Qsource Culture & Policy Guide Overview

Qsource Culture & Policy Guide Summary

• Mission: Improve healthcare quality through patient-centered, provider-focused solutions enhancing patient quality of life.
• Values: Diversity, Respect for People, Continuous Improvement, Integrity.
• CEO Message: Focuses on culture, employee expectations, and organizational objectivity, transparency, and accountability.
• Company History: Founded as Shelby County Foundation for Medical Care in 1973, now celebrating 50 years. Notably, involved in pain management & opioid safety projects.
• Value Proposition: Known for expertise, ease of use, customer commitment, and risk-sharing.
• Governance & Oversight: Ensures responsible, transparent operation in the best interests of stakeholders, minimizing conflicts, preventing fraud and maximizing value for all. Has a Board of Directors overseeing financial management.
• Compliance Program: Prevent unethical/unlawful behavior, adherence to standards/regulations. Employees can report concerns anonymously through a secure platform. The Vice President of HR and Compliance is the Compliance Officer. Whistleblower Protection Act protects employees.
• Diversity Commitment: Core value. Promotes a diverse work environment respecting all talents. Equal opportunities, no discrimination, and reasonable accommodations for employees with disabilities.
• Remote Work Culture: Success based on effective communication (email, video conferencing, chat), trust, integrity, accountability, work-life balance, and reducing isolation.
• Remote Work Key Elements: Effective communication, knowledge sharing, efficient collaboration, project management, and work-life harmony.
• Policy Guide Purpose: Provides a clear understanding of employee rights and responsibilities. Not a contract.
• Employment Policies & Practices: Includes diverse full-time, part-time roles. Offers equal employment opportunity, including locations and relocation policy which requires written notification to [email protected] with considerations for employment laws. Also highlights hiring and ongoing employment practices including job postings (www.Qsource.org), promotions/transfers, employee referrals, criminal/OIG checks, licenses/certifications, and mandatory disclosure of criminal convictions.
• Compensation & Benefits: Annual merit increases (August), comprehensive benefits (medical, dental, vision, retirement), compensation based on job responsibilities, market rates, performance, and financial capabilities, semi-monthly payroll, and continuous improvement funds (Enhanced Learning Funds & Tuition Reimbursement).
• Benevolent Causes: Encourages volunteering (up to 2 hours twice a year). Internal Disaster Funds are available.
• Employee Records & Privacy: Employee files are confidential in HRIS system. Employees must disclose changes to address, phone, immigration status, etc. Data collection, use, purpose, and security.
• Home Office: Dedicated workspace requirements (safety, security, ergonomics). Employees cover initial setup costs.
• Information Systems & Security: Focuses on safeguarding information and adheres to HIPAA, SOC 2, and HITRUST standards and sanctions policy for violations.
• Mobile Devices: Security protocols, approved devices only, Microsoft Intune enrollment and application use required.
• FLSA & Employment Status: Explains exempt vs. non-exempt employee classifications, status types, and regular vs. temporary employment.

Qsource Continuous Improvement Funding

• Enhanced Learning Funds: $500 per year for certifications/training related to employee role.
• Tuition Reimbursement: Covers courses toward degree (bachelor's, master's, doctoral) if the training, certification, degree, and field of study are related to Qsource needs; grade of "C" or better required.

Qsource Policy Guide - Relocation

• Relocation to another state requires written notification to [email protected], including the considered states and move timeline.
• Review and response within 10 business days.

Qsource HR Policies – Hiring Practices

• Job openings are often filled internally/externally, posted at www.Qsource.org internally or externally
• Employees eligible to request transfer and be considered for promotion after 6 months of satisfactory performance.
• Hiring relatives/domestic partners allowed, but without supervisory relationships.
• Criminal background checks and OIG exclusion checks are conducted in compliance with legal requirements and federal healthcare programs.
• Employees must maintain required licenses/certifications. Mandatory status reporting for criminal convictions, license renewal issues, or license/certification actions taken.