HEALTH	
  SERVICE	
  ASSISTANTS	
  	
  
A	
  collabora3ve	
  approach	
  
Jenny	
  Boak:	
  Bendigo	
  Health	
  
John	
  ...
Bendigo	
  Health	
  
Services	
  the	
  Loddon	
  Mallee	
  region	
  
•  56,965	
  square	
  kilometers	
  or	
  26%	
  ...
Bendigo	
  Health	
  
•  Provides	
  across	
  the	
  lifespan	
  
•  Over	
  more	
  than	
  40	
  loca3ons	
  across	
  ...
Health	
  Service	
  Assistant	
  Background	
  
•  Nursing	
  workforce	
  plan	
  
•  Pilot	
  program	
  in	
  2009	
  ...
Other	
  responses	
  to	
  nursing	
  shortage	
  in	
  
2009	
  
•  Re-­‐entry	
  nursing	
  programs	
  
•  Increasing	...
HSA	
  roles	
  
•  Medical	
  unit,	
  Rehabilita3on	
  unit,	
  Cri3cal	
  Care	
  
and	
  Emergency	
  Department	
  
•...
Stakeholder	
  engagement	
  
•  ANMF	
  
•  BRIT	
  (Bendigo	
  TAFE)	
  
•  Unit	
  Managers	
  
•  Project	
  officer	
  ...
Aims	
  in	
  2009	
  
1.  Enhance	
  workforce	
  capacity	
  and	
  health	
  service	
  delivery	
  
2.  Engage	
  with...
Evalua3on	
  
Internally	
  
•  Survey	
  of	
  nurses	
  
•  Focus	
  groups	
  
Externally	
  
•  Price	
  Waterhouse	
 ...
Financial	
  considera3ons	
  
•  Two	
  financial	
  incen3ves	
  were	
  available	
  in	
  
2009	
  (total	
  $6250)	
  ...
Support	
  provided	
  to	
  trainees	
  
•  Orienta3on	
  to	
  Bendigo	
  Health	
  
•  Orienta3on	
  to	
  ward	
  by	
...
BRIT	
  Cert	
  III	
  Health	
  Services	
  Assistance	
  
Comply	
  with	
  infec3on	
  control	
  policies	
  and	
  pr...
BRIT	
  Cert	
  III	
  Health	
  Services	
  Assistance	
  
Blood	
  product	
  transport	
  
Assist	
  with	
  an	
  alli...
Trainees	
  con3nuing	
  to	
  careers	
  in	
  
health	
  sector	
  
Year	
   	
  Es(mated	
  	
  number	
  
entering	
  ...
Staff	
  feedback	
  
•  “The	
  HSA’s	
  have	
  become	
  a	
  very	
  important	
  
part	
  of	
  the	
  team”	
  
•  “Q...
Pa3ent	
  impacts	
  
“One	
  pa3ent’s	
  last	
  days	
  were	
  very	
  much	
  
enhanced	
  and	
  brightened	
  by	
  ...
Apri3on	
  
Apri3on;	
  a	
  problem	
  in	
  2013	
  
•  Reduc3on	
  in	
  salary	
  
•  Trainees	
  needed	
  another	
 ...
Apri3on	
  impacts	
  
Actual	
  
•  Increased	
  workload	
  of	
  staff	
  
•  No	
  trainee	
  to	
  orientate	
  the	
 ...
Strengths	
  
•  50%	
  of	
  trainees	
  have	
  progressed	
  to	
  careers	
  in	
  
health	
  professions	
  
•  Large...
Strengths	
  
•  Address	
  recruitment	
  of	
  indigenous	
  staff	
  from	
  
2014	
  onwards	
  	
  
•  Con3nuing	
  to...
Weaknesses	
  
•  The	
  course	
  ini3ally	
  made	
  a	
  lot	
  of	
  work	
  out	
  of	
  
“very	
  liple”	
  content....
Weaknesses	
  
•  Long	
  term	
  efficiencies	
  difficult	
  with	
  12	
  month	
  
posi3on	
  
•  Poten3al	
  for	
  staff	...
Recommenda3ons	
  from	
  pilot	
  
•  Posi3on	
  descrip3on	
  clarifying	
  the	
  role	
  of	
  HSA	
  
and	
  supervis...
2014	
  and	
  beyond	
  
•  Increase	
  in	
  salary	
  
•  Consider	
  ongoing	
  posi3ons	
  such	
  as	
  AIN	
  model...
Jenny	
  Boak	
  
jboak@bendigohealth.org.au	
  
John	
  Giudice	
  
jgiudice@bendigotafe.edu.au	
  
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Jenny Boak and John Giudice, Bendigo Health - Collaboration across Bendigo TAFE and the Bendigo HealthCare Group

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Jenny Boak and John Giudice, Bendigo Health delivered the presentation at the 2014 Assistants in Nursing Conference.

