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Employer Quick Look

VHA

(Private)  
Healthcare - Health Services
Overview
VHA Inc. is a national health care provider alliance of more than 1,400 not-for-profit hospitals and 21,000+ non-acute health care organizations. We help members deliver safe, effective and cost-efficient care. VHA has 17 regional offices in 47 states as well as an office in Washington D.C.
Founded in 1977, we are dedicated to the success of not-for-profit, community-based health care. To help our members meet the needs of their communities, our mission is to improve members’ clinical and economic performance. We deliver on our mission by providing industry-leading supply chain management services and facilitating the development of member networks to drive sustainable results.
Benefits
VHA offers an exceptional employee benefits package that includes: Companywide Incentive Program
  • Eligible if employed on or prior to Oct. 1 of the plan year
  • Incentive plan offered to all regular employees
  • Payout: threshold, 2.5 percent; target, 5 percent; superior, 7.5 percent
  • Pro-rata award based on full months worked
  • Unites departments through common goals
  • Promotes teamwork
401(k) Savings Plan
  • Eligible the first full pay period after hire date
  • The company offers a 7 percent match when an employee contributes 10 percent of pay
  • Builds retirement account with pre-tax salary deferrals
  • Choice of investment options
  • Earnings are not taxed until distribution
  • 100 percent vested after five years of service
  • Period of service with VHA shareholder institution may apply toward vesting
  • Quarterly statements
  • Loan feature
Medical Plans
  • Eligible on date of hire
  • Choice of medical options: company plan (PPO) or High Deductible Health Plan
  • Company pays share of cost
  • No pre-existing condition clauses
  • Coverage for routine physicals
  • Coverage for well-baby care
  • Up to 80 percent coverage
  • Spouse and dependent coverage available
Dental Plans
  • Eligible on date of hire
  • Choice of dental options: MetLife Dental Plan or MetLife Dental Plus
  • 100 percent coverage for preventive treatment
  • Up to 80 percent coverage for basic treatment
  • Up to 50 percent coverage for major services on Dental Plan or 80% on Dental Plus
  • $25-per-person deductible for basic and major services or $50 on Dental Plus
  • Calendar-year maximum benefit: $1,500 per person or $2,000 on Dental Plus
  • Orthodontia coverage
  • Spouse and dependent coverage available
Vision Plan
  • Eligible on date of hire
  • National network of vision providers
  • Exams every 12 months
  • Prescription glasses and lenses every 12 months
  • Co-pay for eye examinations, prescription glasses and materials
  • No deductible
  • No claim forms
  • Spouse and dependent coverage available
Health Care Spending Account
  • Eligible on date of hire
  • Reimburses medical/dental/vision expenses not paid by any benefit plans
  • Reimburses deductible and out-of-pocket expenses
  • Salary deferrals fund the account
  • Deposits tax-free from federal income tax and Social Security withholding
  • Reimbursements are tax-free
  • Weekly reimbursements
Dependent Care Reimbursement Account
  • Eligible on date of hire
  • Reimburses dependent-care expenses eligible for income-tax credit
  • Day-care and nursery-care expense reimbursement
  • Salary deferrals fund the account
  • Deposits free from federal-income-tax and Social-Security withholding
  • Reimbursements are tax-free
  • Weekly reimbursements
Paid Time Off (PTO)
  • Upon hire, eligible for up to 18 days of paid time off (pro-rated) based on hire date
  • Nine paid company holidays
Paid Time Off Purchase
  • Employees can purchase an extra week of paid time off
  • Deduction is pre-tax
  • Eligible each Jan. 1 (no mid-year election)
Short-term Illness Coverage
  • Eligible after six months of service
  • Salary continuation for disabling injury or illness
  • Five-day waiting period (can be covered by PTO)
  • 100 percent compensation for first week
  • 85 percent compensation for up to an additional 25 weeks
  • Company pays full cost of coverage
Long-Term Disability
  • Eligible on date of hire
  • Salary continuation up to age 65 or until no longer disabled
  • 60 percent of basic monthly earnings
  • Six-month waiting period
  • Company pays full cost of coverage
Long-Term Care
  • Eligible on date of hire
  • Daily benefit amount anywhere from $100–$350
  • 10 percent discount if employee + spouse is enrolled
  • Coverage provided for spouses, parents, grandparents and children over age 20
  • Benefits paid after a 90-day waiting period
  • Must work 20 hours a week
Paid Parental Leave
  • Eligible after six months of service
  • Time off after birth or adoption of a child
  • Company pays one week after employee takes one week of paid time off
Adoption Reimbursement
  • Eligible after six months of service
  • Company reimburses adoption costs up to $5,000
  • Reimbursement is adjusted upward to compensate for taxes
  • Includes domestic and foreign adoptions
Tuition Assistance
  • Eligible after six months of service
  • Company pays up to $5,250 per year
  • Covers tuition, books, related fees
  • Reimbursement is based on grade received
Employee Assistance Program
  • Eligible on date of hire
  • Free counseling sessions to help address a wide range of problems, including marital and family difficulties, stress, legal issues and child care
  • Three visits per year, per situation
  • Services provided by a variety of professionals including psychiatrists, social workers, legal professionals, etc.
  • Coverage for spouse and dependent children
  • Company pays full cost of coverage
Life Insurance with Accidental Death/Dismemberment Coverage
  • Eligible on date of hire
  • Employee life insurance benefit of two times base salary
  • Accidental death benefit of additional two times salary
  • Accidental dismemberment benefit up to one-half of life benefit
  • Spouse and dependent life insurance coverage automatic
  • Company pays full cost of coverage
  • Extensions available during disability
  • Conversion to whole life available
Supplemental Life Insurance (Optional)
  • Eligible on date of hire
  • Life benefit of up to four times salary for employee
  • Coverage for spouse and dependent children
  • Guaranteed issue up to $100,000 if application completed within 31 days of employment
  • Employee pays full cost of coverage
  • Portability available upon termination or retirement
Career Opportunities
VHA Inc. Survey on Avian Flu Shows Some Hospitals Would Exhaust Supplies in Two Weeks


