Transcript
Chris Jones (00:00) good afternoon, Judy. How are you? Oh, you’re muted up here?
Judith Capraro (00:06) We go. Sorry about that.
Chris Jones (00:08) No problem. Right there. I was like,
Elizabeth Paddack (00:11) wait a minute. I see you now.
Chris Jones (00:13) Yeah, some of them, I don’t know if you use zoom a lot or if teams is more common for you, but I think zoom kind of by default mutes you when you join. I don’t know if teams does or?
Judith Capraro (00:22) Not, yeah, you know, we use teams all the time to be honest with you. So I’m not much of a zoomer anymore.
Chris Jones (00:28) Yeah, it seems like it was kind of had its heyday during the pandemic, and then once it was back to business as usual, teams took over, but we’re a Google shop and therefore we’re using zoom.
Judith Capraro (00:42) Good. Yeah, that’s okay.
Chris Jones (00:44) Yeah. Hi, Elizabeth. How are you? I?
Elizabeth Paddack (00:47) Am good. Sorry, I was having a technical problem, but good morning. Thank you for meeting with us today.
Chris Jones (00:52) Oh, absolutely. Happy to… happy Friday. Yeah, thank you. Yeah, we’ve got one more going to join from our side. And right on cue, josh is here.
Joshua Levitan (01:08) Hey, everyone. Hey?
Chris Jones (01:09) Josh. How are you? Good. Perfect. All.
Joshua Levitan (01:13) Right. Good. I’m enjoying some sunshine on my porch because I live in Boston and we finally have sunshine and if I turn my camera on, you’re going to see me like squinting the whole time?
Judith Capraro (01:25) No.
Chris Jones (01:25) Problem. Soak up that sun. I’m just like you.
Joshua Levitan (01:29) Know, with the winter we’ve been through, I don’t know where either of you are from, but with the winter we’ve been through, I’m like, I don’t care if it’s only 59 degrees, if the sun’s out, I’m going to be outside.
Chris Jones (01:38) Exactly. Yep. Howard, you’re both in Idaho, correct?
Judith Capraro (01:42) Yep.
Elizabeth Paddack (01:44) And.
Chris Jones (01:44) how’s the weather there? Is it warming up yet?
Elizabeth Paddack (01:47) Beautiful today. It’s supposed to go down to 20 something this weekend. I think so. We’re just on the rollercoaster, but, yeah.
Chris Jones (01:54) Yeah. Okay. Well, we’re doing the same thing in Ohio. So it’s been a rollercoaster we’ve seen 88 and then a few days ago, it was 28. So I just don’t know what you’re going to get, yeah wild swings. But yeah, we can go ahead and get started. So, first of all, thank you for joining and just to do some quick introductions here, I’m Chris jones. I’m the account executive that’s responsible for northwest specialty hospital based out of Columbus, Ohio, fairly new to medallion. But I’ve been in software and technology for 20 years or so. And then joining me is, josh. I’ll let you introduce yourself.
Joshua Levitan (02:35) Yeah, I’ll turn my camera on just to say hi to everyone. You can see me hilarious looks.
Chris Jones (02:40) Like a bright background.
Joshua Levitan (02:41) Yeah, pleasure to meet all of you. I ride shotgun here along with Chris to provide more of a technical voice on the phone, you know, focused on industry, on process, on technology. So excited to be chatting with you all today, thank.
Elizabeth Paddack (02:58) You.
Chris Jones (03:02) Do you guys mind introducing yourselves? Oh.
Elizabeth Paddack (03:04) I think Judy is waiting for me and I was waiting for Judy.
Elizabeth Paddack (03:08) I’m Elizabeth, I’m the director of clinical development here at northwest specialty. So, mdstaff services does report through me and I report to Judy. My background is in critical care. I’m a registered nurse and we’re looking for some information solutions about the credentialing process itself today.
Chris Jones (03:29) Perfect. My.
