The Magnet Nursing Environment – Implications for Renal ... John Sedgewick.p… · Innovation New...
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The Magnet Nursing Environment – Implications for Renal Practice
John Sedgewick,
Director Nursing Education & Saudization Department,
King Faisal Specialist Hospital & Research Centre,
Jeddah, Kingdom of Saudi Arabia
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www.westnet.com accessed on June 15th 2016
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www.westnet.com accessed on June 15th 2016
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The Culture of Saudi Arabia
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What is Magnet
• Magnet status is an award given by the American Nurses' Credentialing Center (ANCC), an affiliate of the American Nurses Association, to hospitals that satisfy a set of criteria designed to measure the strength and quality of their nursing.
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Great
Leaders
Transformational
Leadership
Great Structures
Structural
Empowerment
Great Nurses
Exemplary
Professional Practice
Great Knowledge
& Innovation
New Knowledge
Great Results
Empirical Outcomes
Magnet® Recognition Program, 2008
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Over 80 Studies Provide Evidence of the
Positive Relationship Between Adequate
Nurse Staffing and Strong Patient
Outcomes!
Institute of Medicine (IOM), 2004
Magnet® Recognition Program,2008
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Attraction and Retention of
Professional Nurses
Olson, R.C., 2016. The Magnet Model: A Source for Nurse
Retention(Doctoral dissertation, California State University,
Stanislaus).
Two decades of Magnet ® Hospital studies
Magnet® Recognition Program, 2008
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Shortage of nurses in 1970-1980s
Creation of American Academy of Nursing Task Force
30% hospitals succeeded in recruitment & retention of competent nurses
Labeled these agencies “Magnet Hospitals”.
Program developed
Common elements of successful hospitals
Management
Professional Practice Environment
Professional Development
1993: Magnet Recognition Program® introduced
History of the Magnet® Recognition Program, 2008
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• 2013: 395 USA Hospitals (8%)
First International:
• 2005 & 2009: Princess Alexander Hospital, Australia
• 2007: Hutt Valley District Health Board, New Zealand
• 2009: Charles Gardner Hospital, Australia
First Middle Eastern Country:
• 2009: American University of Beirut Medical City (AUBMC), Lebanon
First Asian Country:
• 2010: Singapore General Hospital
Magnet Designated Hospitals, 2013
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Magnetism for Staff Nurses
• Clinically competent colleagues
• Good Nurse-Dr relationships
• Good communication
• Nurse autonomy & accountability
• Supportive nurse manager / supervisor
(Lasater, K.B., Richards, M.R., Dandapani et al, 2017)
• Control over nursing practice / environment
• Support of education
• Adequate nurse staffing
• Concern for patient is paramount!
Ref: Lasater, K.B., Richards, M.R., Dandapani, N.B., Burns, L.R. and McHugh, M.D., 2017. Magnet hospital recognition in hospital systems over time. Health Care Management Review.
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• Creation of the Magnet Award: American Nurses’ Association (Early 1990’s)
• Formed American Nurses’ Credentialing Center (ANCC)
• First Award in 1994
University of Washington Medical Center in Seattle.
• Extended to Magnet Long Term Care Facilities in 1998
• In 2000: Extended to International Program
• 2001: Linda Aiken research on Patient Outcomes
• 2005: Forces of Magnetism introduced (14 Forces)
• First International Magnet® Accreditation, 2005:
Princess Alexander Hospital, Australia
• 2008: 280 plus Magnets
• 2008: New Model, Outcomes based
Magnet® Accreditation
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• Pre-Phase: Build Magnet Hospital ( 2-3 yrs) • Phase1: Application • Phase 2: Submit Documents of Evidence (2 years of data) • Phase 3: Documents are Scored • Phase 4: Site Visit & Recommend Accreditation • Phase 5:Accreditation
Phases of Magnet® Accreditation
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The focus is on advancing three goals:
1. Promoting quality in a setting that supports professional practice
2. Identifying excellence in the delivery of nursing services to patients
3. Disseminating “best practices” in nursing services.
Ref:
Stimpfel, A.W., Rosen, J.E. and McHugh, M.D., 2014. Understanding the role of the
professional practice environment on quality of care in Magnet® and non-Magnet
hospitals. The Journal of nursing administration, 44(1), p.10.
MAGNET® RECOGNITION PROGRAM GOALS
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Magnet Recognition Program®
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Nurse Satisfaction /Patient Outcomes
Dr Aiken ( JONA, 2011) Magnet Recognition Program ® “Keeping Patients Safe: Transforming the Work
Environment of Nurses”, Institute of Medicine Report, 2004. One study analyzing 168 hospitals in Pennsylvania, for
example, found that a patient's odds of dying were 14 percent lower in hospitals with more supportive nursing environments (USA, Best Hospitals)
Health Care at the Crossroads: Strategies for Addressing the
Evolving Nursing Crisis, JCIA , 2001: Adopt the characteristics of “Magnet” hospitals to foster a workplace that empowers and is respectful of nursing staff.
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“Nightingale said It Best
“Improved statistics would tell us more of the relative value of particular operations and modes of treatment… and the truth thus ascertained would enable us to save life and suffering.”
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King Faisal Specialist Hospital & Research Centre (Gen. Org.) Jeddah,
Saudi Arabia
2002 2004
2012
2013
2004
2007
Two (2) Hospitals: KFSH&RC-Riyadh & KFSH&RC-Jeddah
KFSH&RC-J: 379 Bed Tertiary Specialist Patients: 93% Saudi & 7% Expatriates Average Daily Census: 298 Length of Stay: 9.68 Procedures: 160,122 Outpatient Visits: 292,779
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The New King Faisal Specialist Hospital Under Construction
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Our Journey: December 2006- 2011 Build a Magnet Hospital:
Complete a Gap Analysis
Define the Strategic Plan
Introduce Evidence Based Nursing
Practice
Measure & Benchmark Nursing
Quality Outcomes
Build Capacity for Research
Introduce Shared Governance
Principles
Define the Professional
Development Plan
Define the Professional Practice
Model (PPM)
Vision for Excellence Dr. Sandy Lovering, Executive Director, Nursing Affairs
& Dr. Tariq Linjawi, Chief Executive Officer
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Component One: One Volume 360 pgs
Component Two: Two Volumes 664 pgs
Component Three: Four Volumes 1289 pgs
Component Four: One Volume 292 pgs
Eight (8) Books = 2900 pages
Phase 2:Documentation Submission, 01 June 2012
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Our Diverse Nursing Team
Filipino Indian Saudi Middle
East Far East
South African
Western Czech
Republic
Percentage 46% 15% 12% 9% 7% 6% 4% 1%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
Pe
rce
nta
ge
Nationality of Nurses, March 2016 (N= 1096)
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Magnet Designation, June 2013
6th International Healthcare Organization & 1st in the Gulf Region and KSA
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The Crescent of Care Model (COCM®)
• Focus of Care: Patient and Family
• Aim: To restore the patients’ Physical, Psychological, Social,
and Spiritual well being
• Components of Care: • Spiritual Care • Cultural Care • Psycho-Social Care • Interpersonal Care • Clinical Care
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• SG at KFSH&RC-J is an organizational structure that enhances staff-leader partnerships in shared decision making.
• SG gives authority for decision making regarding issues that affect Practice, Quality, Education, Research and the Work Environment to achieve Excellent Patient Outcomes.
Defining Shared Governance (SG)
at KFSH & RC (Gen.Org.)-J
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Members
SG Fair, 2012 Goal setting at Strategic
Planning Day
Shared Governance Council (SGC)
Chair & Co-Chair Workshop, 2016
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Partnership, Ownership, Accountability & Equity
Unit Councils: Shared Decision Making
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Facilitator/Resource: Nurse Clinician Nurse Manager
Unit Councils:
Shared Decision Making
Quality & Patient Safety
Education
EBP / Research
Practice Environment
Nursing Practice
Direct Care Nurses
Unit Councils: Accountability
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Decision Making, 2010 Decision Making, 2011 Decision Making, 2013
KFSH&RC-J 48,41 51,52 57,55
Magnet Mean 50,59 50,8 51,11
48.41
51.52
57.55
ND
NQ
I T-S
core
s
NDNQI Registered Nurses(RN) Satisfaction Survey: Decision Making T-Scores,
2010, 2011 & 2013
Outcomes Achieved: Increased Satisfaction in Decision Making
National Database of Nursing Quality Indicators®
NDNQI RN Satisfaction Survey:
Decision-Making Score, 2014
KFSH&RC-J 4.10
Magnet Mean 3.65
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More Achievements
• 1st Magnet Designated hospital in KSA & SG structure was recognized as one of the key components in this achievement
• Overall Organizational UC Successes & Positive Feedback from Workshop
• Annual UC Recognition: Stars of Nursing Excellence Award
• Publication in Advisory Board Company-Case Study: “Maintaining Momentum: Front Line Hold Themselves Accountable for Progress”
Dr Lovering, Executive Director & Najlaa Siddiq, Chair of SGC presenting Unit Council Award to
OPD UC, 2013
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KFSH&RC-Jeddah, Saudi Arabia, is the first International hospital to win
a NDNQI® award since 1st awards given in 2007
National Database of Nursing Quality Indicators®
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Sexual Harassment Education
Education & Awareness
The Nursing Profession, You-Tube Video
School Visits & Charity Events
Saudi Nursing Pioneer
Committee
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Implications for Renal Practice
• Transformational Leadership
• Empowerment of front line staff
• Leadership Development Programs
• Leading across organisational projects impacting upon renal care
• Succession planning and mentoring of new nurses
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Implications for Renal Practice
Structural Empowerment
• One area of practice that has been identified as a concern for the safety of patients undergoing hemodialysis is Venous Needle Dislodgement (VND).
• The Hemodialysis Unit (HDU) nurses at KFSH&RC - J identified two (2) patients who encountered non-fatal VND in the Quarter 4 (Q4), 2014 in relatively stable patients who received outpatient hemodialysis treatment.
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Venous Needle Dislodgement- A Concern
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Venous Needle Dislodgement- A Concern
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Structural Empowerment • Unit Practice Council group
• Development of Clinical Nurse Privileges
• IHI Nurse Research Ethics Program
• Development of Saudi Career Renal Dialysis Nurse Program
• New Graduate Transition to Practice program
• Conference presentations (National, Regional & International)
• Increase in number of nurses achieving professional certification in Nephrology and membership of professional renal organisations
• Development of upskilling program in Peadiatric Renal Nursing Program
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Implications for Renal Practice
• New Knowledge & Innovation
• Enhancing skills of renal nurses through AVF ultrasound practice
• Collaborative project with radiology department & Nursing Education
• Skills development in practice
• Educational workshops
• Positive impact upon AVF cannulation
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Implications for Renal Practice
• Exemplary Professional Practice
• Reduction in BSI rates
• Performance Improvement project
• Flu vaccination project for patients attending Mecca for pilgrimage
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