Department Based Recruitment Retention Plans Shane Lenson MRCNA Emergency Department Calvary Health Care ACT
Overview <ul><li>Background </li></ul><ul><li>How did we get here…… </li></ul><ul><li>The Plan </li></ul><ul><li>Where are...
Background
How did we get here……
The State of Play Team Numbers <ul><li>- 17 FTE RN Positions </li></ul><ul><li>Agency Dependent </li></ul>
The State of Play Staff Satisfaction Survey <ul><li>“ Culture of Blame” </li></ul>CHCACT BPA Survey 2007
The State of Play Patient Satisfaction Survey CHCACT PG Survey 2008 99th percentile 1st percentile Our ED 1 st  Percentile...
The State of Play Patient Satisfaction Survey 1 st  percentile 99 th  percentile Our ED 1 st  Percentile 2008 CHCACT PG Su...
The State of Play ED   Budget <ul><li>7% over budget </li></ul><ul><li>Budget 38K for Agency Nurses </li></ul><ul><li>Aver...
The State of Play Complaints <ul><li>Avg of 6 complaints a week </li></ul>
Summary……..
My Response……..
 
 
We needed a plan!!!!
Team Meeting……. <ul><li>Who are we? </li></ul><ul><li>What do we do? </li></ul><ul><li>What do we need to do? </li></ul>
New Models of Care <ul><li>Operational Managers </li></ul><ul><li>Dedicated Education Unit </li></ul><ul><li>Advanced Prac...
Recruitment Processes <ul><li>Online & interstate news papers </li></ul><ul><li>Promotion via our Networks, Face Book & We...
Growing our Graduates <ul><li>New ED Program for 2009: </li></ul><ul><li>Direct entry programs & longer rotations </li></u...
<ul><li>The  Retention  </li></ul><ul><li>Plan </li></ul>
Growing a Positive Culture <ul><li>Open door policy </li></ul><ul><li>Workplans </li></ul><ul><li>Team events </li></ul><u...
Communicating! <ul><li>How we now communicate: </li></ul><ul><li>Email (work & home) </li></ul><ul><li>SMS </li></ul><ul><...
Face Book <ul><li>Why Face Book: </li></ul><ul><li>Most of our team is on it </li></ul><ul><li>Excellent communication too...
Who’s who in your team? <ul><li>Setting the new culture </li></ul><ul><li>High, middle & low performers </li></ul>
High Performers Eager for clinical improvement in the department.   Always working towards professional development Knowle...
High Performers Works within safe work practices. Always follows all precautions  Safety Awareness Comes to work with a po...
Middle Performers Invested in their professional development. May need support & coaching to fully execute. Knowledge & co...
Middle Performers Works within safe work practices. Always follows all precautions Safety Awareness Often has a positive a...
Low Performers Shows little interest in clinical development in the department & organisation. Will only undertake profess...
Low Performers Performs work with little regard to safety awareness Safety Awareness Often comes to work with a negative a...
Growing our Skill Mix <ul><li>What do we need? </li></ul><ul><li>Internal & External Programs </li></ul><ul><li>Post Grad ...
Career Paths Education Advanced  Clinical  Practice Research Management ED  Nurse
Career Paths ED  Nurse Management Research Advanced  Clinical  Practice Education
Development Plans <ul><li>All team members must have development plans that include: </li></ul><ul><li>Review of position ...
Performance Management <ul><li>Timely performance management using the “DESK” system: </li></ul><ul><li>D escribe (the beh...
So where are we now??
The New State of Play Team Numbers <ul><li>- 17 FTE RN Positions </li></ul><ul><li>Agency Dependent </li></ul><ul><li>Full...
The New State of Play Staff Satisfaction Survey <ul><li>“ Culture of Ambition” </li></ul>2008
The New State of Play Patient Satisfaction Survey 1 st  percentile 99 th  percentile Our ED 38th Percentile 2009
The New State of Play ED   Budget <ul><li>7% over budget </li></ul><ul><li>Budget 38K for Agency Nurses </li></ul><ul><li>...
The New State of Play Complaints <ul><li>Avg of 6 complaints a week </li></ul><ul><li>One per month </li></ul><ul><li>Avg ...
Summary……..
Lessons Learnt  <ul><li>Performance Management is important </li></ul><ul><li>You need time and funding to develop your te...
Questions……..
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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