Judith Capraro (03:31) name is Judy caprero. I’ve been with northwest just about five years. I oversee, I’m the executive director of clinical services, which is, I touch a lot of the departments that don’t actually touch patients. So, clinical development, mdstaff, infection prevention, quality risk. I think that’s all of them plenty. So.
Elizabeth Paddack (03:51) I kind of touch a.
Judith Capraro (03:53) Lot of things. And so, but we are, we’re just looking for maybe a alternative solution where we currently do our credentialing in house. And so we’re just wondering kind of what is the most efficient, what’s the most honestly economical to some degree for this process. So, okay. Yeah.
Chris Jones (04:13) Sure. We can certainly tell you about medallion first, out of curiosity, how did you hear about us?
Judith Capraro (04:19) Surgery partners has, I think their surgery center side of surgery partners has engaged medallion which was how Tamela Norris had suggested talking to you. We just spoke with her about it. I know you guys are working, I think with some of their few smaller surgery centers, you know, with not a lot of providers, we probably have 400 providers. So we’re kind of curious what the experience is of medallion on larger institutions? I’m sure. And we’re not large by any means of a big health system, but we’re obviously much larger than what surgery partners has engaged medallion for so far that we’re aware of. So.
Chris Jones (05:00) Sure. Okay, good. Yeah, we can certainly talk about that at a high level though we’re completely scalable. So we have, you know, customers with a few 12 providers, up to several 1,000. So really across the gamut, you mentioned that you’re managing the credentialing process in house. Can you talk a little bit about what that looks like? Do you have software that you’re utilizing? Are you working on spreadsheets? Do you mind just kind of painting that picture for us?
Elizabeth Paddack (05:26) It’s kind of all of the above. We implemented mdstaff this year, but I have a team that likes to have their manual spreadsheets. So we’re trying to maximize how we use our system, but I think there’s some personal workflows that we’re trying to get a handle on. The thing that I’m most concerned about with how we do it now is our dependence on individuals instead of roles. So if I have people, if I have turnover, then we’re going to be in a little bit of a bind, but I’m interested in what it looks like to use your process if we did do some outsourcing and… what we can do to expedite when needed. What does a payer enrollment function look like? Obp, fppe, joint commission. I’d really like an overview and kind of compare it to what we’re doing internally. We have four staff that manages 400 providers. It feels like a lot to me but I am interested in what an alternative would look like and.
Joshua Levitan (06:26) Those four team members, are they, is that only on the medstaff side or is that also responsible for like payer enrollment?
Elizabeth Paddack (06:32) One for payer enrollment?
Joshua Levitan (06:34) One for payer enrollment. The other three working on primarily medstaff?
Elizabeth Paddack (06:38) Yeah, exactly. Right. One’s assigned to initial applications. One is to reappointment, then we have a manager who kind of is functioning more as a coordinator, bringing it all together. I’m not finding that it’s ideal. So that’s why we’re reaching out to see what our options are.
Joshua Levitan (06:54) Sure makes sense.
Chris Jones (06:56) Okay. And what are some of the, you said it’s not ideal. So what are the challenges are you having human error issues or is it taking too long? Like what’s driving this evaluation?
Elizabeth Paddack (07:10) Which thing do I say first? I think the risk for human error there’s the things going on in the background that I can’t audit. So we have a limited ability to audit things as simple as an aha certification. So how many providers are current? How many are expired because of this? The way that the department was established in the past was not with intention of automating any of that stuff. So that’s kind of that’s a big part of it. What do you think Judy I.
Judith Capraro (07:43) agree. I agree. You know, we have a, to be a little more honest, we have a little culture issue happening within the department. And so we’re just, it’s kind of driven us also to really take a deep look at processes and the ones that we just, we don’t have vision into because it is all on workbooks. They’re all scattered around there. It’s just very, it’s very difficult. And so you spend all the money on this software that we’re partially using partially not. So it’s just been a little bit frustrating to be honest. And I think it’s the kind of process that could be outsourced. And I think it could honestly maybe save us some money in the long run. Not that it’s all about money, but we have to be about money.
Elizabeth Paddack (08:25) That’s.
Judith Capraro (08:25) kind of my job in this. So it’s, can we do it differently? And that’s what we really want to find out. We’re not saying there’s humans attached. We know that paychecks families, I’m not making light of any of that, but we also have to run a business and we’re in healthcare and, you know, reimbursements get less and, you know, we’re just, we all have these challenges, so.
Chris Jones (08:49) Yeah, for sure. And that’s not uncommon. I mean, it actually, it sounds like a lot of, a lot of the calls that we get and a lot of the conversations that we have regularly. So I’ll tell you what, let me, I’m going to just share just a couple slides with you just to give kind of a high level overview of where we sit. And then, and then I’ll let josh kind of add color, and fill in some of the blanks for you as well. If that sounds okay. Okay, perfect. So can you guys see my screen? Yes?
Elizabeth Paddack (09:18) Okay. All.
Chris Jones (09:19) Right. So we kind of touched on some of this, but really there’s three primary reasons that folks come to medallion. And one is to accelerate revenue, right? That’s what we talked about at the top here, right? It takes too long for the time a provider’s hired until they’re you know, enrolled with insurance payers and seeing patients. So, you know, with medallion, we’re generally able to reduce that, you know, credentialing times of payer enrollment times by, you know, 50 percent or so is kind of a good average. And then obviously, with that, we’re using, you know, leveraging AI and automation. So really the, you know, denials, claims, denials and write offs are significantly diminished. Another reason is to reduce operational costs, right? A lot of folks find as they’re you know, growing, you have to scale up your credentialing operations as well. And that gets costly. So, you know, we enable our customers to manage the entire process to scale with minimal resources. So, you know, maybe a department of four becomes a department of one, right? Because we have a single source of truth there’s automation and we’re doing a lot of the work on the back end for you. And then the third piece, and I don’t know if this is something that’s an issue for you guys or not, but it’s just the provider of region, right? It’s you know, credentialing can be painful and frustrating for providers and, you know, we provide an interface and automation that really takes a lot of that burden off of their plate. So, is that something that you guys face or hear anything about or no?
Elizabeth Paddack (10:45) I think our biggest challenge with the providers is honestly a quick response from them. Yeah, we make it pretty nice for them because we bend over backwards and that’s something that we would want to preserve no matter what is being… 100 percent available for the little things, you know?
Chris Jones (11:03) Yeah, absolutely. And that’s not uncommon. You’d still certainly have that capability with medallion. Okay. So really, so we’re an end to end solution, right? Like I mentioned, we leverage there’s AI and automation behind the whole thing. But, you know, really it’s everything from provider data management, right? Having that single source and visibility primary source verifications, direct enrollment. I don’t know if you guys are delegated with anybody. If not, we can help you get delegated status with payers. And then, you know, obviously being a enterprise grade platform, you know, we do have that single pane of glass in everything. So you’re able to track your expirations. We have all the reporting and analytics to support it. So really you’ll know exactly where you stand from provider enrollment status, where you are with payers, everything’s in a single place. So in a future world and, you know, a day in the life with medallion, you really think about it as your role is to make the requests, right? You request a credentialing file, you request a payer enrollment, and then you’re hands off and medallion owns all the processes on the back end. So your team doesn’t have to worry about making the phone calls, sending emails, following up. All that we’re doing that before you behind the scenes for you with automation. And then the last thing I’ll comment here. And then I’ll open up to questions is, you know, the good thing about our platform. It’s all a cart, right? So, you know, you only need to purchase the components that are applicable to your business. Gotcha. So does that make sense? It does… any questions or thoughts, josh? Is there anything you want to fill in the blanks with?
Chris Jones (12:55) Muted if you’re talking. Sorry?
