The document discusses a presentation about advancing nurse education given by John W. Rowe and Tamra E. Minnier. It summarizes key recommendations from the Institute of Medicine's Future of Nursing report to expand nurse education opportunities and roles. It also describes the Future of Nursing: Campaign for Action initiative focused on implementing the IOM's recommendations by advancing education, removing barriers to practice, and increasing nursing leadership. The presenters argue that transforming nursing education and roles is necessary to address challenges in healthcare like rising costs, disparities, and shortages and will be important for the future of the healthcare system.
January RWJF HC3 Webinar - Future of Nursing: Campaign for ActionRWJFHumanCapital
The document discusses a webinar about the Future of Nursing: Campaign for Action and why health leaders should get involved. It summarizes the Institute of Medicine report that called for transforming nursing. It outlines the campaign's vision, strategies, focus areas of education, practice, collaboration, leadership, and data. It discusses progress being made in these areas and how Robert Wood Johnson Foundation grantees can get involved through their state action coalitions to help implement the recommendations.
The document provides an overview of technical assistance and resources available to State Action Coalitions involved in the Future of Nursing: Campaign for Action. It outlines support in the areas of communications, planning, content resources, and site visit planning to help coalitions advance key recommendations from the Institute of Medicine's report on the future of nursing. Contact information is provided for campaign staff who can provide customized assistance to coalitions.
The document discusses the future of nursing and healthcare. It outlines challenges facing the US healthcare system including rising costs and access issues. It also discusses challenges and opportunities for nursing including an aging population, need for higher levels of education, and calls to expand nursing's leadership role. The IOM report on nursing recommends increasing the proportion of nurses with bachelor's degrees and doubling the number with doctorates by 2020 to help transform the healthcare system and improve outcomes.
A Perfect Storm for Population Health - Teaching PreventionPractical Playbook
This document provides an overview of a workshop on population health and community engagement. The workshop uses a case study approach to teach skills for improving population health outcomes. Participants work through the case study in small groups, taking on roles of different stakeholders to understand their perspectives. The goal is for participants to explore collaborative, community-based approaches to address complex health issues like obesity. The workshop guides participants through eight steps, including defining the problem, gathering allies, creating a vision statement, and developing and communicating a strategy. Feedback is solicited on how the case study approach and materials could support training healthcare professionals to work across sectors in transforming health systems.
When the Population is “the Patient”: Developing Population Health Milestones Practical Playbook
The goal of this presentation was to prioritize Milestones for resident education in population health, and identify gaps in materials for teaching and assessment. The Institute of Medicine has warned: “The traditional separation between primary health care providers and public health professionals is impeding greater success in meeting their shared goal of ensuring the health of populations.” The implementation of the Accountable Care Act expedites the nation’s need to bridge that divide. The ACGME has required elements of population health training through the Common Program Requirements addressing professionalism and systems-based practice, expecting residents to demonstrate “sensitivity and responsiveness to a diverse patient population,” and “incorporate… cost-awareness and risk-benefit analysis in… population-based care.” The Clinical Learning Environment Review program emphasizes additional components through its focus on Transitions in Care.
The Centers for Disease Control (CDC), and the American Association of Medical Colleges (AAMC) awarded Duke a project to improve residents’ training in population health, building on the work of the Duke-CDC population health model, but modified to meet the needs of different specialties and programs. Listservs of program directors in family medicine, internal medicine, and pediatrics have been used to solicit collaborators. A “starter set” of Milestones has been created, and curricular and assessment materials are being mapped to them. This presentation significantly advanced this effort, adding the “wisdom from the crowd” of graduate medical education thought leaders representing an even broader audience. Session participants contributed in developing these population health Milestones, and shared materials and resources, such as those from the Practical Playbook, with opportunities for further engagement.
Developing a Postdoctoral Psychology Residency Program in Your Community Heal...CHC Connecticut
Two years later, we continue to witness the pandemic’s toll on mental health – and a sustained increased demand for mental health services. Behavioral health care providers who are experienced in integrated care settings are needed now more than ever.
Join this webinar to learn how your health center can establish its own postdoctoral clinical psychology residency program.
This webinar will address considerations such as program structure, design, curriculum, the supervisor’s role, required resources, and the benefits of sponsoring an in-house formal postdoctoral clinical psychology residency training program.
Panelists:
• Dr. Tim Kearney, Chief Behavioral Health Officer, Community Health Center, Inc.
• Dr. Chelsea McIntosh, Training Director, CHC Postdoctoral Residency Program, Community Health Center Inc.
This project aims to address mental health inequalities and integrate a non-medical mental health model into primary care settings. It will do this by influencing how GPs discuss mental health with patients and providing access to needs assessments. The goals are to integrate the model into primary care over 12 months, evaluate the impact on patients, staff and services, and disseminate the learnings. Outcomes could include improved mental health, reduced health service use, and more equitable care. The needs assessment approach targets practical problems that contribute to distress and limit recovery.
This document summarizes the results of a survey conducted by IPPOSI on patient data. It shows that 103 responses were received from IPPOSI members and non-members. The survey asked questions to understand respondents' familiarity with and views on electronic health records, data sharing, and key topics. It also identified the most interesting topics to members as improving data quality and infrastructure, addressing trustworthiness, and probing data privacy and protection. Additional topics suggested for focus included patient representation, integrated care, and data access. The document provides insights into stakeholders' priorities and concerns around patient data issues.
January RWJF HC3 Webinar - Future of Nursing: Campaign for ActionRWJFHumanCapital
The document discusses a webinar about the Future of Nursing: Campaign for Action and why health leaders should get involved. It summarizes the Institute of Medicine report that called for transforming nursing. It outlines the campaign's vision, strategies, focus areas of education, practice, collaboration, leadership, and data. It discusses progress being made in these areas and how Robert Wood Johnson Foundation grantees can get involved through their state action coalitions to help implement the recommendations.
The document provides an overview of technical assistance and resources available to State Action Coalitions involved in the Future of Nursing: Campaign for Action. It outlines support in the areas of communications, planning, content resources, and site visit planning to help coalitions advance key recommendations from the Institute of Medicine's report on the future of nursing. Contact information is provided for campaign staff who can provide customized assistance to coalitions.
The document discusses the future of nursing and healthcare. It outlines challenges facing the US healthcare system including rising costs and access issues. It also discusses challenges and opportunities for nursing including an aging population, need for higher levels of education, and calls to expand nursing's leadership role. The IOM report on nursing recommends increasing the proportion of nurses with bachelor's degrees and doubling the number with doctorates by 2020 to help transform the healthcare system and improve outcomes.
A Perfect Storm for Population Health - Teaching PreventionPractical Playbook
This document provides an overview of a workshop on population health and community engagement. The workshop uses a case study approach to teach skills for improving population health outcomes. Participants work through the case study in small groups, taking on roles of different stakeholders to understand their perspectives. The goal is for participants to explore collaborative, community-based approaches to address complex health issues like obesity. The workshop guides participants through eight steps, including defining the problem, gathering allies, creating a vision statement, and developing and communicating a strategy. Feedback is solicited on how the case study approach and materials could support training healthcare professionals to work across sectors in transforming health systems.
When the Population is “the Patient”: Developing Population Health Milestones Practical Playbook
The goal of this presentation was to prioritize Milestones for resident education in population health, and identify gaps in materials for teaching and assessment. The Institute of Medicine has warned: “The traditional separation between primary health care providers and public health professionals is impeding greater success in meeting their shared goal of ensuring the health of populations.” The implementation of the Accountable Care Act expedites the nation’s need to bridge that divide. The ACGME has required elements of population health training through the Common Program Requirements addressing professionalism and systems-based practice, expecting residents to demonstrate “sensitivity and responsiveness to a diverse patient population,” and “incorporate… cost-awareness and risk-benefit analysis in… population-based care.” The Clinical Learning Environment Review program emphasizes additional components through its focus on Transitions in Care.
The Centers for Disease Control (CDC), and the American Association of Medical Colleges (AAMC) awarded Duke a project to improve residents’ training in population health, building on the work of the Duke-CDC population health model, but modified to meet the needs of different specialties and programs. Listservs of program directors in family medicine, internal medicine, and pediatrics have been used to solicit collaborators. A “starter set” of Milestones has been created, and curricular and assessment materials are being mapped to them. This presentation significantly advanced this effort, adding the “wisdom from the crowd” of graduate medical education thought leaders representing an even broader audience. Session participants contributed in developing these population health Milestones, and shared materials and resources, such as those from the Practical Playbook, with opportunities for further engagement.
Developing a Postdoctoral Psychology Residency Program in Your Community Heal...CHC Connecticut
Two years later, we continue to witness the pandemic’s toll on mental health – and a sustained increased demand for mental health services. Behavioral health care providers who are experienced in integrated care settings are needed now more than ever.
Join this webinar to learn how your health center can establish its own postdoctoral clinical psychology residency program.
This webinar will address considerations such as program structure, design, curriculum, the supervisor’s role, required resources, and the benefits of sponsoring an in-house formal postdoctoral clinical psychology residency training program.
Panelists:
• Dr. Tim Kearney, Chief Behavioral Health Officer, Community Health Center, Inc.
• Dr. Chelsea McIntosh, Training Director, CHC Postdoctoral Residency Program, Community Health Center Inc.
This project aims to address mental health inequalities and integrate a non-medical mental health model into primary care settings. It will do this by influencing how GPs discuss mental health with patients and providing access to needs assessments. The goals are to integrate the model into primary care over 12 months, evaluate the impact on patients, staff and services, and disseminate the learnings. Outcomes could include improved mental health, reduced health service use, and more equitable care. The needs assessment approach targets practical problems that contribute to distress and limit recovery.
This document summarizes the results of a survey conducted by IPPOSI on patient data. It shows that 103 responses were received from IPPOSI members and non-members. The survey asked questions to understand respondents' familiarity with and views on electronic health records, data sharing, and key topics. It also identified the most interesting topics to members as improving data quality and infrastructure, addressing trustworthiness, and probing data privacy and protection. Additional topics suggested for focus included patient representation, integrated care, and data access. The document provides insights into stakeholders' priorities and concerns around patient data issues.
The document summarizes a patient safety workshop that introduced the Whole Systems Integrated Care (WSIC) programme and Imperial College Health Partners (ICHP) patient safety initiatives in North West London. The workshop aimed to gather feedback on how patients can get more involved in improving safety. It covered the vision for integrated care in NWL and patient stories. Group exercises discussed risks to a safer system and how patients and professionals can work together on safety. The Patient Safety Champion Network was introduced to promote patient engagement in safety work across NWL.
A Conversation on Care Coordination for Children with Medical Complexity: Who...LucilePackardFoundation
Care coordination is an important approach to addressing the fragmented care that children with medical complexity often encounter. What are optimal care coordination services? How does care coordination intersect with care integration and case management? Learn best practices and how to implement a process that will achieve improved outcomes and value for children with special health care needs and their families.
This document summarizes a presentation about technology-enhanced nursing and patient-centered care. It discusses how emerging technologies can help achieve patient-centered care if guided by nursing's goals of protecting health and optimizing care. It outlines three policy areas where academic nursing could provide input: personal health records, technical infrastructure, and quality indicators reported by patients. Finally, it proposes strategies for leveraging existing nursing education to create technology-enhanced practice, such as integrating technologies into curricula and leveraging partnerships across disciplines.
eHealth Ecosystem - Dr Derick Mitchell - October 2017ipposi
This document discusses structured patient engagement in eHealth. It describes IPPOSI, a patient-led organization that advocates for patient involvement in health innovation, research, and policy. IPPOSI priorities include improved patient access to health innovation and meaningful patient participation. The document outlines challenges to patient engagement and emphasizes trust, education, and frameworks to enable ethical use of patient data. It proposes a roadmap for an electronic health record program that incorporates patient consultation at various stages. Overall, the document advocates for informed, engaged, and empowered patient participation in eHealth.
AcademyHealth Engagement, Empowerment, Enhancement: The Role of Consumers in ...Whitney Bowman-Zatzkin
2:45pm-4:15pm
Engagement, Empowerment, Enhancement: The Role of Consumers in Health Care and Advocacy
Moderator: Whitney Bowman-Zatzkin, Flip the Clinic
Strategies and Tactics for Achieving Meaningful Consumer Engagement
Claire Brindis, Director, Institute for Health Policy Studies
Speakers:
Tom Workman, American Institutes for Research (AIR)
Amanda Otero, Health Care Organizer, TakeAction Minnesota
Imagine a healthcare system where people live long, healthy lives, receiving quality, affordable care, with clinicians nationwide collaborating to improve outcomes. That's Accountable Care! Learn the benefits of becoming an ACO in this insightful eBook.
Integrated care aims to provide proactive, coordinated care for patients through collaboration between health sectors. It involves collecting common patient data, stratifying patients by risk level, and creating joint care plans in cross-sector teams. The goals are to improve the patient experience through more coherent care, support self-management, and make the health system more sustainable by preventing unnecessary hospitalizations and costs. An integrated care project in Odense has established the necessary foundations and is currently testing collaboration models and common digital tools for elderly patients and those with mental health issues, with the first patients enrolled. The project will be fully operational on September 1, 2014 and evaluated by the end of 2015.
This document summarizes a presentation about how NICE guidelines can help improve care for older people. It discusses three NICE guidelines on home care, care for older adults with multiple long-term conditions, and transitions between hospital and community care. Common themes across the guidelines include person-centered care, supporting carers, assessment and care planning, integrated working, and information sharing. The presentation provides examples of how practitioners can apply the guideline recommendations in their work.
The document discusses issues facing the health system in New Zealand and the vision and goals of the Health Management System Collaborative (HMSC). Key issues include an aging population, workforce shortages, and financial pressures. The HMSC aims to establish an integrated individual-centric health information system to improve care coordination and outcomes. The collaborative procurement process involves strong clinical engagement and aims to identify innovative solutions not limited by existing systems. Challenges include addressing privacy concerns while enabling information sharing and engaging existing vendors in the opportunities presented.
Maxime Lê is a graduate of health sciences from the University of Ottawa that has worn many hats for many roles. Chief among them is being a patient advisor for The Ottawa Hospital. Having frequently been a patient and having a passion for health and healthcare, he decided to get involved at The Ottawa Hospital to help improve care, research and advocate for patients. Maxime, while sharing his hands-on experience and insights, answered the questions that healthcare providers, researchers, or prospective patient advisors may have, such as: ''What does it mean to be a patient advisor?'', ''Why is it important?'', and ''What impact does it have?''.
The webinar was followed by an interactive question and answer session.
Ahec interprofessional collaboration presentationDeanna B. Hiott
This document describes the Outpatient Quality Improvement Network (OQUIN) initiative in South Carolina to improve cardiovascular health through interprofessional collaboration. OQUIN provided medical summary data to practices to monitor patient outcomes and drive quality improvements. This led to South Carolina improving from 33rd to 17th in cardiovascular health. The Center of Pediatric Medicine used Lean Six Sigma methodology in an initiative to increase measurement of patient heights and weights to calculate BMI for obesity identification. Through defining the problem, measuring baseline performance, analyzing causes, improving processes, and controlling gains, rates of missing BMI data decreased from 22.45% to 1.46%. The project highlighted the benefits of interprofessional teams bringing different perspectives to problem solving and mutual goal setting.
Spring 2014 Global Health Practitioner Conference BookletCORE Group
This document provides information about the 2014 CORE Group Global Health Practitioner Conference held from May 5-9, 2014 in Silver Spring, MD. The conference theme is "Health for All Starts in the Community" and aims to explore community health strategies, share resources and technical information, and strengthen CORE Group's working groups. It lists sponsors, contributors and objectives of the conference. It also provides an overview of CORE Group including its vision, mission and expertise. It describes the eight CORE Group working groups that participants can join.
Evidence-Informed Guidelines for Recreation Therapy programs to Enhance the M...BCCPA
This presentation will provide an overview of the BCCPA Mitacs-SFU project to develop a best practices guide for recreational therapy (RT). OLTCA and ACCA are also partners in this project. Along with reviewing the results of a survey on recreational therapy in LTC that was undertaken in BC, Alberta and Ontario it will present the final RT best practices guide.
Presented by:
- Dr. Kim van Schooten, Centre for Hip Health and Mobility, University of British Columbia
- Dr. Yijian Yang, Centre for Hip Health and Mobility, University of British Columbia
- Brenda Kinch, President, BC Therapeutic Recreation Association
The document discusses the Guidelines International Network (G-I-N) and G-I-N North America. It summarizes that G-I-N is a global network of guideline organizations that aims to reduce duplication of effort and promote best practices in guideline development. It also discusses G-I-N's consumer involvement activities through G-I-N PUBLIC and the toolkit it has created on patient and public involvement in guidelines. Finally, it promotes partnership opportunities between G-I-N North America and CUE to further consumer engagement in guideline development.
Palliative care white paper for RegenceErin Codazzi
This document discusses the growing need for palliative care in the United States. It notes that 90 million Americans have a serious long-term illness, and the number is expected to more than double in the next 25 years. Additionally, four in ten Americans care for loved ones with serious illnesses. The document calls for a more holistic approach to palliative care that centers on patient needs, expands access to care for patients and families, engages stakeholders, and encourages industry solutions. It provides examples of organizations working to implement more comprehensive palliative care programs.
Lessons learned - implementing an Electronic Palliative Care Co-ordination System (EPaCCS)
Electronic Palliative Care Co-ordination Systems (EPaCCS) provide a means of recording and communicating key information about people's wishes and preferences for end of life care. The ultimate aim is to improve co-ordination of care so that end of life care wishes can be met at the point of care, and more people are able to die in the place of their choosing and with their preferred care package.
CJA is monitoring the development of the field of catalyst initiatives. Catalysts seek to help local regions transform health and health care in their regions. This is the third in the series.
The document discusses implementing a patient education program to improve patient safety and medication communication scores. It will increase patients' understanding of their medications and side effects. Lewin's three stage theory of change is cited to explain how the program will be implemented. The unfreezing stage will help understand challenges and develop strategies to overcome resistance to change. The program aims to positively impact patient experience, safety, and healthcare organization goals.
Implementing Fixed Patient For Nurse RatiosTanya Williams
This document proposes implementing hourly rounding at a hospital to improve patient safety and satisfaction. A task force would be established to use research evidence to propose, implement, and evaluate the change. The Johns Hopkins Nursing Evidence-Based Practice model would be used as a guideline, consisting of three phases - identifying the issue, searching for evidence, and translating evidence into practice. Implementing hourly rounding would help meet patients' needs, reduce call lights and falls, and improve HCAHPS scores.
