A Learning Collaboration to Deliver Onsite Health Promotion for Hospital Staff

2.50
Hdl Handle:
http://hdl.handle.net/10755/621864
Category:
Full-text
Format:
Text-based Document
Type:
Presentation
Level of Evidence:
N/A
Research Approach:
N/A
Title:
A Learning Collaboration to Deliver Onsite Health Promotion for Hospital Staff
Other Titles:
Health Promotion for Clinicians
Author(s):
Palumbo, Mary Val
Lead Author STTI Affiliation:
Non-member
Author Details:
Mary Val Palumbo, DNP, MSN, BS, APRN, GNP-BC, Professional Experience: Mary Val Palumbo DNP, GNP-BC is an Associate Professor at the University of Vermont College of Nursing and Health Sciences.. Her clinical practice, as a Gerontological Nurse Practitioner, has been at the University of Vermont Medical Center Memory Program for the past 9 years. Dr. Palumbo has been the Director of the Office of Nursing Workforce at the University of Vermont since 2001. She has been actively involved in supply and demand nurse workforce research and has worked on initiatives regarding interprofessional practice, older nurse career planning, inactive nurse volunteers for emergency planning, recruitment and retention efforts in long term care facilities, faculty loan repayment legislation, APRNs supply trends, and the health and safety of RN and LPNs in the state of Vermont. Dr. Palumbo also teaches in the graduate program at the University of Vermont. Author Summary: Dr. Palumbo teaches in the graduate nursing program at the University of Vermont. Her clinical practice, as a Gerontological Nurse Practitioner, has been at the University of Vermont Medical Center Memory Program. Dr. Palumbo is also the Director of the Office of Nursing Workforce at the University of Vermont.
Abstract:

Background

Using metrics including unscheduled absenteeism, workman’s compensation claims, patient handling injuries, staff participation in biometric screening and participant satisfaction, an employee wellness program was evaluated in 2011. Based on the success of this program, the nurse practitioner students and an employee wellness team have continued to adjust this evidence based program over the past five years by tracking participation and introducing new social media methods of reach to the target population with health promotion messaging.

Methods

One unit at an academic health center was selected by the Employee Wellness team for delivery of the “Stepping Stones to Wellness program” over a six-month period. The unit management and staff was given a selection of weekly wellness topics to choose from and the Employee Wellness Team added other important topics. The nurse practitioner students were responsible for presenting the weekly health topics on a bulletin board, Facebook postings, Twitter messages and personal interactions. Biometric screening was made available on the unit and management worked to free up staff to attend these sessions. Health coaching was provided by the nurse practitioner students and S.M.A.R.T. (specific, measureable, attainable, realistic and timely) goal setting was encouraged. Nurse practitioner students received training in Motivational Interviewing and were instructed to use this during the health coaching session.

Results

In the fifth year of offering the unit based Stepping Stones to Wellness program, the goal for biometric screening of 60 employees was exceeded (n=68). Participant satisfaction with the program was high: 100% surveyed report they feel this offering made a positive difference and 100% surveyed hope to have this program replicated and offered again. Open ended questions indicated an appreciation for the NP students’ help in the area of goal setting and visits to the night shift. The Facebook posting reached 475 (eating disorders) to 3428 (substance abuse) people depending on the topic; blogs views ranged from 35 for seasonal affective disorder to 589 for anxiety. The educational bulletin board was evaluated by a range of participants -10 for seasonal affective disorder to 22 for anxiety. All evaluation data from this evidence based program will be presented.

Discussion

Wellness offering must show a return on investment in order to be sustained. This unit-based wellness program was a 6-month comprehensive and integrated program with a primary focus on self-care and health education. The program initially paid for itself and may have contributed to a return on investment of $3,745.17 by not paying unscheduled time off in comparison period. This unit-based wellness program using incentives, has continued to yield high participation and satisfaction over the past five years. This project found that bringing health promotion activities directly onto a hospital unit has been cost effective and satisfactory to the participants, as well as, nurse practitioner students.

Further research

This quality assurance project lacks the rigor and controls necessary for a research study and since it was conducted in one academic medical center, replication is recommended. Further research utilizing larger samples, testing unit-based nurse health promotion activities, is indicated.

