- Email: [email protected]
Implementation of a Formal Charge Nurse Leadership Development Program
I N N O VAT I V E P R O G R A M P O S T E R S
Weir, F. J.
Proceedings of the 2015 AWHONN Convention
Implications for Nursing Practice In the published literature, leadership response in cases of unanticipated maternal death is limited to debriefing with staff. The literature does
not address the comprehensive response plan or any type of guide/pathway that the user may implement/modify as necessary. Additional research regarding a comprehensive response program related to staff support is necessary.
Social Media and Professional Boundaries in the NICU Setting Shanita D. Lofton, BS, BSN, Purpose for the Program RN, CCRN, Baylor All Saints search of online databases provided eviMedical Center, Fort Worth, TX Keywords social media professional boundaries social media violations
Professional Issues Poster Presentation
Proposed Change To determine if the implementation of a structured social media education program would increase neonatal intensive care unit (NICU) nurses’ understanding of professional boundaries when using social media networks.
professional boundaries when using social media platforms was presented to staff in the NICU at Baylor All Saints Medical Center. Following the presentation, a postsurvey was sent to see if there was an increase in staff awareness. Postsurvey results indicated that 100% of staff surveyed are now aware of the differences between professional and personal relationships; 95% of staff are now aware of the Baylor Health Care System Social Media Policy; and 76% of staff are now familiar with the National Council of State Boards of Nursing position on social media use. These results show an improvement in staff awareness about social media and professional boundaries when using social media sites.
Implementation, Outcomes, and Evaluation A presurvey was conducted to assess staff understanding of social media and professional boundaries. After completion of the presurvey, an educational presentation about how to maintain
Implications for Nursing Practice Further studies are warranted to determine if nurses will change behavior regarding social media now that they are more knowledgeable about the issue.
A
dence that nurses are not sure about how to maintain professional boundaries when using social media sites. Concerns about how to protect staff members from potential social media violations led to the development of an evidence-based practice project to address the issue.
Implementation of a Formal Charge Nurse Leadership Development Program Jenny L. Graves, MSN, RN, Sigma Theta Tau, Baptist Health Richmond, Richmond, KY Gail A Reichert, MSN, RNC-OB, Baptist Health Richmond, Richmond, KY Keywords innovative charge nurse leadership development women’s care trailblazers empowerment
Professional Issues Poster Presentation
Purpose for the Program hat happens to a unit within a hospital setting that has no formal leaders? The unit becomes stuck in survival mode. This was the history of the women’s care unit in a 105-bed hospital, where fewer than 800 neonates are born annually. With many obstacles and traditional thinking hardwired into everyday practice, developing a formal training program for charge nurses was a new way of thinking for the unit staff and the rest of the hospital. Our program has turned into a pilot project for the rest of the hospital.
W
There were many years during which the women’s care unit was without consistent, formal leadership. Out of necessity, several senior, proactive nurses stepped into charge nurse roles. With no formal training or higher level management support, the women’s care unit was the only unit in the hospital that had informal nurse leaders as front-
JOGNN 2015; Vol. 44, Supplement 1
line management. The undeveloped charge nurse role carried no authority to staff or to other areas within the hospital. Proposed Change The Women’s Care Charge Nurse Leadership Development program was created based on a review of the limited, current literature. One of the goals during the development of the program was to ensure that all training aligned with the mission, vision, and values of the hospital. The training action plan was approved by the chief nursing officer. A timeline was set up to complete the initial training within 6 months, which was a lofty but not impossible goal. Implementation, Outcomes, and Evaluation The program included three sessions with the first used to discuss the charge nurse role, job
S37
I N N O VAT I V E P R O G R A M P O S T E R S Proceedings of the 2015 AWHONN Convention
description, competencies, responsibilities, and expectations. The second session was an obstetric medical–legal brief, which was specific to the legal aspects of the charge nurse role in the women’s care setting. The final session was designed to cover a broad spectrum of topics such as team building and strength-based teamwork, leadership styles, incident reporting, human resource scenarios, conflict resolution, pa-
tient safety, perinatal risk management, and communication styles. Implications for Nursing Practice The effect of this training has been multifold, as each charge nurse has a sense of purpose, is aware of the expectations and has specific guidelines to follow, has been set up to succeed, and has confidently embraced the charge nurse role.
Preparing the Next Generation of Perinatal Nurses at Hawai’i Pacific Health Perinatal Nursing Academy Purpose for the Program erinatal nursing positions are among the most critical to fill. Nationally, there exists an overall nursing shortage, whereas locally, we have a surplus of new graduate nurses. This presentation explores the innovative approaches that our organization used to enhance our ability to bridge experienced and new graduate nurses into perinatal nursing.
tation and Education Program modules, integration of simulation training, and on unit precepting. Additionally, the Perinatal Nursing Academy involves a gradual introduction of topics where participants are brought to the classroom for lecture intermittently during the first 15 weeks of a 20-week training program. This allows for delivery of content, absorption, application, and then questioning based on real-life experience in the classroom setting.
