target audiences of this document are the leaders in the health care industry. Its purpose is to provide information on how to provide appropriate leadership of health care staff. The goal is to provide leaders with the tools they need to be successful, high performing supervisors. Page 7-) Sample #3. Is a report written on technical communication and the organizational culture of the Health Care Industry. The target audience of this report is the health care industry as a whole. Its goal is to describe the organizational culture and technical communication in the Healthcare Environment. It will describe what is working and what is not through analyzing the historical roots, the evolving culture, and will offer recommendations. Page 10-) My professional Resume. This describes my experience in a supervisory role and also highlights my education experience in the healthcare industry.

Health Insurance
What is Insurance? In the minds of the majority of Americans it is a necessary part of planning for the unexpected costs associated with just about everything from small burglaries to the devastating loss of life. It seems there is an insurance policy that covers practically everything. If you can think of it, theres probably an insurance policy for it. According to the English Oxford Dictionary, Insurance is defined as an arrangement by which a company or the state undertakes to provide a guarantee of compensation for specified loss, damage, illness, or death in return for payment of a specified premium Origin: Late Middle ensurance in the assurance, a French enseurance, from the mid-17th What is Health English (originally as sense 'ensuring, guarantee'): from Old from enseurer dates century. (1) Insurance?

Health insurance is the primary form of payment towards the cost of medical treatment from routine exams to surgery. Each health insurance policy differs in its deductibles, coverage, and premiums. The American Government actively debates the necessity of Health Insurance among its citizens and currently is implementing essential benefits required for health insurance to cover. They are also implementing mandates for all citizens to carry it. Here is the origin of its history. Wikipedia states:Until the passage of the Social Security Act in 1935, the federal government had never mandated any form of insurance upon the nation as a whole, but this program expanded the concept and acceptance of insurance as a means to achieve individual financial security that might not otherwise be available. The first insurance policies were offered by the Franklin Health Assurance Company of Massachusetts in 1850. They began offering insurance to railroad and steamboat workers against injuries. By 1866 sixty insurance companies were offering accident insurance but eventually consolidated. By 1980 various plans were available. In !934 the first group insurance policy was purchased. Wikipedia also states, Before the development of medical expense insurance, patients were expected to pay all other health care costs out of their own pockets, under what is known as the fee-for-service business model. During the 20th century health insurance evolved from traditional disability insurance.(wikipedia, http://en.wikipedia.org/wiki/History_of_insurance) 3

Now health insurance is common payment for most Americans. Not everyone carries it for a variety of reasons. It is estimated roughly 48 million Americans go without it. (wikipedian, http://en.wikipedia.org/wiki/Health_insurance_in_the_United_States) Many of those reasons include: Unemployment, the price of the premium, the person has a high risk conditions, or purely by personal choice. The current government is changing legislation with a goal of offering affordable care for those who currently go without it. There is much debate as to the best solution to the problem. The Affordable Care Act, the latest attempt at improving healthcare. This legislation will be implemented in 2014. References Health insurance in the United States - Wikipedia, the free encyclopedia. (n.d.). Retrieved November 9, 2013, from http://en.wikipedia.org/wiki/Health_insurance_in_the_United_States History of insurance - Wikipedia, the free encyclopedia. (n.d.). Retrieved November 9, 2013, from http://en.wikipedia.org/wiki/History_of_insurance

Amy Miller

Process: How to provide appropriate leadership to healthcare staff. Description: According to the Merriam Websters Dictionary, a supervisor is: one that supervises; especially: an administrative officer in charge of a business, government, or school unit or operation. But there is much more to supervision then this, so a better word to use would be leader, which means a person who leads. There are leadership qualities that are needed in order to achieve success as a supervisor in a healthcare facility. Here are the requirements that all supervisors/leaders should attain in order to fulfill their duties as an approachable, goal driven, high performing leader. The following list of steps describes the essential skills required. 1. Demonstrate technical competence. This can be achieved through continual study and application of technical skills. This will demonstrate to the employee that you not only understand how to do your job, but how to do your job well. 2. Create a team building environment. This will create an environment where employees will be motivated to participate in goals and offer their specific skills and talents for the greater good. 3. Become a motivator. This requires positive reinforcement. This includes professional incentives through advancements and promotions, financial incentives, and special recognition for a job well done. 4. Facilitate Meetings. This includes planning and organizing appropriate meetings for various purposes. Managers meetings, department meeting, staff meetings, and individual meeting need to be facilitated by the supervisor as well as meetings with CEOs, CFOs and all company staff which requires it. 5. Identify skills and strengths of various team members and utilize them in any way possible. This will increase productivity and give each employee their opportunity to shine. This will also contribute to the overall success of a good leader. 6. Provide constructive feedback. This must be done in a timely, interactive manner. It should not only provide corrective feedback, but must also provide positive feedback. 7. Acquire communication skills. You must be able to communicate well with staff members and upper level management. This will facilitate a quicker response to problems and issues.
5

8. Delegate responsibilities to staff. If something feels overwhelming, delegate those responsibilities. The majority of employees appreciate opportunities to show their skills by demonstrating their talents through additional responsibilities. Good leadership is absolutely essential for the successful health care facility. With the implementation of these basic skills and attributes, the retention and productivity of the employees will increase as a result. They will also increase profitability and provide the public with a well-managed clinic.
References

Dictionary and Thesaurus - Merriam-Webster Online. (n.d.). Retrieved from http://www.merriam-webster.com/ John Hopkins Universiry (n.d.). jhpiego.org. Retrieved November 16, 2013, from www.jhpiego.org/files/malaria/.../CDIModule12SupervisionFinal.pptx?

Health Care Administrators are the brains and guts behind the functionality of hospitals, clinics, group practices, and many other healthcare organizations. We may not give them credit for the care and services that we receive at these institutions, but they are the responsible ones that make it all happen. They deal with challenges on a daily basis to ensure that quality service is received by patients and their families. They are responsible for carrying out the mission statement while maintaining profitability. They oversee and supervise staff that they typically hire including departmental specific positions, department managers, physicians, nurses, assistants, pharmacists, lab workers, custodial, etc. They answer to shareholders, board members, higher administrators, government agencies, but they typically have freedom to make decisions on their behalf.

Health care administration as a career began when early hospitals began their growth between 1875 and 1925. These administrators were known as superintendents. There wasnt much in the way of training for the career. Many were nurses; others were doctors, laypersons, and Catholic sisters. As the need grew for administrators, the first formal program for health care administration for nurses was opened in 1900 at Columbia Teachers College in New York. The first official institution that offered a degree was Marquette University in Wisconsin. In 1927, only two students earned their degree the first year. The following year the institution failed. Despite the failing, another graduate program was created at American College of Hospital Administrators in 1933. The professional field was furthered in 1934 University of Chicago followed suit. Soon there would be 9 more by 1950, 15 more by 1960. (Haddock, 2013) 1875 1900 Hospital growth begins. Marquette University in Wisconsin offers first H.C.A. program. 2 student earn HCA degree Institution fails Degree is created at American College of Hospital Administrator. Professional field furthered growth. 9 more colleges offer program. 15 more colleges offer program.

1927 1928 1933 According to the book Careers in Healthcare Management, Hospitals and clinics are not only medical institutions; they are also social and business enterprises, sometimes very large ones. It is important, therefore, that they be directed by administrators who are trained for their responsibilities and can understand and integrate the various professional, economic, and social factors involved. (Haddock, 2013)

1944 1950 1960

The purpose of this report is to analyze organizational culture in Health Care Administration. We will divide this analysis into three categories: How organizational culture is evolving; what organizational
7

culture is currently doing, and finally what aspects of organizational culture should change. The evolving organizational culture in Health Care seems to be in danger of moving slow, if at all. As if the system, relatively speaking, is resistant to change not because of the inability to do so, but because of inaction. According to an article written by Dan Beck: A view of culture as fixed, omnipotent and sacred can endanger the passivity on the parts of leaders when it comes to moving beyond day to day operations to the game changing operations. Why bother when culture will resist, overwhelm, and suffocate efforts to mobilize meaningful change? An omnipotent culture becomes a convenient excuse for inaction. (Beckham, 2012) Beckham describes strategy as key to open the door to progress and change. Strategy must come from leaders. He describes, When leaders diminish the importance of strategy, they undercut their own organizational value. He goes on to say, A strategy is a pathway through complexity to a place of advantage. (Beckham, 2012)

cultural attitudes vary depending on its size. Currently administrators are highly respected and serve in important capacities with in all healthcare organizations. An analytical report states To date, relatively few studies have examined organizational culture in medical group practices. It has been argued that organizational culture may hold greater salience in small physician group practices because they typically lack formalized structure of a large healthcare organization; as in a result, culture may be an especially important determinant in health care performance. Lance Clemons, a newly promoted Administrator for a Hospice in Las Vegas gives insight into the culture within his smaller organization. Communication within his organization is what you might expect from administrators, email, phone calls; staff meetings, etc., but the tone of communication varies depending on whom the administrator is communicating with. Speaking with management is more formalized then with staffed employees. Lance describes the importance of using the proper channels. A CNA should not go directly to the CEO with concerns. They should first go to their immediate managers. There is much emphasis within his company that individual initiative is highly encouraged. Lance was forth coming by explaining that it was the key in his organizational culture. He is absolute in his resolve to allow his staff to have control over their duties, as he has control over his

In Healthcare, organizations range from large corporations to small practices. The

8

own. Individual initiative is the key into making this concept work. Incentives are designed specifically with each department in mind. Marketing is incentivized with bonuses that are rewarded for generation of new business. Administrators also receive bonuses based on the profitability of the company. Doctors and nurses are incentivized by productivity. The professional environment of healthcare organizations is important, however there is a time to lighten up and have a little fun. After all, employees spend a large amount of time working. The Nursing staff always dresses professional for sanitation purposes, however the office staff dresses business casual. There are a few jokes that circulate around the company, especially among the nurses. They see the comical incidents occur and joke among each other. They pride themselves on being politically diverse with differing views. The environment offers an equal balance of conservatives, liberalism, and moderate views. According to an article written by Lynn Perry Wooten, PhD and Patricia Crane, MS, CNM, Constructive organizational cultures that enhance both employee satisfaction and patient satisfaction consists of work environments where members have positive colleague interactions and approach tasks in a manner that helps them to attain high-order personal satisfaction and meet organizational goals (Cooke &
9

Rousseau, 1988) In other words, health care organizations that typify constructive cultures put people first by encouraging positive interpersonal relationships, but also they value self-actualization and employees who are achievement oriented. (Wooten & Crane, 2003) This statement also provides evidence to Lances claim that encouragement is the key to successful organizational culture. A study was conducted about the relationship of organizational culture and job satisfaction and perceived effectiveness in primary care practices with a cross section of 374 participants from Pediatric Clinics in Connecticut. 127 of them were clinicians and 247 were non-clinicians. It evaluated the perceived effectiveness and job satisfaction of these participants in group, developmental, rational, and hierarchical cultural settings. The results discovered that the group culture and practice culture were positively associated with satisfaction, while rational and Hierarchical were negatively associated with job satisfaction. (Brazil, Wakefield, Cloutier, Tennen, & Hall, 2010) So what changes can be made to organizations with negative association with job satisfaction? Is it to use strategies to change the organizational culture to simulate the organizational culture of group practices? Or is the culture currently too resilient to change? These are all questions that need new future oriented leaders to explore these ideas.

AMY MILLER
210 NW Terre View Drive | Pullman, WA 99163 | 509-592-6149 | amille20@slcc.bruinmail.edu

OBJECTIVE

To obtain an entry level Health Care Administration Position where I may utilize my Education and expand upon leadership skills.
EDUCATION

Bachelors of Science Brigham Young University- Idaho

December 2015

Major: Health Care Administration GPA: 3.8 Related Course Work: Business Administration, Human Resources, Business Statistics, Macroeconomics, Health Care Management, and Health Care Ethics

LEADERSHIP EXPERIENCE

Supervised 65 employees.

Ensured productivity and positive moral. Improved employee retention. Increased quality services.

Managed 4 department managers.

Implemented Managerial Training. Conducted weekly leadership meetings. Directed managerial responsibilities. Oversaw their professional development.

Communication Reported daily to Regional Manager.

Communicated with HR Management. Daily 5 minute meetings with staff.

Sales

Improved sales of services and products by implementing continual education of employees.

LEADERSHIP EMPLOYMENT HISTORY

Coldwater Creek the Spa Assistant Spa Director/ Spa Lead

2006 to 2008

Responsible for maintaining a professional, growing, safe, and productive environment.

References Available Upon Request

10