The document summarizes a patient safety workshop that introduced the Whole Systems Integrated Care (WSIC) programme and Imperial College Health Partners (ICHP) patient safety initiatives in North West London. The workshop aimed to gather feedback on how patients can get more involved in improving safety. It covered the vision for integrated care in NWL and patient stories. Group exercises discussed risks to a safer system and how patients and professionals can work together on safety. The Patient Safety Champion Network was introduced to promote patient engagement in safety work across NWL.
A Conversation on Care Coordination for Children with Medical Complexity: Who...LucilePackardFoundation
Care coordination is an important approach to addressing the fragmented care that children with medical complexity often encounter. What are optimal care coordination services? How does care coordination intersect with care integration and case management? Learn best practices and how to implement a process that will achieve improved outcomes and value for children with special health care needs and their families.
This document summarizes a presentation about technology-enhanced nursing and patient-centered care. It discusses how emerging technologies can help achieve patient-centered care if guided by nursing's goals of protecting health and optimizing care. It outlines three policy areas where academic nursing could provide input: personal health records, technical infrastructure, and quality indicators reported by patients. Finally, it proposes strategies for leveraging existing nursing education to create technology-enhanced practice, such as integrating technologies into curricula and leveraging partnerships across disciplines.
eHealth Ecosystem - Dr Derick Mitchell - October 2017ipposi
This document discusses structured patient engagement in eHealth. It describes IPPOSI, a patient-led organization that advocates for patient involvement in health innovation, research, and policy. IPPOSI priorities include improved patient access to health innovation and meaningful patient participation. The document outlines challenges to patient engagement and emphasizes trust, education, and frameworks to enable ethical use of patient data. It proposes a roadmap for an electronic health record program that incorporates patient consultation at various stages. Overall, the document advocates for informed, engaged, and empowered patient participation in eHealth.
AcademyHealth Engagement, Empowerment, Enhancement: The Role of Consumers in ...Whitney Bowman-Zatzkin
2:45pm-4:15pm
Engagement, Empowerment, Enhancement: The Role of Consumers in Health Care and Advocacy
Moderator: Whitney Bowman-Zatzkin, Flip the Clinic
Strategies and Tactics for Achieving Meaningful Consumer Engagement
Claire Brindis, Director, Institute for Health Policy Studies
Speakers:
Tom Workman, American Institutes for Research (AIR)
Amanda Otero, Health Care Organizer, TakeAction Minnesota
Imagine a healthcare system where people live long, healthy lives, receiving quality, affordable care, with clinicians nationwide collaborating to improve outcomes. That's Accountable Care! Learn the benefits of becoming an ACO in this insightful eBook.
Integrated care aims to provide proactive, coordinated care for patients through collaboration between health sectors. It involves collecting common patient data, stratifying patients by risk level, and creating joint care plans in cross-sector teams. The goals are to improve the patient experience through more coherent care, support self-management, and make the health system more sustainable by preventing unnecessary hospitalizations and costs. An integrated care project in Odense has established the necessary foundations and is currently testing collaboration models and common digital tools for elderly patients and those with mental health issues, with the first patients enrolled. The project will be fully operational on September 1, 2014 and evaluated by the end of 2015.
This document summarizes a presentation about how NICE guidelines can help improve care for older people. It discusses three NICE guidelines on home care, care for older adults with multiple long-term conditions, and transitions between hospital and community care. Common themes across the guidelines include person-centered care, supporting carers, assessment and care planning, integrated working, and information sharing. The presentation provides examples of how practitioners can apply the guideline recommendations in their work.
The document discusses issues facing the health system in New Zealand and the vision and goals of the Health Management System Collaborative (HMSC). Key issues include an aging population, workforce shortages, and financial pressures. The HMSC aims to establish an integrated individual-centric health information system to improve care coordination and outcomes. The collaborative procurement process involves strong clinical engagement and aims to identify innovative solutions not limited by existing systems. Challenges include addressing privacy concerns while enabling information sharing and engaging existing vendors in the opportunities presented.
Maxime Lê is a graduate of health sciences from the University of Ottawa that has worn many hats for many roles. Chief among them is being a patient advisor for The Ottawa Hospital. Having frequently been a patient and having a passion for health and healthcare, he decided to get involved at The Ottawa Hospital to help improve care, research and advocate for patients. Maxime, while sharing his hands-on experience and insights, answered the questions that healthcare providers, researchers, or prospective patient advisors may have, such as: ''What does it mean to be a patient advisor?'', ''Why is it important?'', and ''What impact does it have?''.
The webinar was followed by an interactive question and answer session.
Ahec interprofessional collaboration presentationDeanna B. Hiott
This document describes the Outpatient Quality Improvement Network (OQUIN) initiative in South Carolina to improve cardiovascular health through interprofessional collaboration. OQUIN provided medical summary data to practices to monitor patient outcomes and drive quality improvements. This led to South Carolina improving from 33rd to 17th in cardiovascular health. The Center of Pediatric Medicine used Lean Six Sigma methodology in an initiative to increase measurement of patient heights and weights to calculate BMI for obesity identification. Through defining the problem, measuring baseline performance, analyzing causes, improving processes, and controlling gains, rates of missing BMI data decreased from 22.45% to 1.46%. The project highlighted the benefits of interprofessional teams bringing different perspectives to problem solving and mutual goal setting.
Spring 2014 Global Health Practitioner Conference BookletCORE Group
This document provides information about the 2014 CORE Group Global Health Practitioner Conference held from May 5-9, 2014 in Silver Spring, MD. The conference theme is "Health for All Starts in the Community" and aims to explore community health strategies, share resources and technical information, and strengthen CORE Group's working groups. It lists sponsors, contributors and objectives of the conference. It also provides an overview of CORE Group including its vision, mission and expertise. It describes the eight CORE Group working groups that participants can join.
Evidence-Informed Guidelines for Recreation Therapy programs to Enhance the M...BCCPA
This presentation will provide an overview of the BCCPA Mitacs-SFU project to develop a best practices guide for recreational therapy (RT). OLTCA and ACCA are also partners in this project. Along with reviewing the results of a survey on recreational therapy in LTC that was undertaken in BC, Alberta and Ontario it will present the final RT best practices guide.
Presented by:
- Dr. Kim van Schooten, Centre for Hip Health and Mobility, University of British Columbia
- Dr. Yijian Yang, Centre for Hip Health and Mobility, University of British Columbia
- Brenda Kinch, President, BC Therapeutic Recreation Association
The document discusses the Guidelines International Network (G-I-N) and G-I-N North America. It summarizes that G-I-N is a global network of guideline organizations that aims to reduce duplication of effort and promote best practices in guideline development. It also discusses G-I-N's consumer involvement activities through G-I-N PUBLIC and the toolkit it has created on patient and public involvement in guidelines. Finally, it promotes partnership opportunities between G-I-N North America and CUE to further consumer engagement in guideline development.
Palliative care white paper for RegenceErin Codazzi
This document discusses the growing need for palliative care in the United States. It notes that 90 million Americans have a serious long-term illness, and the number is expected to more than double in the next 25 years. Additionally, four in ten Americans care for loved ones with serious illnesses. The document calls for a more holistic approach to palliative care that centers on patient needs, expands access to care for patients and families, engages stakeholders, and encourages industry solutions. It provides examples of organizations working to implement more comprehensive palliative care programs.
Lessons learned - implementing an Electronic Palliative Care Co-ordination System (EPaCCS)
Electronic Palliative Care Co-ordination Systems (EPaCCS) provide a means of recording and communicating key information about people's wishes and preferences for end of life care. The ultimate aim is to improve co-ordination of care so that end of life care wishes can be met at the point of care, and more people are able to die in the place of their choosing and with their preferred care package.
CJA is monitoring the development of the field of catalyst initiatives. Catalysts seek to help local regions transform health and health care in their regions. This is the third in the series.
The document discusses implementing a patient education program to improve patient safety and medication communication scores. It will increase patients' understanding of their medications and side effects. Lewin's three stage theory of change is cited to explain how the program will be implemented. The unfreezing stage will help understand challenges and develop strategies to overcome resistance to change. The program aims to positively impact patient experience, safety, and healthcare organization goals.
Implementing Fixed Patient For Nurse RatiosTanya Williams
This document proposes implementing hourly rounding at a hospital to improve patient safety and satisfaction. A task force would be established to use research evidence to propose, implement, and evaluate the change. The Johns Hopkins Nursing Evidence-Based Practice model would be used as a guideline, consisting of three phases - identifying the issue, searching for evidence, and translating evidence into practice. Implementing hourly rounding would help meet patients' needs, reduce call lights and falls, and improve HCAHPS scores.
This document discusses the importance of evidence-based practice in nursing. It begins by explaining how evidence-based practices have reverberated across nursing practice, education, and science. The need for improved healthcare calls for evidence-based practices to be incorporated into health systems to increase effectiveness, safety, and efficiency. New practice approaches should be evidence-based to help move healthcare in the desired direction. The document also provides an example of how one facility successfully reduced hospital-acquired pressure ulcers through implementing evidence-based skin assessment and wound care protocols. It concludes by stating the importance of evidence-based practices in tackling issues like hospital-acquired pressure ulcers.
Pros and cons of mandatory continuing nursing educationKaren.docxbriancrawford30935
Mandatory continuing nursing education has both pros and cons. The pros include increased competency through enhanced knowledge and skills, improved patient outcomes, and maintaining professional certification. However, continuing education requires time and financial costs. While it helps ensure competency, it does not guarantee it. There are also pros and cons related to how continuing education aligns with nursing standards and ethics. Overall, continuing education aims to improve nursing practice and patient care, but must consider practical barriers like costs and time away from work.
