A presentation to the European Social Network conference in Seville 2018. It describes Scotland's approach to new care standards which set out what people should experience from care and support.
The Health and Social Care Standards - what's new for Scotland?Rami Okasha
A short presentation with some background information about Scotland's new Health and Social Care Standards. These 2017 standards are relevant across health, social care, social work, early learning and childcare, children's services and community justice social work. This presentation describes some of the changes from the previous 2002 standards and share some early thinking about how they will be implemented and rolled out. You can read more at www.newcarestandards.scot.
Scrutiny and improvement in health and social care: what is happening in Scot...Rami Okasha
This presentation was delivered during the BMJ/IHI International Forum on Quality and Safety in Healthcare in April 2017, at a special conference session organised by EPSO and with Don Berwick. It describes some of the changes happening now in Scotland to unite the scrutiny and improvement disciplines.
If inspection is the enemy of improvement, someone's not doing it right.Rami Okasha
What is the relationship between scrutiny and improvement? How can modern forms of scrutiny which focus on outcomes support improvement and innovation in social care? This paper describes some emergent approaches and results in Scotland being pioneered by the Care Inspectorate.
A short presentation about how the Care Inspectorate is developing new models of scrutiny and improvement in health and social care in Scotland. Delivered to the IVO (Swedish health and social care regulator) in September 2017.
This document outlines a 5-step approach to developing a holistic employee wellness strategy. Step 1 involves creating an overall wellness strategy that integrates with company and HR strategies. Step 2 conducts a baseline organizational wellness assessment. Step 3 decides on metrics to measure the program's impact. Step 4 aligns supporting structures. Step 5 sets up infrastructure to implement the program and engage employees. The goal is to improve productivity, morale, engagement and relationships through a wellness program.
This document outlines the agenda for the 66th Annual Western Australian EHA conference on food safety. The conference will cover understanding the importance of food safety, developing knowledge of food law, finding standard operating procedures, the role of regulators, training programs, risk management practices, and collaborating with stakeholders to promote change and improve public health outcomes.
Small businesses can help improve employee health through wellness programs. Research shows programs work best when they focus on both individual behaviors and social/physical environments. Larger employers tend to have more comprehensive programs with higher returns. While results depend on implementation, studies found savings of $3 for every $1 spent within 2-3 years. Best practices include health assessments, screenings, coaching, and incentives for healthy behaviors and environments. Tracking outcomes is challenging but important for evaluating programs. Holistic approaches addressing stress and engagement may boost productivity and retention in addition to health.
The document discusses employee health management programs and their business value. It notes that leading employers are implementing programs that reward healthy behaviors through incentives and penalties. Some key points include:
- 50% of companies have wellness programs that reward biometric outcomes.
- Interactive Health Solutions provides on-site health evaluations, risk assessments, health coaching, and incentives to improve participation and health outcomes.
- Programs with IHS and disease management saw an 8% increase in claim trends, less than programs with only IHS (11% increase) or no program (24% increase).
The Health and Social Care Standards - what's new for Scotland?Rami Okasha
A short presentation with some background information about Scotland's new Health and Social Care Standards. These 2017 standards are relevant across health, social care, social work, early learning and childcare, children's services and community justice social work. This presentation describes some of the changes from the previous 2002 standards and share some early thinking about how they will be implemented and rolled out. You can read more at www.newcarestandards.scot.
Scrutiny and improvement in health and social care: what is happening in Scot...Rami Okasha
This presentation was delivered during the BMJ/IHI International Forum on Quality and Safety in Healthcare in April 2017, at a special conference session organised by EPSO and with Don Berwick. It describes some of the changes happening now in Scotland to unite the scrutiny and improvement disciplines.
If inspection is the enemy of improvement, someone's not doing it right.Rami Okasha
What is the relationship between scrutiny and improvement? How can modern forms of scrutiny which focus on outcomes support improvement and innovation in social care? This paper describes some emergent approaches and results in Scotland being pioneered by the Care Inspectorate.
A short presentation about how the Care Inspectorate is developing new models of scrutiny and improvement in health and social care in Scotland. Delivered to the IVO (Swedish health and social care regulator) in September 2017.
This document outlines a 5-step approach to developing a holistic employee wellness strategy. Step 1 involves creating an overall wellness strategy that integrates with company and HR strategies. Step 2 conducts a baseline organizational wellness assessment. Step 3 decides on metrics to measure the program's impact. Step 4 aligns supporting structures. Step 5 sets up infrastructure to implement the program and engage employees. The goal is to improve productivity, morale, engagement and relationships through a wellness program.
This document outlines the agenda for the 66th Annual Western Australian EHA conference on food safety. The conference will cover understanding the importance of food safety, developing knowledge of food law, finding standard operating procedures, the role of regulators, training programs, risk management practices, and collaborating with stakeholders to promote change and improve public health outcomes.
Small businesses can help improve employee health through wellness programs. Research shows programs work best when they focus on both individual behaviors and social/physical environments. Larger employers tend to have more comprehensive programs with higher returns. While results depend on implementation, studies found savings of $3 for every $1 spent within 2-3 years. Best practices include health assessments, screenings, coaching, and incentives for healthy behaviors and environments. Tracking outcomes is challenging but important for evaluating programs. Holistic approaches addressing stress and engagement may boost productivity and retention in addition to health.
