SEPTEMBER ● OCTOBER ● 2012

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Compiled by| Jordan Colwell, BSN, BSHS, RN

Contact| Jordan Colwell, BSN, BSHS, RN

P 308.630.1450E Jordan.Colwell@rwmc.net

4021 Avenue B Scottsbluff NE 69361

rwhs.org

Find us on Facebook/RegionalWest!

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Letter from the Editor 4

A Message from Shirley 6

Skin Care Note 7

Professional Development 8

Magnet Moment 9

Clinical Coordinator Corner 10

Joint Commission 11

Special News Article 12

Safety Sense 14

Calendar of Events 15

Service Excellence 16

Breakfast with Shirley 18

Shared Governance Reports 20

Photos 21

Table of Contents

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Happy fall and welcome to the September/October edition! This month, you will find a theme in some of the articles. The theme that I hope you take away from is that they are all related to the relationship and experience that we as nurses have with our patients.

Each of us by now has dealt with family presence while their loved one is hospitalized. Since the Joint Commission began focusing on family-centered care in 2003, nurses have found strategies to incorporate families into inpatient environments. Although family presence at the bedside can produce benefits, nurses report it increases their workload. The time they spend in dialogue with families can delay patient care, creating internal tension for nurses. There are three common challenges that nurses find:

1. How can I quickly initiate a relationship with the family so I can move on to patient care?

2. What can I say to invite family presence and still protect patient privacy?

3. What can I say when the family is displeased with the care their loved one is receiving?

Research suggests family members have a predictable set of needs when a love one is hospitalized. They need:

1. Honest information given to them

2. To be with the patient when it is possible during their visit

3. To believe hospital personnel care about both the patient and family

4. Specific details and expected outcomes

5. Emotional support and assurance

To ensure these five basic needs are being met, seek validation with family members throughout your shift. The best way to do this is by ROUNDING WITH A PURPOSE. By rounding with a purpose and communicating effectively with patients and their family members, everyone wins!

Yours in health,

Jordan Colwell

F. Jordan ColwellF. JORDAN COLWELL, BSN, BSHS, RNSurvey Preparedness/Magnet Coordinator

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From the eyes of a patient when asked, “How are we taking care of you, Mr. B.?” Mr. B. replied, “If you want to know the truth, not very good.” When asked, “Can you tell me more about that?” Mr. B. responded, “They don’t care about me, they come in and they go out but they never talk to me.” Mr. B. went on to say that during the night, “They really must have been tired of me because they turned out my light and shut my door.” No amount of apologizing and working with Mr. B could turn his opinion of us around. His mind was made up.

When checking, our staff were in and out of Mr. B’s room regularly even more than hourly, so what can we learn from this?

The lesson is that we need to use AIDET and Rounding with a Purpose as our tools. AIDET is an acronym for the five fundamentals of patient communication:

Acknowledge—Make eye contact; make the patient feel that you are addressing them, and that you expected them.

Introduction—Of self, skill set, experience and certification; coworkers; other departments; and physicians.

Duration—How long before the test, procedure, visit, or admission takes place? How long will the test take? How long will the patient need to wait before they can go home

or back to their room? How long until the results will be available?

Explanation—Why are we doing this? What will happen and what should you expect? What questions do you have?

Thank you—Thank them for choosing our organization.

AIDET has proven to decrease anxiety and improve clinical outcomes and perception of patient care.

Rounding with a Purpose is rounding on every patient every hour with a purpose. The purpose is to:

1. Prevent falls by offering to assist the patient to the bathroom.

2. Prevent skin breakdown by assisting the patient to re-position.

3. Improving patient satisfaction by addressing pain.

4. Preventing complications by assessing the IV from solution down, following tubing, pump, finishing with a good IV site assessment.

Mr. B just wants what we all want and that is to be treated with respect, dignity, and compassion. Consistent use of these tools will get us there!

Shirley KnodelSHIRLE Y KNODEL, MS RNChief Nursing Office VP of Patient Care

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Regional West Medical Center is still trialing the Prevalon Pressure-Relieving Heel Protector (heel relief boot) from Sage. (It is available in the stockroom.)

• Universal size, ambidextrous

• Open, floated-heel design

• Adjustable stretch panels

• Ultra-soft, open weave fabric

• Pillow-style cushioning

• Separate SCD tubing access openings located distally (the picture shows tubing extending out at the anterior site)

• Latex free

For use on patient while in bed or in a chair only. Do not allow patient to stand or walk while wearing.

