Bernie Monegain

HIMSS, CHIME and many high-ranking healthcare executives expect big things from a leader they see as highly qualified.

Long history of clinical and technology work should benefit the nation’s hub for healthcare IT policy.

Rucker's name on Friday was listed in the HHS directory, but officials would not confirm the appointment.

Toby Cosgrove, who sits on one of President Donald Trump’s committees, says efficient care and keeping people well is the answer.

GAO begins recruiting members for a new group, the Health Information Technology Advisory Committee.

The awards, which Trump gave at the U.S. State Department, honor women who have overcome injustice to transform society. 

IBM Watson Health will adopt SNOMED CT for use in Watson Health work, SNOMED International and IBM Watson announced today.

Email archives, business documents, intellectual property and source code are in hackers’ crosshairs.

Utah system's Mental Health Integration program embeds mental health screening and treatment within primary care and select specialty practices.

In taking stock of the year just past, Intel executives found diversity and inclusion are driving evolution and reinvention. “Meeting our diversity hiring and retention goals in 2016 demanded a continued dedication to inclusive hiring practices, introduction of innovative, research-based programs such as the WarmLine and multicultural retention and progression study, and establishing equity across the company through evaluating pay, progression and advancement of women and underrepresented minorities,” writes Danielle Brown, Intel’s chief diversity and inclusion officer, and VP of Human Services, in a February 28 blog. Progress toward Intel’s goals included: • Intel exceeded the 2016 hiring target with 45.1 percent diverse hiring – an achievement Brown notes the technology giant is committed to surpassing in 2017. • The company saw gains in the overall representation of women, which rose 2.3 points since 2014 to 25.8 percent. • It hit its year-end goal of achieving 100 percent pay parity for both women and underrepresented minorities and achieved promotion parity for females and underrepresented minorities as well. • Intel met its overall diverse retention goal, retaining diverse employees compensated at better than parity, which means the company retained the overall diverse population at a higher rate than the counterpart majority. Brown pointed out there is still much work to be done to achieve our 2020 goal of full representation, namely with increasing the number of underrepresented minorities and countering the retention issue. Representation of underrepresented minorities in Intel’s U.S. workforce has increased from 12.3 percent in 2014 to 12.5 percent in 2016, leaving room for improvement in 2017. “We endeavor toward our goal of full representation, as Intel firmly believes that reaching a critical mass of women and underrepresented minorities in our workforce through creating an environment where everyone can thrive, brings ample benefits not only to Intel but the entire tech industry,” Brown wrote.