The document discusses employee health management programs and their business value. It notes that leading employers are implementing programs that reward healthy behaviors through incentives and penalties. Some key points include:
- 50% of companies have wellness programs that reward biometric outcomes.
- Interactive Health Solutions provides on-site health evaluations, risk assessments, health coaching, and incentives to improve participation and health outcomes.
- Programs with IHS and disease management saw an 8% increase in claim trends, less than programs with only IHS (11% increase) or no program (24% increase).
This document discusses corporate wellness and the benefits it provides to businesses. It outlines how corporate wellness programs can reduce healthcare costs and productivity losses for companies while improving staff health. Such programs encompass nutrition management, physical fitness activities, health screenings, stress management, and health education sessions. The document promotes the services of Optimum Living Wellness Systems, a corporate wellness provider that implements programs incorporating health assessments, coaching, fitness activities and supplements. It emphasizes that investing in employee wellness saves on healthcare expenses and absence while boosting worker morale and loyalty.
The Economic Value of Employee WellbeingCBIZ, Inc.
Employers are increasingly focusing on employee wellbeing programs to improve health, reduce costs, and boost productivity. Research shows that wellbeing programs can be effective when implemented successfully. Even employers with insured health plans benefit from improved employee engagement and performance. To address rising costs and lagging productivity, employers must prioritize wellbeing. Effective programs focus on education, healthy lifestyles, and reducing health risks. Leaders should designate wellbeing teams, create strategic plans, and use data to drive initiatives that engage all employees. Prioritizing wellbeing can boost engagement and the overall performance of the workforce.
Health care partnerships require careful consideration of key factors for success. This document outlines a 10 point checklist for health partnerships, including having an integrated population health management system from a single vendor, on-site program delivery, proven experience, qualified staff, outcomes tracking, and capabilities to scale nationally and leverage emerging technologies. Attention to these factors can help partnerships better manage populations and improve health outcomes.
Workplace wellness programs aim to improve employee health and reduce healthcare costs. They coordinate comprehensive strategies including programs, policies, screening, and community links. Research shows modifiable health risks contribute significantly to spending, and wellness programs can help address conditions like obesity, high blood pressure, and depression. To succeed, programs need senior support, goals, and interventions tailored to employee needs. Common models include quality of life, traditional activity-based, and results-oriented population health management approaches. Measuring outcomes is important but results may vary depending on the goals and what is being measured.
Medforma provides affordable, exclusively licensed, proven interactive behavior change programs that improve employee health & productivity and lower health costs.
The document discusses the importance of early years from conception to age 2 in establishing neurological foundations and optimizing lifelong health and development. It notes that focused attention during this critical period can reap dividends for society. It then outlines Greater Manchester's new integrated early years service model, which takes a holistic, family-focused approach across health, education, and social sectors. The model emphasizes early identification of needs, evidence-based assessments and interventions, workforce training, data sharing, and long-term evaluation to improve outcomes for children, families, and value for taxpayers.
This document outlines the vision and goals of Forward Thinking Birmingham, a partnership providing community mental health services for children, young people, and young adults. Their vision is to create more choice and control over services, improving life chances. Their 2020 ambitions are to provide compassionate, dignified, tailored care from skilled staff delivered safely and equitably. The partnership involves multiple organizations working together to provide a full continuum of mental health services from universal promotion to inpatient care through an integrated system centered around a single access point.
Use a train-the-trainer approach to increase knowledge and improve behavior of the entire workforce.
Peer trainers selected according to criteria
Trainers meet once per month, learn new topic every other month
Trainings held on health topics including hygiene, nutrition, maternal health, and others, or financial issues including saving, borrowing, and talking about finances
Global Healthy Workplace Awards - Winner: Spokane Regional Health District, S...Kim Papich
Workplace wellness programs can significantly reduce company healthcare costs and improve employee health. Leadership support is critical to implementing a successful wellness program. Worksite wellness programs can reduce sick leave, medical costs, and workers' compensation claims by as much as 25% through activities like annual staff health assessments, promoting healthy choices and work-life balance, and sharing wellness resources with the community.
This document summarizes the progress and findings of the Salford CAMHS Schools Link Pilot. The pilot aimed to test improved collaboration between schools and mental health services to better identify and refer children's mental health issues. Key findings include improved communication and information sharing between schools and CAMHS, and schools now playing a more central role in children's ongoing care. The pilot is being expanded to more schools in Salford and lessons learned will be integrated into regular CAMHS processes, with an evaluation planned to assess city-wide rollout.
What should you know about Employee Wellness Programs in 2014 and Beyond? We've released an infographic, which provides an overview of the different types of wellness programs and their benefits, as well as a look at the trends among employers across the country regarding employee health and wellness.
IntegerONE aims to improve quality of life through innovation in healthcare and wellness access, delivery, safety, and outcomes. It coordinates various touchpoints like education, primary care, and disease management through process control and service synchronization. IntegerONE positions itself as the leading provider of customer-oriented wellness and healthcare solutions through a modular yet integrated approach.
Ian Walker outlines the structure and evaluation of the Genesis workshops that ACON conducts for newly diagnosed HIV positive gay men. This presentation was given at the AFAO Positive Services Forum in June 2009.
