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⚠️ Este contenido ha sido traducido automáticamente. El texto original en inglés es la versión oficial. La traducción puede contener errores.
Findings and Recommendations 4 findings
F2
– The Medi-Cal eligibility specialist is a challenging position and difficult to identify and hire candidates. Onboarded employees require six months of training, with roughly 50% of those completing the process. HHSA doesn’t track the exact numbers.
Related Recommendations (1)
R2
– Direct HHSA to implement a process, such as utilizing a software system, to track and evaluate eligibility specialist staff performance and productivity by end of 2025.
F3
– HHSA does not currently have a system for tracking Medi-Cal eligibility specialist staff productivity.
Related Recommendations (1)
R3
– Direct Human Resources to investigate software systems that can track employee turnover and reasons for resignations/terminations by end of 2025. This information should be employed to determine future efforts to address staffing issues and shared periodically with the Board of Supervisors.
F4
– The HR system does not track turnover rates, which should include documentation for reason for leaving, and which would provide greater insight to staff shortages and how to improve hiring and retention rates.
Related Recommendations (1)
R4
– Direct HHSA to develop a plan by end of 2025 to review the costs and benefits of a call center approach to complement eligibility specialty staff.
F5
– Several counties have implemented the use of lower cost call centers to address basic inquiries for greater efficiency and referring enrollment steps to eligibility specialists. Currently El Dorado County relies on eligibility specialists to manage all tasks associated with inquiries to the department and calls from clients to their case workers, increasing their workload. CONCLUSION HHSA has fallen behind in processing Medi-Cal disenrollments since Covid due to understaffing. Staffing has been challenging due to the specific training and requirements for the position, as well as lower pay than surrounding counties. HHSA had to follow the state-mandated practice of not removing any subscribers during Covid (the California Families First Corona Virus Response Act, FFCRA). Citizens are now challenged when trying to move to other healthcare plans due to the inability to disenroll efficiently from Medi-Cal. FINDINGS Findings
No recommendations for this finding
Additional Recommendations 1
These recommendations are not explicitly linked to specific findings.
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R1– Direct Human Resources to conduct a compensation study for the Eligibility Specialist classification and ensure that total compensation is competitive with neighboring counties
Conclusions 1
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CL1 Page 10HHSA has fallen behind in processing Medi-Cal disenrollments since Covid due to understaffing. Staffing has been challenging due to the specific training and requirements for the position, as well as lower pay than surrounding counties. HHSA had to follow the state-mandated practice of not removing any subscribers during Covid (the California Families First Corona Virus Response Act, FFCRA). Citizens are now challenged when trying to move to other healthcare plans due to the inability to disenroll efficiently from Medi-Cal.
No Responses Found 1
Government entities assigned to respond to this report. No response documents have been linked in our database.
El Dorado County Board of Supervisors
Elected County Office