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Item type Presentation

Title Self Governance Increases Staff Morale

Authors Ordona, Ron Billano

Downloaded 7-Jul-2018 10:46:38

Link to item http://hdl.handle.net/10755/335402

Self governance increases staff morale

Purpose: The University of California, Davis Medical Center (UCDMC) Patient Care Resources (PCR) staff is in a unique position because they float into different specialty units and assume care of patients in diverse settings. !Through a survey, staff identified need for consistent peer support and training to improve competency and proficiency in delivery of patient care. The goals of the unit based practice council (UBPC), a professional governance unit of the department included (1) promotion of a framework for unit identity; and (2) improvement of staff level of competency and proficiency in the delivery of patient care.

Results: •Staff morale and commitment in the department is high as shown by the 2012 Morehead Survey results. PCR staff excels above benchmark (as compared to the medical center-wide score) in all of the domains measured (see Chart). !•PCR staff demonstrated excellence three different domains: (from a scale of 1 to 5): Organizational 4.25 vs. 3.9 benchmark, Manager 4.37 vs. 3.98 benchmark, Employee 4.33 vs. 4.03 benchmark, and Commitment 4.59 vs. benchmark 4.24 indicators. !

•New hires expressed that peer support enhanced their assimilation into the department. More than 50% of new hires completed the 12-month Pals program. Staff reported an increased sense of unit identity via survey data collected from the PCR Pals program post-survey.

The chart above compares responses of PCR Pals participants, change over time (one-year period), showing improvements in score in different areas. Notable are “Comfort Floating” and “Unit Identity.”

Staff morale and commitment in the department is high as shown (above) by the 2012 Morehead Survey results. PCR staff excel above benchmark (as compared to the medical center-wide score) in all of the domains.

The PCR website provides a communication method among staff and the department leadership team.

PCR staff were recognized for their excellent care during the annual Nurses’ Week Celebration last May, 2013. (top left). PCR staff celebrates the holiday (top right) and each other (above) as some staff graduate from post-graduate school. The department boasts of a number of graduate level degrees in 2013!

Conclusion: • Self-governance results in high morale and fosters a stronger commitment among staff of a float pool department. Peer support and communication are effective avenues to achieve a strong sense of unit identity despite the challenges of a unique department such as the float pool.

PCR score

UCDMC score (benchmark)

Ron Billano Ordona, RN, MSN, FNP (Primary Author) (Co-Authors): Robyn Hudson, RN, BSN, CCRN; Helen Chester, RN, BSN; Eleonor Salvatin, RN, BSN, CCRN; Giselle Walters, RN, MSN; Katrina Lu, RN, BSN; Anquinette Cray, RN, MSN, AGNP; Anne Szumski RN, BSN;

Elma Aglubat, RN, BSN ; Melissa Tayarani, RN, BSN; Joleen Lonigan RN, MSN, NE-C University of California, Davis Medical Center, Sacramento, California, USA

This poster is presented to the Sigma Theta Tau 25th International Nursing Research Congress, Hong Kong, July 24-28, 2014.

PCR Pals SurveyMEASURED AREAS PRE SURVEY POST SURVEY

Comfort floating 3.06 4Competency in cluster 3.06 4Organizational skill 3.53 4Prioritization 3.60 4Timely care 3.53 4Real time charting 2.90 3Unit identity 2.60 3Pals support 3.60 3

0

1

2

3

4

0.00

0.90

1.80

2.70

3.60

Comfort floating Competency in cluster Organizational skill Prioritization Timely care Real time charting Unit identity Pals support

Pre Survey Post Survey

PCR Pals Program pre and post survey results!The chart compares responses of participants to the PCR Pals program, change over time (1 year), where 50% of participants who have gone through at least one year of the program responded to the post survey.!Results show improvements in score when different areas were measured before the participating in the Pals program and then a year later after being in the PCR Pals program.

Would like to become a Pals mentor

RESPONSES PERCENT RESPONSE

yes 66%

no 33%

yes no

When participants who has gone through one year of PCR Pals program if they would like to be a mentor, the response showed majority wanted to become mentors.

The post survey shows 67% of respondents stated they would be interested in becoming a PCR Pals mentor.

Methods: To promote competency and proficiency in the delivery of patient care:

•Support skills day (in conjunction with unit administration) •Promote and expand use of PCR department website as a means of communication among staff •Improve communication between leadership and staff by creating a centralized department email •Improve divisional information dissemination through unit council participation

!To promote a framework for unit identity:

•Implement and maintain the Peer Advocacy Leadership Support (Pals) program, promoting peer support of new hires. •Provide pre and post surveys to measure effectiveness of the program. •Highlight staff accomplishments and achievements on the website •Promote department bonding through annual celebration for staff that graduates, annual summer get-together, and annual holiday party.