Developing core metrics for employee health managementHealthFitness
There are currently few standards around how the health management industry discusses and measures effectiveness. However, this is about to change.
HealthFitness’ Ed Framer, Ph.D., director of health and behavioral sciences, is the co-leader of a collaborative project between the Care Continuum Alliance and the Health Enhancement Research Organization to develop standard metrics for employee health. At the World Congress Wellness & Prevention 3.0 Conference, May 8-9, 2013, he presented an update on the project and project scope.
The 7 C's of Case Management outlines essential skills for navigating the changing healthcare landscape. These include: collaboration through interprofessional teams built on trust and respect; communication through open conversations and active listening; coordination by maintaining connections across the care continuum and addressing barriers between specialties; commitment to healthcare delivery redesign and an open mindset; contributing knowledge and experience while cultivating leadership and avoiding burnout; confidence and conviction as an advocate guided by professional standards; and demonstrating compassion and caring with patients at the center of care.
A highly motivated Health Care Administrator seeking opportunities to grow in the advancing healthcare field. He has excellent leadership, interpersonal, and problem solving skills from overseeing skilled nursing and assisted living facilities. His experience includes growing facility census and achieving regulatory compliance.
- Employee health and wellness programs can help lower healthcare costs and improve productivity for businesses. Presenters from MaineGeneral Health reviewed key health trends, the impact of chronic conditions on lost productivity, and the full costs of employee poor health beyond just medical claims.
- MaineGeneral implemented a comprehensive workplace wellness program that included leadership support, health coaching, focus on company culture, and rewards for participation and healthy behaviors. This helped lower their employees' health risks and medical spending without raising benefits costs for three years.
- Critical factors for an effective wellness program include visible leadership support, making healthy choices easy, offering health coaching, focusing on developing a healthy culture, emphasizing employee engagement, and recognizing success. MaineGeneral's program
The document discusses the impact of eating disorders in the workplace. A survey found that two-thirds of respondents received no workplace support for their eating disorder, and four out of five did not feel their colleagues were informed about eating disorders. Respondents believed employers could help by providing a mental health first aider, training for managers, and implementing a policy on mental health and eating disorders. The document advocates raising awareness of eating disorders and their treatment.
Management of Care powerpoint week 1_265161085.pptxPaulOkafor6
This module explores concepts from management and business theory as well as current healthcare delivery models. Students will learn about quality provision, financing healthcare, budgets, recent changes in health and social care, teamwork, patient journeys, management theories, and more. The module aims to help students manage organizations and enhance patient outcomes. It is a level 6, 20-credit module with 2 assessments: a 2,000-word report on budgeting and a 2,500-word written assignment answering set questions.
This document outlines standards for improving patient and client experience in health and social care. It identifies five key standards: respect, attitude, behaviour, communication, and privacy/dignity. Stakeholder groups provided input in developing these standards. Organizations are encouraged to monitor performance against the standards and continuously improve the patient experience through activities like policy development and staff training. The overall goal is to ensure patients feel respected, cared for, and involved in their treatment.
This document discusses corporate wellness and the benefits it provides to businesses. It outlines how corporate wellness programs can reduce healthcare costs and productivity losses for companies while improving staff health. Such programs encompass nutrition management, physical fitness activities, health screenings, stress management, and health education sessions. The document promotes the services of Optimum Living Wellness Systems, a corporate wellness provider that implements programs incorporating health assessments, coaching, fitness activities and supplements. It emphasizes that investing in employee wellness saves on healthcare expenses and absence while boosting worker morale and loyalty.
The Economic Value of Employee WellbeingCBIZ, Inc.
Employers are increasingly focusing on employee wellbeing programs to improve health, reduce costs, and boost productivity. Research shows that wellbeing programs can be effective when implemented successfully. Even employers with insured health plans benefit from improved employee engagement and performance. To address rising costs and lagging productivity, employers must prioritize wellbeing. Effective programs focus on education, healthy lifestyles, and reducing health risks. Leaders should designate wellbeing teams, create strategic plans, and use data to drive initiatives that engage all employees. Prioritizing wellbeing can boost engagement and the overall performance of the workforce.
Health care partnerships require careful consideration of key factors for success. This document outlines a 10 point checklist for health partnerships, including having an integrated population health management system from a single vendor, on-site program delivery, proven experience, qualified staff, outcomes tracking, and capabilities to scale nationally and leverage emerging technologies. Attention to these factors can help partnerships better manage populations and improve health outcomes.
Workplace wellness programs aim to improve employee health and reduce healthcare costs. They coordinate comprehensive strategies including programs, policies, screening, and community links. Research shows modifiable health risks contribute significantly to spending, and wellness programs can help address conditions like obesity, high blood pressure, and depression. To succeed, programs need senior support, goals, and interventions tailored to employee needs. Common models include quality of life, traditional activity-based, and results-oriented population health management approaches. Measuring outcomes is important but results may vary depending on the goals and what is being measured.
Medforma provides affordable, exclusively licensed, proven interactive behavior change programs that improve employee health & productivity and lower health costs.
The document discusses the importance of early years from conception to age 2 in establishing neurological foundations and optimizing lifelong health and development. It notes that focused attention during this critical period can reap dividends for society. It then outlines Greater Manchester's new integrated early years service model, which takes a holistic, family-focused approach across health, education, and social sectors. The model emphasizes early identification of needs, evidence-based assessments and interventions, workforce training, data sharing, and long-term evaluation to improve outcomes for children, families, and value for taxpayers.
