2011 ANCC National Magnet Conference

Session C-607

Presented by

Christina Felder, ASN, BSN, CEN-RTMarian R. O’Dore, RN, BS, MSPaoli HospitalPaoli, PA

Wednesday October5, 2011

Hospitals of Main Line Health Paoli Hospital

Lankenau Medical Center

Bryn Mawr Hospital

Riddle Hospital

Bryn Mawr Rehab Hospital

Excellence First, Then Magnet®!

Morale

Direct and Indirect Cost to Replace One RN Vacancy

$60,000.00 $85,000.00

One Nurse’s Pride in Her Profession

Nursing Shortage Quiz

How many Registered Nurses are in the U.S.A.?

a) 1,560,000

b) 4,520,000

c) 2,909,467

d) 5,105,000

According to the ANA, what is the average age of a Registered Nurse in the U.S.A.?

a) 36.8 years

b) 32.4 years

c) 51.2 years

d) 46.8 years

In what region of the U.S.A. is the highest percentage of RNs employed?

a) South

b) Midwest

c) New England

d) West Coast

What percentage of RNs have their MSN or PhD?

a) 5%

b) 13%

c) 22%

d) 9%

How many nurses in the U.S.A. are between the ages of 45 and 60?

a) 900,000

b) 1,900,000

c) 2,000,000

d) 1,250,000

By 2020, the nursing shortage is estimated to rise to what percentage?

a) 16%

b) 29%

c) 34%

d) 19%

In 20 years, how many American people will be older than age 65?

a) 46 million

b) 25 million

c) 70 million

d) 31 million

Snapshot of 101 NursesFor every 10,000 people, there are 101 licensed RNs. Here’s a snapshot of those 101 nurses.

85 ARE EMPLOYED

54 ARE FULL-TIME NURSES

53 ARE WORKING IN HOSPITALS

47 ARE OVER 45 YEARS OLD & FEEL

QUALITY OF CARE HAS DECLINED

42 FEEL THEY SPEND ADEQUATE

TIME WITH PATIENTS

39 ARE WORRIED THAT THEIR JOB

AFFECTS THEIR HEALTH

Snapshot of 101 Nurses continued

31 ARE OVER 50 YEARS OLD

31 WOULD NOT RECOMMEND

NURSING AS A CAREER

24 ARE PLANNING TO LEAVE THEIR

CURRENT POSITION IN THE NEXT YEAR

18 ARE PART-TIME NURSES

13 ARE NOT WORKING IN NURSING

Without the pipeline of new graduate nurses, there will be

fewer nurses available to replace those who leave.

Honor Society of Sigma Theta Tau International

“Develop and Implement Strategies to Promote Retention of RNs and Nurse Educators in

the Work Force”

A Recommendation by the Honor Society of Sigma Theta Tau

The Tool Box

A Daily Mantra of Respect, Approval and Appreciation

ComponentsTransformational Leadership is the Aspect of Individual Consideration

An Integrated Approach to Sustain Staff Engagement

Recognition Should Target the Individual and the Team

Periodic Reevaluation of the Tools Your Organization Uses

Results and Retention Triangle

Recognition Motivates Staff

Motivated Staff achieve Superior Patient Outcomes

Achievements are Recognized

Creation of A Healthy Work Environment

Evidence-based practice in Nursing is the partner of evidence-based design in the current health care

environment

Commitment from Upper Level Management

Construct an atmosphere that encourages your colleagues to administer superior patient care

Encourage staff involvement in the design process

Staff employee opinion survey – Everyone’s voice counts

Care of the new Hire Program

1) Welcome Letters to Each New Hire

2) Specialty Courses Provided by Clinical Staff

Educators and Staff Nurses

3) New Staff Orient with IV Team and Respiratory

4) Weekly Meetings with Preceptors

Communication via Individual Unit Newsletters“Friday Facts”

Dedicated Mentor Position

Acknowledgement of Reassignment of Staff

Strategies that promote satisfaction to the staff

Senior Level Management Initiativesa) Monthly Notesb) Rounds on off-shifts

and weekendsc) Personal Touchd) Open Door Policye) Five Star Care Awards

R & R Committee Initiatives

a) Potency of identification with the health care organization

b) Birthday Celebrationsc) Certification Achievement Displaysd) Nursing Spectrum Excellence Award Nominations

You need it,

Ignite it,

Nurture it

Magnet

Pennsylvania Dutch Country

Looking forward to winter fun!

Community Spirit!

S’mores Anyone?

Hackensack University Medical Center

Nuts & Bolts

Mission

Vision

Goals

My Profession

My Patient

My Hospital

My Community

Flower Sales

Mums at Thanksgiving

Poinsettias at Christmas

Spring Baskets at Mother’s Day

Merchandising•Sports Memorabilia

•Jewelry

•Books

Raffles•Kindle

•TV

The glue that holds the organization together.

Nurses Week Caribbean Party

Malvern 4th of July Parade

Patient Care Technician Luncheon

Community Outreach

•Beds for the Sisters

•Home of the Sparrow

•Care Packages for the Troops

Beds for the Sisters of Jesus Crucified

Bradford, CT

Home of the Sparrow

Care Packages for our Troops

Financial Constraints

Maintaining the Lines of Communication

Recruitment of New Committee Members

The Essentials for Creating, Expanding, and Maintaining A Productive and Rewarding Committee

1) Optimize individual team members as coordinators of fund raisers. This gives ownership and reinforces their individual importance to the committee.

2) Sales run by outside vendors are less work for the committee than taking on the entire sale.

3) Make part of your Nurses Week celebration fun, and as far from everyday as possible.

4) Get gifts donated from companies that have a group agreement with your hospital for discounts. Such as cell phone companies.

5) Have a committee member for Recognition & Retention represented from every Nursing Unit on the committee. This helps to foster our spirit and goals throughout Nursing.

6) Create an exchange list of phone numbers, cell numbers, and E-Mail of all committee members, and distribute.

7) Celebrate the holidays as a committee with a party. Cohesiveness is essential.

8) Expect staff to not be informed about your committee goals and events. Communicate, communicate, and communicate.

9) After an event sit down and give feedback what went right and what you could have done better.

10) Have an individual who is separate from your committee manage your money.

11) No good deed goes unpunished.

12) Buy in of everyone is essential for the committee’s success.

13) Raffle off a big ticket item for the holidays, such as the latest electronics. You can double or even triple your investment.

14) You can run this committee with zero line budgeted funds from your hospital.

15) Lead by example and give 200% of yourself.

16) As a leader donate all your time to the committee without safety. The happiness you will receive will far exceed your salary.

17) Administrative assistance help is essential.

18) Have a sense of humor and shake off the projects that fail.

19) Expect complaints, after all its human nature.

20)Talented people in our community would love to donate time in various ways to your committee. Ask them, and you will often find out the answer is yes! People love Nurses.

21) Keep evidence that demonstrates the effectiveness of your committee, and how it makes a difference.

22) For Nurses week consider asking community businesses, many are willing to donate a prize for your celebration.

23) Co-Chairs for this committee are very beneficial.

24)The best R & R leaders will be charismatic, inspirational, and considerate.

25) Make Passion for Nursing your everyday joy.

Christina Felder, ASN, BSN, CEN-RTPaoli Hospital484-565-1043felderc@mlhs.org

Marian R. O’Dore, RN, BS, MSPaoli Hospital484-565-1597odorem@mlhs.org

For further information contact: