Larue D. Carter Memorial Hospital The Carter Insider - in.gov · On Friday, May 25, a shooting...

“What exactly is an electronic medical record—and what does it do?” you may ask yourself as hear your coworkers talking about different activities occur-ring in relation to the mIND

implementation project.

The Office of the National Co-ordinator for Health Infor-mation Technology states that an electronic medical record (EMR) or an electronic health record (EHR) is a digital version of a patient’s paper chart. EMRs are real-time patient-centered records that make information available instantly and securely to authorized users. The EMR automates access to information and has the potential to stream-line the clinician’s workflow, along with the ability to support other care-related activities directly or indirectly through various interfaces, including evidence-based decision sup-port, quality management, and

outcomes reporting.

The eight core functions are:

♦ Health Information & Data: patients’ diagnoses, allergies, lab test results,

medications, etc.

♦ Result Management: the ability for all providers participating in the care of a patient in different set-tings to quickly access new

and past test results.

♦ Order Management: the ability to enter and store orders for prescrip-tions, tests, and other ser-vices to enhance legibility, reduce duplication, and improve the speed with

which orders are executed.

♦ Decision Support: by using reminders, prompts, and alerts, computerized decision-support systems help improve compliance with best clinical practices, ensure regular screenings, and other preventive prac-

tices.

♦ Electronic Communica-tion & Connectivity: efficient, secure, and readily accessible communication among providers to im-prove the continuity of care, increase the timeli-ness of diagnoses and treatments, and reduce the frequency of adverse

events.

♦ Patient Support: tools that can give patients ac-cess to their health rec-ords, provide interactive patient education, and help them carry out home-monitoring and self-testing

of chronic conditions.

INDIANA FAMILY AND SOCIAL SERVICES

ADMINISTRATION /

MENTAL HEALTH AND ADDICTION

June 2018 Volume 14, Issue 6

Larue D. Carter Memorial Hospital

The Carter Insider

Our Vision:

To serve the citizens of Indiana as a center of excellence in mental

health.

Our Mission:

To provide specialized treatment, education, and research in the

field of mental health.

♦ Administrative Pro-cesses & Reporting: computerized administra-tive tools, such as schedul-ing systems, to improve hospitals’ and clinics’ effi-ciency and provide more

timely services to patients.

♦ Reporting & Population Health: electronic data storage that employs uni-form data standards will enable health care organi-zations to respond more quickly to reporting re-quirements, including those that support patient safety and disease surveillance.

(Institute of Medicine, 2003)

While this article provides a general functionality overview of an EMR, please note that mIND is currently being de-signed by your Solution Workgroup peers and Cerner Solution Consultants to accom-modate the Indiana State Psychi-atric Hospitals’ specific needs in preparation for the February

4, 2019, clinical go-live date.

Larue D. Carter Memorial Hospital 2601 Cold Spring Road

Indianapolis, IN 46222-2202

Phone: 317-941-4000 Fax: 317-941-4085

• Teaching

• Research

• Treatment

The Carter Insider Editor: Deb Doty This Month’s Contributors: Sarah Beard, Rob Clover, Nata-sha Cole, Sabrina DeVol, Chasity Frank, Rob Hood, Laura Nixon, Jessy-Lynn O’Keefe, Larri Sack-ett, Kausar Siddiqi, Carolyn Smeltzer, Jamie Tuggle, Joe Uber-to, Hannah Versino, Dr. Jennifer

Walthall

by Laura Nixon, Adoption, Transformation, and

Communications Coordinator

Visit @FSSAIndiana

on Twitter!

LCH Potpourri

Corrice (LPN), Tiana Devine (BHRA), Chanpane Edwards (BHRA), Mariah Gaw (Clerk), Tisara Hardy (BHRA), Abiola Kolurejo (BHRA), Myriam Kpotufe (LPN), Rachael Litteral (BHRA), Fred Madren (Chaplain), Megan Miller (Nurse Supervisor), Omega Motley (RTA), Rashidat Okunomo (BHRA), and Na-

tasha Tucker-Gray (RN).

We say farewell to: Ter-relle Charleston (BHRA), Kaytriana Clare (RTA), Bethany Frink (BHRA),

Amanda Helrich-Kuhn (Social Worker), Amandeep

Kaur (Charge Nurse),

Best wishes to Donna Reed

(BHRA) as she retires!

Congratulations to Eu-gerea Douglas (BHRA) for being named LCH’s Employee of the Month! Eugerea’s con-sistency to go above and be-yond with patient care, de-pendability, and treatment is why she was selected. She is excellent with the patients, and

a joy to work with.

We welcome: Abosede Adekuebi (BHRA), Kimberly Arnold (RN), KeAsia Baker (RTA), Burkett Bell (Maintenance Worker), Mar-garet Beymer (RN), Peter Chukwuocha (RN), Kalyn


Congratulations to the following employees who were awarded

Certificates of Excellence:

Akin Akinlosotu Lena Allison Kevin Bell Lionel Bey Robert Chapman Mark Clay

Chris Fallah Anthony Englert Paul Fedorchak

Raymond Gregory James Hambrock Carl Howard

Justice Holt A.J. Jeigula Casey Kehlenbrink

Myriam Kpotufe Julie Miller Kim Moore

Steve Neal Adesuwa Omorogbe Charlene O’Rea

Diondrae Rice Larri Sackett Wilimena Scott

Ron Smith Marcus Spear Art Tillberry

Bruce Tussey Raven Vaughn Marlin Willis

Michele Wood

Eugerea Douglas June Employee of the

Month

The class of nurses and BHRAs who joined us on

May 21

(photo courtesy of Sabrina DeVol)

Hello Larue Carter Team, Jessy-Lynn O’Keefe, my Administrative Assistant, has accepted a position at the Defense Finance and Ac-counting Service here in Indianapolis. Her last work day will be Friday, June 8, 2018. I want to personally thank Jessy-

Lynn for the excellent support and assistance she provided while serving here at Larue. I have selected Devin Murphy to fill this vacancy. Devin is currently a secretary on the Journey to Recovery

Service Line, and will start in her new role effective Monday, June 4, 2018. Please join me in wishing Jessy-Lynn well in her future endeavors and welcoming Devin to her new position.

Rob

Robert E. Clover, Superintendent

On Friday, May 25, a shooting occurred at Noblesville West Middle School, injuring one teacher and one student. When such events occur, it is possible that external callers may contact some employees to provide psychological sup-port to the community through a family assistance center. We recognize that an employee’s first response is to try to offer assistance. All activity from the state of Indiana must go through Michael Ross and Terry Cook. If you have any requests for support or questions, direct them to Michael Ross, MSW, LCSW. Michael can be reached via email at Mi-chael.Ross@ fssa.in.gov or via cellphone at (317) 460-2452. If you receive a request from the media for comment, direct all such requests to Jim Gavin at Jim.Gavin@

fssa.in.gov.

Please note that events like this can often impact you directly and indirectly, which can have a real and lasting psychological and biological impact. Toxic stress is something that I en-courage you to be aware of and monitor in yourself and your loved ones. It is common to feel stress symptoms before or after a crisis. Natural and human-caused disasters can have a devastating impact on people’s lives. Anyone who sees or experiences this can be affected in some way. Most stress symptoms are tempo-rary and will resolve on their own in a fairly short amount of time. However, for some peo-ple, particularly children and teens, these symptoms may last for weeks or even months and

may influence their relation-ships with families and friends. Common warning signs of

emotional distress include:

• Eating or sleeping too

much or too little

• Pulling away from people

and things

• Having low or no energy

• Having unexplained aches and pains, such as constant stomachaches or head-

aches

• Feeling helpless or hope-

less

• Excessive smoking, drink-ing, or using drugs, includ-ing prescription medica-

tions

• Worrying a lot of the time; feeling guilty but not

sure why

• Thinking of hurting or killing yourself or some-

one else

• Having difficulty readjust-

ing to home or work life

For those who have lived through a human-caused disas-ter, the anniversary of an event may renew feelings of fear, anxiety, and sadness. Certain sounds, such as sirens, can also trigger emotional distress. These and other environmental sensations can take people right back to the disaster, or cause them to fear that it’s about to happen again. These “trigger events” can happen at

any time.

If you or someone you care about is or may be experienc-ing distress, you can call the

Disaster Distress Helpline, 1-800-985-5990. This is a 24/7, 365-day-a-year, national hotline dedicated to providing immediate crisis counseling for people who are experiencing distress related to any natural or human-caused disaster. This toll-free, multilingual, and confi-dential crisis support service is available to all residents in the United States and its territo-ries. Stress, anxiety, and other depression-like symptoms are common reactions after a dis-aster. Call 1-800-985-5990 or text TalkWithUs to 66746 to connect with a

trained crisis counselor.

Warning Signs and Risk Factors for Children and

Teens

Children are often the most vulnerable of those impacted during and after a disaster. According to the National Child Traumatic Stress Net-work, a growing body of re-search has established that children as young as infancy may be affected by events that threaten their safety or the safety of their parents or care-

givers.

Disasters are unfamiliar events that are not easily understood by children, who can find them emotionally confusing and frightening. During the time of turmoil, they may be left with a person unfamiliar to them and provided with limited infor-mation. Some warning signs of distress in children ages 6-11

include:

• Withdrawing from play-

groups and friends

continued on page 4


Warning Signs and Risk Factors for Emotional Distress by FSSA Secretary Jennifer Walthall, MD, MPH

