The Trail Traveled The Path to Pursue

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The Trail Traveled The Path to Pursue

• Nancy Ray, MA, RN
• Chief Nursing Officer

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Where we began our JourneyStrategic Plan 2005

• First Strategic Planning, based on the Forces of
  Magnetism
• Major initiatives included building effective
  inter and intra departmental processes, build
  reputation as the role model for the professional
  nursing community and promote quality care
  delivery

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We kept on Traveling2006 Strategic Plan

• Built on the successes of the 2005 plan
  continuing with more goals in support of quality
  patient care and building reputation as a nursing
  role model in the community.
• Added a new initiative to develop nursing staff
  as leaders and clinicians.

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What you Told us about the Trail Traveled

• Need Improve Staffing
• Need More Autonomy

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Map Traveled in 2006
How we Accomplished our Goals with Staff Input
2007!
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STAFFING!

• Core HPPD
• 2004  11.5 HPPD
• 2005  12.2 HPPD
• 2006  12.4  HPPD
• Since 2004, we have increased our actual core
  staffing by approximately 85 FTE's.

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UHS Best Staff make up a Magnetically Great
Organization

• Operational Initiative
• Build a reputation as the role model for the
  professional nursing community
• Identify methods to provide ongoing staff
  recognition
• Improve the professional image of nursing as
  defined by the nursing image focus survey

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Human Resources designed New Advertising
Campaigns stressing professional roles and
importantly within our medical surgical
environment
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Recognition of our staff in Special Unit
Projects
Recruitment and Retention Council
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Nurses Professional Image at UHS is being
Advertised Human Resources all over town!
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Recommendation by Staff Nurses for RN on Badges
Reality
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2007 Human Resource Initiatives

• Recruitment BonusEmployee Referral Program
• Service Awards that will include on-the-spot
  recognition, above and beyond recognition that
  will lead to the Employee of the Quarter and
  Employee of the Year!
• HR believes Employee Recognition Matters!

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The Brightest and the Best Staff

• Professional Development Initiative
• Develop nursing staff as leaders and clinicians
• Create a plan for nursing leadership development
• Provide continuing education in the areas of
  communication skills, teamwork, mentoring, and
  UHS operations.

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Learning Resources is bringing Leadership
Development to UHS!
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Autonomy and Decision-Making!

• Professional Development Initiative
• Develop nursing staff as leaders and clinicians
• Increase staff nurse participation in shared
  governance
• Identify opportunities/methods for staff nurses
  to meet clinical ladder criteria
• Implement 360 feedback process

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Clinical Ladder and 360 Feedback

• Implemented revised clinical ladder criteria
• 360 Feedback implemented
• Staff Nurses were active participants

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Shared Governance in 2006

• Councils were active and productive but not
  enough staff nurse involvement
• Identified need for further development of model
  based on Decision- Making and Autonomy Scales
  with in nurse satisfaction survey

Professional Development Councils Medical
Surgical Review
Research Councils Critical Reading Research
Publications
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Highest Quality Care Catalyst on our Journey

• Clinical Initiative
• Promote quality delivery of care
• Implement accurate, consistent, appropriate
  documentation of the plan of care
• Create the nursing CQI Plan for 2006
• Collect and report meaningful data for
  unit-specific process improvement

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Planning Care EMTEK

• EMTEK Implementation was very successful

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Transition of Care Plan to Sunrise
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PCS CQI Plan
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NDNQI UNIT LEVEL DATA

• General Surgery, General Medicine, Hartman
  Pavilion were able to join the ranks of units
  with indicators on falls and pressure ulcers.
• More Unit Based Council work to come in 2007

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Journey Outcomes Thus Far

• Improved Retention
• Turnover rate for 2006 all UHS Nurses 10.8
• Improved patient outcomes
• Falls
• Cardiac
• Improved Hiring
• Behavioral-based Interviewing Technique to ensure
  we are hiring quality candidates
• Evening job fairs to attract a different
  candidate pool
• Surveying RNs that termed voluntarily in 2005 to
  capture valuable information about their UHS
  experience to improve programs and initiatives

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The Path will we Pursue in 2007

• Continue to improve staffing
• New positions within Medical Surgical areas
• Supporting Departments receiving new positions
• Shared governance with staff nurse partnership,
  equity, accountability and ownership
• Unit based councils

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Even Greater Patient Outcomes and Satisfaction!!

• Technology Support
• New improvements to Sunrise
• Oximetry and VS Monitor Standardization
• Bed standardization/fall zone software upgrades
  and integration with nurse call system

• Vocera voice activated communication device
• Infusion Smart System

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Data and Information to Drive Quality Outcomes!

• Data to help us make decisions
• Nurse Compass to Provide Leadership with Data
• NCR Picker Patient Satisfaction Survey
• NDNQI Quality Data Unit Specific and Turnover
  Pilot

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UHSMagnet Recognition 2009 !