Discussion: A. Town Hall Meeting Follow-up – Steve Reider Notes from the Town Hall meeting were distributed to the group. The notes were broken into categories: Maintenance, Nursing/MHT Concerns, Care of Patients, MHT Increase/Incentive, HR, Clinicians/UM, and Miscellaneous. During the discussion, Tina added additional notes as topics were discussed. Steve asked the team to please review, and provide feedback in the next Sr. Leadership meeting. B. RTC Wrist Bands – Felecia Arbuah Felecia shared that RTC patients do not wear wrist bands to identify allergies to food. A picture is given to the dietary staff when the patient comes to eat the first time. Felecia will follow-up with Gretchen to see how they are identifying patients with …show more content…
Steve shared that staffing would be increased to accommodate census on 1 North. There will also be an additional conversation prior to 1 North opening to identify what the population will be placed on 1 North. The first patient date is scheduled for October 19th. W. E. Bowman is also looking at the timeline to see if any beds can be given back sooner than October 19th. Kerry and Steve are to have a follow-up conversation with W. E. Bowman. D. Action Plan Update – Steve Reider During the last Sr. Leadership meeting, there was discussion on updating the action plan weekly. There is still a struggle updating the plan weekly. Steve reminded the group that the action plan is sent to corporate every Friday morning by 8am. There are still opportunities to add new items into the action plan. The intention of the plan is not for it to be a hindrance, but to have it be a live document and meaningful to your department. If items need to be deleted from the action plan, please meet with Quian to …show more content…
For a rolling 12 month period, the current turnover rate is at 74%. In some areas, it is over 100%. Morry told the group that each Sr. Leader needs to focus on their department and establish a retention plan on how to retain staff. Steve added that all departments have had their challenges and the team needs to understand employee needs and what it takes to retain staff. Frank shared that in Military they are working on creating a new atmosphere by creating a hospital within a hospital concept. This would consist of a new name; instead of calling it the Military Program, it will have some sort of Military based operational name where they can then create tee shirts for the staff, a website that links to that name, and make the unit more cohesive. This will help bring the unit closer together. It is also very important to have core teams on each unit. John added that the staff is upset that core staff will be pulled to work other units, but the resource staff will be given the 1st option of where they would like to work. Fulltime staff feels they are not being treated fairly. Michael also added that a lot of times holes need to be filled at the last minute that create a hardship for all. More staff is needed to help build a core
Information obtained for this project included researching hospital scores from the Centers for Medicare & Medicaid Services (CMS) hospital consumer assessment of healthcare providers and systems (HCAHPS), The Leapfrog Group, American Hospital Directory, an interview with the Vice President/Chief Nursing Officer (VP/CNO) of the facility, a letter from the President/Chief Administrative Officer (CAO) of the facility, Covenant Health websites, Medicare website, the Joint Commission website, national practice standards, as well as personal knowledge gained while working in the facility.
Seek approval to review the organization’s policies and schedule a meeting/interview with the unit manager by _____ (fill in date).
The third part of the action plan will be to assess the progress of changes. This requires measuring current and future performance against past performance, which will need to be assessed more in depth than the initial tracer patient audit. The last portion of the corrective action plan not only assesses the change, but might also include further revisions to the change in policy and procedures if it is found that performance is inconsistent with the standards set forth by the Joint Commission. The part of the plan has four parts that consist of:
The meeting is set up to go for two days and the agenda is set up to go through each person at a fast pace but allowing for a thorough discussion on each matter. I watched the meeting on Thursday September 17, 2015 from 12pm-4pm and was able to understand the importance of the actions as a nurse and
areas of need or problems to be addressed by the nursing care plan. This assignment will focus on collecting
The majority of the meting was focused on the care transitions program presentation and discussion. The presenters lay out was familiar as it was a community nursing care plan that included identifying, assessing, diagnosing, implementing, and evaluating the project she presented. The other members had a lot of questions about the process and a lot of time was spent on the social determinants of health. The presentation relied heavily on the in home part of the process and a nurse present on the board or for the presentation would have helped to connect the story for these patients in both settings. It was discussed that the elderly are a particularly vulnerable population during times of transition and that this program might help to bridge the vulnerabilities.
On November 9th 2015, a town hall meeting took place in my political science class. This meeting was a chance for students of the school to bring up concerns, or issues regarding there education. For their voice to be heard directly to the faculty that runs the school, the students could finally have a chance to get a valid answer. There was questions about safety, mathematics, community college education, and typical student issues.
During safety rounds on Tuesday we noticed a few things I wanted to sit down and discuss our current process as well as the expectations of both dietary and nursing team.
One way to see public administration in action is by attending a city council meeting, whether it be in an urban or rural area, public administration still has a part in each event. As Kettl (2018; p. 244) referenced in his book, there is not a civil system that would be sustainable without strong leadership. This paper will discuss the author’s description, observation, and reflection during a city council meeting.
This educational needs assessment will cover Heart of Lancaster Regional Medical Center. Heart of Lancaster is a full service, 139 bed community hospital located on a scenic campus in Lititz, PA. The hospital staff pride ourselves on providing the highest quality care in all service areas. Our intense focus on customer service and patient safety has created a unique healing environment. In addition to our personalized care, we offer state-of-the-art technology and a medical staff consisting of the finest physicians in the area. All of the patient rooms are private and we provide free, convenient parking in a safe neighborhood. We have also achieved top scores from the Joint Commission and the Pennsylvania Department of Health and are accredited Chest Pain Center. Heart of Lancaster Regional Medical Center is partially owned by physicians. Needs Assessment The nursing services provided at Heart of Lancaster include a number of clinical services in areas such as bariatric care, cardiology, robotic surgery, the day hospital, pediatrics and a number of other areas. As mentioned above, the hospital is a full service institution that is well awarded and provides a lot of services. However, even in great institutions, things can be improved for the approximately 200 nurses employed on staff. From the research that this author has doen, the geatest gap in our hospital's educational needs (and possibly the most expensive is the lack of knowledge of HIPAA (Health
Hospitals nationwide can account for their nurse’s patient care through the survey (). If a nurse is consistently having issues with patient care, it can be shown through this survey and improved on. This leads to better teaching practices in nursing schools and hospitals. When nurses can see what works and does not work, improvements can be made in training new nurses, and this is based on patient needs. Patients are the best source of information on how to improve nursing practices, which is why the HCAHPS has become successfully and widely
Instead of providing the care they thought they would be providing, they were reigning in members to a program with the promise of improved health while they felt their own health was being neglected or jeopardized due to added stress, no time for breaks or guaranteed family time. Corporate compliance was called anonymously with complaints of working conditions and a state wide meeting was held with the RN case managers to gather information. Staff was assured that their concerns were being heard and efforts would be made to improve the current state of affairs.
Both Lovas and Bennett have their unique qualities that they bring to the table that differentiate them from one another. Gary Pinto has been described in the case as being known for his honesty and respect. It has been established that he combines praise for team member’s strengths and provides constructive criticism for their
Currently there are only two methods of recruiting being used that contribute to the high turnover rate. If the organization hopes to increase customer service, and decrease turnover. We will have to implement a contingency plan to anticipate for planned, or unplanned turnover. For example, managers should make sure to have an up to date file of possible recruits. Since there is no current recruiting tactics-taking place, all the managers from every department must set up monthly meetings to discuss possible hiring needs. As we move forward as a company, we must become more aggressive when hiring, by using two hiring methods.
Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment. We will look at