Jennifer Walthall, MD, MPH Indiana Family and Social Services Administration

Secretary

Disaster Distress Hotline Call: 1-800-985-5990 Text: TalkWithUs to 66746

• Competing more for the attention of parents and

teachers

• Being unwilling to leave

home

• Being less interested in

schoolwork

• Becoming aggressive

• Having added conflict with

peers or parents

• Having difficulty concen-

trating

For teens, the impact of disas-ters varies depending on how much of a disruption the disas-ter causes their family or com-munity. Teens ages 12-18 are likely to have physical com-plaints when under stress or be less interested in schoolwork, chores, or other responsibili-

ties. Although some teens may compete vigorously for atten-tion from parents and teachers

after a disaster, they also may:

• Become withdrawn

• Resist authority

• Become disruptive at

home or in the classroom

• Experiment with high-risk behaviors such as under-age drinking or prescrip-tion drug misuse and

abuse

Children and teens most at risk for emotional distress include

those who:

• Survived a previous disas-

ter

• Experienced temporary living arrangements, loss

of personal property, and parental unemployment in

a disaster

• Lost a loved one or friend

involved in a disaster

Most young people simply need additional time to experience their world as a secure place again and receive some emo-tional support to recover from their distress. The reactions of children and teens to a disaster are strongly influenced by how parents, relatives, teachers, and caregivers respond to the event. They often turn to these individuals for comfort and help. Teachers and other mentors play an especially im-portant role after a disaster or other crisis by reinforcing nor-mal routines to the extent possible, especially if new rou-

tines have to be established.

more than 25,000 provider

facilities worldwide.

Who will use the EMR? All physicians, ancillary providers and staff involved in patient care will use some part of the Cerner EMR. This includes employees in areas who may

not have direct patient care.

On May 21, a Lunch and Learn was held to introduce employ-ees to the new electronic med-ical record (EMR) system de-

signed by Cerner.

Who is Cerner? Recognized for innovation, Cerner offers solutions and services for health care organizations at

Upcoming Key Dates:

July—validate system design

October—system testing

December—train the trainer

January—end user training

February 2019—Go-Live!

Warning Signs and Risk Factors for Emotional Distress continued from page 3

EMR Lunch and Learn Held


“We have to recognize that there cannot be relationships unless there is commitment, unless there is loyalty, unless there is love, patience, and persistence.”

bell hooks and Cornell West


Larue Carter Team, I hope most of you were able to enjoy an ice cream sundae on May 10 as part of Public Service Recog-nition Week. I want to personally thank each of you for your service and dedication to our mission at

Larue Carter Hospital.

Rob

Robert E. Clover Superintendent

Akin Akinlosotu (left) and Graham Moore enjoy ice cream provided by LCH executive staff in celebration of Public

Service Recognition Week

(photo courtesy of Rob Clover)

Dear State of Indiana team, Every year in May, we take time to celebrate public serv-ants who work for federal, state and local government. Hoosiers like you understand the importance of serving others by dedicating your career to public service. It is your hard work assisting Hoosiers from all walks of life that allows our state to fire on all cylinders. When I travel across Indiana, I see the results of your work in various cities and towns, and you should be proud of the work you do each day. We’re cultivating a strong and diverse 21st century econ-omy—having recently been named the fifth-best state for doing business by Chief Executive magazine. And we’re attacking the drug epidemic through prevention, treat-ment and enforcement to help our fellow Hoosiers from the scourge of addiction. From the INDOT worker laying asphalt to help us maintain the Crossroads of America, to the DNR gate attendant welcoming Hoosiers to their state parks this summer, you are delivering great govern-ment service. Janet and I are honored to serve alongside you to make Indiana a better place to live, work and play. Together, we will continue taking Indiana to the Next Level. Thank you,

Eric J. Holcomb

Governor


Why Are You HereWhy Are You HereWhy Are You HereWhy Are You Here The intent of this column is for staff to express what motivates them to be part of LCH’s history that we make every day. Our history spans many years, multiple locations, and involves thousands of people. Think about why you have chosen to play

a part at LCH, whether it be tied to the past, the present, or the future. Everyone will have an opportunity to share!

“I am here because I am passionate about working in both mental health and with children. I enjoy having the opportunity to provide patients with programming to aid them with their reintegration into their communities and at home. I enjoy working in an environment where every day is differ-ent and people can surprise you with their capacity for change.” Jamie Tuggle, Rehab Therapist

“I am excited and honored to be involved with the transition to the NDI, and I am working with a very talented group in the business office as well. Also, I enjoy assist-ing hospital clients and staff. It’s a very special time in my life. Joe Uberto, Accountant

“I’m here because I am pas-sionate about providing qual-ity treatment to youth and families who are often under-served and misunderstood. Hannah Versino, Psychologist

WHY ARE YOU HERE?

In the Irvine, California, law office of Bryan Cave, employees were led through an exercise to de-fine collective civility norms. They were asked, “Who do you want to be?” They named the fol-

lowing ten civility norms:

• We greet and acknowledge each other.

• We say please and thank you.

• We treat each other equally and with respect, no matter the conditions.

• We acknowledge the impact of our behavior on others.

• We welcome feedback from each other.

• We are approachable.

• We are direct, sensitive, and honest.

• We acknowledge the contributions of others.

• We respect each other’s time commitments.