Please complete the short evaluation form included with each heel protector and return to Linda Lund in Purchasing.

Physical Therapy also evaluated this item. At this time it is not appropriate to treat foot drop and the Theraboot is still available in stockroom. It also provides heel relief, but is more rigid.

The Z-flow for heel relief and repositioning is still available from Central Supply.

Just a reminder- The Foot Pillows have been removed from our inventory.

By Rachelle Noe, RN

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Teal Smith, RN Certified Critical Care Nurse Works in the ICU/PCU Department

I chose nursing as a profession because of its versatility. I knew that it would be a good

foundation to start my career. I graduated from the University of Nebraska Medical Center Lincoln campus in 2004.

I have been a Registered Nurse for over eight years. My critical care experience has

been accrued in level one trauma, level two trauma, and critical access hospitals. I have worked in Intensive Care, Operating, Recovery, and Emergency Departments. I currently work full-time as a flight nurse for EagleMed and part-time in the Intensive Care Unit at Regional West Medical Center.

Managing drips and the one-to-one patient care is something I truly enjoy doing on a daily basis.

My advice to a newly graduated nurse would be to keep your head up; you have already made a good decision. The broad vastness of nursing will take you far as soon as you find out what it is you love.

My special interests outside of work include anything with my husband, Steve and our two boys, Slade and Oaklyn. We enjoy camping, snow skiing, kayaking together, or just taking in a movie.

I always knew growing up that I wanted to do something in the medical field. I actually started the track for physical therapy initially, but after one semester switched to nursing. After talking with my older sister, who is an a RN at the University of Nebraska Medical Center Oncology floor, about changing career choices she suggested nursing to me. She told me how rewarding it had been for her. That got me thinking about my experiences with nursing. My grandfather’s hospice nurse did such a wonderful job caring for him. My other grandfather had great nursing care following his stroke. It was an obvious choice for me.

I graduated high school from Boyer Valley Community School in 2002. I completed the PN Program through Iowa Western Community College in 2004. I went back to Iowa Western in 2006 and got my Associates Degree in Nursing.

I worked as an LPN in Iowa at Eventide Lutheran Home from 2004 to 2007, then moved to Scottsbluff and started working at Regional West on the 3rd floor. I worked there until 2009. When

I moved to New Mexico for six months and worked on the Oncology floor at Lovelace Hospital. I then

moved back to Scottsbluff and started working for the Regional West Physicians Clinic chemotherapy clinic and returned to the 3rd floor.

I love the feeling that I get from helping our patients. I get asked so many times, “How do you work that area? Isn’t that a sad place all the time?” I don’t look at it that way. I try to look

at like I’m helping these patients get to live to see that grandchild’s birth or that daughter’s wedding. We do have those patients who we get to help cure too. Being a part of that, being able to say, “I helped save that life,” is such an amazing feeling.

Take pride in your work. To me, this is my career, not just a job. I take ownership of my title. I am a nurse. Be proud of that. There will be some bad days, but keep in mind why you choose to go into the nursing field.

I have two children Jaylena, 8, and Rogan, 3, that keep me pretty busy. On occasion you might see me bustin’ a dance move or singing along to some karaoke song!

Megan Anderson, RN Certified Oncology Nurse Works on Medical–Oncology and RWPC Chemotherapy Clinic

SPECIALT Y CERTIFICATIONS

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Nursing staff on adult medical–surgical units are implementing a pilot program to improve the orientation process of graduate nurses transition into practice. With the complex, chaotic demands in nursing we find ourselves unable to support graduate nurses with their entry into clinical practice. Poor training and lack of support systems are the main reasons nurses leave during their first year (Marcum, West, 2010). The pilot program that the nursing staff is implementing comes from the Vermont Nurses in Partnership Inc. (VNIP). This program was first developed in the state of Vermont under the direction of several academic leaders to promote a workplace culture of nurturing and support for the professional growth of novice nurses. The VNIP program is evidenced-based and promotes competent practice with patient centered care.

