Health IT Business News Roundup for the Week of June 25, 2010
courtesy of iHealthbeat.org
M&A, Financial Reports and Funding
Health-e-Web, a provider of health care revenue cycle management applications, recently announced its acquisition of Electronic Translations and Transmittals, an electronic data exchange company, for an undisclosed sum...Emdeon, a provider of health care revenue and payment cycle management applications, has announced the acquisition of Chapin Revenue Cycle Management, in a deal valued at $18.9 million.
AdvancedMD Software, a vendor of remotely hosted physician practice management and EHR software, reported that its revenue increased by 29% to more than $8 million during Q1 2010.
Contracts
Riverside HealthSystem in Virginia has integrated ZynxHealth's ZynxOrder evidence-based order sets into its EHR system...Gardner Family Health Network in California has announced plans to deploy NextGen Healthcare Information Systems' NextGen Ambulatory EHR, NextGen Practice Management and QSI Dental System.
Winnipeg Regional Health Authority in Canada has selected Optimed Software Corporation's Accuro EHR software and related services for its 30 regional clinics...Providence Saint Joseph Medical Center and Providence Little Company of Mary Medical Center in California have selected Allscripts' in-home care automation system and EHR.
Product Development and Marketing
Keane, an IT services and health care technology firm, has entered into a partnership with Ormed Information Systems, a provider of health care management software, to develop an expanded IT suite that improves clinical decision-making, financial performance, and patient care and satisfaction.
Personnel
Raj Toleti -- founder of health care technology company Galvanon -- has been named CEO of PatientPoint, a provider of health care self-service applications.
**And the rumors are true: Jim Burgess has resigned as the CEO of Healthland
Wednesday, June 30
Tuesday, June 29
Ask a Recruiter: Playing to Your Audience
Help, I'm overqualified!
Being 'overqualified' is a common challenge in today's job market and one that can be overcome with the correct approach to your job search. Here are a few tips:
Being 'overqualified' is a common challenge in today's job market and one that can be overcome with the correct approach to your job search. Here are a few tips:
- Don't lie. The quick fix might seem to be leaving jobs, titles, even degrees off of your resume--don't. Being caught in a lie, even a tiny lie of omission, is one of the quickest ways to lose an offer and destroy any credibility you had with your potential company and the employer. Instead, re-write your resume to frame your experience in a way that more directly relates to the job you are being considered for and be prepared to address the question of why you want the job when you get to an interview.
- Look at your resume from the employer's perspective. Does your resume scream "this guy is going to take the next job that comes along"? If it does, don't expect a phone call. If your resume looks like a clear career path and this job isn't on it, your potential employer will view you as a bad investment. If you don't appear to want the job, if there's no logical reason why a person with your background would want the job, you won't get the job; unless it's a part-time or contract position, the company is looking for a long term fix. A smart employer won't hire a band-aid.
- Consider a functional resume. By highlighting your skills and accomplishments and by separating them from impressive job descriptions and intimidating titles you can clearly and easily demonstrate what you have to offer in spite of the fact that you were a Senior Vice President at your last company and this is a Director-level position. If you don't want people to get hung up on your title, don't give it top billing. Pair that with a thoughtful, well-crafted cover letter that speaks to the needs and culture of the company and follow up with a phone call to dramatically improve your chances of getting the interview.
- Be selective. Don't look at full-time permanent positions that will have an expiration date on the day you start. Limit your search to relevant opportunities that interest you, companies you can see yourself growing with.
- Remember that meeting the qualifications is just over half the battle. The perfect candidate on paper rarely gets the job; if you have half of what the company is looking for, you have the opportunity to land the job if you demonstrate that you are interested, you understand what the company looks for, how your skills are a match and why you would be a great hire, a great fit for the company and a worthwhile investment.
Weekly Wisdom: June 28, 2010
Can This Interview Be Saved?
By Lynda M. Bassett, Monster Contributing Writer
At some point in the job search process, it happens: You have a really bad interview. Except in some instances it's not you who blows it -- it's the hiring manager.
There could be a million reasons why this person is not prepared for the job interview, from the fact that it's Monday morning to that he's out of practice. The challenge for you, the job candidate, is to try to turn the interview around, make a favorable impression and work the situation to your advantage.
It is possible to save a lackluster job interview -- it just takes a little bit of finesse mixed with some assertiveness. Here are three different problem interviewer types you may encounter and how to handle them.
The Harried Interviewer
Problem: This kind of hiring manager is late, completely unprepared, forgets your resume and maybe even spaces out that today is the interview.
Solution: "Give the person time to get settled, and express sympathy, [as in], ‘I can tell that your work here is important and busy,'" says Joanne Meehl, a career coach called The Resume Queen. Also, give the interviewer a chance to reschedule.
If you cannot push the meeting back, lead the interviewer into the interview by saying something like, "Would it help if I told you about myself in relation to this job?" The key is saying this in a friendly, professional tone. "How you do it says a lot about you," Meehl says.
The Overly Chatty Interviewer
Problem: You may get a hiring manager who spends too much time talking about the job, the company or any number of other things. You know you have only about an hour to sell yourself.
Solution: "At some point, they do have to breathe," says Meehl. Wait for a pause, and then ask the hiring manager a question that you immediately follow up with an answer. For instance, you could say, "How would you describe the work systems in this department? For example, in my last job I created a backwards calendar so all team members knew what was due when and the projects were always completed on time."
Another tactic is to give the interviewer something to read, like your portfolio, and then lead that into a discussion about your skills, Meehl says.
The bottom line is to "treat the person with respect but interject to some degree, [because] if you don't, your competition will," Meehl says.
The Unskilled Interviewer
Problem: This is an interviewer who doesn't know what he's doing. Maybe the person was "roped into being there," says Meehl. "Maybe they just don't know what to do." In a way, it is you who is teaching them how to be an interviewer, she explains.
Solution: Once again, you have to take control of the interview, but in a subtle way. Ask questions about the company and the job to get the ball rolling. Show your portfolio. Keep thinking how you can convey more about you and your skills, and then turn the conversation in that direction.
Remember: You're in Control
Even if you run into one of these three types of interviewers, you have some control over the interview. Clearly communicate the points you want to make about yourself, and make sure those points "stick in their minds," Meehl say.
Lastly, realize the job search is a process, and as such, you need to continue networking. "Keep up your activity level so that this is not your only interview and there are other prospects for you," Meehl advises.
By Lynda M. Bassett, Monster Contributing Writer
At some point in the job search process, it happens: You have a really bad interview. Except in some instances it's not you who blows it -- it's the hiring manager.
There could be a million reasons why this person is not prepared for the job interview, from the fact that it's Monday morning to that he's out of practice. The challenge for you, the job candidate, is to try to turn the interview around, make a favorable impression and work the situation to your advantage.
It is possible to save a lackluster job interview -- it just takes a little bit of finesse mixed with some assertiveness. Here are three different problem interviewer types you may encounter and how to handle them.
The Harried Interviewer
Problem: This kind of hiring manager is late, completely unprepared, forgets your resume and maybe even spaces out that today is the interview.
Solution: "Give the person time to get settled, and express sympathy, [as in], ‘I can tell that your work here is important and busy,'" says Joanne Meehl, a career coach called The Resume Queen. Also, give the interviewer a chance to reschedule.
If you cannot push the meeting back, lead the interviewer into the interview by saying something like, "Would it help if I told you about myself in relation to this job?" The key is saying this in a friendly, professional tone. "How you do it says a lot about you," Meehl says.
The Overly Chatty Interviewer
Problem: You may get a hiring manager who spends too much time talking about the job, the company or any number of other things. You know you have only about an hour to sell yourself.
Solution: "At some point, they do have to breathe," says Meehl. Wait for a pause, and then ask the hiring manager a question that you immediately follow up with an answer. For instance, you could say, "How would you describe the work systems in this department? For example, in my last job I created a backwards calendar so all team members knew what was due when and the projects were always completed on time."
Another tactic is to give the interviewer something to read, like your portfolio, and then lead that into a discussion about your skills, Meehl says.
The bottom line is to "treat the person with respect but interject to some degree, [because] if you don't, your competition will," Meehl says.