• We address incivility.

Who do we want to be at LCH?

Monthly Reflection by Christine Porath

Source: Christine Porath. “Make Civility the Norm on Your Team,” Harvard Business Review. January 2,

2018.

We had the pleasure of welcoming our new Chaplain, Fred

Madren, into the LCH family on May 14. He is looking

forward to meeting everyone!

Pastor Fred’s Office Hours:

Monday—Thursday: 7 am to 5 pm

Friday: No office hours

Saturday: No office hours

Sunday: 1 pm to 3 pm

Last month, we began a new series of articles about improv-ing joy in work based on a white paper by the Institute for Healthcare Improvement (IHI). This month, we look at the purpose/goals of this white

paper.

“With increasing demands on time, resources, and energy, in addition to poorly designed systems of daily work, it’s not surprising health care profes-sionals are experiencing burn-out at increasingly higher rates, with staff turnover rates also on the rise. Yet, joy in work is more than just the absence of burnout or an issue of individu-al wellness; it is a system prop-erty. It is generated (or not) by the system and occurs (or not) organization-wide. Joy in work—or lack thereof—not only impacts individual staff engagement and satisfaction, but also patient experience, quality of care, patient safety, and organizational perfor-

mance.

“This white paper is intended to serve as a guide for health care organizations to engage in a participative process where leaders ask colleagues at all levels of the organization, ‘What matters to you?’—enabling them to better under-stand the barriers to joy in work, and co-create meaning-ful, high-leverage strategies to

address these issues.

“The white paper describes the

following:

• The importance of joy in

work (the ‘why’);

• Four steps leaders can take to improve joy in

work (the ‘how’);

• The IHI Framework for Improving Joy in Work: nine critical components of a system for ensuring a joyful, engaged workforce

(the ‘what’);

• Key change ideas for im-proving joy in work, along with examples from or-ganizations that helped

test them; and

• Measurement and assess-ment tools for gauging efforts to improve joy in

work.

“If burnout in health care were described in clinical or public health terms, it might well be called an epidemic. The num-bers are alarming. A 2015 study found over 50 percent of physicians report symptoms of burnout. Thirty-three percent of new registered nurses seek another job within a year, ac-cording to another 2013 re-port. Turnover is up, and mo-

rale is down.

“Burnout affects all aspects of the pursuit of better health and health care. It leads to lower levels of staff engagement, which correlate with lower customer (patient) experience, lower productivity, and an increased risk of workplace accidents. These all significant-ly affect the financial vitality of an organization. The impact on patient care is even more wor-

rying. Lower levels of staff engagement are linked with lower-quality patient care, in-cluding safety, and burnout limits providers’ empathy—a crucial component of effective

and person-centered care.

“So, what can leaders do to counteract this epidemic? The IHI believes an important part of the solution is to focus on restoring joy to the health care workforce. With this in mind, IHI developed four steps lead-ers can take to improve joy in work (the ‘how’); and the IHI Framework for Improving Joy in Work—critical components of a system for ensuring a joy-ful, engaged workforce (the ‘what’). Together, they serve as a guide for health care or-ganizations, teams, and individ-uals to improve joy in work of

all colleagues.

“To inform this work, IHI led three 90-day Innovation Pro-jects on Joy in Work 2015-2016, with the goal of designing and testing a framework for health care systems to improve joy in work. The Innovation Projects comprised scans of current published literature on engagement, satisfaction, and burnout; more than 30 expert interviews based on the litera-ture scan, including interviews with patients and exemplar organizations both within and outside of health care; site

visits; and, finally, learning from

continued on page 8


Joy in Work?! (part 2 in an 8-part series)

Source: Perlo J, Balik B, Swenson S, Kabcenell A, Landsman J, Feeley D, IHI Framework for Improving Joy in Work, IHI White Paper, Cambridge, Massachusetts: Institute for Healthcare Improvement; 2017.

(Available at ihi.org.)

New Course: Joy in the Workplace

Based on the Ins�tute for Healthcare Improvement’s white paper, Framework for Improving Joy in

Work, this supervisory computer-based course focuses on restoring the joy in work for direct reports.

It defines joy as it relates to work, iden�fies burnout and its dangers, and explains “get ready” steps

and the “four steps for leaders.” See pages 9-10 for instruc�ons on accessing this course.

On Thursday, June 28, 2018, representatives will be here from Go365 to give Vitali-ty Checks for any person with state insurance who wants to receive points toward the well-ness program. The screen takes 20 minutes. Representa-tives will be in the auditori-um at 7 am to 11 am and

again from 3 pm to 5 pm.

It’s possible to earn up to 4,000 points just for this check. The points will go toward your Go365 score, which, in turn, will earn you shopping bucks at the Go365 store and help you earn a silver status where your state insurance premiums can decrease by about 40%. If you haven’t signed up for your

Go365 account, do so today.

Keep in mind that the repre-sentatives ask that you fast for at least eight hours before your test to ensure accurate read-ings. And remember you only have until August 31 for your points to count toward silver

status.

