2.50
Hdl Handle:
http://hdl.handle.net/10755/162562
Type:
Presentation
Title:
Developing a Peer Review Process for the Emergency Department
Abstract:
Developing a Peer Review Process for the Emergency Department
Conference Sponsor:Emergency Nurses Association
Conference Year:2010
Author:Calow, Natalie, RN, BSN, CEN
P.I. Institution Name:Methodist Hospital
Title:Staff RN
Contact Address:80 North Dearborn Street, Indianapolis, IN, 46201, USA
Contact Telephone:317-962-1172
Co-Authors:Erica Baker, RN, BSN, CEN
Leadership Conference - Evidence-Based Practice Abstract: Developing a Peer Review Process for the Emergency Department

Purpose: Many hospitals across the country are striving to achieve or maintain Magnet recognition. One of the Magnet performance elements is the routine use of self-appraisal of performance and peer review. Annual employee evaluations often consist solely of a manager's appraisal of employees' performance. Peer review is a process that allows nurses to receive feedback about their performance from colleagues familiar with their work. Managers often do not have an opportunity to directly observe nurses as they perform their duties, and peer review can help to bridge the gap between the manager and the bedside.

Design: Staff Development Project

Setting: Urban Level-I Trauma Center with approximately 97,000 patient visits per year.

Participants: 250 Emergency Department (ED) employees: RN's, LPN's, Paramedics, EMT's, Unit Secretaries, and Stock Clerks.

Methods: The Peer Review Committee meets quarterly and is facilitated by the co-chairs who developed the process. The committee is open to all employees of the ED with a dedicated commitment to attend all meetings, sign a confidentiality agreement, and agree to follow committee guidelines. A peer evaluation tool was developed with criteria based on the employee's job description and observed service excellence. Performance is evaluated using a 1 to 5 Likert-type scale, with 1 being low performance and 5 being high performance. Evaluations are randomly distributed to approximately five inter-disciplinary colleagues. Once the evaluations are completed the information is then collected and summarized by the peer review co-chairs. The data that is obtained is taken before the full peer review committee. The committee then discusses the employeeÆs performance and either agrees or disagrees with the cross-evaluation. This multi-layered approach helps to filter any bias or personal conflicts that may arise between fellow employees. Our peer review process is ongoing and began in January 2008. ED staff was surveyed after one year to determine their satisfaction with the process.

Results: Of the 45 surveys returned, 68.9% of employees surveyed felt that the peer review process had been a positive change for the ED and 65.9% felt that the employeeÆs evaluation was a correct reflection of oneÆs work ethic. The survey also led to implementing changes on the evaluation tool. Previously each performance statement was evaluated using a 3-point rating scale with 3 options of ôDoes Not Meet Expectations,ö ôMeets Expectationsö, and ôExceeds Expectationsö, but respondents suggested the change the current 1 to 5 scale. Nurse Managers have expressed positive feedback regarding the peer review process, in that the reviews are easier to do, constructive feedback and more comprehensive picture of the employees performance.

Implications: After implementing the peer review process, employees are held to a higher standard and are more accountable for their actions. The peer review process has improved patient care by improving nurse satisfaction. Nurses are more aware of how they are perceived by their co-workers and have changed their manner in which they interact with co-workers and patients for a healthy work environment.
Repository Posting Date:
27-Oct-2011
Date of Publication:
17-Oct-2011
Sponsors:
Emergency Nurses Association

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleDeveloping a Peer Review Process for the Emergency Departmenten_GB
dc.identifier.urihttp://hdl.handle.net/10755/162562-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Developing a Peer Review Process for the Emergency Department</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Emergency Nurses Association</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">2010</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Calow, Natalie, RN, BSN, CEN</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">Methodist Hospital</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Staff RN</td></tr><tr class="item-address"><td class="label">Contact Address:</td><td class="value">80 North Dearborn Street, Indianapolis, IN, 46201, USA</td></tr><tr class="item-phone"><td class="label">Contact Telephone:</td><td class="value">317-962-1172</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">ncalow@clarian.org</td></tr><tr class="item-co-authors"><td class="label">Co-Authors:</td><td class="value">Erica Baker, RN, BSN, CEN</td></tr><tr><td colspan="2" class="item-abstract">Leadership Conference - Evidence-Based Practice Abstract: Developing a Peer Review Process for the Emergency Department<br/><br/>Purpose: Many hospitals across the country are striving to achieve or maintain Magnet recognition. One of the Magnet performance elements is the routine use of self-appraisal of performance and peer review. Annual employee evaluations often consist solely of a manager's appraisal of employees' performance. Peer review is a process that allows nurses to receive feedback about their performance from colleagues familiar with their work. Managers often do not have an opportunity to directly observe nurses as they perform their duties, and peer review can help to bridge the gap between the manager and the bedside. <br/><br/>Design: Staff Development Project<br/><br/>Setting: Urban Level-I Trauma Center with approximately 97,000 patient visits per year.<br/><br/>Participants: 250 Emergency Department (ED) employees: RN's, LPN's, Paramedics, EMT's, Unit Secretaries, and Stock Clerks.<br/><br/>Methods: The Peer Review Committee meets quarterly and is facilitated by the co-chairs who developed the process. The committee is open to all employees of the ED with a dedicated commitment to attend all meetings, sign a confidentiality agreement, and agree to follow committee guidelines. A peer evaluation tool was developed with criteria based on the employee's job description and observed service excellence. Performance is evaluated using a 1 to 5 Likert-type scale, with 1 being low performance and 5 being high performance. Evaluations are randomly distributed to approximately five inter-disciplinary colleagues. Once the evaluations are completed the information is then collected and summarized by the peer review co-chairs. The data that is obtained is taken before the full peer review committee. The committee then discusses the employee&AElig;s performance and either agrees or disagrees with the cross-evaluation. This multi-layered approach helps to filter any bias or personal conflicts that may arise between fellow employees. Our peer review process is ongoing and began in January 2008. ED staff was surveyed after one year to determine their satisfaction with the process. <br/><br/>Results: Of the 45 surveys returned, 68.9% of employees surveyed felt that the peer review process had been a positive change for the ED and 65.9% felt that the employee&AElig;s evaluation was a correct reflection of one&AElig;s work ethic. The survey also led to implementing changes on the evaluation tool. Previously each performance statement was evaluated using a 3-point rating scale with 3 options of &ocirc;Does Not Meet Expectations,&ouml; &ocirc;Meets Expectations&ouml;, and &ocirc;Exceeds Expectations&ouml;, but respondents suggested the change the current 1 to 5 scale. Nurse Managers have expressed positive feedback regarding the peer review process, in that the reviews are easier to do, constructive feedback and more comprehensive picture of the employees performance.<br/><br/>Implications: After implementing the peer review process, employees are held to a higher standard and are more accountable for their actions. The peer review process has improved patient care by improving nurse satisfaction. Nurses are more aware of how they are perceived by their co-workers and have changed their manner in which they interact with co-workers and patients for a healthy work environment. <br/></td></tr></table>en_GB
dc.date.available2011-10-27T10:30:17Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-27T10:30:17Z-
dc.description.sponsorshipEmergency Nurses Associationen_GB
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