This document outlines the vision and goals of Forward Thinking Birmingham, a partnership providing community mental health services for children, young people, and young adults. Their vision is to create more choice and control over services, improving life chances. Their 2020 ambitions are to provide compassionate, dignified, tailored care from skilled staff delivered safely and equitably. The partnership involves multiple organizations working together to provide a full continuum of mental health services from universal promotion to inpatient care through an integrated system centered around a single access point.
Use a train-the-trainer approach to increase knowledge and improve behavior of the entire workforce.
Peer trainers selected according to criteria
Trainers meet once per month, learn new topic every other month
Trainings held on health topics including hygiene, nutrition, maternal health, and others, or financial issues including saving, borrowing, and talking about finances
Global Healthy Workplace Awards - Winner: Spokane Regional Health District, S...Kim Papich
Workplace wellness programs can significantly reduce company healthcare costs and improve employee health. Leadership support is critical to implementing a successful wellness program. Worksite wellness programs can reduce sick leave, medical costs, and workers' compensation claims by as much as 25% through activities like annual staff health assessments, promoting healthy choices and work-life balance, and sharing wellness resources with the community.
This document summarizes the progress and findings of the Salford CAMHS Schools Link Pilot. The pilot aimed to test improved collaboration between schools and mental health services to better identify and refer children's mental health issues. Key findings include improved communication and information sharing between schools and CAMHS, and schools now playing a more central role in children's ongoing care. The pilot is being expanded to more schools in Salford and lessons learned will be integrated into regular CAMHS processes, with an evaluation planned to assess city-wide rollout.
What should you know about Employee Wellness Programs in 2014 and Beyond? We've released an infographic, which provides an overview of the different types of wellness programs and their benefits, as well as a look at the trends among employers across the country regarding employee health and wellness.
IntegerONE aims to improve quality of life through innovation in healthcare and wellness access, delivery, safety, and outcomes. It coordinates various touchpoints like education, primary care, and disease management through process control and service synchronization. IntegerONE positions itself as the leading provider of customer-oriented wellness and healthcare solutions through a modular yet integrated approach.
Ian Walker outlines the structure and evaluation of the Genesis workshops that ACON conducts for newly diagnosed HIV positive gay men. This presentation was given at the AFAO Positive Services Forum in June 2009.
Developing core metrics for employee health managementHealthFitness
There are currently few standards around how the health management industry discusses and measures effectiveness. However, this is about to change.
HealthFitness’ Ed Framer, Ph.D., director of health and behavioral sciences, is the co-leader of a collaborative project between the Care Continuum Alliance and the Health Enhancement Research Organization to develop standard metrics for employee health. At the World Congress Wellness & Prevention 3.0 Conference, May 8-9, 2013, he presented an update on the project and project scope.
The 7 C's of Case Management outlines essential skills for navigating the changing healthcare landscape. These include: collaboration through interprofessional teams built on trust and respect; communication through open conversations and active listening; coordination by maintaining connections across the care continuum and addressing barriers between specialties; commitment to healthcare delivery redesign and an open mindset; contributing knowledge and experience while cultivating leadership and avoiding burnout; confidence and conviction as an advocate guided by professional standards; and demonstrating compassion and caring with patients at the center of care.
A highly motivated Health Care Administrator seeking opportunities to grow in the advancing healthcare field. He has excellent leadership, interpersonal, and problem solving skills from overseeing skilled nursing and assisted living facilities. His experience includes growing facility census and achieving regulatory compliance.
- Employee health and wellness programs can help lower healthcare costs and improve productivity for businesses. Presenters from MaineGeneral Health reviewed key health trends, the impact of chronic conditions on lost productivity, and the full costs of employee poor health beyond just medical claims.
- MaineGeneral implemented a comprehensive workplace wellness program that included leadership support, health coaching, focus on company culture, and rewards for participation and healthy behaviors. This helped lower their employees' health risks and medical spending without raising benefits costs for three years.
- Critical factors for an effective wellness program include visible leadership support, making healthy choices easy, offering health coaching, focusing on developing a healthy culture, emphasizing employee engagement, and recognizing success. MaineGeneral's program
The document discusses the impact of eating disorders in the workplace. A survey found that two-thirds of respondents received no workplace support for their eating disorder, and four out of five did not feel their colleagues were informed about eating disorders. Respondents believed employers could help by providing a mental health first aider, training for managers, and implementing a policy on mental health and eating disorders. The document advocates raising awareness of eating disorders and their treatment.
Management of Care powerpoint week 1_265161085.pptxPaulOkafor6
This module explores concepts from management and business theory as well as current healthcare delivery models. Students will learn about quality provision, financing healthcare, budgets, recent changes in health and social care, teamwork, patient journeys, management theories, and more. The module aims to help students manage organizations and enhance patient outcomes. It is a level 6, 20-credit module with 2 assessments: a 2,000-word report on budgeting and a 2,500-word written assignment answering set questions.
This document outlines standards for improving patient and client experience in health and social care. It identifies five key standards: respect, attitude, behaviour, communication, and privacy/dignity. Stakeholder groups provided input in developing these standards. Organizations are encouraged to monitor performance against the standards and continuously improve the patient experience through activities like policy development and staff training. The overall goal is to ensure patients feel respected, cared for, and involved in their treatment.