Sign-up sheets for the screen-ings are available outside HR

(room 8-1097).

four steps and the framework, this white paper describes specific changes to test, dis-cusses practical issues in meas-uring joy in work, presents examples from organizations involved in testing and imple-mentation, and includes self-assessment tools for health

11 health and health care sys-tems working to improve joy in work as they participated in a two-month prototype program testing steps, refining the framework, and identifying

ideas for improvement.

“In addition to presenting the

care organizations looking to

understand their current state.

Next month, we will discuss the term “Joy in Work,” how fairness and equity contribute to this joy, and the case for

improving joy in work.

Are You Up for the CHALLENGE? by Larri Sackett, HR Generalist

Joy in Work?! continued from page 7

message and block the attached URLs the phishers are trying to get staff to click on. As a re-minder, never click on links or attachments from senders yu do not recognize. Although IOT maintains controls to help protect state networks and

computers from cyber threats, you are the first line of defense. If you have clicked on the link, please notify the Help Desk so IOT can confirm all instances of

the problem.

The State of Indiana has issued a phishing warning. Recently, many state staff have received a “summons” message from out-side the state network. Users should delete this email. The Indiana Office of Technology (IOT) is working to stop this


Phishing Warning

Happy Fathers Day!

“He didn’t tell me how to live; he lived, and let me

watch him do it.”

Clarence Budington Kelland

“I believe that what we become depends on what our fathers teach us at odd moments, when they aren’t trying to teach us. We are formed by little scraps of wisdom.”

Umberto Eco

Nine new courses were added

to our training catalog in May.

Adapt Ability: Becoming a

Change Master

This blended-training course is for non-supervisory employees (supervisors, too!) who want to learn how to navigate change. It teaches the four-step Adapt Ability Process: 1) accept the change, 2) expand your options, 3) take action, and 4) strengthen adapt ability. The course may be done class-room-style and/or computer-based self-study; there are manuals, too. Instruction/facilitation can be tailored to fit individual or group-specific needs. For more information,

contact Deb Doty at x4131.

Civility: The Sixth Pillar (for

Everyone)

This computer-based course looks at the foundational im-portance of civility in the work-place. A few of the topics in-clude internal and external civility, elements of a positive work culture, risk assessment,

bullies and their targets, etc.

Civility: The Sixth Pillar (for

Supervisors)

This computer-based course is an expanded version of the previously mentioned general civility course. It adds the fol-lowing material on what can be done to improve our civil cul-ture: paths to resolution, lead-ing by example, and ten tips for

creating civility.

Driving Change: A Course for

Managers

This blended-training course is for managers who want to ensure positive change. Based on the Switch model by Chip

and Dan Heath, the course has five sessions: Part 1: The Rule of Threes (three keys for driv-ing change, three surprises about change, the three-part framework); Part 2: Direct the Rider (find the bright spots, script the critical moves, point to the destination); Part 3: Motivate the Elephant (find the feeling, shrink the change, grow your people); Part 4: Shape the Path (tweak the environ-ment, build habits, rally the herd); Part 5: Putting It All Together (review, summary, overcoming obstacles). The course may be done classroom-style and/or as computer-based self-study; there are manuals, too. Instruction/facilitation can be tailored to fit individual or group-specific needs. For more information,

contact Deb Doty at x4131.

Joy in the Workplace

Based on the Institute for Healthcare Improvement’s white paper, Framework for Improving Joy in Work, this su-pervisory computer-based course focuses on restoring the joy in work for direct reports. It defines joy as it relates to work, identifies burnout and its dangers, and explains “get ready” steps and the “four

steps for leaders.”

Our Code of Conduct in

Plain Language

This computer-based course was designed as a tool to help remediate individuals who have problems following the Code

of Conduct.

Our Standards of Appear-

ance in Plain Language

This computer-based course was designed as a tool to help

remediate individuals who have problems following the Stand-ards of Appearance. We would like to do more courses designed for remediation. Please let Deb Doty know what topics you’d like to have developed into computer-based

remediation courses.

Rules of Civility

Few may know that George Washington copied 110 Rules of Civility as young man on the verge of adulthood. This com-puter-based training updates some of these rules for 21st century applications. Topics covered include: how rules of civility have always been need-ed; how some of the rules of civility can be applied today; comparing civility and discre-tion; comparing gossip and carrying a bad report; examples of civil and uncivil behaviors in the workplace; how to respond in order to avoid being in-

volved in gossip.

