Happy Clinical Director

Results of Implementing EHR Software v.2

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EHR platforms are powerful systems that consolidate client health data into digital records. Each year, more and more behavioral health and human service organizations are utilizing EHR systems to advance the way they provide care, as well as streamline key workflows for the agency. We’ve compiled a list of the benefits of utilizing an EHR platform, as well as some key considerations for successful adoption within your organization.

Quantifying the Benefits

A study by the Behavioral Healthcare Executive uncovered some specific advantages of EHR software, including:

  • Improved client care
  • Decrease need for paper storage
  • Improved staff efficiency
  • Improved reimbursement rates
  • Better outcome tracking
  • Time savings

Other commonly noted benefits include:

  • Improved client data accuracy
  • Interoperability
  • Scalability
  • Customization
  • Increased revenue
  • Better security

An astounding 94.4% of those surveyed by Behavioral Healthcare Executive reported advantages from EHR software. It’s no surprise the adoption of this technology continues to increase every year.

Qualitative Improvements Lead to Quantitative Results

The truth is, EHR software’s benefits go beyond efficiency and increased revenue. Less staff frustration, decreased burnout, more time spent with clients instead of on documentation, fewer errors; the list goes on. The qualitative benefits are compounded over time, which saves money. For example, customized templates for taking notes on specific services will lead to fewer errors, less documentation time, and fewer rejected claims.

As payers shift their focus to value-based reimbursements, these qualitative improvements lead to improved outcomes and happier clients, which helps agencies meet these updated care mandates.

Key Considerations Before Adopting an EHR

The key to successfully adopting an EHR system is to get buy-in from all areas of the agency. Clinicians care about efficiently entering progress notes and keeping track of client information so they can provide better services. Billers want to avoid denials and get the agency paid on time. EHR admins care about system utilization, reliability, and limitations. Executives are more focused on meeting state requirements, managing staff retention, and using data to solve agency challenges. Each persona in the organization has key metrics to meet and an EHR helps them to measure and improve.

By evaluating the workflows that will be improved by an EHR, you will be able to determine the return on investment and gain the support of staff in every area of the business. You’ll also be in a better position to choose the right EHR solution.

Remarkable Health’s EHR platform is focused on removing administrative barriers so that you can focus on your mission. We recognize the growing need for behavioral health services, along with a shortage of providers, and believe that great technology is one of the key solutions to help our industry better keep up with demand. Learn more.



12 Remarkable Days of Christmas

12 Remarkable Days of Christmas

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[3-minute read]

At Remarkable Health, our north star is creating WOW moments. By removing administrative obstacles, we empower providers (that’s you!), from the front-line staff to the CEO, to work seamlessly and do remarkable things.

In honor of the 12 Days of Christmas, we have gathered 12 WOW moments that demonstrate how Remarkable’s EHR clears the way for organizations to do what they’re meant to do: help others. As we look back on this year, here’s where we made an impact with our customers in every corner of the organization:

  1. According to a mental health and substance use facility CFO, CT|One’s reporting capabilities made it possible to bill clients with special requirements, such as those in drug court, enabling them to procure additional revenue.
  2. A Training Manager stated that the new state-specific treatment plan is one of the best updates they’ve seen yet. It’s estimated to cut their documentation time by a third.
  3. An Executive Director was thrilled that after submitting over 1800 progress notes, they received just one denial. Unheard of!
  4. The Health Information Manager at a child and adolescent behavioral health center shared that it’s obvious Remarkable Health listened to customer feedback, stating that it matches everything they were looking for.
  5. According to an agency’s CEO, CT|One provides everything they need in one system. They are always amazed at what they can do and how easy it is to pull information, tremendously improving patient care and billing efficiency.
  6. The mobile app is a game-changer, as noted by the Clinical Director of a mental health center. It’s especially helpful when out and about in the community!
  7. A Director of Program Integrity and Policy Compliance of a large non-profit believes CT|One is a great system that will help the case management team increase efficiency, giving them time back to create more WOW moments and help reduce burnout.
  8. A prospective customer commented that Remarkable Health offers everything they need in an EHR, from start to finish.
  9. The Billing Manager of a behavioral health facility is grateful that they can rely on Remarkable Health to quickly resolve any issues that arise, making their job easier.
  10. According to the Compliance Director of a mental health and substance use facility, the treatment plan user guide saved them a tremendous amount of time getting their staff up to speed.
  11. Another Billing Manager raved about how the ability to copy and paste between different windows has been a lifesaver. Less manual entry = less time spent on documentation and more time changing lives!
  12. Several clinicians were thrilled that CT|One has the ability to create smart forms that meet the specific service documentation needs of the agency. They also appreciate the shortcuts built into CT|One that save time and alleviate frustration.