The VNIP model uses Lenburg’s Competency Outcomes Performance Assessment, or COPA (Lenburg, 1999). The COPA framework is the core outline for the role of the RN and competency based skills verification. Competence is the capability to function in a given situation, and competency focuses on your “actual performance” in a situation. The COPA model looks at eight core categories that every nurse needs to be competent in. These eight categories include:

• Nursing assessment and intervention skills • Communication skills • Critical thinking skills• Human caring/relationship skills• Management skills • Leadership skills• Teaching skills• Knowledge integration skills

In simpler terms, these eight core categories or competencies

are “what nurses do!” Have you ever stopped to really tell someone what a nurse at the bedside does on a day-to-day basis? This is my theory: nurses complete assessments and interventions while communicating and utilizing critical thinking skills with patient centered care and are continually teaching and managing multiple patient assignments while collaborating with other disciplines and using evidenced-based practice. Now, you have the perfect answer whenever someone asks you “What is it you really do?”

How do you teach this to a graduate nurse learning how to adapt to the actual profession when

just the day before he or she functioned as a student? The VNIP model works side by side with a nursing residency program and develops staff to prepare them to be preceptors, or also known as clinical coaches. A two-day workshop is designed to teach clinical coaches the roles and

responsibilities in being a protector to the orientees, an educator, socializer, role

model, and evaluator. The evaluation part of this training is to learn the COPA model and the eight

core competencies associated with making sure the graduate nurses are capable of providing safe and effective care. To be effective clinical coaches we must provide a foundation for staff development, ongoing support, and “time to precept.”

Clinical coaches who have agreed to be apart of this pilot study and have taken the clinical coaching education are: Shelley Dupuy, Whitney Burch, Brittany Chlopek, Susan Debliek, Lena Miramontez, Darla Novotny, Nikki Rotert, Kylie Sauter, and Vianey Zitterkopf. They all work in the Medical-Oncology Department. Staff on the surgical floor includes Jennifer Stamen, Ace Backer, Stacey Powell, Lisa Descharme, and Shy Engel. A big thanks to these staff members for going the extra mile to improve our on-boarding of new hires!

Kim MeiningerKIM MEININGER, RNClinical Coach Pilot Program

Magnet Moment

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In 2004, the Association of Perioperative Registered Nurses (AORN) named June 13 as National Time Out Day. This was initiated as an annual awareness campaign that supports surgical nurses’ ability to speak up for safe practices in the operating room. It is supported by the Joint Commission, the World Health Organization (WHO), and the Council on Surgical and Perioperative Safety (CSPS).

The Joint Commission has named Time Out as the third element of the Universal Protocol (The first element is Conducting a Preprocedure Verification Process and the second is Site Marking). The Time Out is

conducted immediately before starting an invasive procedure or making the incision and includes all members of the procedure teams in the hospital operating room, the Surgery Center operating room, and Endoscopy suites. During the Time Out the team members agree, at a minimum, on the following:

• Correct patient identity

• The correct site

• The procedure to be done

At Regional West, the procedural team members have taken Time Out one step

Rhonda GroshansRHONDA GROSHANS, RN, CNORClinical Coordinator Perioperative Services

Time Out “In 2004 the

Association of Perioperative

Registered Nurses (AORN) named

June 13 as National Time Out Day.”

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Time Outfurther to assure patient safety. In addition to the three minimum requirements, other concerns addressed during Time Out include:

• Allergies

• Pre-op antibiotic

• DVT prophylaxis

• Beta Blocker

Blood availability, implants, X-rays, and other items pertinent to that particular case may also be addressed.

All team members are expected to participate with the Time Out process. This means all activity stops during the Time Out. All team members are required to voice agreement or identify discrepancies at this point. Everyone has an equal say in the safety of the patient.

The Perioperative staff at Regional West is committed to an effective and well-executed Time Out for every patient, every time.

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Top Performers on Key Quality MeasuresRegional West is recognized as a Top Performer in The Joint Commission’s Top Performers on Key Quality Measures™ program. The Joint Commission recognizes Regional West Medical Center for achieving excellence in performance on its accountability measures during 2011 for the following measure sets:

| Heart Attack

| Pneumonia

Regional West Medical Center met the following criteria for recognition of its achievement: First, the hospital achieved performance of 95 percent or above on a single, composite score that includes all the accountability measures for which it reports data to The Joint Commission, including measures that had fewer than 30 eligible cases or patients. Second, the hospital also met a 95 percent performance for every accountability measure for which it reports data to The Joint Commission, excluding measures with fewer than 30 eligible cases or patients.

Out of the 3,376 hospitals submitting accountability measure data to The Joint Commission, Regional West was one of only 620 to meet or exceed the target rates of performance for 2011.