This document outlines the key topics in dental ethics including:
- The meaning and importance of ethics, professionalism, and making ethical decisions in dentistry.
- Guidelines for ethical dental practice including responsibilities to patients and maintaining professional competence.
- The goals and functions of ethics committees in reviewing ethical issues.
- Concepts in dental jurisprudence including negligence, malpractice, and regulations governing licensed dental professionals.
- Factors considered in ethical treatment including obtaining consent and managing situations where treatment quality may need to be compromised.
This document provides an overview of a presentation on nursing leadership and management. It begins with acknowledging those who helped make the presentation possible. It then outlines ground rules for the presentation and provides an outline of the topics to be covered, which include understanding nursing management and organization, and learning key skills in nursing management. Specific topics that will be discussed include managing and improving quality, understanding legal and ethical issues, and understanding power and politics. The document provides definitions and objectives for each of these topics.
Tenet Standards of ConductTogether we’re moving health f.docxbradburgess22840
Tenet Standards
of Conduct
Together we’re moving health forward.
1
Dear Tenet colleague,
Integrity and compliance matter every day, in every situation. It is
central to everything we do as caregivers and operators. A strong
culture of compliance helps ensure that our patients receive care
that is focused on their needs, that our communities trust us to be
responsible corporate citizens, and that our shareholders and other
key constituents have confidence that we will do the right thing,
every time.
Operating our business ethically and compliantly is both a collective
obligation and an individual responsibility. Our Compliance Program
represents a shared undertaking of all colleagues, ranging from our
executives to the most junior employees. It was created to go beyond
just knowing the rules; all colleagues are expected to take ownership
of compliance and to perform all tasks with integrity.
The Standards of Conduct outlined in the following pages set the
basic principles we must follow in order to earn and maintain the trust
of our patients, communities, business partners, and shareholders. Of
course, no set of standards can adequately anticipate every situation
we might encounter at work.
When you see or hear something that doesn’t seem right, reach out
to seek help. Talk with your supervisor, your local compliance officer,
call the Ethics Action Line at 1-800-8-ETHICS, or email us at
[email protected] You have the option to call or email
anonymously 24 hours a day, seven days a week. When someone
raises a good faith concern, calls the Ethics Action Line, or cooperates
with an investigation or corrective action, retaliation against that
person is strictly prohibited. By working together, we can create
an environment where we uphold the spirit and values that define
our company.
Thank you for all that you do to serve our hospitals, our patients, our
clients, and our colleagues. Compliance matters and you truly do
make a difference.
Sincerely,
Howard Hacker
Chief Compliance Officer
Contents
Letter from Howard Hacker . . . . . . . . . . . . . 1
Our Mission and Values . . . . . . . . . . . . 3
Care with Integrity . . . . . . . . . . . . . . . . . . 4
• Living Our Mission and Values
• Making the Right Decision
• See It. Say It. Fix It.
• Ethical Decisions Guide
• Commitment to Federal Programs
Care that Meets Our Standards . . . . . . . 5
• Standards Apply to All of Us
• Managers’ Responsibility
• Policies and Procedures
• Tenet s Quality, Compliance, and Ethics Program Charter
• Pre Clearance
Care with Transparency . . . . . . . . . . . . . 7
• Culture of Transparency
• No Retaliation
• Ethics Action Line
• See It. Say It. Fix It.
Care with Honesty . . . . . . . . . . . . . . . . . . 9
• Medical Records
• External Reports
• Billing
• False Claims Act
• Bribes and Kickbacks
• Government Inquiries
• Fair Competition
Care about Each Other . . . . . . . . . . . . . 11
• Care with Compassion
• .
This document discusses key concepts in nursing ethics including ethics, values, morals, ethical principles of autonomy, nonmaleficence, beneficence, and justice. It defines a code of ethics and the primary values in nursing practice, which are providing safe, compassionate, competent and ethical care, promoting health and well-being, promoting and respecting informed decision-making, preserving dignity, maintaining privacy and confidentiality, promoting justice, and being accountable. It also outlines the six standards of nursing practice and provides a framework for processing ethical dilemmas.
Self Management Presentation - Patient Centered Medical Home 2011pedenton
This document discusses patient self-management support, which involves helping patients manage their chronic conditions through education, goal-setting, and developing self-management skills. It describes strategies for supporting self-management, including assessing patient needs and barriers, collaborative goal-setting, enhancing problem-solving skills, and arranging follow-up care. The document also outlines how practices can meet NCQA standards for self-management support and provides resources for implementing self-management programs.
Patricia Gilheaney A Standards Approach To Embedding Rights In Mental Health ...legislation
The document outlines the statutory mandate and key stages in developing a quality framework for mental health services in Ireland. It discusses developing standards and criteria to measure service quality and facilitate continuous quality improvement. International common problems in mental health systems are also addressed. Implementation and sustainability of the framework requires buy-in from stakeholders, appropriate resources, leadership, and changes at multiple levels of the healthcare system.
The clinicalaudit.ie website is dedicated to improving patient care standards by providing information for anyone interested in clinical audit. Please download a copy of this PDF for offline viewing.