Our hope is that some of the WOW moments above resonate and get you thinking about how obstacles can be overcome, giving you time back to focus on your mission. We’re grateful for everything our partners do and look forward to a new year of empowering behavioral health agencies and their clients. Merry Christmas and Happy New Year!

We’re curious; which of the 12 WOW moments above is most relevant to you? Let us know by commenting on our social media posts. One lucky person will win a $25 gift card!

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Peter Flick CEO and Remarkable Health

EHR Thanksgiving

Supporting Behavioral Health Staff During the Holidays

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[3-minute read]

“Always start with thanksgiving; be thankful for what you already have and
see the miracles that come from this one simple act.” – Jim Rohn


In giving thanks, the first thought for many of us is friends, family, and health. Next may be our career, where we have the opportunity to help others every day. This year, in our new COVID world, each of us as healthcare workers have been added to the list of things to be especially grateful for.

Most of us have appreciated our physical health, but during this unusual time, mental health is coming to the forefront. According to the CDC, there have been “considerably elevated adverse mental health conditions associated with COVID-19.”  While we as providers have the opportunity to help our clients, we also need to be cognizant of this increase in our staff and colleagues. Each of us are dealing with an influx of change; working remote, Telehealth, changes in client care, work-life boundaries, increased hours, and higher demands at work. We can ask ourselves, how can I better support our team, colleagues and my own mental health.

Here are two simple steps each of us can take to bring greater impact to those we serve, and some examples to get us started.

Cultivate a Culture of Gratitude

Research has shown, expressing gratitude is beneficial to our health and well-being; both as the giver and recipient. Additionally, when people feel acknowledged, they’re more likely to socialize, help others in-turn, and build stronger work connections. There are many ways we can cultivate gratitude within our teams, not only around the holidays but also year-round.

Share appreciation for your team

  • Simple praise for a job well done can make a person’s day, be specific and timely
  • Create a fun trophy which team members pass around 

Shine a spotlight on usually unseen accomplishments

  • Don’t let the routine or unexciting parts of the job go unnoticed
  • A simple acknowledgement dedication and hard work goes a long way 

Say ‘thank you’ often… put a sticky note on your laptop as a reminder

  • A little reminder to say ‘thank you’ during normal conversations

Focus on What We Can Control… Talk to Your Team

While we can’t control the world around us, we can control how we support our teams and colleagues. Often times, we get so caught up in the day-to-day and whirlwind of change we forget to step back and remember why we’re in this business in the first place. The simple act of showing you care and seeking others thoughts is immensely powerful. Here are several questions to ask your team to uncover joy, frustration and new ideas.

What made you smile today?

  • Ask why… you’ll get to know them more personally and can incorporate into your leadership

What would make your day easier? 

  • Be curious! Imagine if we could save 1 hr/day, how would this happen
  • Opportunities to remove small obstacles or insert help are everywhere

How can I better support you?

  • Keeping this top of mind illustrates you care
  • This is another opportunity to uncover obstacles and areas for innovation

Be Remarkably Grateful

Tomorrow may be Thanksgiving, but giving thanks should be everyday. By taking intentional steps to show appreciation we can cultivate a culture of gratitude which lives all year. Taking time to talk helps each of us mentally; we need to practice this within our agency and team, not just with our clients. 