Money and Storage Space Prevent Hospitals from Building Inventory Levels

Contact: Lynn Gentry, VHA, (972) 830-0798, lgentry@vha.com

Irving, Texas; Mar. 16, 2006 — As fears about an avian flu pandemic rise globally, the question is: Are hospitals ready for the flood of patients this disease could generate? A February survey of U.S. hospitals indicates that while many have disaster plans in place, they may exhaust their inventory of critical supplies within a couple of weeks. Supply chain experts at VHA Inc. also believe that interruptions in Asian manufacturing centers due to avian flu could severely impact replenishment options here.

VHA, the national health alliance, surveyed 267 hospital leaders, including chief nursing officers, infection control personnel and emergency department directors, from member hospitals across the country to find out whether they are prepared for a major avian flu epidemic. Nearly two-thirds (62 percent) of the 267 respondents said their hospital has a disaster plan in place. However, when asked if they were prepared for this type of health crisis, 60 percent of respondents said, “No.”

“An avian flu pandemic would place a heavy burden on hospitals from a supply and a staffing perspective,” said Lillee Gelinas, R.N., M.S.N., vice president and chief nursing officer of VHA. “In an era of just-in-time inventory planning, hospitals often do not have large storehouses full of supplies. Under normal conditions this makes good business sense, but during a time of crisis it doesn’t allow hospitals to access essential supplies when they are critically needed.”

Survey respondents identified the following items as the most needed during an avian flu outbreak:

  • Anti-viral Medications
  • Masks
  • Gloves
  • Gowns
  • IV Supplies

Hospitals typically have about a 7-day supply of these items. Nearly 90 percent (86 percent) of respondents said their inventory would last 16 days or less, with 59 percent saying they had a 7-day supply of these products on hand. Twenty-eight percent of those surveyed said they have an 8- to 16-day supply and only 6 percent said they had enough of these supplies to last more than 30 days. However, the survey reported that 60 percent of the hospitals surveyed are not planning to change inventory levels in the face of a possible avian flu pandemic.

After viewing the results of this survey, VHA polled 20 of its largest members, and found that, on average, the larger health systems had about a 4-week supply of the key medical products.

The U.S. Department of Health and Human Services recommends that hospitals consider stockpiling enough consumable resources, such as masks and gloves, to last the duration of a pandemic wave, approximately six to eight weeks. It also recommends that hospitals do the following:

  • Anticipate the need for supplies and determine trigger points for ordering extra resources
  • Estimate the need for respiratory care equipment (including mechanical ventilators), and develop a strategy for acquiring additional equipment, if needed
  • Anticipate their need for antibiotics and determine how supplies can be maintained during a pandemic.