Primary Care the Future PUP2224 module sessionLaura Taylor
This document discusses the future of primary care and the paradigm shift in the role of nurses to promote self-care and management of long-term conditions. It outlines key NHS policies that emphasize prevention, empowering patients, new models of integrated care, and reducing inpatient admissions. The role of nurses is shifting towards coordinating care, educating patients on self-management, and working in partnership with individuals, families, and communities. Ten commitments are presented to equip nurses with the necessary skills and approaches to support this changing healthcare environment and paradigm shift in the nursing role.
The document provides an overview of the Care Quality Commission (CQC), which regulates health and social care services in England. It summarizes CQC's role in registering, monitoring, inspecting, and rating providers. It then discusses findings from CQC inspections of GP practices in Greater Manchester, noting that most provide good or outstanding care but some require improvement. The document highlights characteristics of practices rated outstanding or inadequate and concludes by challenging primary care services to improve governance, learning from incidents, and access to care.
The document discusses the definitions and qualities of quality care from the perspective of clients, noting that quality care meets client expectations and is accessible, affordable, safe, and provided according to standards. It also examines problems clients face in receiving care and ways to enhance quality, emphasizing that quality depends on commitment from both healthcare management in setting standards and providing resources, and healthcare professionals in adhering to policies and ethical practices. Client views are seen as paramount in measuring the quality of health services.
Nursing standards provide a framework for nursing practice and define expectations for nurses. Standards are developed by nursing professionals and reflect best practices. They promote high quality nursing care by establishing guidelines for areas like assessment, diagnosis, care planning, and evaluation. Standards are meant to be objective, achievable and reviewed over time. They are used for various purposes such as evaluating nursing performance, educating nurses, and informing the public about the nursing profession.
Enhanced Maternal Care – The Yorkshire & Humber experience - Sarah WinfieldIntensive Care Society
I work as a Consultant Obstetrician and am based at Leeds General Infirmary. I have a special interest in maternal medicine and high risk obstetrics and I run the Obstetric Cardiac and Renal Service in this tertiary referral centre. I also work with the Diabetes team and am part of the twice weekly Diabetic Antenatal Clinic at St. James’s University Hospital. I see women with pre-existing medical conditions for pre-pregnancy counselling and I participate in the consultant on-call rota at LTHT.
I am the Yorkshire and Humber Clinical Network Clinical lead for maternity services and try to link this with my clinical role to optimise what can be achieved to improve maternity services for women and their families in Yorkshire and Humber.
Standards and audit for quality assurancerohini154
Standards and nursing audit are important tools for quality management in nursing. Standards provide agreed upon levels of excellence and measurable performance. Nursing audit involves systematically evaluating nursing care against standards by analyzing nursing records. This helps identify strengths and weaknesses to improve care quality. Standards and audits satisfy the public trust that nursing continuously seeks better health outcomes. Audits are done retrospectively by reviewing records or concurrently by observing care. They require criteria, data collection, analysis, and using results to modify care and education as needed. Standards and audits thus help ensure nursing provides the highest quality care possible.
The document discusses community health nursing standards of practice, with a focus on home health nursing. It provides an overview of the Canadian Community Health Nursing standards, which include standards on health promotion, prevention and protection, maintenance and restoration, professional relationships, capacity building, health equity, evidence-informed practice, and professional responsibility. Examples are given of how home health nurses apply each standard in practice, such as providing health education to diabetes patients, encouraging preventative behaviors like handwashing during COVID, and advocating for policies that promote health equity. The standards aim to define excellence in community health nursing and guide nurses in their important work.
Benchmarking guidance on making social care inspection judgementswaynewilliams
This document provides guidance for Ofsted inspectors on making consistent judgements in their inspections of children's social care services in England. It outlines the criteria for determining individual and overall inspection ratings of Outstanding, Good, Satisfactory, or Inadequate. It also distinguishes between inadequate ratings that require a Notice of Action to Improve versus those that require enforcement action.
This document summarizes a presentation given on rural health initiatives for primary care centers and eye care centers in East India. It discusses the Alchemist model of providing healthcare services to rural populations through a hybrid model of primary healthcare centers and eye care hospitals. Key aspects of the model include general medical care, diagnostic labs, pharmacies, eye refraction services, surgeries and outreach camps. 12 centers have been established across West Bengal, Bihar, Jharkhand and Odisha serving a population of 27 crore people. The workflow, infrastructure, outreach activities and expansion process are outlined. Examples of specific centers in Habra, Arrah and Chatra are also highlighted.
Quality assurance aims to close the gap between actual health care performance and desirable outcomes through systematic activities like setting standards, monitoring compliance, and improving quality. It benefits clients through better health outcomes and satisfaction, providers through a more satisfying work environment, and institutions through higher patient satisfaction and reputation. Ensuring quality requires perspectives from communities, providers, and managers to meet stakeholder needs.
1) The document discusses the evolution of the Care Inspectorate in Scotland from primarily focusing on rule enforcement to enabling quality improvement.
2) It outlines how the Care Inspectorate has shifted from a strict compliance model to a more collaborative approach focused on outcomes rather than requirements. Inspectors now start by speaking to service users rather than just checking policies.
3) The document also discusses using innovative regulatory approaches like "regulatory sandboxes" to test new ideas and support different models of care, as well as developing a theoretical framework drawing from concepts like responsive and anticipatory regulation.