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Nurses Gather for West Nebraska Methodist Hospital School of Nursing 60th Class Reunion By: Joanne Krieg, Marketing

Eight of the 19 young women who graduated in 1952 from West Nebraska Methodist Hospital School of Nursing gathered recently in Scottsbluff for their 60th nursing school class reunion.

June Barber Bauer of Hemingford one of the alums, said she looks forward to every class reunion; however, this one was special. In addition to a tour of both the hospital and Western Nebraska Community College, where many nursing classes are now held, the classmates had tea with one of their former instructors, Lydia Cahoy, who lives at The Residency. The reunion celebration began with a dinner Thursday evening and concluded Monday morning with breakfast.

Bauer was raised in Akron, Colo. She discovered her career interest through a high school nursing course. A one-year scholarship allowed her to attend college at Greeley, Colo., after which she accepted a year-long teaching position to earn the money for nursing school. In the early 1950s, the three-year program cost $900.

The West Nebraska Methodist Hospital (WNMH) opened its School of Nursing six months after the hospital opened in 1924. During the 1940s, a dormitory was purchased in Gering to house the students, who were bussed

to and from the hospital for classes and work. That was “home” for Bauer and her classmates during nursing school.

The WNMH School of Nursing students started each day with Chapel, then took the bus to the hospital at 18th Street and Broadway. Among the nursing students, the school’s initials “WNMH” stood for “We need men here.” Bauer, like several other nursing students, met her husband to be while attending nursing school.

“I loved the program and we always had a good time on the bus,” said Bauer.

Her favorite part of nursing school was “working on the floor” because it helped her to retain the information they learned in class and from books. Her least favorite part was working in the diet kitchen, which all nursing students were required to do. She worried about preparing special diets, such as diabetic diets.

“Working in the diet kitchen was good for us because we learned about low-salt diets, counting calories for diabetic diets, soft diets, and clear diets. We

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realized what our patients were eating and what they should be eating,” she said.

Also as part of their training, student nurses were required to periodically spend the night at the hospital to assist with emergencies. She said the local physicians were good about teaching procedures to the student nurses. Dr. Kenneth Ohme taught her to change dressings properly and Dr. Walter Harvey, Sr., taught her to start an IV.

Bauer worked briefly in Akron, Colo. before she married. She then worked for nearly 50 years at the Crawford hospital and in Home Health Care in northwest Nebraska.

West Nebraska Methodist Hospital School of Nursing alumnae who attended the 60th reunion include: June Barber Bauer, Marilyn Otto Pischer, Betty Nelson Thomas, Joyce Keifer Gibson, Fern Pearl Huffman, Marjorie Monosmith Kissack and husband John, Midge James Curtis and husband Carl, and Charlotte Blackburn Lodge and husband Jim.

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How many of you are Husker football fans? I’m guessing most of the readers of this column are very enthusiastic Husker fans!! So, I want you to think about each individual player and his strengths. Each player alone is very talented. However, football is a team sport. It requires an entire team to make a touchdown. It takes a strong offensive line to give the quarterback time to pass to a receiver. It takes blockers to open a path for a runner to get through. It takes the “black shirt” defensive team to stop the opposing team from scoring. Well, you get the picture. One player, acting alone, cannot do much on the football field. It takes a team, working together, in order to make yardage and score points.

The same can be said of our work teams. Research shows that one person acting alone has the risk of making one error in every 1,000 attempts. Two people, both willing to do a full double check and watch each other’s back, can decrease that error rate to one in every

one million attempts. That’s called Cross Monitoring and those numbers are significant. So, what does it mean to “Cross Monitor?” It means: looking out for each other, stepping up and helping each other out, holding each other accountable to do the right thing, and being willing to tell the other person they did it wrong (or better yet, stopping them before they do it wrong). We’re all human and we all need help. So, since we tend to work together, we should take advantage of being together and help each other be successful!

To be effective in Cross Monitoring it’s important that one asks for cross monitoring (it’s not just okay to cross monitor—it’s expected), advise with grace and a smile, and always say “thank you” when someone helps you out. The benefits are enormous:

• It gives us a chance to share situational awareness. Situational Awareness is sharing a mental model of our work and environment. It is knowing what’s going on around you

Susan BackerSUSAN BACKER, MSN, APRN‑CNS, ACNS‑BCPatient Safety Officer/CNS

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and sharing it with co-workers. This gives us the advantage of more eyes and ears to catch things we might not notice..