The document is the 2014 annual report for the nursing department at Reading Hospital and Health System. It discusses the nursing department's commitment to elevating nursing and transforming patient care through their nursing professional practice model. Key achievements in 2014 include beginning the journey to Magnet designation, expanding shared governance, increasing BSN-prepared nurses, and making improvements to reduce infections and falls. The report outlines priorities and initiatives for 2014-2015 such as relationship-based care delivery redesign, the GetWellNetwork patient engagement program, and research/evidence-based practice development.
2Nursing Staff Shortage in HealthcareRuta Arefaine.docxrobert345678
2
Nursing Staff Shortage in Healthcare
Ruta Arefaine
Oak Point University
NUR 4642: Professional Role Transition
Professor Josette Cabatingan-Oribello
Nursing Shortage
The shortage in the nursing profession has been an issue for over several years. Especially following COVID-19 suddenly gotten worse. St. Mary Elizabeth Hospital is no exception to this growing issue. Nurses make up the majority of medical practitioners and are essential to the industry. There remains a demand for more skilled educators in the perioperative environment and less even workforce distribution. Many serious factors cause the lack of nurses. As the age increases, there is a greater necessity for medical coverage. The authenticity is that, instead of taking just one illness, senior adults typically have illnesses and founders that necessitate professional care. Overall, individuals exist lengthier, a growing ultimatum for well-being care. Many chronic illnesses that were previously fatal are now treatable (Mar et al., 2019). The baby boom generation is still at a stage where they might need more medical attention as society ages. Today, more incredible Americans than ever previously time in history are above the age of 65.
According to Haddad et al. (2022, disclosed Nursing employment is anticipated to increase by 6% during the following ten years, according to the Bureau of Labor Statistics Number Of simulations 2021–2031. The number of Nurses working in the profession is expected to rise by 195,400 from 3.1 million in 2021 to 3.3 million in 2031. When nurses retire, they get pension benefits and labor strength leave benefits which are prudently essential in the United States. More than 203,200 positions for Nursing professionals have become vacant in consecutive years. In addition, the nursing staff is shrinking. There are about one million nurse practitioners who are above 50. Thus, it shows that in ten to fifteen years, one in the workforce may be quitting. This figure includes medical faculties, which poses a unique problem since it necessitates training many more nurses with scarce assets. Constraints on admittance and a decline in the nursing practice's number of nurses can generate both results of a nursing faculty shortage.
Fewer students may register, and the curriculum's and the scholar's general superiority of education may worsen due to a condensed and forced facility. Some newly hired nurses find that the profession differs from what they had imagined after starting their jobs. Others might become employed for a while before giving up after getting overworked. The incidence of nurse burnout is tapering off after years of progressively increasing levels. Furthermore, the spectrum of the average income employee turnover, which spans between 8.8% to 37.0%, is determined by nursing discipline and locale (Rosseter, 2014). Enhancing nurses' labor conditions is insufficient. It is also essential to consider the caliber of nursing knowledge prov.
This document discusses implementing a planned change in a maternal child health setting using a shared governance model. It notes that shared governance aims to improve nursing practice through collaboration between nurses, patients, and other providers. The planned change would establish a shared governance council to help address challenges in promoting interdisciplinary team collaboration. Educational workshops would be held for all nursing staff to introduce the shared governance model and gain input from different specialties. A pilot study on one unit would evaluate the model's impact before full implementation. The goal is to enhance quality of care through nurse empowerment and involvement in decision making.
Developing Organizational Policies and Practices HW.pdfsdfghj21
The document discusses organizational policies and practices for addressing nurse shortages. It identifies competing needs around resources, workers, and patients. It describes the organization's existing policy of mandatory overtime and recommends establishing limits on overtime and increasing nurse compensation and engagement to better balance competing stakeholder needs and improve ethics.
Futuristic nursing and visibility of nursesVinodmohanan55
This document discusses future developments in nursing practice and strategies to increase the visibility of nursing. It outlines developments like expanding technology, genomic mapping, robotic nursing and space nursing. It also discusses factors affecting the visibility of nursing like handmaiden roles, hierarchical structures and nurses' views of themselves. Some strategies suggested to increase visibility include recruitment, enhancing public view, funding, relationships with administrators and governments, and role of media. The document emphasizes expanding professional knowledge and skills through higher education and research to advance the nursing profession.
Discussion 1How Competing Needs May Impact the Development of VinaOconner450
Discussion 1
How Competing Needs May Impact the Development of a Policy
For my previous discussion post, I discussed how staffing shortages can lead to burnout due to increased workloads and longer hours. Burnout has been shown to significantly increase medication errors, reduce patient outcomes, and reduce productivity which decreases the quality of patient care overall (Bakhamis et al., 2019). Nurses will also become overwhelmed working in stressful environments, creating lower job satisfaction scores and lower nurse retention (Bakhamis et al., 2019). Because of this need to prevent burnout in nurses, the policy would need to be developed to address having an adequate nurse-to-patient ratio while also balancing budget costs. Despite attempts to develop policies to help healthcare organizations, competing needs related to the workforce and lack of resources make it difficult to address the shortage.
Nursing leaders would need to develop a policy that can create a supportive environment for nurses to care for patients safely. The goal would be to improve patient outcomes and improve retention, decreasing burnout. For example, developing a policy to establish set nurse-to-patient ratios depending on the unit. Adequate staffed units have been shown to result in lower mortality rates, shorter hospital stays, and less risk for adverse risks like medication errors (Saville et al., 2019).
Specific Competing Needs that May Impact Nurse Shortages
For adequate staffing, there needs to be a balance between the funds available and the organization’s available budget so that it is sustainable while also providing the best patient outcomes. In other words, there needs to be staff and funding available for this to happen. Within my healthcare organization, we have used travelers to fill in shifts to help supplement staffing. There have been times when the number of travel nurses outnumbers staff nurses on a given shift. While these travelers provide much-needed help, they also have expensive contracts and will work a few months per their contracts. When discussing this dilemma with hospital leadership, we have been told this process is not sustainable in the long run. Instead, the hospital risks losing more money in paying travelers than losing staff nurses. According to Kelly and Porr (2018), this is an example of how the business model of healthcare can negatively impact nurses and their ability to provide safe, high-quality patient care. Over time this can increase nursing stress due to ethical dilemmas, increase burnout, and ultimately worsen staffing anyway (Kelly & Porr, 2018).
Nurses should recognize these issues as serious ethical dilemmas as patients risk subpar care due to increasing healthcare costs. Milliken (2018) suggests nurses develop ethical awareness, by challenging situations and understanding the outcomes of these actions. For example, in my healthcare organization, we have discussed how the lack of staffing can lead to increa ...
The document discusses strategies for a new nurse manager to implement to reduce hospital readmissions and improve patient outcomes in compliance with new regulations. It instructs the nurse manager to integrate interprofessional collaboration and communication among nursing staff and leaders, create a plan using advanced leadership roles to promote excellent patient outcomes, and plan a healthcare delivery system that manages resources in a fiscally responsible way to provide high-quality care. The nurse manager is asked to apply one of the nine Master's of Science in Nursing (MSN) essential interventions to their plan.
This presentation highlights the qualities needed for a nurse to become a leader and also the qualities that senior nurses need to develop in the junior nurses so that the latter can become leaders of the future
Cases and Health Organizations Involved.docxwrite31
The document discusses several cases involving health organizations and issues they are facing:
1) A rural hospital in Wisconsin is seeing more COVID cases than in previous months, overwhelming resources. They are implementing surge plans and strict PPE protocols.
2) A rural Alaskan clinic faces employee morale issues like disengagement and lack of training that impacts patient care. Shared leadership models are discussed as a solution.
3) A public health department is investigating a rise in perinatal hepatitis B cases, focusing on education and screening to prevent transmission.
A New Era For Nursing: How non-traditional roles are reshaping nursing careersKelly Services
Nontraditional nursing roles have emerged due to technological growth, healthcare reform, and demand for preventative and community-based care. Areas such as patient safety, quality improvement, health informatics, behavioral health, and care coordination have become important domains for nursing. The roles of occupational health nurses, case managers, HEDIS nurses, quality assurance nurses, and nurse educators are growing due to a focus on wellness, chronic disease management, and reducing healthcare costs. These nontraditional nursing roles offer salaries comparable to registered nurses and are projected to be in high demand over the next decade, especially in large cities such as Houston, Chicago, and Los Angeles.
RUNNING HEAD NURSING SHORTAGE AND NURSE TURNOVER1NURSING SHORT.docxjeanettehully
RUNNING HEAD: NURSING SHORTAGE AND NURSE TURNOVER 1
NURSING SHORTAGE AND NURSE TURNOVER 6
Nursing Shortage and Nurse Turnover
Okechukwu Nneka
Grand Canyon University
Nursing Leadership and Management
NRS 451 VN
Sandra White
May 20, 2017
Nursing shortage and Nurse Turnover is a major problem affecting nurses in their duty. It has great impact such as, decrease job satisfaction, burn out, and poor quality of care due to increase work load. Nursing shortage and nurse turnover also has a direct negative impact in the performance and productivity of healthcare organizations. Shortage of Nurses is a huge problem affecting United States as well as the rest of the world. This essay presents the issue of Nursing Shortage and Nurse Turnover. It will mainly explain the way I expect Nurse Leaders and managers to deal with the problem using leadership theories, principles, roles and skills of leaders versus managers.
Nursing managers and leaders play a pivotal role in the safety and quality of nursing services rendered to patient in our health care facilities. The nurse managers and leaders looks to ensure that nursing personnel provides a professional, direct and individualize care while ensuring that the materials and manpower required are made available.
The act of managing and leading according to theories are different on the fact that managing is more of “care taking” ensuring that status quo is maintained and that is “transactional” in style and role, while leading is dynamic, visionary and “transformational”. This difference in roles is more of theoretical than in practicality. The roles of nurse manger and leaders are interwoven practically.
In tackling the problem of nursing shortage and nurse turnover, the nurse leaders and managers though their roles are interwoven, are likely to use different approaches in dealing with the problem.
The nurse manager should always apply the principle of management as it goes a long way in creating a good working relationship and improve productivity. The nurse manager and leader should utilize conceptual knowledge, technical and interpersonal skills in other to deal with nursing shortage and nurse turnover.
The nurse leaders and managers through good communication skills which is one of the principles of nursing management should be able to convey their expectations to the employed nurses, create good rapport and make the working environment less tensed this will make the nurses to be relaxed and free minded.
Through good communication skills, the nursing leaders and managers can know when a nurse is tensed, unhappy and know how to intervene. They should always create enough face time with leaders and managers so that the nurses can say their concerns, suggestions and ideas and implementing their suggestions and idea will give the nurses the impression that the managers have them at heart and that their say matters.
Nursing leaders and managers should conduct a survey to fin ...
I need a response to the following peers PEER 1 . My nakarinorchard1
I need a response to the following peers:
PEER 1 .
My name is ---------- I have been practicing nursing for many years. What I have come to recognize through experience is that what people or even literature consider to be a preserve for advanced practice is essentially what is demanded in everyday nursing practice to offer comprehensive and quality care. This demand has been accelerated by the changing dynamics and demands in health care include an increase in population that also cause increase in primary and other healthcare services, inefficient healthcare, rise of chronic conditions, high costs of care, knowledgeable population demanding better care, and prolonged lifespan that is creating a high population of aged people with chronic ailments (Hillb & Parkera, 2017).
To address the emerging issues, nurses must have the ability to tackle complex cases through complex decision-making spanning across the many system levels from clinical to organizational to political level, serve in leadership and consultancy capacity, support innovation and promote evidence-based practice. They should also be able to collaborate with other healthcare professions and to navigate the intricacies of the current healthcare system to offer the best care possible. These are the roles of an advanced practice nurse role that affords them greater control when providing direct and indirect clinical care. They can only be executed by acquiring an advanced practice major. As Hillb and Parkera (2017) notes, advanced practice nurses undertake advanced degrees enabling the acquisition of clinical competencies, complex decision making skills, and expert knowledge based for expanded practice to enable them practice nursing at a high level. I believe that is why I chose an advanced practice major.
The role of FNPs as is the case of most NPs in primary care has become apparent. As …highlights, this is in terms of providing primary care services in remote/rural areas, providing primary care practices equal to the standards of physicians and meeting the high demand of primary care services from the general population attributed to strides in universal coverage (Barnes, Richards, McHugh, & Martsolf, 2018). EBP is a key driver of improved patient outcomes by helping come up with the most current, best working interventions. Nonetheless, it is not a standalone factor; it must be supported by proper leadership, collaboration, scholarship, resources, organizational culture and cost effectiveness. In addition to this, FNPs should have traits for successful NPs. These include emotional stability, problem solving skills, interpersonal skills, attention to details, tenacity and having a mind of inquiry. Woo, Lee and Tam (2017) research shows that allowing advanced nurses, including FNPs more control over providing direct care to maximize on them result in better quality of care, coordination of care and clinical outcomes.
Peer 2.
The health of the population is the mos ...
Value-based healthcare aims to lower costs while improving quality and patient satisfaction. It measures a patient's health based on healthcare costs and health outcomes. Value-based care replaces fee-for-service models and puts the patient at the center. Research shows that organizations implementing value-based care often improve results while lowering costs. Value-based care frameworks identify patient populations, their needs, and have multidisciplinary teams develop solutions to meet those needs while tracking outcomes and costs to enable continuous improvement.
The document discusses the patient-centered medical home (PCMH) model, which aims to transform primary care delivery in the US healthcare system. It describes the principles of the PCMH model, including having a personal, long-term relationship with a primary care provider and their care team. The document also notes challenges with the current US system, such as rising costs, lack of care coordination, and physician shortages. It argues that the PCMH model could help address these issues if implemented according to best practices.
A prominent nursing center in the mid-size East South Central city in the South has come under the fire due to a major challenge of shortage in the nursing staff. An increase in the health care expenses led to a temporary reduction in the staff’s earning that led them to decrease in the number of nurses. Decreasing the nursing staff is the only logical way to combat the increased health costs, however, it partly kills the working enthusiasm of the staff.
But, the decreased staff is birthing more problems, as there is an array of patients that come to this center for care and cure and the decreased number of nurses cannot put up with all of them.
The Connection between Magnet Status, a BSN and the Nursing ShortageNortheasternNursing
Understand the connection between a hospital's magnet status, a baccalaureate education and the nursing shortage as it relates to the future of nursing.
Similar to Ache jack rowe_tamiminnier_3-14-12b (20)
The document provides guidance on developing SMART deliverables for grant funding. It outlines the SMART criteria of being specific, measurable, achievable, relevant, and timely. Examples are provided of weak deliverables that lack clarity, measurability, or are not achievable based on the criteria. Recipients are asked to review their deliverables and provide any revisions by February 12th while keeping the rest of their work plans unchanged. The document emphasizes developing objectives that are bold yet attainable within the grant timeframe and resources.
This document provides guidance on developing strong deliverables for grant funding. It outlines the SMART framework for deliverables, which stands for specific, measurable, achievable, relevant, and timely. For each component of SMART, examples are given of weak deliverables and suggestions for improving them. Recipients are asked to review their current deliverables using the SMART criteria and submit any proposed revisions by February 5th. Advice is given to set ambitious but achievable goals and to consider how progress and success will be demonstrated.
This document provides tips and tools to help nurses achieve leadership goals, such as increasing the number of nurses serving on boards. It outlines action steps coalitions are taking, including identifying boards seeking nurses and nurses prepared to serve. It also provides leadership case studies and resources from New Jersey, Texas, and Virginia. These include resume databases of nurses interested in board service and training programs to prepare nurses for boards. The document emphasizes the importance of nurse leadership and provides talking points and materials to promote it.
Nurses must prepare for and pursue leadership positions to help guide healthcare reform, including serving on governing boards where their perspective is valuable. More nurses also need to be prepared to manage healthcare systems and lead transformation efforts. The Campaign for Action works to position nurses as partners in improving healthcare by identifying leadership opportunities for nurses and encouraging their appointment to public and private boards.
Hosting an event can be a great opportunity for your Action Coalition to engage local communities, organizations, funders, and state leaders as well as to increase support to advance the work of the Future of Nursing: Campaign for Action.
We've created an event-planning toolkit to help plan and host a successful event!
The document is an audio recording from October 8, 2013 that contains no visual or textual information. It provides an audio recording without accompanying images or text from that date. The content and key details of the audio cannot be determined from the limited information provided.
In September 2013, the Future of Nursing: Campaign for Action Leadership Learning Collaborative convened a teleconference to discuss “State Leadership Institutes”.
This webinar discusses patient advocacy and the role of healthcare providers and patients in creating legislative change. The speakers are Regina Holliday, a patient advocate and caregiver, and Susan Hassmiller, Senior Advisor for Nursing at the Robert Wood Johnson Foundation. Regina discusses the perspective of patients and caregivers, focusing on small details. Susan then discusses barriers to nurse practitioners' scope of practice and how to focus advocacy messaging on patients and their needs. The webinar aims to link advocacy messages to patient-centered focus.
Complete Communications toolkit includes the following:
• Introduction to Traditional Media Outreach
• Creating Effective Media Materials
• How to Use Campaign Messages
• Hosting an Action Coalition Event
• Social Media toolkit
Getting started with social media can help organizations disseminate information, engage stakeholders, build grassroots efforts, and advance shared goals. The document provides guidance on setting up pages or accounts on key social media platforms like Facebook, Twitter, and Pinterest. It includes step-by-step instructions on creating organization pages for Facebook and Twitter as well as screenshots and descriptions of features from different social media sites. The document aims to familiarize readers with using social media as part of their communications strategy.
The document discusses the results of a study on the effects of exercise on memory and thinking abilities in older adults. The study found that regular exercise can help reduce the decline in thinking abilities that often occurs with age. Specifically, older adults who exercised regularly performed better on tests of memory and decision-making than those who did not exercise regularly.
The document outlines a presentation for the Campaign for Action communications team on developing effective messaging. It discusses defining the main point or key messages, crafting messages that are clear, concise, and tailored to the target audience. Developing messages around challenges like improving healthcare through maximizing nurses' roles and changing how nurses are educated and practice. The success of the campaign's efforts to expand access, improve quality and contain healthcare costs will depend on engaging stakeholders.
The document summarizes a webinar presented by The Leapfrog Group on hospital safety. The webinar discusses Leapfrog's role in publicly reporting hospital safety scores and ensuring a prepared nursing workforce. Leapfrog develops the Hospital Safety Score - a letter grade reflecting how well hospitals prevent errors and harm - using national data. Experts provide guidance on calculating the scores. The scores aim to show hospital performance variation, be relevant to consumers, and report data independently. Magnet status recognition considers nursing factors important to safety.