The 2014 Assistants in Nursing Conference focused on strategic nursing workforce planning and development of a suitable model of care for the AIN role, looking at a variety of implementation approaches from pilot sites and services who have established the role; addressing challenges around appropriate training, mentorship, scope of practice and role evaluation.

For more information about the event, please visit: http://bit.ly/asstnursing14

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Jenny Boak and John Giudice, Bendigo Health - Collaboration across Bendigo TAFE and the Bendigo HealthCare Group

  1. 1. HEALTH  SERVICE  ASSISTANTS     A  collabora3ve  approach   Jenny  Boak:  Bendigo  Health   John  Giudice:  Bendigo  TAFE  
  2. 2. Bendigo  Health   Services  the  Loddon  Mallee  region   •  56,965  square  kilometers  or  26%  of  Victoria,  with  a  popula3on   currently  reported  as  307,405.     •  From  Gisborne  in  the  South,  Echuca  in  the  North,  Kyabram  in  the   North  East  and  Mildura  in  the  far  North  West,  the  region  nestles   amongst  the  State  borders  of  Victoria,  South  Australia  and  New  South   Wales.  
  3. 3. Bendigo  Health   •  Provides  across  the  lifespan   •  Over  more  than  40  loca3ons  across  the  region   •  653  bed  high  acuity  teaching  hospital     •  60  bed  rehabilita3on  unit     •  Mental  health  through  hospital,  community  and  outreach   services     •  Residen3al  aged  care  facili3es   •  The  largest  employer  in  the  region,  with  around  3100  staff.     •  Strong  culture  of  educa3on,  Bendigo  Health  enjoys   partnership  with  La  Trobe  University  and  Monash  University,   both  of  whom  have  rural  schools  on  site.    
  4. 4. Health  Service  Assistant  Background   •  Nursing  workforce  plan   •  Pilot  program  in  2009  (DH  supported)   •  GAP  year  opportunity   •  12  month  program  
  5. 5. Other  responses  to  nursing  shortage  in   2009   •  Re-­‐entry  nursing  programs   •  Increasing  graduate  nurse  posi3ons   •  Overseas  qualified  nurses   •  Developing  Nurse  Prac33oner  roles   •  Upskilling  Enrolled  Nurses  
  6. 6. HSA  roles   •  Medical  unit,  Rehabilita3on  unit,  Cri3cal  Care   and  Emergency  Department   •  Ac3vi3es  included;  ADL’s,  personal  hygiene,   basic  mobility,  manual  handling,  simple  feeds,   bed  making,  documenta3on  and  restocking   supplies.   •  Over  the  current  nurse-­‐pa3ent  ra3os  
  7. 7. Stakeholder  engagement   •  ANMF   •  BRIT  (Bendigo  TAFE)   •  Unit  Managers   •  Project  officer   •  Department  of  Health  
  8. 8. Aims  in  2009   1.  Enhance  workforce  capacity  and  health  service  delivery   2.  Engage  with  stakeholders  to  iden3fy  and  scope  the   trainees  role   3.  Develop  Cer3ficate  III  course  in  Health  Service   Assistants  (collabora3on)   4.  Enhance  the  pa3ent  experience  using  addi3onal   services   5.  Enhance  health  professional  sa3sfac3on  and  reten3on   6.  Expose  school  leavers  to  a  gap  year  in  the  health  system    
  9. 9. Evalua3on   Internally   •  Survey  of  nurses   •  Focus  groups   Externally   •  Price  Waterhouse  Coopers  
  10. 10. Financial  considera3ons   •  Two  financial  incen3ves  were  available  in   2009  (total  $6250)   •  Bendigo  Health  paid  for  uniforms,  course   materials  and  fees  ($1,400)   •  Salaries  including  super  $30,790  
  11. 11. Support  provided  to  trainees   •  Orienta3on  to  Bendigo  Health   •  Orienta3on  to  ward  by  staff  (CHERC)  and   depar3ng  trainee   •  A  coordinator  maintains  contact  to  ensure  their   pastoral  care  needs  are  met   •  Unit  staff,  managers  and  BRIT  staff   •  Uniforms  supplied   •  Study  days  are  paid  for   •  Fees  and  study  requirements  paid  for  
  12. 12. BRIT  Cert  III  Health  Services  Assistance   Comply  with  infec3on  control  policies  and  procedures   Support  the  care  of  clients   Assist  with  client  movement   Transport  clients   Communicate  &  work  effec3vely  in  health   Par3cipate  in  Work  Health  &  Safety  processes   Interpret  &  apply  medical  terminology   Perform  general  cleaning  tasks  in  a  clinical  seing   Provide  support  in  an  acute  care  environment   Handle  medical  gases  safely  
  13. 13. BRIT  Cert  III  Health  Services  Assistance   Blood  product  transport   Assist  with  an  allied  health  program   Assist  nursing  team  in  an  acute  care  environment   Contribute  to  workplace  rela3onships   Recognise  healthy  body  systems  in  a  health  care  context   Principles  of  research   Apply  first  aid   Maintain  high  standard  of  client  service  
  14. 14. Trainees  con3nuing  to  careers  in   health  sector   Year    Es(mated    number   entering  health  related   courses   2009   3/8   2010   5/8   2011   3/8   2012   5/8   2013   7/10   Total     23/42  =  55%  
  15. 15. Staff  feedback   •  “The  HSA’s  have  become  a  very  important   part  of  the  team”   •  “Quality  of  care  around  the  ward  has   improved  when  the  HSA’s  can  give  3me  to   pa3ents”   •  “Their  ac3ons  are  vital  to  keeping  nursing   staff  focused  on  pa3ent  care  at  the  bedside”  
  16. 16. Pa3ent  impacts   “One  pa3ent’s  last  days  were  very  much   enhanced  and  brightened  by  his  conversa3ons   with  the  HSA”   “Pa3ents  love  having  the  HSA’s  on  the  ward  as   they  have  3me  to  do  the  liple  things  that   nursing  staff  can  get  too  busy  to  do”  
  17. 17. Apri3on   Apri3on;  a  problem  in  2013   •  Reduc3on  in  salary   •  Trainees  needed  another  job  to  support  their   income  
  18. 18. Apri3on  impacts   Actual   •  Increased  workload  of  staff   •  No  trainee  to  orientate  the  next   •  Comple3on  payment  not  made   •  Increased  counselling  3me  and  effort  to  retain   trainees   •  Addi3onal  cost  of  recruitment  to  replace   Poten3al   •  Word  of  mouth  that  they  can  leave  traineeship   •  Risk  to  viability  and  dependability  of  program   •  Risk  of  not  obtaining  full  funding  incen3ve  
  19. 19. Strengths   •  50%  of  trainees  have  progressed  to  careers  in   health  professions   •  Large  majority  of  trainees  talk  about  the   experience    in  very  favourable  terms   •  Course  allows  young  people  a  chance  at  a  job   in  health,  with  minimum  qualifica3on/   experience     •  Very  good  execu3ve  support  and  leadership  
  20. 20. Strengths   •  Address  recruitment  of  indigenous  staff  from   2014  onwards     •  Con3nuing  to  maintain  a  “third  3er”  worker   capacity   •  HSA  role  demonstrates  an  investment  in  support   staff   •  HSA’s  becoming  nurses  could  be  more  likely  to   gain  a  Graduate  year  at  BH   •  Contribute  to  reputa3on  as  employer  of  choice  
  21. 21. Weaknesses   •  The  course  ini3ally  made  a  lot  of  work  out  of   “very  liple”  content.  This  lead  to  “behaviour”   problems  in  class.     •  Some  trainees  have  demonstrated  a  lack  of   employability  skills  and  general  maturity.     •  In  Bendigo,  no  employment  prospects  as  a   qualified  Health  Service  Assistant.    
  22. 22. Weaknesses   •  Long  term  efficiencies  difficult  with  12  month   posi3on   •  Poten3al  for  staff  sa3sfac3on  and  morale  to   be  reduced  over  3me  as  HSA  become  part  of   the  workforce  
  23. 23. Recommenda3ons  from  pilot   •  Posi3on  descrip3on  clarifying  the  role  of  HSA   and  supervision  structure   •  Con3nue  external  stakeholder  engagement   (ANMF)   •  Formal  debriefing  sessions  for  educa3onal   and  clinical  environments   •  Con3nue  to  inves3gate  ongoing  feasibility  of   annual  recruitment  
  24. 24. 2014  and  beyond   •  Increase  in  salary   •  Consider  ongoing  posi3ons  such  as  AIN  model   •  Con3nue  to  support  nursing  staff   •  Con3nue  to  support  poten3al  health  sector   career  pathways  
  25. 25. Jenny  Boak   jboak@bendigohealth.org.au   John  Giudice   jgiudice@bendigotafe.edu.au  
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