Joshua Levitan (12:58) About that. There had been a plan going overhead before I was saying typically on this call, you know, our goal is to introduce ourselves, share a little bit of my value and learn a little bit more about you. And then I’m sure you’re itching to see what the tool looks like. And we would typically do that. We need more time than a 30 minute intro call. So we would typically do that on a follow up once we’ve you know, determined its worth your time and ours to push to that stage. So happy to give more detail and overview in any of this that is important or if there’s anything like that, but just know that next piece is coming and we can get that on the books but definitely want to, you know, field any questions possible right now that?
Elizabeth Paddack (13:40) You have, I think the thing we wanted to gain some understanding about is, could medallion take on our volume, which like Judy said, we’re not a massive system. But what we were talking about with our surgery partners counterparts is that they had not done it at that scale yet. So, I think really getting a good understanding of yeah of your capabilities as a company and what you could offer is our.
Joshua Levitan (14:03) Yeah. Yep, great question. I actually worked with surgery partners directly and met with him a few times that’s actually a fairly large contract. I think what’s happening over there and why they’re not seeing a lot of volume right now is just based on their business model where they’re like JVS with a bunch of these.
Joshua Levitan (14:21) I think there’s like hundreds of surgery centers, right? So it’s taking some time for them to all get up to scale as more of their individual clinics and the JVS that they’re part of like start to come on board.
Chris Jones (14:35) Right at.
Joshua Levitan (14:36) Max capacity. I think that contract accounts for thousands of providers, although I’m not 100 percent sure. Generally speaking, we have organizations over… 10,000 providers. Those tend to be organizations that we’re doing more of an ncqa credentialing and payer enrollment relationship with. On the joint commission and hospital side… our biggest customers are probably in like the, I want to say like the 1,500 provider range. So, in terms of the size and scale, like we definitely have you covered, also worth noting like we provide cbo services on the payer side, it’s not a huge portion of our business. But most, as most cbos do, like, we’re offering those services to payers on the payer side, we have, we’re working with payers that are processing, you know, 60,000 credentialing applications with medallion in any given year wow.
Judith Capraro (15:38) Yeah. Okay. What?
Elizabeth Paddack (15:40) Does, what does an implementation look like? What are, the phases and how is that approached with each client?
Joshua Levitan (15:46) Yeah, phenomenal question.
Judith Capraro (15:50) I.
Joshua Levitan (15:50) think, the important thing to ground the statement is that we are a newer platform in this space. We’ve been around for six years whereas many of our competitors have been around for a lot longer. We believe that’s an asset because we’re a modern tech first built platform. We’ve raised venture capital. We’re much more in line with like, a sort of tech company in the way that we’ve built our product. And the way we staff engineers. What that means in response to your question is that implementations are much quicker than what you might’ve experienced with mdstaff or some of the sort of like legacy tools there. We’re talking about 12 to 16 weeks… for like fully implemented. But what we mean by fully implemented is that all of your historical data like every provider that, and who they’re currently enrolled with, and what privileges they have, and when their revalidation dates are for payer side for their credentialing side, like all of that being uploaded. And what we find is we want to be, really thorough with that data before we upload it to medallion because good data in means good data out. And so probably 70 percent. If I, if I had to sort of put a percentage to it of that implementation timeline is actually really working through your current data. In terms of turning on medallion, we could turn it on for you tomorrow and you could start processing payer enrollments… three or four days after that. We could map in your dop forms and you could start processing net new credentialing, for the privileging use case. And we can train your team in a week or two, on how to use it, or whoever becomes, the team after this. So 12 to 16 weeks for all of the historicals to be uploaded, but, you know, realistically with calendars and everything like maybe three to four weeks after customers sign a contract with us and start golive, they could start processing a newly hired provider through medallion where there’s no historicals because we just hired this person. I’m going to ask.
Judith Capraro (18:00) a naive question. I am not, I’m a nurse. She’s better at informatics than I am. I’m going to ask a dumb question. But like all of our dops right now are just scanned documents that’s fine, and that will still would be able to okay be processed. Okay. Yeah, we’re working on the transition to using mdstaff for this, but we’re not there yet. So.
Joshua Levitan (18:22) Yeah. Okay.
Judith Capraro (18:24) I just wanted to make sure. Yeah.