The Unskilled Interviewer
Problem: This is an interviewer who doesn't know what he's doing. Maybe the person was "roped into being there," says Meehl. "Maybe they just don't know what to do." In a way, it is you who is teaching them how to be an interviewer, she explains.
Solution: Once again, you have to take control of the interview, but in a subtle way. Ask questions about the company and the job to get the ball rolling. Show your portfolio. Keep thinking how you can convey more about you and your skills, and then turn the conversation in that direction.
Remember: You're in Control
Even if you run into one of these three types of interviewers, you have some control over the interview. Clearly communicate the points you want to make about yourself, and make sure those points "stick in their minds," Meehl say.
Lastly, realize the job search is a process, and as such, you need to continue networking. "Keep up your activity level so that this is not your only interview and there are other prospects for you," Meehl advises.
Wednesday, June 23
This Week in Healthcare IT
Health IT Business News Roundup for the Week of June 18, 2010
M&A, Financial Reports and Funding
HealthcareFirst, a developer of Web-based clinical and financial software, has acquired software developer Lewis Computer Services for an undisclosed sum.
Castlight Health -- a Software-as-a-Service company that provides consumer information on health care treatment options and costs -- has raised $60 million in its Series C funding round.
Contracts
The New York eHealth Collaborative, a regional health IT extension center for New York state, has selected NextGen Healthcare Information Systems as a preferred EHR vendor for the health care providers it serves.....the NYC Regional Electronic Adoption Center for Health, a regional extension center for New York City, also has designated NextGen as a preferred EHR vendor.
The Minnesota Health Information Exchange has announced plans to offer DrFirst's Rcopia electronic prescribing software on its health care provider portal...Summersville Regional Medical Center in West Virginia has selected Healthcare Management Systems to provide clinical and financial information systems for its inpatient services and physician clinics...Richmond Bone & Joint Clinic in Texas has selected NCR Corporation's MediKiosk self-service patient check-in and payment system.
Product Development and Marketing
SCIOinspire, a provider of business process applications for health plans and hospitals, has announced a partnership to provide its PRO Series software and Just InTime Wellness application to HMC Companies, a provider of health care management services.
Merge Healthcare, a health IT applications provider, recently announced a distribution agreement with Microdata Tecnologia, a Brazilian manufacturer of medical imaging services, to provide Microdata with exclusive access to a Portuguese-language version of Merge's eFilm Workstation medical image viewing software.
Personnel
Carl Dvorak -- executive vice president of health care software provider Epic Systems -- has been elected chair of the HIMSS Electronic Health Record Association, a trade association of EHR firms...Charles Jarvis -- vice president of health care services and government relations at EHR vendor NextGen Healthcare Information Systems -- has been elected vice chair of the HIMSS EHR Association.
Mark Goines -- former senior vice president and general manager of the consumer division for Intuit, a provider of consumer financial services software -- has joined the Board of Directors at Practice Fusion, a provider of Web-based EHR services.
M&A, Financial Reports and Funding
HealthcareFirst, a developer of Web-based clinical and financial software, has acquired software developer Lewis Computer Services for an undisclosed sum.
Castlight Health -- a Software-as-a-Service company that provides consumer information on health care treatment options and costs -- has raised $60 million in its Series C funding round.
Contracts
The New York eHealth Collaborative, a regional health IT extension center for New York state, has selected NextGen Healthcare Information Systems as a preferred EHR vendor for the health care providers it serves.....the NYC Regional Electronic Adoption Center for Health, a regional extension center for New York City, also has designated NextGen as a preferred EHR vendor.
The Minnesota Health Information Exchange has announced plans to offer DrFirst's Rcopia electronic prescribing software on its health care provider portal...Summersville Regional Medical Center in West Virginia has selected Healthcare Management Systems to provide clinical and financial information systems for its inpatient services and physician clinics...Richmond Bone & Joint Clinic in Texas has selected NCR Corporation's MediKiosk self-service patient check-in and payment system.
Product Development and Marketing
SCIOinspire, a provider of business process applications for health plans and hospitals, has announced a partnership to provide its PRO Series software and Just InTime Wellness application to HMC Companies, a provider of health care management services.
Merge Healthcare, a health IT applications provider, recently announced a distribution agreement with Microdata Tecnologia, a Brazilian manufacturer of medical imaging services, to provide Microdata with exclusive access to a Portuguese-language version of Merge's eFilm Workstation medical image viewing software.
Personnel
Carl Dvorak -- executive vice president of health care software provider Epic Systems -- has been elected chair of the HIMSS Electronic Health Record Association, a trade association of EHR firms...Charles Jarvis -- vice president of health care services and government relations at EHR vendor NextGen Healthcare Information Systems -- has been elected vice chair of the HIMSS EHR Association.
Mark Goines -- former senior vice president and general manager of the consumer division for Intuit, a provider of consumer financial services software -- has joined the Board of Directors at Practice Fusion, a provider of Web-based EHR services.
Tuesday, June 22
Ask a Recruiter: What to Wear?
Appropriate interview attire is a vital component of a successful job search. First impressions are important and, right or wrong, the first thing any hiring manager is going to evaluate is how you look. By that, I mean do you look groomed? Professional? Conservative (enough)? If you arrive in a wrinkled suit, with scuffed shoes, reeking of cigarette smoke, you stand a good chance of making a bad impression and in a recovering job market, people are removed from hiring processes for far less every day.
For men, putting together a job interview outfit should be simple. Look neat--your suit should be clean, pressed, it should fit properly and should be complemented by shiny shoes. *And linen, seersucker, pastels, 'coat and tie' are all out of the question here; I don't care where you live. A navy blue, black or gray business suit is the only appropriate option.
For women, it's far more complicated. Obviously, a business suit is required for women as well. Generally, a skirt suit is considered more formal and therefore, more professional--a matter of opinion to be sure, but if you really want the job it's better to be safe than sorry. If you are unwilling, unable or simply entirely too uncomfortable to go the route of the skirt suit, the important thing to remember is that by wearing a pants suit you may be taking a risk. If you are okay with that, go for it. The skirt suit alone doesn't guarantee a great impression, however. It must be an appropriate color (stick with navy, black or gray and don't confuse a 'dress' suit for a business suit). It must be paired with an appropriate top with a modest neckline. And length is vital; nothing below the knee ever. Practice sitting, standing, crossing your legs, observe where the skirt falls/how far it rises. When it doubt, throw it out--a wandering hemline is a huge interview liability. As for the rest of the ensemble, less is generally more--that goes for perfume, make up, jewelry, accessories.
For men, putting together a job interview outfit should be simple. Look neat--your suit should be clean, pressed, it should fit properly and should be complemented by shiny shoes. *And linen, seersucker, pastels, 'coat and tie' are all out of the question here; I don't care where you live. A navy blue, black or gray business suit is the only appropriate option.
For women, it's far more complicated. Obviously, a business suit is required for women as well. Generally, a skirt suit is considered more formal and therefore, more professional--a matter of opinion to be sure, but if you really want the job it's better to be safe than sorry. If you are unwilling, unable or simply entirely too uncomfortable to go the route of the skirt suit, the important thing to remember is that by wearing a pants suit you may be taking a risk. If you are okay with that, go for it. The skirt suit alone doesn't guarantee a great impression, however. It must be an appropriate color (stick with navy, black or gray and don't confuse a 'dress' suit for a business suit). It must be paired with an appropriate top with a modest neckline. And length is vital; nothing below the knee ever. Practice sitting, standing, crossing your legs, observe where the skirt falls/how far it rises. When it doubt, throw it out--a wandering hemline is a huge interview liability. As for the rest of the ensemble, less is generally more--that goes for perfume, make up, jewelry, accessories.
Monday, June 21
Weekly Wisdom: June 21, 2010
Why Your Job Search Is Not All About You
by Kaitlin Madden of CareerBuilder
We all get calls from telemarketers. Their generic, impersonal sales pitches typically yield responses like: "Really? Why would I let you spend 10 minutes telling me about your vacuuming services? I have a vacuum cleaner in the closet." Click.
Chances are you have received this type of call. And chances are you have hung up before you even know what the caller has to offer.