The CAPA improvement programme is an 18-month initiative led by the Care Inspectorate in Scotland to promote physical activity among older adults in care homes and other care services. The goal is to build the skills and confidence of care staff to improve emotional and physical wellbeing through activity. Over 135 care services and 230 Care Inspectorate staff participated. Learning events educated almost 1000 professionals. Early results from 6-week trials found improvements in balance, mobility, strength and reduced falls risk for participants. One resident significantly improved appetite, weight, skin health, engagement and no longer needed walking aids after increased activity.
What has inspection ever done for improvement?Rami Okasha
This document discusses inspection and quality assurance in Scotland's healthcare system. It presents Scotland as a case study of how inspection has evolved from a process focused on compliance to one that supports continuous improvement. Key points discussed include moving inspection to focus on outcomes for patients and service users, collaborating with providers to support improvement rather than find faults, and actively involving patients and the public in the inspection process. The document advocates for linking quality assurance and inspection more closely with improvement support.
Social care and health standards, focused on people’s experienceRami Okasha
Showing how Scotland's new health and social care standards are leading to a change in scrutiny and improvement, but focusing on the experience of people.
Scotland's new health and social care standardsRami Okasha
A presentation to the National Preventative Mechanism (a grouping of organisations with a role overseeing deprivations of liberty) about Scotland's new health and social care standards. These standards set out what people should experience from health and social care services and are based on human rights and wellbeing.
Handling complaints in social care servicesRami Okasha
The Care Inspectorate is changing how it investigates complaints about care services in Scotland. This presentation describes these changes and reinforces why an apology is so important when things go wrong.
This particular slides consist of- what is hypotension,what are it's causes and it's effect on body, risk factors, symptoms,complications, diagnosis and role of physiotherapy in it.
This slide is very helpful for physiotherapy students and also for other medical and healthcare students.
Here is the summary of hypotension:
Hypotension, or low blood pressure, is when the pressure of blood circulating in the body is lower than normal or expected. It's only a problem if it negatively impacts the body and causes symptoms. Normal blood pressure is usually between 90/60 mmHg and 120/80 mmHg, but pressures below 90/60 are generally considered hypotensive.
nursing management of patient with Empyema pptblessyjannu21
prepared by Prof. BLESSY THOMAS, SPN
Empyema is a disease of respiratory system It is defines as the accumulation of thick, purulent fluid within the pleural space, often with fibrin development.
Empyema is also called pyothorax or purulent pleuritis.
It’s a condition in which pus gathers in the area between the lungs and the inner surface of the chest wall. This area is known as the pleural space.
Pus is a fluid that’s filled with immune cells, dead cells, and bacteria.
Pus in the pleural space can’t be coughed out. Instead, it needs to be drained by a needle or surgery.
Empyema usually develops after pneumonia, which is an infection of the lung tissue. it is mainly caused due in infectious micro-organisms. It can be treated with medications and other measures.
Emotional and Behavioural Problems in Children - Counselling and Family Thera...PsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
English Drug and Alcohol Commissioners June 2024.pptxMatSouthwell1
Presentation made by Mat Southwell to the Harm Reduction Working Group of the English Drug and Alcohol Commissioners. Discuss stimulants, OAMT, NSP coverage and community-led approach to DCRs. Focussing on active drug user perspectives and interests
Research, Monitoring and Evaluation, in Public Healthaghedogodday
This is a presentation on the overview of the role of monitoring and evaluation in public health. It describes the various components and how a robust M&E system can possitively impact the results or effectiveness of a public health intervention.
TEST BANK FOR Health Assessment in Nursing 7th Edition by Weber Chapters 1 - ...rightmanforbloodline
TEST BANK FOR Health Assessment in Nursing 7th Edition by Weber Chapters 1 - 34.
TEST BANK FOR Health Assessment in Nursing 7th Edition by Weber Chapters 1 - 34.
TEST BANK FOR Health Assessment in Nursing 7th Edition by Weber Chapters 1 - 34.
2024 Media Preferences of Older Adults: Consumer Survey and Marketing Implica...Media Logic
When it comes to creating marketing strategies that target older adults, it is crucial to have insight into their media habits and preferences. Understanding how older adults consume and use media is key to creating acquisition and retention strategies. We recently conducted our seventh annual survey to gain insight into the media preferences of older adults in 2024. Here are the survey responses and marketing implications that stood out to us.
Digital Health in India_Health Informatics Trained Manpower _DrDevTaneja_15.0...DrDevTaneja1
Digital India will need a big trained army of Health Informatics educated & trained manpower in India.
Presently, generalist IT manpower does most of the work in the healthcare industry in India. Academic Health Informatics education is not readily available at school & health university level or IT education institutions in India.
We look into the evolution of health informatics and its applications in the healthcare industry.
HIMMS TIGER resources are available to assist Health Informatics education.
Indian Health universities, IT Education institutions, and the healthcare industry must proactively collaborate to start health informatics courses on a big scale. An advocacy push from various stakeholders is also needed for this goal.
Health informatics has huge employment potential and provides a big business opportunity for the healthcare industry. A big pool of trained health informatics manpower can lead to product & service innovations on a global scale in India.