Shift Reports and Patient

Handoffs

It’s been called the “Bermuda Triangle of Healthcare”—a time when dangerous errors and oversights can occur—the patient handoff or shift report. This computer-based training examines some problems and best practices concerning this critical process. Topics in-clude: the definition of a pa-tient handoff and the various types; elements of a good pa-tient handoff; problems with patient handoffs; best practices; a tool for psychiatric handoffs; tool to audit handoffs improve-

ment.

continued on page 10


Fresh Training! by Staff Development

To access any of these courses, go to the Hub page. Click on PeopleSoft Training. At the Oracle PeopleSoft sign-in, en-ter your ID number and pass-word and click on “sign in.” Next, minimize the PeopleSoft training screen. Go to the shared hospital folders’

“Training” folder. Click on the “2018 Course Crosswalk.” Find the course you want to take and click on the associated link by using Control/Click. This should bring up the enroll-ment screen. Click “enroll” and then “submit enrollment.” Click on “launch”; on the next

screen, click on “launch” again.

Then complete the course!

If you have any questions about the crosswalk or accessing the PeopleSoft training environ-ment, please contact Marie

Parrish at x4556.

Fresh Training! continued from page 9

Infection Prevention by Carolyn Smeltzer, RN


The Health and Wellness Committee welcomes you to

join us by the front door every Tuesday at noon for

our weekly walk outdoors!

See you there!

Carolyn Smeltzer, RN, is LCH’s infection preventionist. She is located in the clinic, and her extension is

4072.

PharmNet: PharmNet fully integrates with other clinical applications, automating medi-cation use across the entire spectrum of medication man-

agement.

Medication Order: One of the three order types used in the PharmNet system. Medica-tion orders are distinguished by administration at a discrete

moment in time, whether once or at regular intervals. Exam-ples of medication orders in-clude tablets, capsules, supposi-tories, and syringes. The pres-ence of frequency without rate, infuse over value, or total vol-ume distinguishes medications

orders from other types.

Order Types: Order Types are categories used to classify

pharmacy products based on how they are ordered, in par-ticular, on the basis of a set of attributes that varies from one Order Type to the next. The three Order Types available for selection in the PharmNet system are continuous, inter-

mittent, and medication.

Understanding Cerner Terminology

NDI Update

Culturally Savvy by Deb Doty, Chair, Cultural Diversity Committee

extent possible by leading, con-trolling, and exercising choice over the services and supports that assist their recovery and resilience. In so doing, they are empowered and provided the resources to make informed decisions, initiate recovery, build on their strengths, and gain or regain control over

their lives.

We need to recognize that culture will play a big role in

the decisions a person makes about what he/she wants her/his recovery to look like. So, individuals’ goals and paths can differ due to their cultures. In person-driven recovery, one size does not fit all. Why? Each person is the product of all the variables that make up their culture and unique worldview. Celebrate each

person as an individual.

Recovery Value of the

Month: Person-driven

Self-determination and self-direction are the foundations for recovery as individuals de-fine their own life goals and design their unique path(s) toward those goals. Individuals optimize their autonomy and independence to the greatest


To watch the NDI progress live, go to https://www.in.gov/fssa/dmha. Then on the left side of the screen, click on NeuroDiagnostic Institute and Advanced Treatment Center. On the next

screen, click on “Follow the construction live!”

NDI construction as of May 18, 2018

“If I were dropped out of a plane into the ocean and told the nearest land was a thousand miles away, I’d still swim.”

Abraham Maslow

Possible Reactions

Many of the reactions noted below are normal when chil-dren and youth are handling the stress right after an event. If any of these behaviors lasts for more than two to four weeks, or if they suddenly ap-pear later on, these children

may need more help coping.

Infants and toddlers, 0-2 years old, cannot understand that a trauma is happening, but they know when their caregiv-er is upset. They may sart to show the same emotions as their caregivers, or they may act differently, like crying for no reason, withdrawing from people, and not playing with

their toys.

Children, 3-5 years old, can understand the effects of trau-ma. They may have trouble adjusting to change and loss. They may depend on the adults around them to help them feel

better.

Children, 6-10 year old, may fear going to school and stop spending time with friends. They may have trouble paying attention and do poorly in school overall. Some may be-come aggressive for no clear reason. Or they may act younger than their age, asking to be fed or dressed by their

parent or caregiver.

Youth and adolescents, 11-19 years old, go through a lot of physical and emotional changes because of their devel-opmental stage. So, it may be even harder for them to cope with trauma. Older teens may deny their reactions to them-selves and their caregivers. They may respond with a rou-tine “I’m OK” or even silence

when they are upset. Or, they may complain about physical aches or pains because they cannot identify what is really bothering them emotionally. Some may start arguments at home and/or at school, resist-ing any structure or authority. They also may engage in risky behaviors such as using alcohol

or drugs.

How Parents and Caregiv-

ers Can Support Recovery

∗ Parents and other caregiv-ers can help children ex-press their emotions through conversation, writing, drawing, and sing-ing. Most children want to talk about a trauma, so let them. Accept their feelings and tell them it is OK to feel sad, upset, or stressed. Crying is often a way to relieve stress and grief. Pay attention and

be a good listener.

∗ Adults can ask the teens and youth they are caring for what they know about the event. What are they hearing in school or seeing on TV? Try to watch news coverage on TV or the Internet with them. And limit access so they have time away from re-minders about the trauma. Don’t let talking about the trauma take over the fami-ly discussion for long peri-ods of time. Allow them

to ask questions.

