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Enhancing Compliance of Casual Nurses: Strategies and Outcomes at Osborne Park Hospital

This presentation by Tony Dolan focuses on the compliance of casual nurses and midwives with mandatory training and performance development at Osborne Park Hospital. With 81 casual staff and 8.1 FTE utilized in FY 2008/09, the initiative aims to improve CPR and Fire Safety training completion rates to 95% and performance development compliance to 80% by the end of FY 2009/10. Key changes include producing a development tool, educating staff, and implementing accountability measures for training completion and performance issues. Lessons learned emphasize flexibility in training and clear accountability.

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Enhancing Compliance of Casual Nurses: Strategies and Outcomes at Osborne Park Hospital

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  1. Casual Nurses Are They Performing? Presenter: Tony DolanHospital: Osborne Park Hospital (OPH)Anthony DolanTelephone: 08 9346 8001Email: anthony.dolan@health.wa.gov.au 3 September 2009 - Brisbane

  2. Compliance With Mandatory Training & Performance Development • OPH uses 8.1 FTE of casual nurses/midwives in financial year 2008/09 • OPH has a head count of 81 casual nurses/midwives in 2008/09 • 21 (26%) casual nurses/midwives had completed a performance development discussion in 2008 • 58 (72%) casual nurses/midwives had completed CPR assessment in 2008 • 42 (52%) casual nurses/midwives had completed Fire & Safety assessment in 2008

  3. AIM OF THIS PROJECT • Improvement the compliance with mandatory training & performance development • Focus on CPR and Fire & Safety in the 1st instance and then Manual Handling • Aim- to reach 95% compliance for CPR and Fire & Safety by the end of FY 2009/10 • Aim- to reach 80% compliance for performance development by the end of FY 2009/10 • Develop standardise template for above issues • Accountability would be with the Duty Nurse Manager & After Hours Clinical Nurse Managers

  4. KEY CHANGES IMPLEMENTED • Discussed with casual nurses/midwives on how compliance with this initiative could happen • Produced a professional development tool that simplifies the process for completion • Educated the ward based nursing/midwifery staff on providing assistance to the casual nurses/midwives in completing this professional development tool • Ensured that governance & accountability of this initiative was aligned to the Duty Nurse Manager & After Hours Clinical Nurse Managers • Implementation of a management process for escalating an issue of poor performance

  5. OUTCOMES SO FAR

  6. LESSONS LEARNT • That the casual nurses/midwives take accountability for achieving their own mandatory training & performance development needs • The accountability & process for managing the casual nurses/midwives is clear & understood • Ensure education/training is flexible and available for casual nurses/midwives (electronic, SDLP etc) • That ward based staff development plans incorporate the needs of the casual nurses /midwives • A recurrent & robust review process is in place for follow up and discussion with casual nurses/midwives

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