• We can ask for a check or a second opinion. This gives us the advantage of detecting unintended slips or lapses, critical thinking problems, and even knowledge and skill deficiencies. Truly, two heads are better than one.

• We can reinforce the best practices in each other. And we can also, in a positive way, discourage unsafe practices. This gives us the advantage of support in those tough moments.

“Getting’ good players is easy. Getting’ ‘em to play together is the hard part.”

Casey Stengel

We have hundreds of “good players” at Regional West Health Services, so let’s work hard to work well in teams in order to provide the safest, highest quality care as efficiently as we can.

Together

Everyone

Achieves

More

Event Date Time Place

Evidence–Based Practice Session 3 Nov. 9 9:30 to 11:30

a.m. SB II

Nurse Physician SG Council Meeting Nov. 15 7 to 8:30 a.m. SB II

Evidence–Based Practice Session 3 Nov. 19 1 to 3:30 p.m. SB I

Happy Thanksgiving Nov. 22Breakfast with Shirley RSVP to Becky at Ext. 1451 Nov. 27 8 to 9:00 a.m. Goshen Room

Shared Governance Day Nov. 29 8 to 3:30 a.m Keith RoomNurse Physician SG Council Meeting Dec. 20 7 to 8:30 a.m. SB II

Merry Christmas Dec. 25Happy New Year Jan 1

Save the Date

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Karla EdwardsK ARL A EDWARDSDirector Service Excellence

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Have you ever been in a foreign country where you did not speak the language? It can be quite discombobulating. Worse yet, can you imagine being ill or hurt in that unknown, strange place? That is how it is for most of our patients. How can we help them? By focusing on improving our communication.

According to Lyn Ketelsen, MBA, RN with Studer Group, nurses are the “connectors” between patients, their families, and the hospital. They are the ones who provide the care that relieves the patient’s pain, bring them medications, build relationships between the patient and the physician, keep them informed, and reduce anxiety. Nurses are key in a patient’s satisfaction with their hospital experience. So how do you make that experience the most satisfying possible for the patient? By focusing on improving your communication.

Ketelsen points to seven best practices that have been proven to have the most impact on improved communication with patients and their families.

Think aloud. Narrate what you are doing as you are doing it. Tell the patient where you are going to touch them BEFORE you do it. Tell them why. “I’m going to put my hands on your back to steady you into the wheel chair.” You build credibility if you explain what you are doing and why you are doing it. They realize that there is a logical reason to what you are doing and you are not randomly pushing buttons on monitors, etc. You have worked hard to acquire your knowledge and skills. Let them know you are the expert!

Use AIDET and key words. One of our lowest scores the past few months has been that the nurse showed courtesy and respect towards the patient. By using the AIDET communication framework, we demonstrate that we are addressing the patient’s needs and using our best manners. Remember, AIDET stands for A: Acknowledge (greet the patient, their family members and visitors in the room); I: Introduce yourself (tell them your name, title and what you do at the hospital); D: Duration and E: Explanation (“Here’s what I’m going to do and this is how long it will take”); T: Thank.

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Use key words from the questions on the survey. Say things like, “I’m going to close the door so that we are not interrupted. I want to make sure I can listen carefully to you.”

Write on white! Use the white boards in each room every single time there is a change. Keep them updated, not only for the patient, but for other staff. The typical patient sees up to 70 people a day in his or her room. They cannot be expected to remember who their nurse is, which one is the physical therapist and who is the rad tech.

Round like clockwork. Patients are less demanding when they know you will be back in an hour and the use of call lights is dramatically decreased, as is patient anxiety.

Goals? When you ask patients what their goals are for the day, do they really understand what you are asking? Try asking, “What are the two or three things you would like to see happen today?” Write those on the white boards so that everyone who comes in the room can address them.

Bedside shift report. It is an opportunity to introduce the next shift to the patient, manage up and include the patients in the decision making, as well as providing an opportunity for the staff review treatment plans.

Follow-up phone calls. According to Studer, follow-up phone calls extend your care even after the patient has left the hospital. Follow up phone calls reduce 72-hour readmits and medication errors, improve compliance and pain control and ensures clinical follow-up. Most importantly, a follow-up phone call demonstrates to the patients that we care about them.