  1. 1. Department Based Recruitment Retention Plans Shane Lenson MRCNA Emergency Department Calvary Health Care ACT
  2. 2. Overview <ul><li>Background </li></ul><ul><li>How did we get here…… </li></ul><ul><li>The Plan </li></ul><ul><li>Where are we now? </li></ul><ul><li>Lessons Learnt </li></ul>
  3. 3. Background
  4. 4. How did we get here……
  5. 5. The State of Play Team Numbers <ul><li>- 17 FTE RN Positions </li></ul><ul><li>Agency Dependent </li></ul>
  6. 6. The State of Play Staff Satisfaction Survey <ul><li>“ Culture of Blame” </li></ul>CHCACT BPA Survey 2007
  7. 7. The State of Play Patient Satisfaction Survey CHCACT PG Survey 2008 99th percentile 1st percentile Our ED 1 st Percentile 2008
  8. 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. 9. The State of Play ED Budget <ul><li>7% over budget </li></ul><ul><li>Budget 38K for Agency Nurses </li></ul><ul><li>Average monthly spend 50K </li></ul>
  10. 10. The State of Play Complaints <ul><li>Avg of 6 complaints a week </li></ul>
  11. 11. Summary……..
  12. 12. My Response……..
  13. 15. We needed a plan!!!!
  14. 16. Team Meeting……. <ul><li>Who are we? </li></ul><ul><li>What do we do? </li></ul><ul><li>What do we need to do? </li></ul>
  15. 17. New Models of Care <ul><li>Operational Managers </li></ul><ul><li>Dedicated Education Unit </li></ul><ul><li>Advanced Practice Nurses </li></ul><ul><li>Restructure Plan </li></ul>
  16. 18. Recruitment Processes <ul><li>Online & interstate news papers </li></ul><ul><li>Promotion via our Networks, Face Book & Web page </li></ul><ul><li>Team panels with a score based system </li></ul><ul><li>Scenario based questions at interview based on the roles KPI’s </li></ul><ul><li>Detailed training program </li></ul>
  17. 19. Growing our Graduates <ul><li>New ED Program for 2009: </li></ul><ul><li>Direct entry programs & longer rotations </li></ul><ul><li>Clear goals & objectives </li></ul><ul><li>Integrated career path </li></ul><ul><li>Dedicated educator support & mentor program </li></ul>
  18. 20. <ul><li>The Retention </li></ul><ul><li>Plan </li></ul>
  19. 21. Growing a Positive Culture <ul><li>Open door policy </li></ul><ul><li>Workplans </li></ul><ul><li>Team events </li></ul><ul><li>Department BBQ’s </li></ul><ul><li>Reward & Recognition </li></ul><ul><li>Leader Rounding (with chocolate!) </li></ul><ul><li>Thank you cards </li></ul>
  20. 22. Communicating! <ul><li>How we now communicate: </li></ul><ul><li>Email (work & home) </li></ul><ul><li>SMS </li></ul><ul><li>Newsletter </li></ul><ul><li>Communication board </li></ul><ul><li>Score boards </li></ul><ul><li>Communication Folders </li></ul><ul><li>Team meetings </li></ul><ul><li>And…………… </li></ul>
  21. 23. Face Book <ul><li>Why Face Book: </li></ul><ul><li>Most of our team is on it </li></ul><ul><li>Excellent communication tool </li></ul><ul><li>Great tool for promoting positive events </li></ul><ul><li>Great way to “feel” how your team is travelling </li></ul>
  22. 24. Who’s who in your team? <ul><li>Setting the new culture </li></ul><ul><li>High, middle & low performers </li></ul>
  23. 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
  24. 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
  25. 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
  26. 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
  27. 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
  28. 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
  29. 31. Growing our Skill Mix <ul><li>What do we need? </li></ul><ul><li>Internal & External Programs </li></ul><ul><li>Post Grad programs </li></ul>
  30. 32. Career Paths Education Advanced Clinical Practice Research Management ED Nurse
  31. 33. Career Paths ED Nurse Management Research Advanced Clinical Practice Education
  32. 34. Development Plans <ul><li>All team members must have development plans that include: </li></ul><ul><li>Review of position description </li></ul><ul><li>Performance Review </li></ul><ul><li>Mandatory Training Results </li></ul><ul><li>Goals for the next 12 months </li></ul><ul><li>Tools to do you job </li></ul><ul><li>Joint agreement </li></ul>
  33. 35. Performance Management <ul><li>Timely performance management using the “DESK” system: </li></ul><ul><li>D escribe (the behaviour in detail) </li></ul><ul><li>E valuate (how I feel) </li></ul><ul><li>S how (how you can change) </li></ul><ul><li>K now (the consequences) </li></ul>
  34. 36. So where are we now??
  35. 37. The New State of Play Team Numbers <ul><li>- 17 FTE RN Positions </li></ul><ul><li>Agency Dependent </li></ul><ul><li>Fully Staffed </li></ul><ul><li>Only 1 use of agency nurse since February </li></ul>
  36. 38. The New State of Play Staff Satisfaction Survey <ul><li>“ Culture of Ambition” </li></ul>2008
  37. 39. The New State of Play Patient Satisfaction Survey 1 st percentile 99 th percentile Our ED 38th Percentile 2009
  38. 40. The New State of Play ED Budget <ul><li>7% over budget </li></ul><ul><li>Budget 38K for Agency Nurses </li></ul><ul><li>Average monthly spend 50K </li></ul><ul><li>2% Under Budget </li></ul><ul><li>Average monthly spend for Agency Nurses post restructure is $110.00 </li></ul>
  39. 41. The New State of Play Complaints <ul><li>Avg of 6 complaints a week </li></ul><ul><li>One per month </li></ul><ul><li>Avg 4 Compliments per week </li></ul>
  40. 42. Summary……..
  41. 43. Lessons Learnt <ul><li>Performance Management is important </li></ul><ul><li>You need time and funding to develop your team </li></ul><ul><li>New solutions breed new problems </li></ul><ul><li>Innovation can be threatening </li></ul>
  42. 44. Questions……..

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