Starters. I maybe lead you to the fourth ring, next to the last on the right, and that 21 systems were consolidated that bring wave one of epic to life. Thats important because thats a really large number of systems. Its also important because it speaks to our readiness in the coming year to decommission those systems, which has been part of our financing plan. So what did we implement . I think you have all sat through several briefings. Across the top row of items is our traditional electronic charting infrastructure, the support systems like lab, pharmacy, radiology, how we handle the revenue cycle, as well as scheduling. The first one on the bottom is Health Information exchange which may not have come to mind. Thats the bidirectional sharing from and to our organizations and others. As a result of epic, we are now part of an Industry Consortium of two or three dozen other organizations that make Electronic Health records. We all agree we are able to share information with one anot
Not just a system we put things in, were seeing a return on information and not just in the form of reports, but information about how were using epic, some of this in nearreal time, so we can understand how were making best use of this very large investment. So a handful of Cocktail Party starters. I maybe lead you to the fourth ring, next to the last on the right, and that 21 systems were consolidated that bring wave one of epic to life. Thats important because thats a really large number of systems. Its also important because it speaks to our readiness in the coming year to decommission those systems, which has been part of our financing plan. So what did we implement . I think you have all sat through several briefings. Across the top row of items is our traditional electronic charting infrastructure, the support systems like lab, pharmacy, radiology, how we handle the revenue cycle, as well as scheduling. The first one on the bottom is Health Information exchange which may not hav
Workforce, especially when there is no real way to know from these tables the size of our transgender workforce, you know, in d. P. H. , transgender men and women. Its kind of like a yeah, im just like my head is filled with questions, like where how they placed in those city tables. So we just started tracking based on there was a directive six months ago or so or maybe earlier, they want to give us the option of tracking gender and transgender in all forms. Were starting to track that. We may be able to have that going forward. Were about 75 female and 25 male. Something like that. Its been a while since i looked at those numbers. Thats not unusual for a health department. We can refine that. Thats a good point. I will talk to d. H. R. This is their information, but i think it would be a good point to track that. I was disappointed to see that we dont have those data, especially given the departments work on sogi. Were asking it of the people that we serve, but were not doing the wor
Right. So it doesnt have anything to do theres no correlation between that and the discipline. What is c. A. D. . If you look at those numbers, that is the percentage of discipline. So lets see how they explain that. Okay it does look like, if i may jump in, it does look like underneath if we do female, it looks like 65. 64 of women were disciplined, where only 36 of men were disciplined. I think thats how i i think its right. Thats odd. It might be better to use the actual numbers next time rather than percentages. For example, i dont have the gender breakdown, but like i said for white there are 1,866 white employees and 16 received discipline, which is 0. 85 of the total population. I think that would be more useful than these percentages, to have the actual numbers. Yeah it sounds high the way it is there. It is confusing. In the next iteration well do the numbers. I think it tells a much clearer story. Okay. Because otherwise we seem quite high in our discipline from everybody els
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