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August 28

Attending: Will Branham, Mary Lockwood, Jill Garrigan, Mary Coon, Joellen Campbell, Amber Sandine, Lena Miramontes, Sarah Kraft-Leavitt, Shannon Blomenkamp, Michelle Powell

Questions:

| There was a question asked about the uniform colors. Shirley commented on the research project that is ongoing on 2 East, 2 West, and 3rd floor. A questionnaire has been sent out to the RNs on these units.

| What about removing the carpet in the hallway by the cafeteria? Shirley explained the process that this would take because of asbestos removal.

| There was a question asked about the incentive no longer being available and not having enough staff to cover open shifts. Shirley explained about the float pool and how these people could cover open shifts. Shirley has also agreed to hire some travelers for 2nd and 3rd.

| Float pool – are they coming in to work set hours? Are they offering flexible staffing to these people? Yes, Shirley commented that Sarah Shannon is working with the float pool staff on flexible scheduling.

| Shirley asked the group about the RN satisfaction survey. She asked that everyone please take the survey and give their feedback.

| Shirley talked about the details of shift premium and how it used to work.

| There was a comment that the nitro pills (bottles) cannot be reused in the ED. Once a nurse opens a bottle, you have to throw the nitro pills away. Shirley will work with pharmacy on this issue and see if this medication can be sent home with the patient when they are dismissed if they will be taking this medication.

| There was also a comment about wasting Dilaudid.

| Shirley commented on a recent inpatient who ended with three admit kits and multiple things that should not go home with the patient (i.e. blanket). Shirley asked that everyone present today take this information back to each Unit Practice Council.

| There was a suggestion to have a list of items so the patient can tell you what they need before the nurse gets the item for the patient.

| There was also a comment about the disposable blood pressure cuffs. Michelle commented that she had heard that Linda Lund was looking at the possibility of reusable cuffs (cuffs that can be washed). Shirley will check on this.

| What if a patient does not have insurance coverage? Shirley commented that the social worker will usually work with the patient on this. It depends on the patient’s income and what they are eligible for.

| Michelle commented that there are openings on all of the Shared Governance Councils if anyone is interested in joining a council.

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September 25

Attending: Carrie Herr, Kris Ferguson, Alicia Kunz, Tami Bokelman, Pam Cover, Kadie Marez, Gillian Allen, Kim Smith, Jody Walker, Mike Jackson, Tracy Payne, Susan Hall-McQuistan

| Talked about the magnet journey and wanted to know what things need to happen.

| Please take the RN satisfaction survey and encourage your co-workers to do the same.

| Talked about the patient satisfaction survey and the scripting that will be available online for each department.

| Asked if Directors post scores regarding patient satisfaction.

| Talked about the questions regarding plan of care vs. goal on the white boards.

| Interventional radiology staff had a concern regarding who they report nursing issues to. Shirley shared with them that she is the direct contact with nursing issues.

| Talked about the wheelchair shortage and the sizes needed.

| Carpeting located in BICC needs to be changed.

| Concerns with staffing in the BICC.

| Talked about how the facility is aging and the dirty restrooms.

| Talked about suicide room in ED.

| Talked about concerns with HR not communicating with candidates who apply.

| Commented on the ICU/PCU Directors and Managers and that they are doing a great job.

| Concern with travelers getting their hours and regular staff getting low census on call.

| Pharmacy not stocking the pyxis as quickly as possible.

| Positive comments for HR in recruiting and Education.

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Shared Governance Council Updates

Care & Practice Council Celebrating the CAUTI project. Falls project–starting working on policy and procedure. Will map out a process for the falls project. Nurse fatigue–still reviewing the literature.

Quality & Safety Council No report.

Nurse/Physician Council Looking at a decision tree for contact with physicians. Considering a project with CHF for beginning to end and getting all the communication. Also considered RBC project. Each member was asked to bring a RBC article to the meeting next week. Shirley commented that McKesson has been contracted to complete some builds because our documentation is so complex.

Evidenced-Based Practice Council Will have four new members on the council. They will be deciding on a project.

Professional Practice Council Developing the statement regarding social media networking and also the clinical ladder. Performance appraisals will be done annually on the anniversary date of employee’s hire date. The clinical ladder evaluations were in September of this year. PPC met on October 10 to review the clinical ladder changes for next year. Starting to review some retention ideas for nursing.

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Coordinating Council PALS course

Care and Practice Council

PALS course

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PALS course

New NICU

EBP Council

New NICU

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EBP Council

New NICU