Larry Dooley, vice president at Novation, VHA's supply contracting company, believes the likelihood of an avian flu pandemic in the U.S. is remote, but hospitals need to plan for this possibility. He believes U.S. hospitals are more likely to be impacted by an avian flu outbreak overseas before an outbreak actually occurs in the U.S.

"All of the supplies highlighted as necessary are made in places like China, Singapore and Malaysia. These are potential hotspots for avian flu and are more likely to see a pandemic first,” Dooley said. “An outbreak there would impact manufacturing and transportation capabilities in those countries, which ultimately would impact U.S. hospitals’ ability to take care of patients."

Dooley, who is an expert on medical supply distribution issues, said that most of the country’s large medical distributors have an estimated 20 to 30-day cushion of key medical surgical supplies. However, he acknowledges that there appears to be a gap between the supplies that the nation would need and the supplies represented by distributors’ stockpiles and hospitals’ average inventory levels.

“We’re not recommending that hospitals rush to stockpile medical supplies. That would place an undue stress on the supply chain and drive up prices for products,” said Dooley. “Instead, hospitals need to take a critical look at their inventory levels.”

Dooley also recommends that hospitals need to:

  • Determine whether they need to slowly begin making changes to prepare for the impact of avian flu or some other pandemic
  • Communicate their needs to their supply distribution partners
  • Network with other hospitals in their community or region
  • Develop a contingency plan for how they might share supplies or move supplies within a region on a rolling basis

Dooley concluded, “If we’re hit by avian flu, and its spreads slowly, region by region, there might be enough flexibility in the supply chain to withstand that scenario.”

VHA is in the business of helping hospitals with supply chain management and helping them establish networks with other hospitals so they can develop solutions to common operational and clinical challenges. Through VHA’s health care contracting services company, Novation, hospital members can obtain discounts on medical supplies. Novation has contracts for nearly every major medial product, medical device, drug or piece of capital equipment that hospitals can purchase.

To learn more about how VHA helps hospitals nationwide save money through its clinical improvement and operational improvement programs, visit www.vha.com.
Products
Hospitals today are under pressure to achieve seemingly conflicting goals – deliver superior patient care, increase market share and improve the bottom line. VHA members count on us to understand their needs, coordinate education and networking opportunities, and offer a broad range of cost-effective products and services. We help them in those ways and currently focus especially on providing solutions for:

  • Work force
  • Revenue management
  • Supply chain management
  • Smaller hospitals

Our supplier resources support our mission to help members become the local provider of choice. We offer:

  • Clinical Services to establish, maintain and measure clinical excellence.
  • Consulting Services to involve physicians in efforts to optimize market, clinical and operational performance.
  • Contract Services to increase efficiency, reduce costs, monitor performance, share knowledge and ease decision-making.
  • Consumer, Physician and Patient Services to position members as accessible, preferred providers.
  • Education and Networking Services to provide members with a variety of opportunities for classroom, peer and online learning – many of which are accredited.
  • Insurance to manage insurance risks and related risk-financing expenses with guaranteed access to products and services at stable costs.
Contact
Corporate headquarters

VHA Inc.
220 E. Las Colinas Blvd.
Irving, TX 75039-5500


Mailing Address:
P.O. Box 140909
Irving, TX 75014-0909


Main switchboard:(972) 830-0000
VHA Customer Service:(800) 842-5146 or (972) 830-0626
Employment jobline:(800) 688-7883
Media Relations:(972) 830-0798
College
Our organization is a fast-paced, professional office environment that provides college-level interns with valuable experience and the opportunity to refine business knowledge.
The student internship program begins June 5, 2006, and continues through mid-August (each student will determine his/her appropriate end date depending on school schedule).
Interns work full-time and are paid $18 an hour. Interns are not eligible for employee benefits. We do not provide temporary housing for interns; however, we will reimburse any "break-lease" fees incurred in the Dallas area when the internship ends.
Each intern will report to an assigned supervisor and have specific job responsibilities with defined objectives and goals.
Each intern also will be assigned to a mentor, who will work with the students the entire summer to assist with career advice, skill development and business etiquette.
Each intern will have an individual workspace, phone and computer.
Interns will meet as a group every other week. During that time they will have lunch with a senior executive (CEO, CFO, etc.) and participate in development sessions such as honing political savvy, polishing interview skills, etc.
The intern group also will participate in community service projects and teambuilding activities outside of work.