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Department Based Recruitment Retention Plans -RCNA Annual Confernce - Melbourne Australia 2009
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Department Based Recruitment Retention Plans -RCNA Annual Confernce - Melbourne Australia 2009

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  • 1. Department Based Recruitment Retention Plans Shane Lenson MRCNA Emergency Department Calvary Health Care ACT
  • 2. Overview
    • Background
    • How did we get here……
    • The Plan
    • Where are we now?
    • Lessons Learnt
  • 3. Background
  • 4. How did we get here……
  • 5. The State of Play Team Numbers
    • - 17 FTE RN Positions
    • Agency Dependent
  • 6. The State of Play Staff Satisfaction Survey
    • “ Culture of Blame”
    CHCACT BPA Survey 2007
  • 7. The State of Play Patient Satisfaction Survey CHCACT PG Survey 2008 99th percentile 1st percentile Our ED 1 st Percentile 2008
  • 8. The State of Play Patient Satisfaction Survey 1 st percentile 99 th percentile Our ED 1 st Percentile 2008 CHCACT PG Survey 2008
  • 9. The State of Play ED Budget
    • 7% over budget
    • Budget 38K for Agency Nurses
    • Average monthly spend 50K
  • 10. The State of Play Complaints
    • Avg of 6 complaints a week
  • 11. Summary……..
  • 12. My Response……..
  • 13.  
  • 14.  
  • 15. We needed a plan!!!!
  • 16. Team Meeting…….
    • Who are we?
    • What do we do?
    • What do we need to do?
  • 17. New Models of Care
    • Operational Managers
    • Dedicated Education Unit
    • Advanced Practice Nurses
    • Restructure Plan
  • 18. Recruitment Processes
    • Online & interstate news papers
    • Promotion via our Networks, Face Book & Web page
    • Team panels with a score based system
    • Scenario based questions at interview based on the roles KPI’s
    • Detailed training program
  • 19. Growing our Graduates
    • New ED Program for 2009:
    • Direct entry programs & longer rotations
    • Clear goals & objectives
    • Integrated career path
    • Dedicated educator support & mentor program
  • 20.
    • The Retention
    • Plan
  • 21. Growing a Positive Culture
    • Open door policy
    • Workplans
    • Team events
    • Department BBQ’s
    • Reward & Recognition
    • Leader Rounding (with chocolate!)
    • Thank you cards
  • 22. Communicating!
    • How we now communicate:
    • Email (work & home)
    • SMS
    • Newsletter
    • Communication board
    • Score boards
    • Communication Folders
    • Team meetings
    • And……………
  • 23. Face Book
    • Why Face Book:
    • Most of our team is on it
    • Excellent communication tool
    • Great tool for promoting positive events
    • Great way to “feel” how your team is travelling
  • 24. Who’s who in your team?
    • Setting the new culture
    • High, middle & low performers
  • 25. High Performers Eager for clinical improvement in the department. Always working towards professional development Knowledge & competence Demonstrates a strong commitment to improving the department and organisation Team Work Adheres to department policy and professional behavior Professionalism Comes to work on time , Good Attitude , Problem Solver , Your relaxed when their on shift , Good influence , Brings Solutions Definition
  • 26. High Performers Works within safe work practices. Always follows all precautions Safety Awareness Comes to work with a positive attitude and wants to bring out the best in people Communication
  • 27. Middle Performers Invested in their professional development. May need support & coaching to fully execute. Knowledge & competence Committed to improve the department and organisation. May need support and coaching to fully execute Team Work Normally adherers to department policy and, professional behavior Professionalism Good attendance , Loyal most of the time, Influenced by high and low performers Wants to do a good job , Helps the manager identify problems Definition
  • 28. Middle Performers Works within safe work practices. Always follows all precautions Safety Awareness Often has a positive attitude but can be influenced by high & low performers Communication
  • 29. Low Performers Shows little interest in clinical development in the department & organisation. Will only undertake professional development when asked/ made or self interest. Knowledge & competence Demonstrates little commitment to the development of the department & organisation Team Work Likely to have longer breaks, take personnel calls in the workplace Professionalism Points out problems in a negative way , Positions leadership poorly , Masters of the we/they Says the mangers are the problem Definition
  • 30. Low Performers Performs work with little regard to safety awareness Safety Awareness Often comes to work with a negative altitude and brings others down. Communication
  • 31. Growing our Skill Mix
    • What do we need?
    • Internal & External Programs
    • Post Grad programs
  • 32. Career Paths Education Advanced Clinical Practice Research Management ED Nurse
  • 33. Career Paths ED Nurse Management Research Advanced Clinical Practice Education
  • 34. Development Plans
    • All team members must have development plans that include:
    • Review of position description
    • Performance Review
    • Mandatory Training Results
    • Goals for the next 12 months
    • Tools to do you job
    • Joint agreement
  • 35. Performance Management
    • Timely performance management using the “DESK” system:
    • D escribe (the behaviour in detail)
    • E valuate (how I feel)
    • S how (how you can change)
    • K now (the consequences)
  • 36. So where are we now??
  • 37. The New State of Play Team Numbers
    • - 17 FTE RN Positions
    • Agency Dependent
    • Fully Staffed
    • Only 1 use of agency nurse since February
  • 38. The New State of Play Staff Satisfaction Survey
    • “ Culture of Ambition”
    2008
  • 39. The New State of Play Patient Satisfaction Survey 1 st percentile 99 th percentile Our ED 38th Percentile 2009
  • 40. The New State of Play ED Budget
    • 7% over budget
    • Budget 38K for Agency Nurses
    • Average monthly spend 50K
    • 2% Under Budget
    • Average monthly spend for Agency Nurses post restructure is $110.00
  • 41. The New State of Play Complaints
    • Avg of 6 complaints a week
    • One per month
    • Avg 4 Compliments per week
  • 42. Summary……..
  • 43. Lessons Learnt
    • Performance Management is important
    • You need time and funding to develop your team
    • New solutions breed new problems
    • Innovation can be threatening
  • 44. Questions……..

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