A webinar hosted with the Interdisciplinary Nursing Quality Research Initiative (INQRI) featuring Barbara Safriet, JD, LLM, Associate Dean and Lecturer, Yale Law School, who outlined why removing barriers to APRN practice and care matters to consumers.
The document summarizes a meeting of the Northeast Regional Education Learning Collaborative. It discusses evaluating progress on education transformation models across Northeast states, including competency-based models and shared curriculums. States provided updates on their work developing new programs, conducting gap analyses, and engaging stakeholders. The group agreed to continue sharing best practices and measuring outcomes through common data to advance nursing education.
The document summarized a meeting of three states focused on increasing the supply of BSN and doctorally prepared nurses. Participants discussed evaluations of previous meetings, updates on states' progress, identification of ongoing needs, and next steps. States shared challenges around funding, data, partnerships, and ensuring common curricula across programs. CCNA representatives provided resources and technical support to help states advance nursing education transformation.
The document discusses a meeting between health plans and the Center to Champion Nursing in America to support the IOM's recommendations. It describes how health plans are driving innovations through nurse-led programs that improve quality of care, consumer experience, and health outcomes. Examples are provided of single nurse care manager models and personalized care plans that have led to measurable improvements such as reduced healthcare costs, fewer emergency visits, and better diabetes management.
The document provides information to nurses on becoming nurse leaders in boardrooms. It discusses why now is the time for increased nursing leadership in healthcare boards, citing factors like healthcare reform needs, opinion leader views, and IOM recommendations. It outlines skills nurses provide like patient focus and assessment skills. The document reviews responsibilities of board members like stewardship, governance, and strategic planning. It provides tips for nurses to prepare for board roles, such as gaining experience through local nonprofit boards, seeking mentors, and ongoing education.
More from Future of Nursing: Campaign for Action, (19)
- Video recording of this lecture in English language: https://youtu.be/kqbnxVAZs-0
- Video recording of this lecture in Arabic language: https://youtu.be/SINlygW1Mpc
- Link to download the book free: https://nephrotube.blogspot.com/p/nephrotube-nephrology-books.html
- Link to NephroTube website: www.NephroTube.com
- Link to NephroTube social media accounts: https://nephrotube.blogspot.com/p/join-nephrotube-on-social-media.html
TEST BANK For An Introduction to Brain and Behavior, 7th Edition by Bryan Kol...rightmanforbloodline
TEST BANK For An Introduction to Brain and Behavior, 7th Edition by Bryan Kolb, Ian Q. Whishaw, Verified Chapters 1 - 16, Complete Newest Versio
TEST BANK For An Introduction to Brain and Behavior, 7th Edition by Bryan Kolb, Ian Q. Whishaw, Verified Chapters 1 - 16, Complete Newest Version
TEST BANK For An Introduction to Brain and Behavior, 7th Edition by Bryan Kolb, Ian Q. Whishaw, Verified Chapters 1 - 16, Complete Newest Version
Rasamanikya is a excellent preparation in the field of Rasashastra, it is used in various Kushtha Roga, Shwasa, Vicharchika, Bhagandara, Vatarakta, and Phiranga Roga. In this article Preparation& Comparative analytical profile for both Formulationon i.e Rasamanikya prepared by Kushmanda swarasa & Churnodhaka Shodita Haratala. The study aims to provide insights into the comparative efficacy and analytical aspects of these formulations for enhanced therapeutic outcomes.
Muktapishti is a traditional Ayurvedic preparation made from Shoditha Mukta (Purified Pearl), is believed to help regulate thyroid function and reduce symptoms of hyperthyroidism due to its cooling and balancing properties. Clinical evidence on its efficacy remains limited, necessitating further research to validate its therapeutic benefits.
Does Over-Masturbation Contribute to Chronic Prostatitis.pptxwalterHu5
In some case, your chronic prostatitis may be related to over-masturbation. Generally, natural medicine Diuretic and Anti-inflammatory Pill can help mee get a cure.
share - Lions, tigers, AI and health misinformation, oh my!.pptxTina Purnat
• Pitfalls and pivots needed to use AI effectively in public health
• Evidence-based strategies to address health misinformation effectively
• Building trust with communities online and offline
• Equipping health professionals to address questions, concerns and health misinformation
• Assessing risk and mitigating harm from adverse health narratives in communities, health workforce and health system
Adhd Medication Shortage Uk - trinexpharmacy.comreignlana06
The UK is currently facing a Adhd Medication Shortage Uk, which has left many patients and their families grappling with uncertainty and frustration. ADHD, or Attention Deficit Hyperactivity Disorder, is a chronic condition that requires consistent medication to manage effectively. This shortage has highlighted the critical role these medications play in the daily lives of those affected by ADHD. Contact : +1 (747) 209 – 3649 E-mail : sales@trinexpharmacy.com
1. John W. Rowe, MD Tamra E. Minnier, RN, MSN, FACHE
Professor, Mailman School of Public Chief Quality Officer
Health University of Pittsburgh Medical Center
Department of Health Policy and
Management
Columbia University, New York
2. • Review key Institute of Medicine Future of Nursing
recommendations
• Describe the Future of Nursing: Campaign for Action’s
efforts
• Discuss the business case of supporting higher levels of
nurse education
• Share an example of how it all comes together in a new
model of care delivery
• Q&A
3. IOM REPORT & FUTURE OF
NURSING: CAMPAIGN FOR ACTION
4. Fragmentation
High costs
Healthcare
disparities
Primary care
shortage
Aging and sicker
population
5. Examining nursing workforce supply and demand
Developing evidence-based recommendations to
address:
Nursing education system
Delivery of nursing services
capacity limitations
Producing an action-oriented blueprint to transform
health and healthcare by using nurses more effectively
7. Expand
opportunities for
Remove scope-of- Implement nurse
nurses to lead and
practice barriers residency programs
diffuse collaborative
improvement efforts
Increase the
proportion of nurses Double the number Ensure that nurses
with a baccalaureate of nurses with a engage in lifelong
degree to 80 percent doctorate by 2020 learning
by 2020
Build an infrastructure
for the collection and
Prepare and enable
analysis of
nurses to lead change
interprofessional
to advance health
healthcare workforce
data
8. Campaign Vision
All Americans have access to high-quality, patient-
centered care in a healthcare system where
nurses contribute as essential partners in
achieving success
9. Advancing Education Removing Barriers to
Nursing Leadership
Transformation Practice and Care
Interprofessional Collaboration
Diversity
DATA
10. Diverse
Stakeholders
Field Strategy Policy-makers
RWJF
AARP
Advisory
Committee
Research,
Monitoring, Communications
Evaluation
Grantmaking
13. Leadership &
Primary Care &
Payment Models Interprofessional
Faculty
Collaboration
Readmission Worsening
rates Executive
primary care
leadership
shortage
Quality
measures
Nursing
Care Teamwork schools turn
coordination students away
14. Increase the proportion of nurses
with BSN and higher degrees to 80
percent by 2020
Increase the number of nurses
with doctorates
Implement nurse residency programs
Promote lifelong learning
15. Some association between educational level and patient
outcomes
Twenty percent of BSN graduates get advanced degrees
Six percent of associate-degree graduates get advanced
degrees
18. What plans do you have anyway to solve the
cost and quality problems in healthcare?
19. Less than ideal outcomes No more time No more money
Clinical outcomes will
drive financial bottom Innovative nurse-
Have to do more with driven models of care
line in our lifetime—
less in growing are needed as the
the 1-3 percent margin
complexity primary care shortage
will become the
difference looms
When we fix nursing…we really will
fix healthcare
20. Nursing staff models Better clinical
Every 10% increase in
with a higher outcomes are
the proportion of BSN
BSN/MSN staff ratio achieved with a
staff reduces risk of
achieve higher higher BSN/MSN staff
death by 4%
productivity ratio
We will no longer be
paid for hospital
Cases with infections acquired
cost 3x more those conditions, mortality
without scores and
readmissions
21. FY 2013 2014 2015 2016 2017
VBP 1.0% 1.25% 1.5% 1.75% 2.0%
HAI Reporting Reporting 1.0% 1.0% 1.0%
Readmissions 1.0% 2.0% 3.0% 3.0% 3.0%
TOTAL 2.0% 3.25% 5.5% 5.75% 6.0%
1% = $7 million*
Total at risk for CMS = $42 million at UPMC
What is the impact in your organization?
*Includes the overall impact on Medicare managed care revenues
21
22. THE VISION:
The right patient gets the right care at the right time…
every time
THE REALITY:
The right patient…gets some of the care they need…some
of the time…when we have time
23. Critical Design Theme:
RELIABILITY
• Build reliability into the design
• Ability of a process to perform the same function in routine
circumstances over and over again
• Same process Same outcome
• Every time When I have time
• A good outcome can be due to…
– Chance (i.e., “dumb luck”)
– Heroic efforts of hardworking diligent staff
– The DESIGN of a process (this is Reliability)
23
24. • Predictable work:
– Predictable tasks at predictable
times
– Tasks that can be scheduled
– Tasks that should happen at
repetitive intervals
– Reliable (consistent) work
– The work everyone intends to
get to
– No surprises
New Role: RELIABLE ROUNDER
25. • Unpredictable work:
− Tasks at unpredictable times
− Things you know will come up – you just don’t know
when – happens at variable times
− The things that get in the way of the work everyone
intends to do
New Role: VARIABLE ROUNDER
26. Implementation Implementation
Jan 2011 Jan 2011
Implementation
Jan 2011
Implementation
Jan 2011
27. What can you do now, in your position as
healthcare executives, to be supportive of
advancing nurse education ?
28. Do you know your own BSN mix?
Do you pay a BSN differential?
With equal candidates, do you hire the BSN first?
Are you setting a goal for your nursing staff to achieve BSNs in 5 years?
Are you looking at nursing time as the most valuable asset you have to
assure quality outcomes?
Do you know how much you have at risk in Medicare dollars with your
nurse sensitive outcomes?
29. Have you analyzed where an advanced practice nurse could
extend the productivity of a doc in your area?
Are you providing scholarships/tuition for nurses to get those
advanced degrees if you can?
Have you offered your nursing leadership a chance to be
innovative and creative on care delivery models?
Have you looked at your nursing resources as dollars
spent/outcome?
Does your state have an Action Coalition you can support?
30. Workforce Turnover & Employee
Deployment Retention
Point-of-care Sensitivity to human
decision-making resources policies
Cost of nurse
System-wide turnover and
changes vacancies as high as
$64,000 per position
31.
32.
33. Organizations with Other
BSN-supportive Policies
Organizations with BSN Pay Organizations with Time Limit
Differential for BSN
32% Pay 27% Time limit
differential
No pay No BSN
68% differential 73% requirement
34. John’s Hopkins Veteran’s Health
• Preference for BSN Administration
• 80 percent BSN or • Pay differential
higher • Career ladder
U.S. Public Health Tenet Healthcare
Service, Army, Navy, Air Corporation
Force • Prefers BSN
• BSN requirement • Career ladder
36. • IOM Report:
– Future of our healthcare system
– Role of nurses in helping to meet patient needs
• The Future of Nursing: Campaign for Action is focused on
key pillars that correspond to the IOM report’s
recommendations:
– Advancing education transformation
– Removing barriers to practice and care
– Nursing leadership
• Understand the challenges faced by nursing today
• Agree that role of nursing is changing and needs to change
in order to transform healthcare
37. Visit us on the web:
http://thefutureofnursing.org
http://championnursing.org
Follow us on twitter:
www.twitter.com/futureofnursing
http://twitter.com/#!/championnursing
Join us on Facebook:
http://facebook.com/futureofnursing
http://www.facebook.com/championnursing
Good morning and thank you for joining us. The turnout for this early-morning session confirms that the role of the nursing profession in a transformed healthcare system is indeed a “hot topic.” My name is Jack Rowe, and I’m a professor in the department of health policy and management at the Mailman School of Public Health at Columbia University. I’m joined by Tami Minnier, Chief Quality Officer at the University of Pittsburgh Medical Center where she coordinates the activities of over 20 hospitals, 2800 physicians, 1.5 million health plan enrollees, and international hospital sites. (Something tells me she’s used to getting up pretty early in the morning.) Tami is a former chief nursing officer who has held numerous executive and leadership positions in addition to being a fellow in the American College of Healthcare Executives. I am honored to share the stage with her today.You may know that I am a former CEO of Aetna and I was also President and Chief Executive Officer at Mt. Sinai Health in New York City– so both Tami and I come to this topic with years of experience looking at care delivery, quality, cost and outcomes from the perspective of practitioners, professionals responsible for quality and healthcare executives.
We were asked to speak this morning about some of the developments that have occurred since the Institute of Medicine released its landmark report on the future of nursing. Specifically, I am going to provide an overview of the report’s key recommendations and talk about some of the efforts being undertaken to implement them. That will provide a context in which we can talk about the relevance of the report’s nurse education recommendations to leaders like you, the organizations you lead and the patients you serve. Why is it so important that you become engaged on this issue and what are the benefits of doing so?Tami will take the discussion to the operational level – what can you do now, in your position as healthcare executives, to be supportive of advancing nurse education and what might the outcome be?And we will leave a fair amount of time at the end for your questions.
No one knows more than you the challenges face by our healthcare system – the high cost and fragmentation of care, disparities in care among ethnic and racial minorities, and an aging and sicker population that is facing a shortage of primary care providers.So, in 2009 the Robert Wood Johnson Foundation partnered with the Institute of Medicine to launch the Initiative on the Future of Nursing – not only to address many of the issues facing the nursing profession but also to leverage the largest segment of the healthcare workforce to transform the way Americans receive healthcare. As part of the Initiative, the IOM convened a committee of experts to identify the potential for increasing access, improving quality and reducing costs through the involvement of nursing leaders and widespread use of nursing care solutions. The committee was led by Donna E. Shalala from the University of Miami and Linda Burnes Bolton of Cedars-Sinai Medical Center, and I was privileged to serve as a committee member along with 15 others with a wide range of expertise and interests.I am a geriatrician by training, which is one of the reasons I was pleased to have a role. The implications of our aging population for the treatment of patients with chronic diseases and the diseases of aging are profound. And when the committee was charged with examining the capacity of the nursing workforce to meet the demands of a reformed healthcare and public health system, that perspective was critical. It is a factor that impacts and will continue to effect the work that all of you do for the foreseeable future.
The intention was for the committee’s recommendations to be the basis of a report on nursing that would define a clear agenda and blueprint for action, including changes in public and institutional policies at the federal, state and local levels. The committee’s work included: - Examining the capacity of the nursing workforce to meet the demands of a reformed healthcare and public health system and Developing a set of evidence-based recommendations to address the delivery of nursing services in a shortage environment and the capacity of the nursing education system to produce an adequate number of well-prepared nurses able to meet current and future healthcare demands
In October 2010, the Institute of Medicine released The Future of Nursing: Leading Change, Advancing Health , a major report that outlines a blueprint for transforming the nursing profession to enhance the quality and value of U.S. healthcare in ways that meet future needs of diverse populations. This report is a call to action on our nation’s leaders and stakeholders to make changes – regulatory, policy, institutional- based on recommendations in four key areas: practice, education, leadership and a lot of attention to workforce planning.It’s been a best seller at the IOM and was recognized by Department of Health and Human Services Secretary Kathleen Sebelius, who praised the IOM report recommendations in a New England Journal of Medicine interview last year. It is still one and a half years later the most viewed online reports in the history of the IOM. The basis of the report was evidence, as with all IOM reports, and the report also recommended a greater focus on creating and collecting evidence going forward. To that end, the Robert Wood Johnson Foundation, in collaboration with other funders, launched a multi-funder initiative to increase and focus national attention on a common research agenda tied to the IOM recommendations and to facilitate and coordinate funding activity across a range of sources.
The report said a lot that is important about the future of our healthcare system and the role of nurses in helping to meet patient needs. It summarized its overall recommendations as follows:Remove scope-of-practice barriersExpand opportunities for nurses to lead and diffuse collaborative improvement effortsImplement nurse residency programsIncrease the proportion of nurses with a baccalaureate degree to 80 percent by 2020Double the number of nurses with a doctorate by 2020Ensure that nurses engage in lifelong learningPrepare and enable nurses to lead change to advance healthBuild an infrastructure for the collection and analysis of interprofessional healthcare workforce dataI’m going to talk in more depth about the education-related recommendations shortly, but I wanted to provide you with the overall context. You can read more about each of these recommendations in the handout.
To facilitate the implementation of the report’s recommendations, RWJF, in collaboration with AARP and the AARP Foundation, launched the Future of Nursing: Campaign for Action. The campaign’s vision is for all Americans to have access to high quality, patient-centered care in a healthcare system where nurses contribute as essential partners in achieving success.The campaign is coordinated through the Center to Champion Nursing in America, an initiative of AARP, the AARP Foundation and the Robert Wood Johnson Foundation and includes 48 state Action Coalitions anda wide range of healthcare providers, consumer advocates, policy makers, and the business, academic and philanthropic communities.
The campaign is focused on key pillars that correspond to the IOM report’s recommendations. They are: Advancing Education Transformation, which I’ll talk more about later on. Removing Barriers to Practice and Care, not only the laws that create barriers for advanced practice nurses, but removing barriers for nurses at all levels, including institutional and socio-cultural barriers, as well.And,Nursing Leadership - engaging nurses at all levels in decision-making.Interprofessional collaboration and diversity are threads woven through each pillar. We know interprofessionalcollaboration is particularly critical in healthcare systems that take patient-centered care seriously.And the foundation is data.You can read more about the recommendations in the handout and at www.thefutureofnursing.org.
To ensure implementation of these pillars across the country, in all healthcare settings, the campaign is focused on:Mobilizing diverse stakeholders (LIKE THOSE OF YOU IN THE ROOM). Nurses are certainly important, but it will take those in powerful and decision making positions to help ensure adoption of our recommendations. Activating a field strategy Engaging key policy-makers, both at the national level and state levels. Implementing a comprehensive communications program, so that are messages are understood across all sectors Establishing a network of grant makers, in addition to RWJF, to help finance the work that will need to get done Informing a national research agenda. We will also be publicly displaying a dash board of some of our most important indicators of success so that everyone can follow along with our progress.The campaign is guided by a strategic advisory committee – of which I am a member. And the driving force of the campaign is a group of 48 state Action Coalitions, a key component of that field strategy I mentioned.
Each Action Coalition (shaded orange on this map)has two co-leads, one a nursing leader, the other representing another health profession, business or consumer group, hospital or and health system, insurer, or educational institution and association. Some of the diverse co-leads include:Healthcare and hospital associations in Arizona, Colorado, Delaware, Georgia, Idaho, Kansas, Kentucky, Ohio, South Carolina and West Virginia;Blue Foundation for a Healthy Florida;BlueCross BlueShield of Texas;BlueCross BlueShield of Alabama); andOptumHealth (which is part of United Health Group) in ArizonaAARP state offices are co-leads in a number of states, as well.States are working on all priority areas, implementing strategies to engage stakeholders and policy makers, employers of nurses, and payers, among others.
