Resident Performance from the Patient's View: Richard Wardrop, MD, PhD, FAAP
Hardwiring Recognition
1. 2011 ANCC National Magnet Conference
Session C-607
Presented by
Christina Felder, ASN, BSN, CEN-RT
Marian R. O’Dore, RN, BS, MS
Paoli Hospital
Paoli, PA
Wednesday October5, 2011
15. Nursing Shortage Quiz
How many Registered Nurses are in the U.S.A.?
a) 1,560,000
b) 4,520,000
c) 2,909,467
d) 5,105,000
16. According to the ANA, what is the average age of a
Registered Nurse in the U.S.A.?
a) 36.8 years
b) 32.4 years
c) 51.2 years
d) 46.8 years
17. In what region of the U.S.A. is the highest
percentage of RNs employed?
a) South
b) Midwest
c) New England
d) West Coast
18. What percentage of RNs have their MSN or PhD?
a) 5%
b) 13%
c) 22%
d) 9%
19. How many nurses in the U.S.A. are between the ages of
45 and 60?
a) 900,000
b) 1,900,000
c) 2,000,000
d) 1,250,000
20. By 2020, the nursing shortage is estimated to rise to
what percentage?
a) 16%
b) 29%
c) 34%
d) 19%
21. In 20 years, how many American people will be older
than age 65?
a) 46 million
b) 25 million
c) 70 million
d) 31 million
22. Snapshot of 101 Nurses
For every 10,000 people, there are 101 licensed
RNs. Here’s a snapshot of those 101 nurses.
85 ARE EMPLOYED
54 ARE FULL-TIME NURSES
53 ARE WORKING IN HOSPITALS
47 ARE OVER 45 YEARS OLD & FEEL
QUALITY OF CARE HAS DECLINED
42 FEEL THEY SPEND ADEQUATE
TIME WITH PATIENTS
39 ARE WORRIED THAT THEIR JOB
AFFECTS THEIR HEALTH
23. Snapshot of 101 Nurses
continued
31 ARE OVER 50 YEARS OLD
31 WOULD NOT RECOMMEND
NURSING AS A CAREER
24 ARE PLANNING TO LEAVE THEIR
CURRENT POSITION IN THE NEXT
YEAR
18 ARE PART-TIME NURSES
13 ARE NOT WORKING IN NURSING
24. Without the pipeline of new
graduate nurses, there will be
fewer nurses available to
replace those who leave.
Honor Society of Sigma Theta Tau International
25. “Develop and Implement
Strategies to Promote Retention
of RNs and Nurse Educators in
the Work Force”
A Recommendation by the Honor Society of Sigma Theta Tau
28. Components
Transformational Leadership is the Aspect of
Individual Consideration
An Integrated Approach to Sustain Staff
Engagement
Recognition Should Target the Individual and the
Team
Periodic Reevaluation of the Tools Your
Organization Uses
29. Results and Retention Triangle
Recognition Motivates Staff
Motivated Staff achieve
Superior Patient Outcomes
Achievements are
Recognized
36. Construct an atmosphere that encourages your
colleagues to administer superior patient care
Encourage staff involvement in the design process
Staff employee opinion survey – Everyone’s voice
counts
37.
38. Care of the new Hire Program
1) Welcome Letters to Each New Hire
2) Specialty Courses Provided by Clinical Staff
Educators and Staff Nurses
3) New Staff Orient with IV Team and Respiratory
4) Weekly Meetings with Preceptors
39. Communication via Individual Unit Newsletters
“Friday Facts”
Dedicated Mentor Position
Acknowledgement of Reassignment of Staff
41. Senior Level Management Initiatives
a) Monthly Notes
b) Rounds on off-shifts
and weekends
c) Personal Touch
d) Open Door Policy
e) Five Star Care Awards
42. R & R Committee Initiatives
a) Potency of identification with the health care
organization
b) Birthday Celebrations
c) Certification Achievement Displays
d) Nursing Spectrum Excellence Award Nominations
90. The Essentials for Creating, Expanding, and
Maintaining A Productive and Rewarding
Committee
91. 1) Optimize individual team members as coordinators of
fund raisers. This gives ownership and reinforces their
individual importance to the committee.
2) Sales run by outside vendors are less work for the
committee than taking on the entire sale.
3) Make part of your Nurses Week celebration fun, and as
far from everyday as possible.
4) Get gifts donated from companies that have a group
agreement with your hospital for discounts. Such as cell
phone companies.
92. 5) Have a committee member for Recognition & Retention
represented from every Nursing Unit on the committee.
This helps to foster our spirit and goals throughout
Nursing.
6) Create an exchange list of phone numbers, cell
numbers, and E-Mail of all committee members, and
distribute.
7) Celebrate the holidays as a committee with a party.
Cohesiveness is essential.
8) Expect staff to not be informed about your committee
goals and events. Communicate, communicate, and
communicate.
93. 9) After an event sit down and give feedback what went
right and what you could have done better.
10) Have an individual who is separate from your committee
manage your money.
11) No good deed goes unpunished.
12) Buy in of everyone is essential for the committee’s
success.
13) Raffle off a big ticket item for the holidays, such as the
latest electronics. You can double or even triple your
investment.
94. 14) You can run this committee with zero line budgeted
funds from your hospital.
15) Lead by example and give 200% of yourself.
16) As a leader donate all your time to the committee
without safety. The happiness you will receive will far
exceed your salary.
17) Administrative assistance help is essential.
18) Have a sense of humor and shake off the projects that
fail.
95. 19) Expect complaints, after all its human nature.
20)Talented people in our community would love to
donate time in various ways to your committee. Ask
them, and you will often find out the answer is yes!
People love Nurses.
21) Keep evidence that demonstrates the effectiveness of
your committee, and how it makes a difference.
22) For Nurses week consider asking community
businesses, many are willing to donate a prize for your
celebration.
96. 23) Co-Chairs for this committee are very beneficial.
24)The best R & R leaders will be charismatic,
inspirational, and considerate.
25) Make Passion for Nursing your everyday joy.
97. Christina Felder, ASN, BSN, CEN-RT
Paoli Hospital
484-565-1043
felderc@mlhs.org
Marian R. O’Dore, RN, BS, MS
Paoli Hospital
484-565-1597
odorem@mlhs.org
For further information contact:
