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21 October 2008 - Brisbane

Journey of Discovery Presenter: Dr Marion Eckert Hospital: Centauri marion.eckert@health.sa.gov.au (08) 8204 4066. 21 October 2008 - Brisbane. Key Issue.

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21 October 2008 - Brisbane

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  1. Journey of DiscoveryPresenter: Dr Marion EckertHospital: Centaurimarion.eckert@health.sa.gov.au(08) 8204 4066 21 October 2008 - Brisbane

  2. Key Issue • Understanding the foundation professional development qualifications of our workforce and being informed to provide strategic direction for individuals, team and organisations requirements to ensure we build and retain qualified professional staff

  3. Demographics – Supply and Demand

  4. Age Profile of Nurses in State in 2006

  5. National Projection National projections indicate shortages of: • Approximately 40,000 nurses by 2010 • Approximately 90,000 nurses by 2020

  6. Aerial Shot of Flinders Medical Centre

  7. Flinders Medical Centre

  8. Flinders Medical Centre • Metropolitan Tertiary Referral Hospital • 530 Beds ‘whole of life’ • Located closely to Flinders University, collaborative relationship also with University of South Australia and University of Adelaide. • Birthing Centre • Neonatal Unit • Paediatric Unit • Acute Medical and Surgical Units • Intensive Care Unit with Trauma and retrieval services • Coronary Care Unit • Renal Dialysis • Liver transplant Unit • Mental Health Unit • Education and Research focus

  9. How can you keep ahead during the busy times?

  10. The Graduate in Nursing • Despite an  in No’s of students into the tertiary nursing programs, there is evidence to suggest that the new graduate does not remain in the nursing workforce. • Research has confirmed that the work environment may produce tension within and across theoretical concepts supported and taught through the tertiary system. In addition, stress and confusion experienced and unrealistic expectations lead to overburden for the individual. • There is also growing literature that demonstrates there are differences between generations in the workplace. Particularly in their perspective to their work and its role in their life and career plan, differing goals. • Jones J and Bonner R, Retaining new graduates in nursing, Graduate Nurse Survey Report, 2005, Australian Nursing Federation (SA Branch) for Department of Health (SA). • Clare et al, Curriculum, Clinical Education, Recruitment, Transition and Retention in Nursing, AUTC Final Report, 2002, School of Nursing and Midwifery, Flinders University, Adelaide SA

  11. Study Post Graduation

  12. Nurse Workforce Index Survey 2005 (DH) • n = 5480 respondents • 57.4% work part time (> proportion at FMC with more dependents) • 17.5 ± 10.4 years experience • 44 yrs average age of Nurse in SA (41 at FMC) • 34.2% involved in incident of verbal abuse in that year Maslach Burnout Inventory (Metro) • A little or very dissatisfied with present job 28.1% • Risk of : Emotional exhaustion 36.9% Depersonalisation 66.0%

  13. Nurse Workforce Index Survey 2005 (DH) (cont’d) • One third of all Nurses/Midwives who responded were at high risk of burnout related to emotional exhaustion and another third at moderate risk. • Excessive workload is a major risk factor related to emotional exhaustion. • Risk is higher in the younger age group

  14. Challenges • Sustainable, qualified workforce for the future • Provision of Quality care in an environment of diminishing LOS, and increasing acuity • Ageing workforce and transfer of knowledge to the next generation • Generation considerations in relation to casualisation of workforce

  15. Aim of this Project • Over a period of one month obtain a comprehensive and informative picture of the Nursing and Midwifery Staff @ FMC • It was anticipated that the analysis of the survey results would facilitate effective implementation of strategic leadership and professional development planning. • 1447 nursing and midwifery staff enrolled to the site www.cnmer.net and n=863 completed the survey. • Coordination of the Professional Development Committee and Centre for Nursing and Midwifery Education and Research which has a developed IT education link.

  16. Key Changes Implemented • Developed comprehensive IT training programs for Nurses and Midwives • Many other professional development programs linked to key areas identified. • Inclusive of specific generational programs highlighting the perceived variances and generational triggers. • Specific Graduate Nurse Survey targeting generational specific questions to ascertain variances in work ideologies. • Review of all program delivery methods to meet the variance between learning style mediums.

  17. Outcomes So Far • Education needs to be provided through various medium and learning modes. • Perhaps it is not age that is the determinant but a combination of learning methodologies and learning medium preferences. • Further specific outcomes regarding the Nursing and Midwifery CENSUS at FMC are embedded into broader hospital strategies

  18. Lessons Learnt • Don’t assume that all nurses and midwives have basic computer skills and want to use a computer in their work place. • The importance of our most valuable asset in sustaining quality patient care and to do that provide appropriate professional development that meets their training requirements

  19. Think with Innovation

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