Hardwiring Recognition
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Transcript of Hardwiring Recognition
2011 ANCC National Magnet Conference
Session C-607
Presented by
Christina Felder, ASN, BSN, CEN-RTMarian R. O’Dore, RN, BS, MSPaoli HospitalPaoli, PA
Wednesday October5, 2011
Hospitals of Main Line Health Paoli Hospital
Lankenau Medical Center
Bryn Mawr Hospital
Riddle Hospital
Bryn Mawr Rehab Hospital
Excellence First, Then Magnet®!
Morale
Direct and Indirect Cost to Replace One RN Vacancy
$60,000.00 $85,000.00
One Nurse’s Pride in Her Profession
Nursing Shortage Quiz
How many Registered Nurses are in the U.S.A.?
a) 1,560,000
b) 4,520,000
c) 2,909,467
d) 5,105,000
According to the ANA, what is the average age of a Registered Nurse in the U.S.A.?
a) 36.8 years
b) 32.4 years
c) 51.2 years
d) 46.8 years
In what region of the U.S.A. is the highest percentage of RNs employed?
a) South
b) Midwest
c) New England
d) West Coast
What percentage of RNs have their MSN or PhD?
a) 5%
b) 13%
c) 22%
d) 9%
How many nurses in the U.S.A. are between the ages of 45 and 60?
a) 900,000
b) 1,900,000
c) 2,000,000
d) 1,250,000
By 2020, the nursing shortage is estimated to rise to what percentage?
a) 16%
b) 29%
c) 34%
d) 19%
In 20 years, how many American people will be older than age 65?
a) 46 million
b) 25 million
c) 70 million
d) 31 million
Snapshot of 101 NursesFor every 10,000 people, there are 101 licensed RNs. Here’s a snapshot of those 101 nurses.
85 ARE EMPLOYED
54 ARE FULL-TIME NURSES
53 ARE WORKING IN HOSPITALS
47 ARE OVER 45 YEARS OLD & FEEL
QUALITY OF CARE HAS DECLINED
42 FEEL THEY SPEND ADEQUATE
TIME WITH PATIENTS
39 ARE WORRIED THAT THEIR JOB
AFFECTS THEIR HEALTH
Snapshot of 101 Nurses continued
31 ARE OVER 50 YEARS OLD
31 WOULD NOT RECOMMEND
NURSING AS A CAREER
24 ARE PLANNING TO LEAVE THEIR
CURRENT POSITION IN THE NEXT YEAR
18 ARE PART-TIME NURSES
13 ARE NOT WORKING IN NURSING
Without the pipeline of new graduate nurses, there will be
fewer nurses available to replace those who leave.
Honor Society of Sigma Theta Tau International
“Develop and Implement Strategies to Promote Retention of RNs and Nurse Educators in
the Work Force”
A Recommendation by the Honor Society of Sigma Theta Tau
The Tool Box
A Daily Mantra of Respect, Approval and Appreciation
ComponentsTransformational Leadership is the Aspect of Individual Consideration
An Integrated Approach to Sustain Staff Engagement
Recognition Should Target the Individual and the Team
Periodic Reevaluation of the Tools Your Organization Uses
Results and Retention Triangle
Recognition Motivates Staff
Motivated Staff achieve Superior Patient Outcomes
Achievements are Recognized
Creation of A Healthy Work Environment
Evidence-based practice in Nursing is the partner of evidence-based design in the current health care
environment
Commitment from Upper Level Management
Construct an atmosphere that encourages your colleagues to administer superior patient care
Encourage staff involvement in the design process
Staff employee opinion survey – Everyone’s voice counts
Care of the new Hire Program
1) Welcome Letters to Each New Hire
2) Specialty Courses Provided by Clinical Staff
Educators and Staff Nurses
3) New Staff Orient with IV Team and Respiratory
4) Weekly Meetings with Preceptors
Communication via Individual Unit Newsletters“Friday Facts”
Dedicated Mentor Position
Acknowledgement of Reassignment of Staff
Strategies that promote satisfaction to the staff
Senior Level Management Initiativesa) Monthly Notesb) Rounds on off-shifts
and weekendsc) Personal Touchd) Open Door Policye) Five Star Care Awards
R & R Committee Initiatives
a) Potency of identification with the health care organization
b) Birthday Celebrationsc) Certification Achievement Displaysd) Nursing Spectrum Excellence Award Nominations
You need it,
Ignite it,
Nurture it
Magnet
Pennsylvania Dutch Country
Looking forward to winter fun!
Community Spirit!
S’mores Anyone?
Hackensack University Medical Center
Nuts & Bolts
Mission
Vision
Goals
My Profession
My Patient
My Hospital
My Community
Flower Sales
Mums at Thanksgiving
Poinsettias at Christmas
Spring Baskets at Mother’s Day
Merchandising•Sports Memorabilia
•Jewelry
•Books
Raffles•Kindle
•TV
The glue that holds the organization together.
Nurses Week Caribbean Party
Malvern 4th of July Parade
Patient Care Technician Luncheon
Community Outreach
•Beds for the Sisters
•Home of the Sparrow
•Care Packages for the Troops
Beds for the Sisters of Jesus Crucified
Bradford, CT
Home of the Sparrow
Care Packages for our Troops
Financial Constraints
Maintaining the Lines of Communication
Recruitment of New Committee Members
The Essentials for Creating, Expanding, and Maintaining A Productive and Rewarding Committee
1) Optimize individual team members as coordinators of fund raisers. This gives ownership and reinforces their individual importance to the committee.
2) Sales run by outside vendors are less work for the committee than taking on the entire sale.
3) Make part of your Nurses Week celebration fun, and as far from everyday as possible.
4) Get gifts donated from companies that have a group agreement with your hospital for discounts. Such as cell phone companies.
5) Have a committee member for Recognition & Retention represented from every Nursing Unit on the committee. This helps to foster our spirit and goals throughout Nursing.
6) Create an exchange list of phone numbers, cell numbers, and E-Mail of all committee members, and distribute.
7) Celebrate the holidays as a committee with a party. Cohesiveness is essential.
8) Expect staff to not be informed about your committee goals and events. Communicate, communicate, and communicate.
9) After an event sit down and give feedback what went right and what you could have done better.
10) Have an individual who is separate from your committee manage your money.
11) No good deed goes unpunished.
12) Buy in of everyone is essential for the committee’s success.
13) Raffle off a big ticket item for the holidays, such as the latest electronics. You can double or even triple your investment.
14) You can run this committee with zero line budgeted funds from your hospital.
15) Lead by example and give 200% of yourself.
16) As a leader donate all your time to the committee without safety. The happiness you will receive will far exceed your salary.
17) Administrative assistance help is essential.
18) Have a sense of humor and shake off the projects that fail.
19) Expect complaints, after all its human nature.
20)Talented people in our community would love to donate time in various ways to your committee. Ask them, and you will often find out the answer is yes! People love Nurses.
21) Keep evidence that demonstrates the effectiveness of your committee, and how it makes a difference.
22) For Nurses week consider asking community businesses, many are willing to donate a prize for your celebration.
23) Co-Chairs for this committee are very beneficial.
24)The best R & R leaders will be charismatic, inspirational, and considerate.
25) Make Passion for Nursing your everyday joy.
Christina Felder, ASN, BSN, CEN-RTPaoli [email protected]
Marian R. O’Dore, RN, BS, MSPaoli [email protected]
For further information contact: