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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