Recruitment And Retention Strategies In The Face Of Crises

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There is a dearth of staffing in long-term care facilities today so much so that even recruiting nursing staff has got difficult. As per the intelligentsia of the healthcare facilities, further staff crises can be a drop in revenue for long-term care providers. In the latest update to the Nursing Home Five-Star Quality Rating System, the Centers for Medicare and Medicaid Services (CMS) announced it would post Weekend Staffing and Staff Turnover data on the Care Compare website to be viewed by consumers and increase their awareness of the staffing environment in a skilled nursing facility. Attend this recruiting nursing staff webinar and hire skilled nursing staff for your facility. Not just this, this recruitment and retention strategies webinar helps you prepare the strategies to tackle the problem of staff crises and the ways to sustain them for a long time in your hospital.

Healthcare

Maureen McCarthy
(RN, BS, RAC-MT, QCP-MT, DNS-MT, RAC-MTA)
Maureen McCarthy is the founder,President,and CEO of Celtic Consulting;nationally
recognized as a luminary amongst long-term care operators and clinicians for
Reimbursement and Regulatory matters,Audits,Enhancing Operational Efficiency,Education and
Litigation Support.She is a registered nurse with over two decades of work experience,including
direct patient care,MDS Coordinator,Director of Nursing,Rehab Director,and Medicare biller.
Recognized for thought leadership,Maureen presents to many long-term care industry
associations and has trained thousands of clinicians and administrators.Her publications have been
in leading industry journals such as PPS Alert, McKnight’s Long-Term Care News,and Skilled
Nursing News and authored several books.Maureen is also the founder and CEO of MDSRescue,
LLC,providing interim MDS completion services nationwide.

DESCRIPTION
The presenter will lead an open discussion of “Thinking Outside the Box” strategies used to motivate staff
and successfully engage employees.Attendees will learn what team members most commonly value,and
suggestions of how you can meet their motivations and increase satisfaction.Learn about better
recruitment and retention strategies in your setting in this session.
During this session,the presenter will review the true cost of underproductive staff,discuss the value of
staff appreciation,and describe how reinforcing skill competencies can influence staff retention.
Learn how to include staff satisfaction as a QualityAssurance and Performance Improvement (QAPI)
measure,utilize staff satisfaction surveys and implement a tracking system.The presenter will discuss
opportunities that optimize your education budget by utilizing your vendors for skill enhancement.This
session will explore current challenges providers experience when recruiting new staff and successful
recruitment solutions to consider.

LEARNING OBJECTIVES
• Understand the makeup of your workforce and recognize what factors motivate them.
• Utilize recruitment and retention strategies and acknowledge possible barriers to successful
implementation.
• Realize the impact staff retention has on Quality Measures and revenue.

AREAS COVERED:-
• Understanding the workforce & recruitment and retention strategies
• Recruitment strategies
• Retention strategies
• The importance of a good orientation program
• Empowering clinicians through skill development
• Assess your staff competencies to meet your acuity level
• Including staff retention & satisfaction as a QAPI measure
• Utilizing vendors for skill enhancement

WHY SHOULD YOU ATTEND
Learn about opportunities to safeguard one of your most
valuable assets, your staff. This session will discuss how you can
assess staff retention, proven solutions that increase retention,
and recruitment strategies to draw in new employees.

WHO SHOULD ATTEND
• Administrator
• Director of Nursing
• Nursing Staff
• Regionals
• Owners
• CAN
• Dietary

Thankyou !
For more information,
Register for the Webinar

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Catheterization of the bladder involves introducing a latex or plastic tube through the urethra and into the bladder. The catheter provides a continuous flow of urine in patients unable to control micturition or those with obstructions. It also provides a means of assessing urine output in hemodynamically unstable patients. Because bladder catheterization carries the risk of UTI, blockage, and trauma to the urethra, it is preferable to rely on other measures for either specimen collection or management of incontinence. Types of Catheterization. Intermittent and indwelling retention catheterizations are the two forms of catheter insertion INTERMITTENT CATHETERIZATION introduce a straight single-use catheter long enough to drain the bladder (5 to 10 minutes When the bladder is empty, you immediately withdraw the catheter. COMPLICATION- increases risk of trauma and infection. INDICATION- It is common for people with spinal cord injury or other neurological problems such as multiple sclerosis to perform self– intermittent catheterization up to every 4 hours daily for months or years. UTI rate is lower than for patients with long-term indwelling catheters. INDWELLING CATHETERIZATION- remains in place for a longer period, until a patient is able to void voluntarily or continuous accurate urine measurements are no longer needed The straight single-use catheter has a single lumen with a small opening about 1.3 cm ( 1 2 inch) from the tip. . Urine drains from the tip, through the lumen, and to a receptacle. An indwelling Foley catheter has a small inflatable balloon that encircles the catheter just above the tip. When inflated the balloon rests against the bladder outlet to anchor the catheter in place. The indwelling retention catheter often has two or three lumens within the body of the catheter . One lumen drains urine through the catheter to a collecting tube. A second lumen carries sterile water to and from the balloon when it is inflated or deflated. A third (optional) lumen is sometimes used to instill fluids or medications into the bladder. It is easy to determine the number of lumens by the number of drainage and injection ports at the end of the catheter A second type of intermittent catheter has a curved tip A Coudé catheter is used on male patients who may have enlarged prostates that partly obstruct the urethra. It is less traumatic during insertion because it is stiffer and easier to control than the straight-tip catheter Plastic catheters are suitable only for intermittent use because of their inflexibility Latex catheters are recommended for use up to 3 weeks. Be aware of allergies. Pure silicon or Teflon catheters are best suited for long-term use (2 to 3 months) because of less encrustation at the urethral meatus Balloon sizes range from 3 mL (pediatric) to large postoperative volumes (75 mL). In adults the 5-mL and 30-mL sizes are the most common: The 5-mL size allows for optimal drainage, whereas the 30-mL size is used after pros

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WORLD HEALTH ORGANIZATION WE CHAMPION HEALTH AND A BETTER FUTURE FOR ALL’ INTRODUCTION- WHO leads and champions global efforts to give everyone, everywhere, an equal chance to live a healthy life. HISTORY- founded in 1948, 7 April HEADQUARTERS- Geneva OFFICES- 6 semi autonomus regional and 150 fields offices DIRECTOR- Dr. Tedros Adhanam Ghebeyesus OBJECTIVES- Direction, co-ordination agencies Collaboration with local bodies Help the government in health services Proper technological assistance To attain highest possible level of health Prioritize and support health Formulate health policies Disease inspection and analysis Health education GOAL: To ensure that a billion more people have universal health coverage, to protect a billion more people from health emergencies and provide a further billion people with better health and well being ORGANIZATION: executive board, secretariat, world health assembly FUNCTION: FOR UNIVERSAL HEALTH Focus on PHCare Sustainable financing and protection Access to health products and medicines Training of health workforce and advice on labor policies Support people participation in National health policies Increasing monitoring, data and information FOR HEALTH EMERGENCIES Identification, mitigation and risk management Prevention and support of development of tools Detect and respond to acute health emergencies Support delivery of essential health services FOR HEALTH AND WELL BEING Address social determinants Promote intersectoral approach for health Prioritize health in all policies and healthy settings THROUGH WORK, ADDRESS Prevention of non- communicable disease Mental health promotion Climate change Antimicrobial resistance Elimination and eradication of communicable disease UNITED NATION FUND FOR POPULATION ACTIVITYINTRODUCTION- SEXUAL AND REPRODUCTIVE HEALTH AGENCY MISSION- To deliver a world where every pregnancy is wanted, every childbirth is safe, and every young person’s potential is fullfilled AIM- to improve reproductive and maternal health worldwide ESTABLISHED YEAR- 1969 (1974 in INDIA) HEADQUARTER- NEW YORK DIRECTOR- Dr. Natalia Kanem (2017) FUNCTION Develop national healthcare Increasing the access to birthcontrol Leading campaigns against child marriage Prevention of violence against gender Prevention of female genital mutiliation Treatment and prevention of STD and RTI MCH care HIV prevention and treatment IEC on sexuality and treatment of infertility and Abortion FOCUS area: Reproductive health Gender equality Population and development strategies Girl education Political participation for women FGM Child marriage UNITED NATION DEVELOPMENT PROGRAMME 1965 ESTABLISHED- 22 November. 1965 HEADQUARTER- New York HEAD- Achim steiner STRUCTURE- 170 member countries and territories INTRODUCTION- Advocates for change and connect countries to knowledge, experience and resources to help people bulid a better life for themselves Encourages Human right protection, women empowerment in all its programme

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Recruitment And Retention Strategies In The Face Of Crises

1. Recruitment and Retention Understanding the Healthcare Workforce

2. Maureen McCarthy (RN, BS, RAC-MT, QCP-MT, DNS-MT, RAC-MTA) Maureen McCarthy is the founder,President,and CEO of Celtic Consulting;nationally recognized as a luminary amongst long-term care operators and clinicians for Reimbursement and Regulatory matters,Audits,Enhancing Operational Efficiency,Education and Litigation Support.She is a registered nurse with over two decades of work experience,including direct patient care,MDS Coordinator,Director of Nursing,Rehab Director,and Medicare biller. Recognized for thought leadership,Maureen presents to many long-term care industry associations and has trained thousands of clinicians and administrators.Her publications have been in leading industry journals such as PPS Alert, McKnight’s Long-Term Care News,and Skilled Nursing News and authored several books.Maureen is also the founder and CEO of MDSRescue, LLC,providing interim MDS completion services nationwide.

3. DESCRIPTION The presenter will lead an open discussion of “Thinking Outside the Box” strategies used to motivate staff and successfully engage employees.Attendees will learn what team members most commonly value,and suggestions of how you can meet their motivations and increase satisfaction.Learn about better recruitment and retention strategies in your setting in this session. During this session,the presenter will review the true cost of underproductive staff,discuss the value of staff appreciation,and describe how reinforcing skill competencies can influence staff retention. Learn how to include staff satisfaction as a QualityAssurance and Performance Improvement (QAPI) measure,utilize staff satisfaction surveys and implement a tracking system.The presenter will discuss opportunities that optimize your education budget by utilizing your vendors for skill enhancement.This session will explore current challenges providers experience when recruiting new staff and successful recruitment solutions to consider.

4. LEARNING OBJECTIVES • Understand the makeup of your workforce and recognize what factors motivate them. • Utilize recruitment and retention strategies and acknowledge possible barriers to successful implementation. • Realize the impact staff retention has on Quality Measures and revenue.

5. AREAS COVERED:- • Understanding the workforce & recruitment and retention strategies • Recruitment strategies • Retention strategies • The importance of a good orientation program • Empowering clinicians through skill development • Assess your staff competencies to meet your acuity level • Including staff retention & satisfaction as a QAPI measure • Utilizing vendors for skill enhancement

6. WHY SHOULD YOU ATTEND Learn about opportunities to safeguard one of your most valuable assets, your staff. This session will discuss how you can assess staff retention, proven solutions that increase retention, and recruitment strategies to draw in new employees.

7. WHO SHOULD ATTEND • Administrator • Director of Nursing • Nursing Staff • Regionals • Owners • CAN • Dietary

8. Thankyou ! For more information, Register for the Webinar

Recruitment And Retention Strategies In The Face Of Crises

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