Keywords:
Health Promotion; Hospital Employees; Nurse Practitioner Students
Repository Posting Date:
17-Jul-2017
Date of Publication:
17-Jul-2017
Other Identifiers:
INRC17C09
Conference Date:
2017
Conference Name:
28th International Nursing Research Congress
Conference Host:
Sigma Theta Tau International
Conference Location:
Dublin, Ireland
Description:
Event Theme: Influencing Global Health Through the Advancement of Nursing Scholarship

Full metadata record

DC FieldValue Language
dc.language.isoen_USen
dc.type.categoryFull-texten
dc.formatText-based Documenten
dc.typePresentationen
dc.evidence.levelN/Aen
dc.research.approachN/Aen
dc.titleA Learning Collaboration to Deliver Onsite Health Promotion for Hospital Staffen_US
dc.title.alternativeHealth Promotion for Cliniciansen
dc.contributor.authorPalumbo, Mary Valen
dc.contributor.departmentNon-memberen
dc.author.detailsMary Val Palumbo, DNP, MSN, BS, APRN, GNP-BC, Professional Experience: Mary Val Palumbo DNP, GNP-BC is an Associate Professor at the University of Vermont College of Nursing and Health Sciences.. Her clinical practice, as a Gerontological Nurse Practitioner, has been at the University of Vermont Medical Center Memory Program for the past 9 years. Dr. Palumbo has been the Director of the Office of Nursing Workforce at the University of Vermont since 2001. She has been actively involved in supply and demand nurse workforce research and has worked on initiatives regarding interprofessional practice, older nurse career planning, inactive nurse volunteers for emergency planning, recruitment and retention efforts in long term care facilities, faculty loan repayment legislation, APRNs supply trends, and the health and safety of RN and LPNs in the state of Vermont. Dr. Palumbo also teaches in the graduate program at the University of Vermont. Author Summary: Dr. Palumbo teaches in the graduate nursing program at the University of Vermont. Her clinical practice, as a Gerontological Nurse Practitioner, has been at the University of Vermont Medical Center Memory Program. Dr. Palumbo is also the Director of the Office of Nursing Workforce at the University of Vermont.en
dc.identifier.urihttp://hdl.handle.net/10755/621864-
dc.description.abstract<p><span>Background</span></p> <p>Using metrics including unscheduled absenteeism, workman’s compensation claims, patient handling injuries, staff participation in biometric screening and participant satisfaction, an employee wellness program was evaluated in 2011. Based on the success of this program, the nurse practitioner students and an employee wellness team have continued to adjust this evidence based program over the past five years by tracking participation and introducing new social media methods of reach to the target population with health promotion messaging.</p> <p><strong>Methods</strong></p> <p><strong></strong>One unit at an academic health center was selected by the Employee Wellness team for delivery of the “Stepping Stones to Wellness program” over a six-month period. The unit management and staff was given a selection of weekly wellness topics to choose from and the Employee Wellness Team added other important topics. The nurse practitioner students were responsible for presenting the weekly health topics on a bulletin board, Facebook postings, Twitter messages and personal interactions. Biometric screening was made available on the unit and management worked to free up staff to attend these sessions. Health coaching was provided by the nurse practitioner students and S.M.A.R.T. (specific, measureable, attainable, realistic and timely) goal setting was encouraged. Nurse practitioner students received training in Motivational Interviewing and were instructed to use this during the health coaching session.</p> <p><strong>Results</strong></p> <p><strong></strong>In the fifth year of offering the unit based Stepping Stones to Wellness program, the goal for biometric screening of 60 employees was exceeded (n=68). Participant satisfaction with the program was high: 100% surveyed report they feel this offering made a positive difference and 100% surveyed hope to have this program replicated and offered again. Open ended questions indicated an appreciation for the NP students’ help in the area of goal setting and visits to the night shift. The Facebook posting reached 475 (eating disorders) to 3428 (substance abuse) people depending on the topic; blogs views ranged from 35 for seasonal affective disorder to 589 for anxiety. The educational bulletin board was evaluated by a range of participants -10 for seasonal affective disorder to 22 for anxiety. All evaluation data from this evidence based program will be presented.</p> <p>Discussion</p> <p>Wellness offering must show a return on investment in order to be sustained. This unit-based wellness program was a 6-month comprehensive and integrated program with a primary focus on self-care and health education. The program initially paid for itself and may have contributed to a return on investment of $3,745.17 by not paying unscheduled time off in comparison period. This unit-based wellness program using incentives, has continued to yield high participation and satisfaction over the past five years. This project found that bringing health promotion activities directly onto a hospital unit has been cost effective and satisfactory to the participants, as well as, nurse practitioner students.</p> <p>Further research</p> <p>This quality assurance project lacks the rigor and controls necessary for a research study and since it was conducted in one academic medical center, replication is recommended. Further research utilizing larger samples, testing unit-based nurse health promotion activities, is indicated.</p>en
dc.subjectHealth Promotionen
dc.subjectHospital Employeesen
dc.subjectNurse Practitioner Studentsen
dc.date.available2017-07-17T14:59:34Z-
dc.date.issued2017-07-17-
dc.date.accessioned2017-07-17T14:59:34Z-
dc.conference.date2017en
dc.conference.name28th International Nursing Research Congressen
dc.conference.hostSigma Theta Tau Internationalen
dc.conference.locationDublin, Irelanden
dc.descriptionEvent Theme: Influencing Global Health Through the Advancement of Nursing Scholarshipen
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