Episode Length: 32 minutes

Struggling to recruit and retain top talent at your health center? The solution isn't ping pong tables or pizza Fridays—it's professional development. In this episode, Jill Steeley breaks down why professional development is the most powerful (and underutilized) strategy for building and keeping a high-quality team in 2026.

You'll discover the sobering statistics driving today's workforce crisis, the psychology behind why people really leave their jobs, and the five common mistakes executives make with professional development (plus what actually works instead).

Whether you're facing high turnover, struggling to fill positions, or watching your best people keep their resumes updated, this episode gives you a strategic framework and actionable steps you can implement this week.

1. The real cost of turnover and why nearly half your team is already looking for their next opportunity
2. Why professional development works when salary bumps and perks fail to retain talent
3. The three psychological reasons that make professional development a retention game-changer
4. Five critical mistakes most health center executives make with professional development
5. A four-step strategic framework for building development pathways that drive retention
6. Five actions you can take this week to start using professional development as a competitive advantage

"The exit interview tells you why people left, but it doesn't tell you why your best people are still looking."

94% of employees would stay at a company longer if it invested in their career development. (LinkedIn's 2024 Workplace Learning Report)

People don't just leave for more money. They leave because they feel stuck, because they don't see a future, and because they feel like nobody cares about their career trajectory.

Professional development signals investment: When you invest in someone's growth, you're telling them they're worth it and you see a future for them at your organization.

You can't build a culture of development if you're not developing yourself. Leaders must model continuous learning.

[00:00] Introduction

Why professional development is your secret weapon in the 2026 talent war

[02:15] The Crisis Is Real

Healthcare turnover rates, replacement costs, and the shocking statistic about how many of your employees are actively looking right now

[08:30] Why Professional Development Works

The three psychological reasons professional development drives retention and how it transforms your recruitment message

[14:00] What Doesn't Work

Five common mistakes health center executives make with professional development (and why most programs fail)

[22:45] The Strategic Approach

A four-step framework for creating development pathways that actually drive retention and results

[32:00] The CEO Bootcamp Connection

Why investing in your own development is essential to building a culture of growth

[36:15]...

Howard Archer

CEO, Fix HealthcareIT

Website: www.fixht.com

What if your health center is leaving $9,000 to $40,000 on the table every single month? In this episode, Jill Steeley sits down with Howard Archer, CEO of Fix HealthcareIT, to discuss how RetroCAID is helping federally qualified health centers (FQHCs) automatically recover hundreds of thousands—even millions—of dollars annually in retroactive Medicaid reimbursements.

Howard shares the shocking reality: 17% of uncompensated encounters become eligible for Medicaid reimbursement within timely filing, but most health centers are missing these opportunities because Medicaid eligibility is constantly changing. One of Jill's clients received a $58,000 check in their first month using RetroCAID—money that would have expired without automated monitoring.

Discover how this passive monitoring system works, why it requires zero EHR integration, and how health centers are implementing it in less than 60 minutes with guaranteed results.

What is Retroactive Medicaid? [5:30]

1. How Medicaid differs from commercial insurance
2. Why patients can be covered 60-90 days retroactively
3. The complexity of Medicaid's fluid eligibility system

The Problem with Traditional Billing [10:45]

1. Why "spot checking" eligibility misses more than it captures
2. How benefit profiles change daily (coverage, payers, benefit scope)
3. The cost of manual monitoring for thousands of encounters

How RetroCAID Works [15:20]

1. Passive monitoring vs. active checking
2. Daily monitoring of every uncompensated encounter for 365 days
3. Sophisticated algorithms that filter out non-reimbursable claims
4. Real-time alerts with complete billing information

Implementation Process [24:30]

1. Less than 60-minute phone setup
2. No EHR integration required
3. Results within 48 hours
4. How the custom reporting system works

Real Results & Case Studies [30:15]

1. Average monthly recovery: $9,000 to $40,000
2. Annual revenue increases: $120,000 to over $1 million
3. 17% of uncompensated encounters become eligible
4. Client success story: $58,000 first...

Join Jill Steeley and UDS expert Steve Weinman as they break down everything you need to know about the 2025 UDS report submission. From the history of this critical reporting requirement to the latest changes and common pitfalls, this episode is essential listening for any community health center leader preparing their submission.

Steve Weinman - FQHC Consultant and CEO Bootcamp Partner

1. Email: sdweinman@fqhc.org
2. Has completed UDS reports every year since 1984
3. Specializes in helping health centers ensure accurate, compliant submissions

1. Evolved from Bureau Common Reporting Requirements (BCRR) starting in 1984
2. Became the UDS in 1996
3. Used to report to Congress on how 330 grant funding is spent
4. Directly impacts your patient targets and funding levels

1. Table 3B: SOGI data now optional (will be eliminated in 2026)
2. Tables 6A & 7: Minor housekeeping changes to ICD-10 and CPT-4 codes
3. Table 9E: COVID-related revenue lines removed
4. Relatively minor year compared to the major 2026 overhaul coming

1. Table 4: Managed care utilization reporting ELIMINATED (huge time saver!)
2. Table 5:
3. Service categories renamed (enabling services → patient support services)
4. QI personnel now lumped with IT personnel
5. Selected service detail addendum removed
6. Table 6A: Significant changes including removal of some women's health and dental metrics
7. Table 8A: Complete overhaul - overhead vs. direct costs replaced with salaries/benefits vs. other costs
8. Table 9D: Greatly simplified - retroactive collections eliminated, managed care categories combined
9. Major shift: Moving from cash basis to accrual basis reporting

High-Impact Errors:

1. Undercounting or overcounting patients (affects funding targets)
2. Miscategorizing staff FTEs on Table 5