Joshua Levitan (18:25) And we’re not going to change those. I do think like I want to be fully like tell you where our weaknesses are here. One thing you can’t do in medallion is build the dop forms. I think mdstaff offers that like where you kind of make the logos and stuff like that or not make the logos, make the layouts. We don’t offer that. What we do is we take the forms as they are existing and we sort of move them into the platform because there’s no paper form anymore. It’s like a drop down where you select the privileges.
Judith Capraro (18:52) Absolutely. Okay.
Joshua Levitan (18:53) So we’re not going to help you make those forms. But as the forms exist currently, it doesn’t matter if they’re scanned, it doesn’t matter if it’s a picture you took on your phone. Okay? We can still upload those and then they become like an E form if you will like, you know, like a, very fancy and secure Google form that’s a bad analogy. But like that type of selection in the tool.
Judith Capraro (19:13) Okay. Yep. Okay. That’s good to know that’s good information. Yeah.
Joshua Levitan (19:18) I think one thing I would consider if I were you is like we are a paradigm shift and I think the statements that you alluded to and shared in the beginning add context for Chris and I around why that might be really compelling for you. But when I say paradigm shift, I mean, like, you know, outsourcing is a word that often in this industry refers to like using a bpo overseas or like some little local regional agency where you don’t have much control. And so, you know, you send them something and you get a spreadsheet back to two months later if you’re lucky. So that has a bad rap. And so what a lot of what most organizations do now is the MD-Staff model where it’s essentially a glorified task management tool that is run by your team, right? And our approach to this entire problem or opportunity of the healthcare workflow is… I don’t know it’s a buzzword, sometimes we call it more of a co source model like, yes, we’re taking on a lot of the work here. And in that sense, like purely from a cost perspective, Judy like we are going to be way more expensive than your MD-Staff contract. But that’s because of the opex reduction piece of it.
Judith Capraro (20:35) I would expect that, sure. And.
Joshua Levitan (20:38) To just lay out like we’ll look at this in the demo. But just to lay out like within the credentialing… workflow, what that looks like, it’s like someone from your team as Chris sort of alluded to, right, goes in and says, like, okay, this provider is retired start a credentialing packet for them. And then what we are doing is using automation as the first approach to go and complete all of those psvs now for ncqa standards at a minimum, forget even jco standards. Your human has to review those like you can’t fully automate the, I mean you can fully automate it. But ncqa says for quality reasons, a human has to then review that after you’ve pulled it digitally. So let’s say we pull a license using a portal scraper off a state website, right? Someone has to look at that, that’s our team looking at that. Okay? Because we’re an ncqa certified cvo. So, right? We pull it all, we look at it, we maintain all of that compliance. Now, where this gets interesting and where there’s some options here is if we expand from just sort of like the ncqa realm into the joint commission realm and we start to talk about things like peer references, right? So depending on how you’re doing that right now, that might actually be work we can take on for you where it’s our team that’s actually going out and contacting the references, right? And asking them to fill out, you know, a form or whatever it is or an email, right? Okay. That is how it works with some of our customers, with other customers like maybe they’re using skill survey or something like that. And like the benchmarking in there is really important or maybe they want those references at time of hire. And credentialing doesn’t start until, you know, a week after the offer letter is sent. So they actually retain that, but they take the peer references that they do and it gets put into our packet. Gotcha. So there is especially as we talk with our hospital partners and into the joint commission realm, like there is some, you know, with the peer references with case logs. Like as we start to work into those topics, there is some optionality here. But in terms of like the basic psvs, like we are doing all of that work that your team is currently doing. And on the pay or enrollment side is probably the more sort of concrete example of this, like we essentially have bots that go onto the payor’s like websites and fill out the forms. Like in the availability portal, we have bots. That make rosters, if you submit rosters, like we can accommodate, if you work with any like small ipas or I know, like for example, New York medicaid, I pick on New York all the time. They still require a wet signature on a form for enrollment. Like we actually do that process as well where we’ll map the payor’s information. We’ll print it out. We’ll mail it to them with pre return postage. We’ll say you sign it, mail it off to medicaid. So in that process, like we’re taking on a lot of the work there. And then we’re actually calling and doing follow ups on your behalf as well. So you have visibility and you can see every step of the way. What’s medallion’s next task? What did medallion do last week? What are they doing next week? We don’t like expose to you, our bot physically going in and filling things out, but you see that step was completed, you don’t need to watch the bot work. It’s very boring. It looks like a, you know, it’s something being typed into a screen… but that’s the paradigm shift, right? Which is like we’re owning a lot of the work but you are in control of the strategy and you have full visibility into what we are doing. We’re obviously not going to run your committee for you like your committee still needs to exist, right? But that’s sort of how it breaks down. And I think that’s that sort of embodies the shift when we talk to customers and it explains why our cost is higher than mdstaff. It provides a lot of advantages around, you know, if someone goes out on mat, leave you’re not losing productivity. It means you can scale a lot higher. And you had mentioned sort of the four employees to 400 like that number, the ratio of sort of admin staff to provider is… what we try and look at. And also quite frankly, as you’ve already acknowledged, but what we asked you to factor in when you’re from a cost perspective, comparing us to other tools to sort of look at that holistic opex picture, right? Sorry, that was a little bit of me on the soapbox, hopefully that gave you some good context especially like pre demo to understand our approach very.
Judith Capraro (24:52) Helpful actually really helpful. Yeah, because we haven’t done this before. So, yeah, yeah.
Joshua Levitan (24:59) Yeah. I mean, like it’s we never want to run away from the fact that it’s a status quo shift and like sometimes change is hard, sometimes change is exciting, you know, but we don’t want to shy away from the fact that this is probably not a model that you’ve worked with before, not at all and, you know, there’s definitely different things to consider. And there’s certainly reasons why we believe it’s an advantage and that’s the only model we offer like you can’t buy medallion as a self service tool. It’s only this model. I should have also mentioned in my diatribe before that we put slas behind turnaround times because we’re doing the work for you. So there’s contractual teeth. And if we don’t miss those, there’s financial ramifications for us and you have outs on the contract, right? So we’re putting our money where our mouth is owning the work end to end and then contractually committing to it.
Judith Capraro (25:46) Is there a possibility to expedite things though, do we pay other contracts? You can do that? I.
Joshua Levitan (25:54) don’t think you’ll need to like. Our standard turnaround for a joint commission file is five days. Now, what that doesn’t include just to be completely transparent, like for peer references, we can’t it’s very hard for us to control of course, how quickly a peer reference calls us back. But for the parts of the, of a joint commission file that do not require us like contacting another entity like that, our turnaround time is five days and we average less than that. Okay. That’s.
Chris Jones (26:20) great. So, I know you’re just hearing this, but, you know, josh talked about the paradigm shift. Does this model sound like something that would potentially be a fit for you?
Judith Capraro (26:35) I’ll answer first Elizabeth, no… I think, yes, you know, I’m going to be honest, we live in Idaho. Not that that’s I mean, it’s a great place to live. It’s a.
Chris Jones (26:45) Beautiful, beautiful state but.
Judith Capraro (26:47) We are not always on the cutting edge in those things. And our owners because we are a physician owned hospital as well as partner, SP, actually owns 51 percent, but that physician owned, you know, they like that kind of personal touch. And so when you talk about which I really appreciate when you talked about the paradigm shift.
Elizabeth Paddack (27:06) That’s part.
Judith Capraro (27:07) Of that shift? Is that letting go of, you know, Susie that lives around the corner to, you know, I probably wouldn’t tell them that bots are going and doing stuff, but because they don’t need to know that, but do you know what I mean? It’s it’s that in itself is going to be a, you know, something. I guess that hit with me and maybe it did you, Elizabeth as well, but is having to kind of look at that piece with our culture here. So, I.
Elizabeth Paddack (27:36) think we’d still have to have a presence to represent the process, yes, that can still give that personal touch to our doctors, which.
Joshua Levitan (27:45) Oh, 100 percent. Yeah, by no means are we ever suggesting that the team goes away entirely?
Judith Capraro (27:49) Right, right. And,
Joshua Levitan (27:51) you know, as you said, Elizabeth, right? Your value to providers, like why do they want to work for you versus another organization, right? It’s that white glove. It’s it’s that experience. I mean, my wife is a physical therapist, like I, the tone when she’s onboarding sets the tone for the rest of her employment with that organization. Yep. And so, like that work remains, there are certainly ways in which we have automation and technology built into the onboarding process to try and gather data quicker. Those ways are only as good as how tech savvy the provider is. And even the most tech savvy provider like you can choose to provide that white glove as much as possible. But for not technologically savvy providers like there might be more work for your team and that’s totally, okay. Yeah. But like the lowest value work in this process is sitting there with a spreadsheet on one side of your screen and an availability portal on the other side, copying and pasting data. And that’s the work that we want to take away.
Elizabeth Paddack (28:46) Yes. So, it’s also an expectation from the CEO that we offer that personal touch too, so that’s yeah. Yeah.
Joshua Levitan (28:55) Yeah. And I think that like, the we’ll take a look at this in the demo. But, the way we automate and enhance onboarding I think will play nicely into that personal touch because it’s a cleaner experience. Like my wife. She just, she used to work at mass general hospital up here in Boston. She just switched jobs. Her onboarding experience was 40 emails back and forth with documents attached and you’re missing this and you’re missing that. Like with medallion, it’s a portal that the provider has a password and account they log into that identifies gaps where they put all the information in one place. And so like I think the white glove touch will be less time intensive. But for example, we have organizations where they will hop on a screen share with the providers and fill out that portal together as opposed to just saying go and fill out this portal on your own, right? So it’s still white glove. It’s still the mission and the ethos of the way that, you know, empower your providers, but also still benefiting from a modern, you know, tech approach to this process.
Judith Capraro (30:01) No, that’s good. You’re giving us a lot of food for thought. I appreciate that.
Chris Jones (30:05) Yeah. So, I know we’re at the top of the hour. Do we want to look at calendars and find time to take you through and show you a demo?
Elizabeth Paddack (30:15) I would like to see a demo. What do you, what do you think? Yeah. And.
Judith Capraro (30:19) Probably get our chief nursing officer too as well? Okay? I.
Elizabeth Paddack (30:23) think it’d be good. Do?
Chris Jones (30:24) You want to look at calendars now? Or do you want to check with your chief nursing officer and find some times and shoot them over.
Elizabeth Paddack (30:31) We’re going to be honest… pardon, I like to coordinate with Todd. Yeah.
Judith Capraro (30:37) And we’re just heading in this weekend. Actually, we’re going to a new electronic health record. So the next couple of weeks are a little.
Joshua Levitan (30:45) Dicey. We’re hopeful.
Judith Capraro (30:48) We’re going to be ready to go. But so I’m going to guess it would be sometime in may if that, you know, but I’ll what we can do is have his executive assistant reach out to you if that works, and she can throw out dates because his calendar is busier probably than ours, and then you guys can come together if that works. Yeah.
Chris Jones (31:07) You bet, I’ll shoot you a quick email after the call here. So you have all my contact information, and then we’ll look forward to getting something on the calendar in may.
Judith Capraro (31:14) But we appreciate your time though. This was, really helpful. Like I said.
Chris Jones (31:18) As high.
Judith Capraro (31:19) Level as it probably seems to you, it still gives us a lot of food for thought. Like I said, so, thank.
Elizabeth Paddack (31:24) you.
Chris Jones (31:26) Excellent. Well, thank you both. Appreciate your time and have a wonderful weekend. Thank.
Elizabeth Paddack (31:29) You. Thank.
Joshua Levitan (31:30) You. Bye.
Elizabeth Paddack (31:31) Bye bye.