So where is the campaign’s focus and what is happening? I’m going to use the bulk of my time this morning to talk about the first campaign pillar, Education. To ensure that nurses—and healthcare organizations—can continue to provide patients with the best possible care, they will need greater skills and expertise in care management, interprofessional teamwork, prevention and community care, problem solving and more. This makes higher levels of education crucial—through a Bachelor of Science in Nursing or more advanced degree.
Why?Because the advent of value-based payment systems will make a highly educated healthcare workforce an absolute imperative. As payers increasingly focus on hospital readmission rates, “never events,” nurse-sensitive quality measures and care coordination, nurses’ performance will be even more critical to the bottom line. BSN nurses report significantly higher levels of preparation than associate degree nurses, and numerous studies link education to improved patient outcomes including reductions in mortality, failure to rescue and medication errors. [Sources: for levels of preparation - Kovner C, Brewer C, Yingrengreung S, Fairchild S. New nurses’ views of quality improvement education. The Joint Commission Journal on Quality and Patient Safety. 2010; 36(1):29; for outcomes - Estabrooks, Midodzi, Cummings, Ricker & Giovannetti, 2011; Tourangeau, Doran, McGillis Hall, O’Brien Pallas, Pringle, Tu, et. al., 2007.]Because more BSN-prepared nurses will mean a bigger cadre of nurses prepared to fully participate in interprofessional care teams. Nurses with BSNs can ascend to executive leadership roles in a transformed healthcare system. BSN nurses consistently report greater confidence, teamwork and collaboration than nurses with associate and diploma degrees.[Source:Pellico LH, Brewer CS, Kovner CT. What newly licensed registered nurses have to say about their first experiences. Nursing Outlook. 2009;57(4):194-203.]And because a larger pool of advanced-degree nurses will help ameliorate the worsening primary care shortage. In addition, it will expand the ranks of nurse faculty so that nursing schools can admit more students.
The IOM report emphasized that if nurses are to be as effective as possible, they’ll need to be better prepared as care becomes more complex and moves into the community. And we need more nurses with advanced degrees to provide primary care and teach the next generation of students. Today nursing schools are turning away students because they don’t have the capacity.The report also recommends residencies to better prepare new nurses for the workforce and continuing education to help nurses retain clinical skills and to develop leadership abilities.
How did the IOM committee arrive at this? Studies support an association between educational level and patient outcomes in acute care settings, including mortality rates. In addition, only six percent of nurses who graduate with an AD get an advanced degree, enabling them to teach, compared to 20 percent of BSN graduates who get advanced degrees.[Sources : Aiken et al., 2003; Estabrooks et al., 2005; Friese et al., 2008;Tourangeau et al., 2007; Van den Heede et al., 2009;Aiken, 2009.]
Here’s the point, courtesy of hockey great Wayne Gretsky. Change is coming and we can either prepare our organizations to meet it or get left behind.In order to continue running the kind of high-quality, patient-centered health care organizations that new models of care delivery and payment will demand, we have to be in the position to deploy all health care professionals at the very highest level – the top of their game. I’m talking about nurses at every level, physicians and others. On the floors, in the ER and ICU, in outpatient settings. The demand for care and the complexities of delivering that care are such that every one of your employees that has anything to do with a patient will need the skills, training and competencies to score the goal every time.And not only do they have to be competent, they have to be flexible. We need to be in a position to make quick transitions when the marketplace demands it. Nurse leaders in your hospitals and health systems know this works, that this is where the marketplace is headed. And there’s more good news – it doesn’t have to cost more, it could generate savings and the nurses are ready.
JACK’s LAST SLIDEOf course, there’s a lot of work to do. I’m pleased now to turn it over to Tami for a discussion of more of the nuts and bolts – the evidence in favor of the IOM’s call for change and the concrete steps you can take to support system transformation.Following her remarks, we’ll take your questions.
TAMI’s FIRST SLIDE
In the current design, predictable and unpredictable work compete with each other for caregivers’ time, attention and focus…As leaders we need to foster nursing knowledge and systems that can change this and lead us out of this complexity into simple patient-centered answers
Capturing the full economic value of nurses’ contributions across practice settings requires BSN-developed competencies to help bridge the gap between coverage and access, to coordinate increasingly complex care for a wide range of patients and to implement system-wide changes.Employers should also consider that policies that support nurses in attaining higher levels of education may yield savings from lower turnover and vacancies, which cost an estimated $22,000 to $64,000 per position. [Source: Strachota E, Normandin P, O'Brien N, Clary M, Krukow B. Reasons registered nurses leave or change employment status. Journal of Nursing Administration. 2003;33(2):115.]Evidence suggests that organizations earning the Magnet Recognition Program® credential for quality patient care, nursing excellence and innovations in professional nursing practice experience lower turnover among nurses and improved clinical outcomes. [Source:Drenkard K. The business case for Magnet. Journal of Nursing Administration. 2010;40(6):264.]In Magnet-designated organizations, chief nursing officers and 75 percent of nurse managers are required to have a BSN or higher. By next year, all hospitals seeking Magnet designation and re-designation will need to include a plan for how they will attain a nursing workforce comprised of eight percent BSN or higher by 2020.
So why aren’t 80 percent of nurses getting bachelor’s degrees? The Future of Nursing: Campaign for Action worked with the American Organization of Nurse Executives and another nursing groups to conduct member surveys of Chief Nurse Executives that provide hard data on the reasons why. Of the nearly 300 respondents to the survey, just about half said their organization had a policy to preferentially hire BSN-prepared nurses. Yet this is one of the actions that could be revenue neutral to implement (and could generate revenue in the long-term).When respondents who responded in the affirmative here were asked to list the top three reasons their organizations instituted a preferential policy, quality and safety were the chief motivators. About half of the respondents included reasons such as improved patient outcomes, patient safety, or referenced clinical studies showing that patients cared for by BSN nurses had better outcomes[Source: Caramanica L, Thompson PA. AONE survey: Gauging hospitals use of preferential hiring policies for BSN-prepared nurses. Voice of Nursing Leadership. 2012 January.]
So why isn’t it happening more? The reasons cited for not having preferential hiring policies for BSNs were:*Limited access to BSNs – 34% (which takes us back to the doctorate degree issue)Lack of support from other leadership members – 22%Lack of union support – 10%Cost concerns – 10%Lack of evidence related to improved patient safety – 7%Unfair to general nursing staff – 4%[*Respondents could check as many reasons as applied, so percentages do not add up to 100.]From the nurse perspective, we hear anecdotally that lack of pay differential and little reimbursement of tuition costs may be contributing factors, as is lack of support from nurses’ supervisors and reluctance of employers to give time off from work (perhaps given staff shortages). Flexible scheduling and permitting some on-site class work may help overcome these barriers – but we look forward to seeing what the research tells us so that nurse executives such as yourselves can help find solutions within your own organizations to support those staff nurses who wish to continue their education.We also know that transferring credits from community colleges to four year programs has been an issue – and one that many states are working to address with innovative educational models.
Only 32 percent said their organization paid higher salaries to BSNs at the time of hire.And just 27 percent require that associate degree nurses obtain a BSN within a certain timeframe, most frequently 3-4 years (21%) or 5-6 years (23%).
TAMI’S LAST SLIDEWe also know that some of the nation’s most-respected health employers favor advanced-degree nurses:The Johns Hopkins Hospital has a stated preference for hiring BSN nurses, and more than 80 percent of its nurses hold a BSN or higher.The Veteran’s Health Administration links nurse education to career advancement and starts associate-degree nurses and BSNs at different salaries.The U.S. Public Health Service, as well as the Army, Navy and Air Force require that nurses are educated at the BSN level.Tenet Healthcare Corporation prefers to hire BSNs in areas of the country where there is an adequate supply. It has adopted a career ladder for nurses across the entire system.At least 24 states require school nurses to have a BSN, and it is the standard hiring preferential for nurses working in public health.[Source: Pittman P, Horton K, Keeton A, Herrera C. Investing in nurse education: Is there a business case for employers? (project report submitted to the Robert Wood Johnson Foundation) 2011 November.]
JACK RESUMESIn summary, the IOM report on the Future of Nursing discusses the future of our healthcare system and the role of nurses in helping to meet patient needs.The Future of Nursing: Campaign for Action is focused on key pillars that correspond to the IOM report’s recommendations in the areas of education, practice and leadership. As executives, you know and must address the challenges faced by nursing today.After hearing our talk, we think you’ll agree that role of nursing is changing and needs to change in order to transform healthcare.
There are a wealth of resources that the campaign is creating for your background and use. The Robert Wood Johnson Foundation has created a series of data-centered quarterly publications called “Charting Nursing’s Future.” – the recent ones are focusing on the IOM report recommendations. August was on education progression.The United States has the chance to transform its system and culture of health care, but only if nurses are better prepared and able to practice and lead to the full extent of their education and training. Through efforts nationally and locally, the Future of Nursing: Campaign for Action aims to utilize the skills and potential of these women and men to effect sweeping change. We need all of you to join us. Together, let’s create a healthcare system that provides seamless, accessible, affordable and equitable quality care for every American. Thank you.
We’d be happy to take your questions at this time.