2.50
Hdl Handle:
http://hdl.handle.net/10755/335402
Category:
Full-text
Type:
Presentation
Title:
Self Governance Increases Staff Morale
Author(s):
Ordona, Ron Billano
Lead Author STTI Affiliation:
Nu Psi
Author Details:
Ron Billano Ordona, RN, MSN, FNP, ron.ordona@ucdmc.ucdavis.edu
Abstract:
Session presented on Friday, July 25, 2014: Purpose: The University of California, Davis Medical Center (UCDMC) Patient Care Resources (PCR) staff is in a unique position because they float into different specialty units and assume care of patients in diverse settings. Through a survey, staff identified need for consistent peer support and training to improve competency and proficiency in delivery of patient care. The goals of the unit based practice council (UBPC), a professional governance unit of the department, included (1) promotion of a framework for unit identity; and (2) improvement of staff level of competency and proficiency in the delivery of patient care. Methods: To promote a framework for unit identity: Implement and maintain the Peer Advocacy Leadership Support (Pals) program, promoting peer support of new hires. Match new hires each month with volunteer peers of the department. Manage the Pals program by making personal contact with participants. Provide pre and post surveys to measure effectiveness of the program. Collect, review, and disseminate data findings. Highlight staff accomplishments and achievements on the department website Promote department bonding through: Annual celebration for staff that graduates (i.e., Bachelor's, Master's; NPs, and the like). Annual summer get-together. Annual holiday. To promote competency and proficiency in the delivery of patient care: Support skills day (in conjunction with unit administration) Promote and expand use of PCR department website as a means of communication among staff. Improve communication between leadership and staff by creating a centralized department email. Improve divisional information dissemination through unit council participation. Results: Staff morale and commitment in the department is high as shown by the 2012 Morehead Survey results. PCR staff excels above benchmark (as compared to the medical center-wide score) in all of the domains measured.'PCR staff demonstrated excellence in three different domains: (from a scale of 1 as lowest to 5 as highest): organizational 4.25 vs. 3.9 benchmark; manager 4.37 vs. 3.98 benchmark; employee 4.33 vs. 4.03 benchmark; and commitment 4.59 vs. benchmark 4.24 indicators. New hires expressed that peer support enhanced their assimilation into the department. More than 50% of new hires completed the 12-month Pals program. Staff reported an increased sense of unit identity via survey data collected from the PCR Pals program post-survey. Conclusion: Self-governance results in high morale and fosters a stronger commitment among staff of a float pool department. Peer support and communication are effective avenues to achieve a strong sense of unit identity despite the challenges of a unique department such as the float pool.
Keywords:
staff morale; self governance; float pool
Repository Posting Date:
17-Nov-2014
Date of Publication:
11 ; 11
Other Identifiers:
INRC14PST86
Conference Date:
2014
Conference Name:
25th International Nursing Research Congress
Conference Host:
Sigma Theta Tau International, the Honor Society of Nursing
Conference Location:
Hong Kong
Description:
International Nursing Research Congress, 2014 Theme: Engaging Colleagues: Improving Global Health Outcomes. Held at the Hong Kong Convention and Exhibition Centre, Wanchai, Hong Kong

Full metadata record

DC FieldValue Language
dc.language.isoen_USen_GB
dc.language.isoenen
dc.type.categoryFull-texten
dc.typePresentationen
dc.titleSelf Governance Increases Staff Moraleen
dc.contributor.authorOrdona, Ron Billanoen
dc.contributor.departmentNu Psien
dc.author.detailsRon Billano Ordona, RN, MSN, FNP, ron.ordona@ucdmc.ucdavis.eduen
dc.identifier.urihttp://hdl.handle.net/10755/335402-
dc.description.abstractSession presented on Friday, July 25, 2014: Purpose: The University of California, Davis Medical Center (UCDMC) Patient Care Resources (PCR) staff is in a unique position because they float into different specialty units and assume care of patients in diverse settings. Through a survey, staff identified need for consistent peer support and training to improve competency and proficiency in delivery of patient care. The goals of the unit based practice council (UBPC), a professional governance unit of the department, included (1) promotion of a framework for unit identity; and (2) improvement of staff level of competency and proficiency in the delivery of patient care. Methods: To promote a framework for unit identity: Implement and maintain the Peer Advocacy Leadership Support (Pals) program, promoting peer support of new hires. Match new hires each month with volunteer peers of the department. Manage the Pals program by making personal contact with participants. Provide pre and post surveys to measure effectiveness of the program. Collect, review, and disseminate data findings. Highlight staff accomplishments and achievements on the department website Promote department bonding through: Annual celebration for staff that graduates (i.e., Bachelor's, Master's; NPs, and the like). Annual summer get-together. Annual holiday. To promote competency and proficiency in the delivery of patient care: Support skills day (in conjunction with unit administration) Promote and expand use of PCR department website as a means of communication among staff. Improve communication between leadership and staff by creating a centralized department email. Improve divisional information dissemination through unit council participation. Results: Staff morale and commitment in the department is high as shown by the 2012 Morehead Survey results. PCR staff excels above benchmark (as compared to the medical center-wide score) in all of the domains measured.'PCR staff demonstrated excellence in three different domains: (from a scale of 1 as lowest to 5 as highest): organizational 4.25 vs. 3.9 benchmark; manager 4.37 vs. 3.98 benchmark; employee 4.33 vs. 4.03 benchmark; and commitment 4.59 vs. benchmark 4.24 indicators. New hires expressed that peer support enhanced their assimilation into the department. More than 50% of new hires completed the 12-month Pals program. Staff reported an increased sense of unit identity via survey data collected from the PCR Pals program post-survey. Conclusion: Self-governance results in high morale and fosters a stronger commitment among staff of a float pool department. Peer support and communication are effective avenues to achieve a strong sense of unit identity despite the challenges of a unique department such as the float pool.en
dc.subjectstaff moraleen
dc.subjectself governanceen
dc.subjectfloat poolen
dc.date.available2014-11-17T13:51:38Z-
dc.date.issued11/17/2014-
dc.date.issued11/17/2014en
dc.date.accessioned2014-11-17T13:51:38Z-
dc.conference.date2014en
dc.conference.name25th International Nursing Research Congressen
dc.conference.hostSigma Theta Tau International, the Honor Society of Nursingen
dc.conference.locationHong Kongen
dc.descriptionInternational Nursing Research Congress, 2014 Theme: Engaging Colleagues: Improving Global Health Outcomes. Held at the Hong Kong Convention and Exhibition Centre, Wanchai, Hong Kongen
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