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MEDICAL CENTERNAVICENT HEALTH
2018 NURSING ANNUAL REPORT
DAWN COLE, RN, MSNASSOCIATE CNO
2018 Nursing Goals
1. Biannual (2017-2018) ≥BSN goal- ↑ 2%
2. Biannual (2017-2018) certification goal-↑2%
3. Injury Falls-↓20%
4. ↓ CAUTI/ achieve target
5. ↓ CLABSI / achieve target
6. ↓C.diff/ achieve target
7. ↓ MRSA/ achieve target
8. Facilitate co-horting of inpatients to improve throughput
9. Engagement survey participation and benchmark
Goal#1+#2 Nurse Leader/manager credentials *100% ≥BSN*
2014 2015 2016 2017 2018 2014 2015 2016 2017 2018
Graduate degree Certification
% attained 21% 24% 38% 47% 48% 55% 49% 60% 65% 66%
0%
10%
20%
30%
40%
50%
60%
70%
% n
urs
e le
ad
ers/
ma
na
ger
s
% nurse leaders/ managers credentials 2014-2018
Goal #1. ≥BSN clinical nurses
2009 2010 2011 2012 2013 2014 2015 2016 2017 2018
% RN w≥BSN 42.1% 43.9% 49.7% 53.0% 57.8% 58.4% 58.0% 62.0% 62.0% 64.0%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
% d
irec
t ca
re R
Ns
w ≥
BS
N
% direct care RN w ≥BSN 2009-2018
Goal #2. Certification in clinical nurses
5
2009 2010 2011 2012 2013 2014 2015 2016 2017 2018
% cert RN 19.0% 22.6% 20.5% 21.7% 24.6% 28.2% 25.0% 27.0% 25.0% 23.0%
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
% e
lig
ible
dir
ect
care
RN
w n
atl
. ce
rt.
%RNs with national certification 2009-2018
Goal#3. Fall KPIs post HDS implementation
total ↓ injury ↓ major inj ↓ anti physl↓
% reduction KPIs 7.5% 46.8% 69.6% 26.8%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
80.0%
% i
mp
rov
emen
t
% improvement KPIs May-Dec 2017 vs 2018
Goal #4,5 Clinical Outcome Comparison to NDNQI
CLABSI CAUTI HAPI injury falls
% units out-perform 91% 76% 64% 64%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
% i
np
ati
ent
un
its
% inpatient units out-perform clinical indicators compared to NDNQI benchmark
Top performing Clinical Outcome units
• Injury falls: C2M STICU
• CAUTI: M7 H6 M4 C2M (0 for 8Q)
• CLABSI: H7 M7 M5 E3 E5 (0 for 8Q)
• VAE: outperform: NICU CCU (0 for 8Q)
• HAPI ≥stage2- (0 for 8Q) W3 M7 H6
C2M E3 M4
Goal #6,7,8
• #6,#7 did not meet goal to reduce MRSA
and Cdiff
• #8. Facilitate co-horting of inpatients to
improve throughput- all of H7/ M8, half of
M9/M6- met goal
– H7 exceed 50th %ile for hospital rating
– H7 LOS ↓11.4%
Goal #9. RN engagement survey vs SCM national benchmark
Team Safety Job Fit Mission cust focus Qualtiy Diversity Mgt Career Dev Comm Engage
MCNH RN 4.31 4.27 4.25 4.18 4.13 4.1 4.09 4.03 3.99 3.98 3.95
SCM RN 4.22 4.22 4.2 4.11 4.07 4.09 4.03 3.94 3.83 3.93 3.91
3.5
3.6
3.7
3.8
3.9
4
4.1
4.2
4.3
4.4
av
era
ge
sco
re S
CM
En
ga
gem
etn
su
rvey
20
18
4/18 SCM survey MCNH RNs vs SCM RN benchmark (>200,000 RN)
Awards and Accomplishments Nursing Led
or Involved
• GHA PHA 1st place Award, Circle of Excellence GHA
PHA award
• Breast Care Center- NQMBC Ctr of Excellence 4/18
• Home Health-SHP Best Premier Performer Award (top
5% of HH’s)
• GONL Leadership award Donald Smith
• 5 HD Nursing Milestone Awards for falls reduction
• Leap Frog-100 Points
Additional Accomplishments• Retention initiatives
– Recognition/ Reward Council
– Nurse Extern
• Recruitment initiatives
– Candy Stripers
– DEN
• Oriented >200 new Nurses
• Numerous DAISY and Friends
Of Nursing Awards
Succession Planning
• Promotions
• 2 Directors
• 8 Nurse Managers
• 19 Clinical Leads
Professional Development
Community Involvement
• Over 200 nurses participated in community events
– Nurses in the Neighborhood
• Certification Assistance
– FON scholarships
• BSN support
– Tuition Reimbursement
New Knowledge Innovations
Research 2018• Patient Journey Mapping- M9 M8
• Impact of augmented Transformation Nurse Leadership
on pt. safety
• Balance between
compassion and fatigue- EC interdisciplinary
• Predicting colon surgery LOS- M9
• Understanding variation in hospital falls: NDNQI
multidisciplinary study
Exemplary Professional Practice with
Nursing involvement or leadership
• IV infiltrate algorithm peds
• Hester Davis falls injury reduction approx. 50%
• Fit For surgery
• Code Amber
• CHOPS botox
• ↓diversion- especially neuro and med surg
• Open 14 beds (M5, M8, E3)
• Breast Care Center ↓mammo/ultrasound diagnosis to biopsy by 48.5%
• Redesign Shared Governance- Nursing Advisory and supportive Councils
Licensure and Staffing
• 100% review of all Licenses annually
• Overall Magnet departments
– turnover 13% (↓from 14%)
– vacancy ↑from 11% to 21% in 2018
• Central Staffing office
BUDGET and SUPPORT
• Short term staffing incentives
• LPN staffing model
• Educator hired to onboard LPN and CTs
• Flexible with contract hiring to support safe patient ratios and
opening 30 beds
• Board supportive of Magnet® journey
• Support for safe initiatives- VS machines, alaris, Hester Davis,
bladder scanners, vein finders to expedite and improve pt care and
outcomes
• Availability of support staff- Care Navigators, Patient Experience
coordinator, additional RRT to support CH, Dedicated ICU PT,
Intensivist model
2019 Nursing Goals
• Certification- ↑2% for 2019-2020
• BSN- ↑2% for 2019-2020
• Meet HAI, injury falls Value Based Purchasing
targets and/or out-perform NDNQI/ benchmarks
• Submit Magnet® re-designation documents on
4/1/19
• Complete Council restructure
Friends of Nursing Excellence Gala
• Recognition of Excellence
• 109 nominations
• 13 System Awards
• Bedside Staff
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