New trends in nursing services

1. International Mental Health Day
Nursing Affairs Department Organized a Workshop on:
Musa Abu Sbeih
Head of Nursing Affairs
Ibn Sina Hospital
Explore the Challenges of Mental
Health Nursing in Providing Best
Clinical Practices
27th October-Muscat

2. Objectives
• Discuss Major Development and
Achievements in Quality Nursing
Services from 2002-2010
• Explore the Main Challenges of
Mental Health Nursing Profession
in Sultanate of Oman.

3. Human Resource Strength :
Staffing By Nationality
0
10
20
30
40
50
60
70
80
90
100
2002 2010
23
94
59
70
Omani Expatriate

4. Human Resource Strength:
Staffing By Gender: Male
9
43
39
43
0
5
10
15
20
25
30
35
40
45
2002 2010
Omani Expatriate

5. Human Resource Strength:
Staffing By Gender: Female
14 15
55
27
0
10
20
30
40
50
60
2002 2010
Omani Expatriate

6. Human Resource Strength :
Staffing By Qualifications: Diploma in General
Nursing
23
59
88
61
0
10
20
30
40
50
60
70
80
90
2002 2010
Omani Expatriate

7. Staff Development and Training:
Post Basic Diploma In Mental Health
1
3
49
5
0
5
10
15
20
25
30
35
40
45
50
2002 2010
Omani Expatriate

8. Staff Development and Training:
Post Basic Diploma In Nursing Administration
0
1
5
3
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
2002 2010
Omani Expatriate

9. Staff Development and Training:
Training on Infection Control
0 0
2
1
0
0.2
0.4
0.6
0.8
1
1.2
1.4
1.6
1.8
2
2002 2010
Omani Expatriate

10. Staff Development and Training:
Onjob Training on CSSD
0 0
2
0
0
0.2
0.4
0.6
0.8
1
1.2
1.4
1.6
1.8
2
2002 2010
Omani Expatriate

11. Human Resource Strength:
Staffing By Qualifications: BSN
0
3
6
4
0
1
2
3
4
5
6
2002 2010
Omani Expatriate

12. Human Resource Strength:
Staffing By Qualifications: MSN
0
1 1
4
0
0.5
1
1.5
2
2.5
3
3.5
4
2002 2010
Omani Expatriate

14. LeadershipManagement
• Succession plan for each Omani nurses
• National Best Head of Nursing Award
2010
• Evidence Based Staffing requirements:
new services, upgrading, and for quality
reasons.

15. Human Resource :
Retention Strategies
• Reward System
– Individual
• Risk Allowance
• Employee of the Month
• Bonus System
• Promotion
– Ward
• Outstanding Performance

16. Human Resource :Performance
Appraisal
2002 and before
• Appraisal
• Nursing Administration
driven
• Backward looking
• Once per year
• Tasks (job description)
• Minimal personal
development
2010
• Plan, Focus and Review
• Employee initiated and
managed
• Forward looking
• 2 times, ongoing process
• Results/Outcomes linked
to Hospital Strategic
Plan, team goals
• Development &
competencies integral
• Criteria for Further
Studies

17. Human Resource :Skill Mix
• Staff Deployment
• Evaluate the outcome of skill mix changes
on patients, system and providers
• Provide education for collaborative nursing
practice and improved SN and SSN
understanding of scope of practice and roles.
• Ensure full scope nursing practice

18. Role Transition
• Novice to Expert
• One-to-One Training (Mentorship and
Preceptorship)

19. Practice
1. Identified workload indicators
2. Staff ratio and skill mix
3. Modify and Update Clinical Nursing
Manuals
4. Flowcharts and algorithm for the main
nursing procedures

20. Quality
Continual Monitoring Patterns of
Performance
Continual Audit nursing procedures
Regular Safety Performance report
Medication Reconciliation/
1. Re-Education (Bed side Teaching)
2. Update the performance checklist)

21. Quality cont…
Quality Awards & Criteria
1. Outstanding Nurse
2. Excellence in practice based on area
wise
 Released Seven core standards manual
 Implemented Ethical and Professional
Codes of Conduct on day-by-day
practice.

22. Clinical Services
Workload and Workforce Management
• Job Function Analysis
• List of Competencies
• Full Time Equivalents (FTEs)
• Clinical Research Studies
• On Job Evaluation Studies
• Statistical Class
Due to the investments of MOH on Omani
HR Development

23. Ethical and Professional Code of Conduct
• Awareness
• Implementation
• New employed Staff & Interns

24. Nursing Care Delivery System
• Functional
• Primary Nursing

25. Quality Activity
• Day-by-day management to strategic
planning
• Patient Safety
• Staff Safety
• Improvement Projects
• Measuring the Effectiveness of the program
• Auditing

26. Education
 Preceptor training :
1. Continued support of Nurse Enrichment
2. One-to-one training
3. Continual Professional Development
 Management course
 Standardize needs assessment tools
 Provide bedside teaching/learning opportunities
 Individualize educational needs
 Availability of Master degree for Mental Health
Nursing subspecialty

27. Staff Development and Training
• Intensive Training Program for Interns,
Mentors & Preceptors
• Sharing Experiences in Regional &
National Level
• CPE activities
• National Training Center on Mental Health
(Accredidated by OMSB & Arab Board)

28. Research
• Revise and update nursing research
policy available
• Staff Satisfaction regular checked

29. Challenges
• Lack of Competencies in Subspecialty
Psychiatry Nursing
• Lack of Skills at General Nursing
• Lack of Evidence Based Practice
• Lack of Research
• Variable set of Knowledge and Skills
• Different Competencies

30. Challenges
• Problem to Recruit and to Retain Nurses
(An international issues)
• Poor Image and Stigma
• Perception of Increased Violence in Field of
Psychiatry Nursing
• Poor Perception of Psychiatry staff by other
Professionals

31. QUESTIONS?