Each of us are in the behavioral and mental health field because we want to help others. And all of us here at Remarkable Health are obsessed with supporting you through removing obstacles. Reach out and say hi you’d like to chat, learn how others have worked to show gratitude or remove obstacles.

Happy Thanksgiving, and thank you for all you do!

Peter Flick CEO and Remarkable Health

Peter Flick

6 Essential Billing Solutions to Drive Revenue

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Does your EHR solution follow the full behavioral health client life-cycle in a way that allows you to effectively manage your revenue cycle? If not, it may be time to consider a solution that does just that. Look for these six essential behavioral health billing solutions to ensure you maximize cash flow and improve your revenue cycle management. 

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Behavioral Health Staff Productivity and Utilization: Is Overproduction a Good Thing?

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You recognize the value of data to drive innovation  within your agency, but you aren’t sure where to begin. The data has yet to expose your current state of business and guide future decision-making opportunities. You may be asking yourself, “how do I analyze the data I have?” or “what data should I be looking at to begin with?”. In this blog, we are going to take a deep dive into data as it pertains to your staff – arguably the most important asset at your agency. Specifically, how has COVID-19 impacted staff productivity and utilization and how does this affect the future sustainability of your agency?

How Has COVID-19 Impacted Staff Productivity & Utilization?

What data should you monitor when analyzing the effects of COVID-19 on staff productivity and utilization? Examining the three metrics below will help ensure the time and productivity of your providers are optimized, to ultimately safeguard against increased employee turnover.

  1. Progress Notes Submitted by Staff: Monitor the number of completed progress notes by staff to expose potential burnout, gaps in staffing, or availability to allocate staff to suffering programs.
  2. Billable Hours by Staff: Evaluate the schedule of your staff to understand how much time is being spent on billable hours of service in a day or week.
  3. Time Utilization by Staff: Validate your staff is spending time most effectively across clients and programs.

Implications of Data on the Future Retention of Your Team

Now that we know what metrics to monitor, what trends should we be looking for? What questions should we ask ourselves? The answers to these questions are ultimately where the value of data is found. Data transitions from numbers to a story formed about the health of your staff.

Progress Notes Submitted by Staff: What changes do you observe in the number of progress notes submitted by staff member when comparing date ranges of January – March to April – June? Have completed progress notes increased? Decreased? How has an increase or decrease in number of full-time and part-time staff effected this number? For instance, if your staff size has increased in the past 3 months, you should see an increase in completed progress notes. Ultimately, analyzing progress notes should reveal two key areas that drive future decisions for your agency:

  1. Through comparative analysis are you able to verify consistency between the number of completed progress notes with the revenue trends of your agency in regard to total services being provided as a result of COVID-19?
  2. Will an influx in services needed sustain or drop off post-pandemic? Will your agency be able to sustain the current number of progress notes being submitted over the long-term? What implications does this have on your future staffing needs? If there is contradiction in the number of completed progress notes you forecast with the number of staff needed to complete those notes, will your staff become burnt out? Or will your staff be under-utilized?

Billable Hours by Staff: If a remote clinician is now providing ten billable hours of service in a day as opposed to six billable hours of service (which you are able to validate through an increase in created claims volume) and doing concurrent documentation, it is evident that staff member has become more productive working from home during quarantine. But, as a result, will this staff member become over-worked? Knowing what your data says about the productivity of staff can have huge implications on retention. How can you encourage providers to block off time in their schedules to eat and take needed breaks between virtual sessions? It is vital to set new expectations with staff. Production data can help guide you in the best ways to support your staff and what new expectations may be appropriate.

Time Utilization by Staff: Based on your providers’ schedules, are providers making the most of their time? Are each of your team members currently utilizing 50% of their schedule capacity? 115%? How does the increase in demand for specific service types dictate how you allocate your staffing resources to match this demand? It is up to you to ensure schedules are being maximized by each staff member and reallocated as necessary for both the health of your agency and the health of each staff member.

