with the patient is extremely important. Once this process is hardwired into practice, we will monitor the number of contaminations on a weekly basis. When they are trending down, we will review financial impact. To improve the measure of patient safety we will look to reduce the number of falls in the emergency department. On our journey to becoming a Magnet facility, it has been recognized that we need to work on reduction of falls. Drivers to this include a reduction of injuries related to falls within our department. When an injury happens due to a fall in our organization, the hospital pays for the treatment which is a loss of revenue. The ED does not have a set way to identify patients who are a fall risk, and the last driver is an improvement of purposeful hourly rounding and bedside report. Process that will drive these outcomes are education of equipment that can be used to decrease falls such as chair and bed alarms, patient observers who sit with the patient who is confused or belligerent, and the service bundle mentioned earlier which includes purposeful hourly rounding to include offering bathroom, re positioning and ensuring the patient belonging / call light are within reach. Lastly is bedside report in which communication to the healthcare providers happens in front of the patient where education of the importance of asking for help ambulating can happen. After these initiatives are in place, we will continue to measure our falls on a daily basis, reporting monthly to NDNQI.
APPLICATION OF ORGANIZATIONAL PERFORMANCE MANAGEMENT 6 The measurement of engagement will result in decreased turnover of first year RNs through a more dedicated internship for new emergency nurses with a yearlong residency program to help build professional nurses. The drivers are the need to provide better patient outcomes through the use of evidence-based practices and helping to decrease turnover due to burnout of working in a stressful environment. The processes that will help drive the outcomes are intense three-month orientation to the ED to teach young nurses how to care for the critical patients who present to our facility. During this orientation, nurses will have a clinical coach who works beside them to teach them the aspects of Emergency Nursing. After the three-month internship, the nurses will be assigned a mentor. The mentor will check in with the nurses on at least a bi weekly basis to gauge burnout, areas the new nurse is struggling and creating a bond of trust. During the yearlong residency, the new nurses will attend classes once a month to help grow them as professional nurses. They will work with a group of nurses to determine a project that will better outcomes in their area and through evidence-based research, propose a new process. We will monitor turnover within the first year of employment within our department to determine if these processes.
- Winter '18
- Health care provider, Emergency Department, SWMC