Proposed Change To create a flow of nurses to fill the most critical nursing area positions, an extensive initiative called the nursing pipeline was established throughout Hawai‘i Pacific Health. The goals of the initiative included delivering state-of-the-art training to ensure the highest quality of care and create a process in which internal registered nurses (RNs) currently holding clinical assistant positions were identified and selected for training opportunities.
The Perinatal Nursing Academy has trained 43 labor and delivery RNs with a 98% pass rate and a 96% 2-year retention rate. Data indicate that Academy nurses demonstrate significantly higher employee engagement scores than the general nursing population. We remain front runners in the state in getting this type of training to our nurses and addressing the community need to hire local new graduate nurses to avoid relocation to the mainland to seek employment.
P
Implementation, Outcomes, and Evaluation The redesigned Perinatal Nursing Academy uses a structured, validated, didactic curriculum following the Association of Women’s Health, Obstetric and Neonatal Nurses’ (AWHONN) Perinatal Orien-
Bridget Lai, BSN, RNC, Kapiolani Medical Center for Women and Children, Honolulu, HI Keywords perinatal training new graduate
Professional Issues Poster Presentation
Implications for Nursing Practice The initiative creates a best practice approach that positions organizations to ultimately provide the best patient care using the highest trained nurses for the best outcomes while addressing the community need.
Improving the Delivery of Care to Limited English Proficiency Patients Purpose for the Program imited English proficiency (LEP) creates challenges for effective communication, affects health outcomes, and exacerbates health disparities. A survey of postpartum women at this facility indicated that 41% of LEP patients reported an unmet need for an interpreter and wide use of unqualified interpreters during their stays.
L
S38
Linda Daniel, MSN, RN, Proposed Change By October 2013, to achieve a 50% reduction in CPHQ, Christiana Care Health the number of postpartum LEP women who re- Services, Newark, DE ported an unmet need for a qualified medical interpreter (MI) during their hospital stay.
Implementation, Outcomes, and Evaluation A Lean Six Sigma (LSS) project was initiated to improve the quality and safety of care for women with
JOGNN, 44, S6-S40; 2015. DOI: 10.1111/1552-6909.12664
http://jognn.awhonn.org
Weir, F. J.
Proceedings of the 2015 AWHONN Convention
Implications for Nursing Practice In the published literature, leadership response in cases of unanticipated maternal death is limited to debriefing with staff. The literature does
not address the comprehensive response plan or any type of guide/pathway that the user may implement/modify as necessary. Additional research regarding a comprehensive response program related to staff support is necessary.
Social Media and Professional Boundaries in the NICU Setting Shanita D. Lofton, BS, BSN, Purpose for the Program RN, CCRN, Baylor All Saints search of online databases provided eviMedical Center, Fort Worth, TX Keywords social media professional boundaries social media violations
Professional Issues Poster Presentation
Proposed Change To determine if the implementation of a structured social media education program would increase neonatal intensive care unit (NICU) nurses’ understanding of professional boundaries when using social media networks.
professional boundaries when using social media platforms was presented to staff in the NICU at Baylor All Saints Medical Center. Following the presentation, a postsurvey was sent to see if there was an increase in staff awareness. Postsurvey results indicated that 100% of staff surveyed are now aware of the differences between professional and personal relationships; 95% of staff are now aware of the Baylor Health Care System Social Media Policy; and 76% of staff are now familiar with the National Council of State Boards of Nursing position on social media use. These results show an improvement in staff awareness about social media and professional boundaries when using social media sites.
Implementation, Outcomes, and Evaluation A presurvey was conducted to assess staff understanding of social media and professional boundaries. After completion of the presurvey, an educational presentation about how to maintain
Implications for Nursing Practice Further studies are warranted to determine if nurses will change behavior regarding social media now that they are more knowledgeable about the issue.
A
dence that nurses are not sure about how to maintain professional boundaries when using social media sites. Concerns about how to protect staff members from potential social media violations led to the development of an evidence-based practice project to address the issue.
Implementation of a Formal Charge Nurse Leadership Development Program Jenny L. Graves, MSN, RN, Sigma Theta Tau, Baptist Health Richmond, Richmond, KY Gail A Reichert, MSN, RNC-OB, Baptist Health Richmond, Richmond, KY Keywords innovative charge nurse leadership development women’s care trailblazers empowerment
Professional Issues Poster Presentation
Purpose for the Program hat happens to a unit within a hospital setting that has no formal leaders? The unit becomes stuck in survival mode. This was the history of the women’s care unit in a 105-bed hospital, where fewer than 800 neonates are born annually. With many obstacles and traditional thinking hardwired into everyday practice, developing a formal training program for charge nurses was a new way of thinking for the unit staff and the rest of the hospital. Our program has turned into a pilot project for the rest of the hospital.