∗ Adults can help children and youth see the good that can come out of a trauma. Heroic actions, families and friends who help, and support from people in the community

are examples. Children may better cope with a trauma or disaster by helping others. They can write caring letters to those who have been hurt or have lost their homes; they can send thank you notes to people who helped. Encourage these

kinds of activities.

∗ If human violence or error caused an event, be careful not to blame a cultural, racial or ethnic group, or persons with psychiatric disabilities. This may be a good opportunity to talk with children about dis-crimination and diversity. Let children know that they are not to blame when bad things hap-

pen.

∗ It’s OK for children and youth to see adults sad or crying, but try not to show intense emotions. Screaming or hitting or kicking furniture or walls can be scary for children. Violence can further frighten children or lead

to more trauma.

∗ Adults can show children and youth how to take care of themselves. If you are in good physical and emotional health, you are more likely to be readily available to support the children you care about. Model self-care, set rou-tines, eat healthy meals, get enough sleep, exer-cise, and take deep

breaths to handle stress.

continued on page 13

Helping Children/Youth Cope with Trauma/Disaster


Tips for Talking with Dif-

ferent Age Groups

Preschool children, 0-5 years old, need a lot of cud-

dling and verbal support.

∗ Take a deep breath before holding or picking them up, and focus on them, not

the trauma

∗ Get down to their eye level and speak in a calm, gentle voice, using words

they can understand

∗ Tell them that you still care for them and will continue to take care of

them so they can feel safe.

Early childhood through adolescence, 6-19 years

old, need nurture.

∗ Ask your child or the children in your care what worries them and what might help them

cope.

∗ Offer comfort with gentle

words, a hug when appro-priate, or just your pres-

ence

∗ Spend more time with the children than usual, even for a short while. Return-ing to school activities and getting back to routines at

home is important.

∗ Excuse traumatized chil-dren from chores for a day or two. After that, make sure they have age-appropriate tasks and can participate in a way that

makes them feel useful.

∗ Support children spending time with friends or having quiet time to write or

create art.

∗ Encourage children to participate in recreational activities so they can move around and play with oth-

ers.

∗ Address your own trauma in a healthy way. Avoid

hitting, isolating, abandon-ing, or making fun of chil-

dren.

∗ Let children know that you care about them—spend time doing some-thing special with them, and make sure to check on them in a nonintrusive

way.

A note of caution: Be care-ful not to pressure children to talk about a trauma or join in expressive activities. While most children will easily talk about what happened, some may become frightened. Some may even get traumatized again by talking about it, listening to others talk about it, or looking at drawings of the event. Al-low children to remove them-selves from these activities, and monitor them for signs of dis-

tress.

Source: SAMHSA HHS Publication No. SMA-12-4732;

www.samhsa.gov.

Helping Children/Youth Cope continued from page 12


“The difference between the right word and the almost right word is the difference between lightning and a lightning bug.”

Mark Twain

“One day I will find the right words, and they will be simple.”

Jack Kerouac

∗ The NeuroDiagnostic Institute (NDI) will deliver expert neuro-diagnostic evaluation and treatment for patients upon their arrival and move them more efficiently into the most appropriate treat-ment settings within the community or state men-

tal health system.

∗ NDI will be the flagship of Indiana’s state psychiatric

hospitals (SPH) network.

∗ “Neuro” is a word that pertains to the brain. “Diagnostic” reflects the techniques used in diag-

nosing illnesses.

∗ NDI will focus on precise diagnosis and assertive treatment of brain-based disorders, including: acute and chronic mental illness, chronic addictions, intel-lectual and developmental disabilities, traumatic brain injury, and neuro-degenerative illnesses such

as Alzheimer’s disease.

∗ The term “neuro-diagnostic” also encom-passes the integration of medical care, which will be made possible by locating the institute at Communi-

ty East Hospital.

∗ NDI will initiate a modern model of care focused on comprehensive diagnosis and expert-driven treat-

ment plans.

save the web address as a

favorite or bookmark.

◊ Use browser security add-ons. These applications provide safety ratings for web sites and search

engine results.

◊ Heed search engine warn-ings. If the search engines (e.g., Google, Yahoo, Bing) show that a site might be malicious, don’t

go there.

◊ Avoid sensational sites. Don’t visit sites dedicated to gossip about the latest sensational news stories

or celebrities.

Managing your browser’s

security and privacy:

◊ Turn on auto-updates for your browser, browser plug-ins, and software that

runs in your browser.

◊ Prompt for cookies. Ac-cept only those cookies that help with your needs:

signing in, purchases.

◊ Control pop-up windows. Configure your browser to either prompt for or

block pop-ups.

Finding websites safely:

◊ Use bookmarking For sites that you visit often,

Protecting yourself against

Internet crime:

◊ Sign off web accounts. As soon as you are done,

end your session.

◊ Don’t store passwords in your browser or websites because they are vulnera-

ble to being stolen.

◊ Don’t browse while signed into accounts. Before signing into an account with private in-formation, close all other browser windows and

tabs.

NDI Nuggets

Security Tips for the Wild and Wooley Internet


“If you want to be proud of yourself, then do things in which you can take pride.”

Karen Horney

“I believe people should take pride in what they do, even if it is scorned or misunderstood by the public at large.”

Tony Hawk

The power of positive thinking can be applied to almost all aspects of life; when applied to the workplace, it can be the

very key to success.

There’s an abundance of inter-views with successful business leaders floating around the Internet and some make for great reading. If we’re honest, perhaps we read them with hope that some of their knowledge and good fortune

will rub off on us.

But maybe we’re overthinking it. Perhaps we shouldn’t be looking at what they do, but how they do it. While it’s im-possible to say that every single successful business leader is a positive person, it’s highly un-likely that any of them ap-proached their professional goals with anything less than a

“can do” attitude.

So, could the power of positive

thinking be the key to success?

Research by Barbara Fredrick-son, a psychology professor who has written extensively about positivity, found that those who think positive thoughts have a greater capaci-ty to take in new information. This improves a person’s per-spective and ability to “connect the dots,” enabling them to

tackle problems that may arise.

Whether you see things posi-tively or negatively, this per-sonality trait is called “dispositional affect.” Scientists have long concluded that those with a positive dispositional affect have more energy and enthusiasm than those who

have negative affectivity.

Studies have also shown that positivity can help you become more resilient. This helps posi-

tive folks rise above failures

and mistakes.

Plus, when a positive person has direct contact with other people, those people tend to become more positive, too. Positivity is contagious. Some say it’s because positivity re-leases oxytocin into the blood-stream; others say it’s because our “mirror” neurons replicate the actions of those who inter-act with us. It’s worth remem-bering that this means your positivity (or negativity) can actually “rub off” on others. And others’ positivity (or nega-

tivity) can “rub off” on you.

Source: Mark Feldman. “To Infinity and Beyond: Harnessing the Power of Positive Thinking.” Busi-

ness.com, February 22, 2017.


Developing Your Future by Deb Doty, Staff Development Coordinator

“A marriage is made up of two people who are prepared to swear that only the other one snores.”

Terry Pratchett

“My most brilliant achievement was my ability to be able to persuade my wife to marry me”

Winston Churchill

“When you make the sacrifice in marriage, you’re sacrificing not to each other but to unity in a relationship.”

Joseph Campbell


Recipe of the Month by Sarah Beard, MA, RDN and Kausar Siddiqi, MS, RDN, CD

Sweet and Spicy Chicken Stir-fry Prep: 10 minutes; Ready in: 10 minutes

Recipe by: Diabetic Living Magazine. “For kids or anyone who deserves a fruit snack or dessert. These light smoothies are endlessly versatile and appealing. When in season, substitute berries for the stone fruits to change up the taste and look;

try different yogurt flavors as well.”

Ingredients: 2 cups sliced fresh peaches, nectarines, and/or apricots

1 cup fat-free milk

1 (6 ounces) container peach fat-free yogurt with no-calorie sweetener

1 cup small ice cubes or crushed ice

Directions: 1. In a blender, combine fruit, milk, and yogurt. Cover and blend until smooth. If desired, garnish each serving with fresh

fruit.

2. Gradually add ice through hole in lid, blending until almost smooth. If desired, garnish each serving with fresh fruit.

Variation: Fruit Smoothie Pops: Prepare smoothie mixture as directed through step 1. Omit ice. Pour mixture into 14 compartments of freezer pop molds.

(Or pour into 3-ounce paper or plastic cups. Cover with foil. Make a slit in the foil of each. Add sticks.) Freeze for 4 to 6 hours or until firm (or for up to 1 week). Makes 14 pops. Source: http://www.eatingwell.com/recipe/259947/just-peachy-smoothies/?did=242433-20180429&utm_campaign=ew_nosh_042918&utm_source=etg-

newsletter&utm_medium=email&cid=24243&mid=12802308111

New Year’s Day Tuesday January 1, 2019 Martin Luther King, Jr. Day Monday January 21, 2019 Good Friday Friday April 19, 2019 Primary Election Day Tuesday May 7, 2019 Memorial Day Monday May 27, 2019 Independence Day Thursday July 4, 2019 Labor Day Monday September 2, 2019 Columbus Day Monday October 14, 2019 General Election Day Tuesday November 5, 2019 Veterans’ Day Monday November 11, 2019 Thanksgiving Day Thursday November 28, 2019 Lincoln’s Birthday Friday November 29, 2019 Washington’s Birthday Tuesday December 24, 2019 Christmas Day Wednesday December 25, 2019

2019 Holiday Schedule

“Every generation inherits a world it never made; and, as it does so, it automatically becomes the trustee of that world for those who come after. In due course, each generation makes its own accounting to its children.”

Robert F. Kennedy

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