Recognized Excellence, Designated Magnet VUMC Nursing

1. December 2010 Recognized Excellence, Designated Magnet VUMC Nursing

2. Clinical Workforce Lou Kaelin, Robin Mutz & Vicki Thompson

3. Clinical Workforce

9. NURSING DIVERSITY Nicole Herndon & Laura Kelley

10. Nursing Diversity PURPOSE:To cultivate an inclusive culture encompassing respect and valuing individual uniqueness at all levels of Nursing within Vanderbilt University Medical Center. DEFINITION:Diversity is defined as a broad spectrum of demographic attributes and philosophical perspectives that encompasses respecting and valuing each individual’s uniqueness at all levels of nursing within Vanderbilt University Medical Center.

16. First 2 Years Retention& Recruitment Julie Foss & Debianne Peterman

17. F2YRR PURPOSE To assess, develop and implement effective strategies, program and processes for recruitment, selection, orientation and support for nurses during their first two years of employment at Vanderbilt University Medical Center.

21. PEER INTERVIEWING

22. BUDDY SYSTEM FOR NEW NURSES

23. TRANSFER PROCESS

24. Leader Development Betty Sue Minton & Robin Steaban

25. 2010 Goal: Develop recommendations for span of control Accomplishments Ongoing Make a recommendation regarding leadership team roles and responsibilities that are consistent with span of control. Quantify the work by area and develop leadership team models. Examine impact of span of control on outcome metrics such as turnover, staff satisfaction , NDNQI PES sores, financial performance, etc. • Defined variables in that influence span of control • Completed focus groups to identify the work of the management team across the organization • Consolidated and reviewed the data from the focus groups identifying the work that is transformational. • Reconciled data with the behavioral rating scale. 2011 Goal: • Define the leadership model that is transformational and flexible with leadership competencies and a menu of tools.

26. 2010 Goal: Implement manager behavioral rating tool consistent with job description.Develop scoring templates for other leader roles. Accomplishments Ongoing Evaluate the use of the manager 5 point behavioral rating scale - revise and improve Complete performance assessment rating scale for assistant managers and charge nurses. • Behavioral Rating scale was finalized and implemented • Survey has been completed and will be distributed in Dec. to evaluate the use of the tool at mid-year conversations. 2011 Goal: Develop transformational leaders who can create and transform programs/products/environments to meet the patient population needs and VUMC organizational goals (People, Quality, Safety, Finances, Growth, and Innovation).

27. 2010 Goal: Collaborate with HR and Recruitment related to strategies for recruiting and retaining managers Accomplishments Ongoing Create a plan to begin this work following implementation of behavioral rating scale. • On hold 2011 Goal:

28. 2010 Goal: Develop collaborative working relationship with others in the organization, creating leader development opportunities Accomplishments Ongoing Create a plan to begin this work following implementation of behavioral rating scale. Map organizational learning opportunities to 5 point rating tool to assist managers to identify resources that will help them be successful • Have a connection through Workplace Learning collaborative to stay abreast of leader development opportunities • Terry Minnen presented update on elevate and how it aligns with the efforts this group is overseeing. 2011 Goal: Provide organizational learning opportunities for individual leaders and leadership teams to learn together and obtain or create tools to meet their desired objectives.

29. Maturing Workforce Adrienne Ames & Susie Lyons

30. Maturing Workforce • New focus for 2010 • Conducted Gap Analysis • Phases of Maturing and Retirement • Identified targets for improvement • Retired Nurses Group

32. Nurse Wellness Susan Hernandez & Diane Johnson

35. 2011 Goals

36. 2011 Goals

37. 2011 Goals

38. Shared Governance Laura Beth Brown & Connie Ford

45. Service Improvement Brent Lemonds & Todd Reimer

46. Service Improvement PURPOSE To identify and resolve issues hindering/preventing faculty and staff from doing their bedside duties that ultimately impacts meeting the needs of our patients and their families.

47. Major Accomplishments • Mapped all Measureable Outcomes to Pillars and Nursing Goals • Food Service • Using CCI Consultant to Implement Lean Principles to Performance Improvement – Scores went Up !! • EVS & Patient Transportation • Continued results improvement • Implemented Teletracking for Dashboard results

49. Patient Transport Subcommittee Accomplishments • Hired Additional Staff • Increased Patients Transported by Patient Transport to 81% of discharges to home. • 75% of transports are completed within 35 minutes • Average transport time is 28 minutes Service Standard • Patient will be ready for transport when transporter arrives for patient • (Service – overall teamwork; Quality of Care) • Patient Transport will complete all transports within 35 minutes • (Service, Quality of Care) • Decrease the number of Bed Transport Tracking, increase stretcher transports. • (Service – improve efficiency, Overall Teamwork, VUMC Results of Operations)

50. Environment Subcommittee Accomplishments • Average response time is 27 minutes. • Average cleaning time 34 minutes. • The turn around time from when the patient is discharged till the room is ready has been an average of 61 minutes. Service Standard • Turnaround time completed within 90 minutes during peak hours of 1-8 pm. • Service – meeting volumes, Quality of Care • Isolation rooms will be completed within 2 hours from central dispatch notification • Service, Quality of Care, Meeting Volumes