W
There were many years during which the women’s care unit was without consistent, formal leadership. Out of necessity, several senior, proactive nurses stepped into charge nurse roles. With no formal training or higher level management support, the women’s care unit was the only unit in the hospital that had informal nurse leaders as front-
JOGNN 2015; Vol. 44, Supplement 1
line management. The undeveloped charge nurse role carried no authority to staff or to other areas within the hospital. Proposed Change The Women’s Care Charge Nurse Leadership Development program was created based on a review of the limited, current literature. One of the goals during the development of the program was to ensure that all training aligned with the mission, vision, and values of the hospital. The training action plan was approved by the chief nursing officer. A timeline was set up to complete the initial training within 6 months, which was a lofty but not impossible goal. Implementation, Outcomes, and Evaluation The program included three sessions with the first used to discuss the charge nurse role, job
S37
I N N O VAT I V E P R O G R A M P O S T E R S Proceedings of the 2015 AWHONN Convention
description, competencies, responsibilities, and expectations. The second session was an obstetric medical–legal brief, which was specific to the legal aspects of the charge nurse role in the women’s care setting. The final session was designed to cover a broad spectrum of topics such as team building and strength-based teamwork, leadership styles, incident reporting, human resource scenarios, conflict resolution, pa-
tient safety, perinatal risk management, and communication styles. Implications for Nursing Practice The effect of this training has been multifold, as each charge nurse has a sense of purpose, is aware of the expectations and has specific guidelines to follow, has been set up to succeed, and has confidently embraced the charge nurse role.
Preparing the Next Generation of Perinatal Nurses at Hawai’i Pacific Health Perinatal Nursing Academy Purpose for the Program erinatal nursing positions are among the most critical to fill. Nationally, there exists an overall nursing shortage, whereas locally, we have a surplus of new graduate nurses. This presentation explores the innovative approaches that our organization used to enhance our ability to bridge experienced and new graduate nurses into perinatal nursing.
tation and Education Program modules, integration of simulation training, and on unit precepting. Additionally, the Perinatal Nursing Academy involves a gradual introduction of topics where participants are brought to the classroom for lecture intermittently during the first 15 weeks of a 20-week training program. This allows for delivery of content, absorption, application, and then questioning based on real-life experience in the classroom setting.
Proposed Change To create a flow of nurses to fill the most critical nursing area positions, an extensive initiative called the nursing pipeline was established throughout Hawai‘i Pacific Health. The goals of the initiative included delivering state-of-the-art training to ensure the highest quality of care and create a process in which internal registered nurses (RNs) currently holding clinical assistant positions were identified and selected for training opportunities.
The Perinatal Nursing Academy has trained 43 labor and delivery RNs with a 98% pass rate and a 96% 2-year retention rate. Data indicate that Academy nurses demonstrate significantly higher employee engagement scores than the general nursing population. We remain front runners in the state in getting this type of training to our nurses and addressing the community need to hire local new graduate nurses to avoid relocation to the mainland to seek employment.
P
Implementation, Outcomes, and Evaluation The redesigned Perinatal Nursing Academy uses a structured, validated, didactic curriculum following the Association of Women’s Health, Obstetric and Neonatal Nurses’ (AWHONN) Perinatal Orien-
Bridget Lai, BSN, RNC, Kapiolani Medical Center for Women and Children, Honolulu, HI Keywords perinatal training new graduate
Professional Issues Poster Presentation
Implications for Nursing Practice The initiative creates a best practice approach that positions organizations to ultimately provide the best patient care using the highest trained nurses for the best outcomes while addressing the community need.
Improving the Delivery of Care to Limited English Proficiency Patients Purpose for the Program imited English proficiency (LEP) creates challenges for effective communication, affects health outcomes, and exacerbates health disparities. A survey of postpartum women at this facility indicated that 41% of LEP patients reported an unmet need for an interpreter and wide use of unqualified interpreters during their stays.
L
S38
Linda Daniel, MSN, RN, Proposed Change By October 2013, to achieve a 50% reduction in CPHQ, Christiana Care Health the number of postpartum LEP women who re- Services, Newark, DE ported an unmet need for a qualified medical interpreter (MI) during their hospital stay.
Implementation, Outcomes, and Evaluation A Lean Six Sigma (LSS) project was initiated to improve the quality and safety of care for women with
JOGNN, 44, S6-S40; 2015. DOI: 10.1111/1552-6909.12664
http://jognn.awhonn.org