CHAPTER 1 SEMESTER V COMMUNICATION TECHNIQUES FOR CHILDREN.pdfSachin Sharma
Here are some key objectives of communication with children:
Build Trust and Security:
Establish a safe and supportive environment where children feel comfortable expressing themselves.
Encourage Expression:
Enable children to articulate their thoughts, feelings, and experiences.
Promote Emotional Understanding:
Help children identify and understand their own emotions and the emotions of others.
Enhance Listening Skills:
Develop children’s ability to listen attentively and respond appropriately.
Foster Positive Relationships:
Strengthen the bond between children and caregivers, peers, and other adults.
Support Learning and Development:
Aid cognitive and language development through engaging and meaningful conversations.
Teach Social Skills:
Encourage polite, respectful, and empathetic interactions with others.
Resolve Conflicts:
Provide tools and guidance for children to handle disagreements constructively.
Encourage Independence:
Support children in making decisions and solving problems on their own.
Provide Reassurance and Comfort:
Offer comfort and understanding during times of distress or uncertainty.
Reinforce Positive Behavior:
Acknowledge and encourage positive actions and behaviors.
Guide and Educate:
Offer clear instructions and explanations to help children understand expectations and learn new concepts.
By focusing on these objectives, communication with children can be both effective and nurturing, supporting their overall growth and well-being.
The facial nerve, also known as cranial nerve VII, is one of the 12 cranial nerves originating from the brain. It's a mixed nerve, meaning it contains both sensory and motor fibres, and it plays a crucial role in controlling various facial muscles, as well as conveying sensory information from the taste buds on the anterior two-thirds of the tongue.
R3 Stem Cell Therapy: A New Hope for Women with Ovarian FailureR3 Stem Cell
Discover the groundbreaking advancements in stem cell therapy by R3 Stem Cell, offering new hope for women with ovarian failure. This innovative treatment aims to restore ovarian function, improve fertility, and enhance overall well-being, revolutionizing reproductive health for women worldwide.
R3 Stem Cell Therapy: A New Hope for Women with Ovarian Failure
Scotland's new care standards
1. From compliance to outcomes for
people experiencing care: Scotland’s
new national care standards
Rami Okasha
Executive Director of Strategy and Improvement,
Care Inspectorate, Scotland
@ramiokasha
Dr Fiona Wardell
Standards and Indicators Lead
Healthcare Improvement Scotland
2. 23 different standards
for inspections in
social care & private
healthcare
Minimum technical
standards
A new approach
2001:
One set of standards for all
health & social care
2018:
Focused on people’s
experience
7. Person-led
• Staff will treat you
politely.
• Staff call you by your
preferred name.
• If you need help, your
request will be dealt with
as soon as possible.
• I get the most out of life because people
have an enabling attitude.
• I experience warmth, kindness and
compassion.
• I am recognised as an expert in my own
needs and wishes.
3
2001 2018
15. Five standards
I experience high quality care and support that is right for me.
I am fully involved in all decisions about my care and support.
I have confidence in the people who support and care for me.
I have confidence in the organisation providing my care and
support.
I experience a high quality environment if the organisation
provides the premises.
16. Does this
comply with
the rules?
To what extent are
people getting the right
care and support to
meet their needs and
wishes?
This changes question for inspectors
Enforcer Enabler
17. What are you doing wrong?
Are you doing this right?
Are the outcomes good?
Are key processes in place?
Combined self-evaluation / inspection
frameworks
Focus on supporting
improvement
Evidence what you are doing works well.
18. Key successes
Underpin all new guidance and standards
Shared ownership across health and social care
Standards support improvement
Revised scrutiny
arrangements
Workforce development
and qualifications
Agreed logic model showing outcomes we want and
changes needed to get there
19. Challenges
Public understanding and awareness
Understanding strongest in regulated care
Relationship between standards & quality assurance
Their role outside delivery (planning, assessment,
commissioning)
And these are the headings of the 5 general Standards.
All starting with ‘I’, being written in the first person locates quality firmly through the lens of the person experiencing care, rather than by specifically describing or prescribing what care professionals should do to make this happen. This is empowering for people who may be in unfamiliar or distressing environments and is designed to ensure care professionals reflect on their practice from the perspective of the person. This person-led approach is designed to help people and organisations to work together to support people to direct their own care. So the first Standard talks about experiencing high quality care and support ‘that is right for me’.
The 2nd Standard focusses on the importance of people being fully involved in their care and support. This is more than just being consulted or having a say, with 2.1 stating that ‘I can control my own care and support if this is what I want.’
Standard 3 reflects that the quality of relationships you have with staff and volunteers is at the heart of high quality care. Statement 3.1 states: ‘I experience people speaking and listening to me in a way that is courteous and respectful, with my care and support being the main focus of people’s attention.’ 3.3 highlights that relationships need to be a 2 way dialogue and negotiation, while 3.7 also talks about the importance of relationships between staff and volunteers: ‘I experience a warm atmosphere because people have good working relationships.’
Standard 4 addresses the need for all organisations responsible for providing care to work together, as set out in 4.17 and 4.18, as it is often the ‘messy joins’ between different services and different sectors that can result in problems. The increasing expectation that leaders and managers actively involve people in how an organisation provides care is also articulated.
While Standards 1 to 4 apply to all care settings, Standard 5 only applies where the organisation proving care is also responsible for the premises.