Were the vacuum company to peek in your window for a few hours (creepy -- but go with me here) they'd find out you were a single parent with three kids, two shedding cats and a bad case of seasonal allergies. With this new background information, the call might go something like:
"Hello Ms. Murphy! Since you're so busy you barely have time to vacuum these days, I'll send my professional cleaning service to your home. In addition to saving you time, our filter-equipped vacuums will get rid of the pet hair on your furniture and decrease the amount of airborne allergens in your home!" Since the telemarketer just solved three of your most pestering problems, you're probably more inclined to listen to his or her sales pitch.
Vacuum cleaners and allergies aside, applying to a company without targeting your application to its needs is a lot like making a random courtesy call. Employers aren't going to pay attention to you unless they know what you can do for them.
Solve a problem, land a job
"You have a job for one reason: to solve a company's problem," says Debra Benton, author of "Lions Don't Need To Roar" and "The $100,000 Club." "You do not have a job because you need or want one; that is irrelevant to the marketplace." That means you need to stop focusing on what your strengths are and start focusing on how your strengths can help the company you'd like to work for, Benton suggests.
Putting it all out there -- strategically
Rich Dukas, president and CEO of Dukas Public Relations, says that targeting your cover letter to address the needs of each company you apply to is the only way to get noticed. "Specificity rules," he says. "I am impressed when a candidate spends the time to learn about our firm and tells me in a cover letter and interview how they would directly contribute to our business. Generic cover letters don't cut it."
Using employer-centric language when applying to a position can also help, Benton advises. "Every part of your communication should be them-oriented instead of you-oriented, from the first word in your cover letter," she says. "Instead of writing, 'Dear Mr. Smith, I'm interested in a job at XYZ ...' your letter should start with 'Dear Mr. Smith, You have an exciting position at XYZ that I'm interested in ...'. Just making the first word 'you' versus 'I' is the start of a myriad of ways to be company-oriented."
Tina Chen, director of operations at Carlisle Staffing in Illinois, says today's tough job competition makes it especially necessary to focus your job search on the needs of employers and how you can make their organization a better one. "Employers are no longer just looking for 'qualified candidates' but rather those who will go above and beyond to justify their seat, so job seekers really need to stay ahead of the curve and lay their best assets on the table," Chen says.
The bottom line: Employment is a relationship
Although it is important for your communication with a prospective employer to stress how your skills can meet its needs; employment is ultimately a relationship, and you still need to keep your own interests in mind.
"Take a step back, assess the potential employers that you would like to work for, do your homework and decide if there could be a long-term, mutually beneficial relationship. Look at it as 'job dating.' In order for the relationship to work, both parties have to bring something to the table," Chen advises.
Kurt Weyerhauser, managing partner at Kensington Stone, an international search firm in California, also compares employment to a long-term relationship. "It's like a marriage of sorts," he says. "Most of us who are married realize that we wouldn't be married if leading up to the wedding it had been all about –'me' or, for that matter, all about my spouse's interests. The key is to understand that while your primary interest is you, it's not your sole interest."
by Kaitlin Madden of CareerBuilder
We all get calls from telemarketers. Their generic, impersonal sales pitches typically yield responses like: "Really? Why would I let you spend 10 minutes telling me about your vacuuming services? I have a vacuum cleaner in the closet." Click.
Chances are you have received this type of call. And chances are you have hung up before you even know what the caller has to offer.
Were the vacuum company to peek in your window for a few hours (creepy -- but go with me here) they'd find out you were a single parent with three kids, two shedding cats and a bad case of seasonal allergies. With this new background information, the call might go something like:
"Hello Ms. Murphy! Since you're so busy you barely have time to vacuum these days, I'll send my professional cleaning service to your home. In addition to saving you time, our filter-equipped vacuums will get rid of the pet hair on your furniture and decrease the amount of airborne allergens in your home!" Since the telemarketer just solved three of your most pestering problems, you're probably more inclined to listen to his or her sales pitch.
Vacuum cleaners and allergies aside, applying to a company without targeting your application to its needs is a lot like making a random courtesy call. Employers aren't going to pay attention to you unless they know what you can do for them.