Another consideration is travel time. You are likely seeing a decrease in travel time if you have seen virtual services increase. With a decrease in travel time, should come an increase in services provided by staff. If comparative analysis between January – March and April – June reveals less time in the car, are you seeing an increase in progress notes? If not, are you seeing an increase in the quality of completed progress notes? Or are you seeing a quicker turnaround time of progress notes submitted? All of these will help you to understand the past and current state of that employee’s productivity and how it relates to their overall engagement?

Bottom Line Impact: Engaged Staff Leads to Sustainable Services for Clients

Ultimately, each agency must read the story their specific data is telling through looking at key metrics and asking the correct questions. From this data, it is imperative to understand the implications it has on optimizing the time and productivity of your providers, while increasing engagement of staff.  If your team becomes disengaged due to burn out and overproduction, turnover will skyrocket. If your agency experiences high turnover, the individuals you serve may experience negative effects in the quality of services provided. If the individuals you serve are not benefiting from the services provided to them, those individuals may begin to no-show or transition to a new provider altogether. Without increased and quality billable services being provided to these clients, the future ability of your agency to help additional clients may be compromised.

Join us next week as we continue to explore the effects data has on key areas of your agency!

Does your data drive innovation?

Develop a Mind for Innovation: Is Your Behavioral Health Agency Driven by Data?

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“Crises, especially the one we are experiencing now, have a significant financial and human toll, stranding assets and human capital and causing significant social and economic dislocation. However, many of these dynamics are ingredients for disruption from which new business models emerge.” – Innovation in a Crisis: Why it is more critical than ever, McKinsey & Company

Many of us read this quote and understand what is being communicated explicitly. There isn’t much to argue in the above statement. But how do these words translate into a reality where data can truly drive innovation for behavioral health providers? Have you considered all that has taken place with COVID-19 and the effects on our industry as innovative ingredients to create a new or revised agency model? A model that can sustain future crises? If not, it is likely due to one of two reasons:

  1. You are currently still operating your agency from a state of crisis due to the effects of COVID-19. You are simply trying to keep your agency afloat, devoting each resource to essential needs of today.
  2. You are uncertain of the first steps to take in becoming an innovative agency. This has impacted your ability to create an adapted and thriving business model.

Then what is the first step in becoming innovative? Without data, innovation will be misplaced and misguided. Efforts, resources, and changes will be applied to unaffected areas of the business. More than ever, right now is the time to look at data. Not tomorrow. Not in a few months. But right now. Because tomorrow may be too late. That over-worked service provider may decide she will submit her two-week notice tomorrow. All of which could be prevented by analyzing billed amount and units by clinician today to reveal potential burnout. To ultimately lead you to ask the right question and reveal the burnout you believe is taking place (likely as a result of overproduction due to COVID-19). Today you could speak to that service provider to create a plan for her sustainability and engagement, and prevent the two-week notice from being submitted in the first place.

So if data is the first step to becoming an innovative agency, what is keeping you from analyzing and utilizing it? Again, two major components are at play here:

  1. You don’t have the proper tools to analyze your data.
  2. You don’t know how to analyze the data. You are unsure of what data to look at and what the data tells you about your current state of business and future decision-making opportunities.

Having the tools to make decisions just as fast as our current environment is changing, is essential. In this upcoming blog series, we will explore the tools needed and points of data to analyze within three major aspects of your agency’s operations:

  1. Behavioral Health Staff Productivity and Utilization: Is overproduction a good thing?
  2. No-Show Rates in Behavioral Health: Can you explain your agency’s no-show rates?
  3. Service Types: Has your response to increased demand in Behavioral Health services actually lost your agency money?

Join us as we take a deep dive into each one over the coming weeks to understand how data can drive innovation in the behavioral health and I/DD fields.


For the entire article of ‘Innovation in a Crisis: Why it is more critical than ever’, click here