Solve a problem, land a job
"You have a job for one reason: to solve a company's problem," says Debra Benton, author of "Lions Don't Need To Roar" and "The $100,000 Club." "You do not have a job because you need or want one; that is irrelevant to the marketplace." That means you need to stop focusing on what your strengths are and start focusing on how your strengths can help the company you'd like to work for, Benton suggests.
Putting it all out there -- strategically
Rich Dukas, president and CEO of Dukas Public Relations, says that targeting your cover letter to address the needs of each company you apply to is the only way to get noticed. "Specificity rules," he says. "I am impressed when a candidate spends the time to learn about our firm and tells me in a cover letter and interview how they would directly contribute to our business. Generic cover letters don't cut it."
Using employer-centric language when applying to a position can also help, Benton advises. "Every part of your communication should be them-oriented instead of you-oriented, from the first word in your cover letter," she says. "Instead of writing, 'Dear Mr. Smith, I'm interested in a job at XYZ ...' your letter should start with 'Dear Mr. Smith, You have an exciting position at XYZ that I'm interested in ...'. Just making the first word 'you' versus 'I' is the start of a myriad of ways to be company-oriented."
Tina Chen, director of operations at Carlisle Staffing in Illinois, says today's tough job competition makes it especially necessary to focus your job search on the needs of employers and how you can make their organization a better one. "Employers are no longer just looking for 'qualified candidates' but rather those who will go above and beyond to justify their seat, so job seekers really need to stay ahead of the curve and lay their best assets on the table," Chen says.
The bottom line: Employment is a relationship
Although it is important for your communication with a prospective employer to stress how your skills can meet its needs; employment is ultimately a relationship, and you still need to keep your own interests in mind.
"Take a step back, assess the potential employers that you would like to work for, do your homework and decide if there could be a long-term, mutually beneficial relationship. Look at it as 'job dating.' In order for the relationship to work, both parties have to bring something to the table," Chen advises.
Kurt Weyerhauser, managing partner at Kensington Stone, an international search firm in California, also compares employment to a long-term relationship. "It's like a marriage of sorts," he says. "Most of us who are married realize that we wouldn't be married if leading up to the wedding it had been all about –'me' or, for that matter, all about my spouse's interests. The key is to understand that while your primary interest is you, it's not your sole interest."
Wednesday, June 16
This Week in Healthcare IT
courtesy, as always, of ihealthbeat.org
Health IT Business News Roundup for the Week of June 11, 2010
M&A, Financial Reports and Funding
Halfpenny Technologies, a provider of health information exchange applications, has acquired Laboratory Management Services, a provider of clinical data acquisition and reporting tools for health plans and clinical laboratories, for an undisclosed sum.
Contracts
Picis, a global provider of information tools for acute care settings, has selected Clinical Architecture's Symedical interoperability application...The New York eHealth Collaborative, a regional health IT extension center for New York state, has selected Greenway Medical Technologies as a preferred EHR provider for the health care providers it serves.
IASIS Healthcare plans to implement Wolters Kluwer Health's UpToDate clinical decision support software in its 16 hospitals covering six states...Cook Children's Medical Center in Texas has selected Patient Care Technology Systems' Amelior Tracker system for medical equipment tracking.
University of Buffalo School of Medicine has selected Allscripts' EHR system for its 450 physicians...WakeMed Health & Hospitals in North Carolina has adopted Ingenious Med and Thomson Reuters' Clinical Xpert Billing charge capture application.
Product Development and Marketing
Dell, a computer manufacturer, has entered into a partnership with Practice Fusion, an online EHR provider, to offer a package of hardware, software and online services to doctors in small and mid-sized medical practices...MEDecision, a provider of health care management applications, has entered into a partnership with NaviNet, a health care communications network, to offer patient clinical summaries to health care providers in NaviNet's network.
Allscripts, an EHR vendor, has entered into a partnership with software vendor RemitDATA to market RemitDATA's Reimbursement Pro revenue cycle management software. Softheon, a health care software business provider, has entered into a partnership that will allow Softheon to implement FalconStor Software's data protection applications to create cloud-based data protection tools for the health care industry.
Personnel
Angela Kennedy -- professor and chair of the Health Informatics and Information Management program at Louisiana Tech University -- has been selected to serve as chair of the board for the Commission on Accreditation of Health Informatics and Information Management Education, an accreditation organization for health IT degree programs...Kel Callahan -- former vice president of business development for HIPAAT International, a provider of health IT privacy applications -- has been selected as the firm's president and COO.
Ed Park -- chief technology officer of athenahealth -- has been named executive vice president and COO of the company...Jeremy Delinsky -- senior vice president of athenahealth's athenaNet Intelligence division -- has been named the CTO of the company...Derek Hedges -- senior vice president of business development and product strategy at athenahealth -- has been named senior vice president of corporate development for the company.
John Hoyt -- former leader of the Healthcare Information and Management Systems Society's organizational affiliate program -- has been named executive vice president for organizational services at HIMSS and executive head for HIMSS Analytics...Franklin Baumann -- former medical director at health insurer UnitedHealthcare -- has been appointed chief medical officer of Emdeon, a provider of health care revenue and payment cycle management applications.
Reese Gomez -- senior vice president and owner/partner with Dearborn Advisors, a health IT consulting firm -- has been named managing director and national practice leader of management consulting for maxIT Healthcare, a provider of IT consulting services for health care providers.
Health IT Business News Roundup for the Week of June 11, 2010
M&A, Financial Reports and Funding
Halfpenny Technologies, a provider of health information exchange applications, has acquired Laboratory Management Services, a provider of clinical data acquisition and reporting tools for health plans and clinical laboratories, for an undisclosed sum.
Contracts
Picis, a global provider of information tools for acute care settings, has selected Clinical Architecture's Symedical interoperability application...The New York eHealth Collaborative, a regional health IT extension center for New York state, has selected Greenway Medical Technologies as a preferred EHR provider for the health care providers it serves.
IASIS Healthcare plans to implement Wolters Kluwer Health's UpToDate clinical decision support software in its 16 hospitals covering six states...Cook Children's Medical Center in Texas has selected Patient Care Technology Systems' Amelior Tracker system for medical equipment tracking.
University of Buffalo School of Medicine has selected Allscripts' EHR system for its 450 physicians...WakeMed Health & Hospitals in North Carolina has adopted Ingenious Med and Thomson Reuters' Clinical Xpert Billing charge capture application.
Product Development and Marketing
Dell, a computer manufacturer, has entered into a partnership with Practice Fusion, an online EHR provider, to offer a package of hardware, software and online services to doctors in small and mid-sized medical practices...MEDecision, a provider of health care management applications, has entered into a partnership with NaviNet, a health care communications network, to offer patient clinical summaries to health care providers in NaviNet's network.
Allscripts, an EHR vendor, has entered into a partnership with software vendor RemitDATA to market RemitDATA's Reimbursement Pro revenue cycle management software. Softheon, a health care software business provider, has entered into a partnership that will allow Softheon to implement FalconStor Software's data protection applications to create cloud-based data protection tools for the health care industry.
Personnel
Angela Kennedy -- professor and chair of the Health Informatics and Information Management program at Louisiana Tech University -- has been selected to serve as chair of the board for the Commission on Accreditation of Health Informatics and Information Management Education, an accreditation organization for health IT degree programs...Kel Callahan -- former vice president of business development for HIPAAT International, a provider of health IT privacy applications -- has been selected as the firm's president and COO.
Ed Park -- chief technology officer of athenahealth -- has been named executive vice president and COO of the company...Jeremy Delinsky -- senior vice president of athenahealth's athenaNet Intelligence division -- has been named the CTO of the company...Derek Hedges -- senior vice president of business development and product strategy at athenahealth -- has been named senior vice president of corporate development for the company.
John Hoyt -- former leader of the Healthcare Information and Management Systems Society's organizational affiliate program -- has been named executive vice president for organizational services at HIMSS and executive head for HIMSS Analytics...Franklin Baumann -- former medical director at health insurer UnitedHealthcare -- has been appointed chief medical officer of Emdeon, a provider of health care revenue and payment cycle management applications.
Reese Gomez -- senior vice president and owner/partner with Dearborn Advisors, a health IT consulting firm -- has been named managing director and national practice leader of management consulting for maxIT Healthcare, a provider of IT consulting services for health care providers.
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