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Demographics

2090 Nursing Staff 106 HR staff 740 beds. Demographics. Magnet Recognition Program. Quality Nursing Program Focusing: Nursing Culture Patient Outcomes HR is pivotal to our organisational performance (Buchanan, 2004). James Buchanan states. Health measures are unique Indicators:

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Demographics

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  1. 2090 Nursing Staff 106 HR staff 740 beds Demographics

  2. Magnet Recognition Program • Quality Nursing Program • Focusing: Nursing Culture Patient Outcomes • HR is pivotal to our organisational performance (Buchanan, 2004)

  3. James Buchanan states • Health measures are unique • Indicators: Clinical activity Patient acuity Output Outcome (Buchanan,J.2004)

  4. Why All Units: • Review • Analyse • Benchmark • Improve patient outcomes • Bridges evidence practice gap

  5. What • Nurse Sensitive Indicators Reflect • Outcomes • Structure • Process • Mandatory N.S.I (The National Database of Nursing Quality Indicators, accessed 1.06.06)

  6. Outcomes • Improve if there is a greater quantity or quality of care • Patient Falls: total falls & injury per 1000 patient days (NDNQI, Patient Falls Module, 2005) • Pressure Ulcer Rates: hospital acquired per 1000 patient days (NDNQI, Pressure Ulcer Survey Module, 2005) • Units must collect 2 Unit Specific N.S.I

  7. Structure • Nursing Care Hours • Skill Mix of Nursing Staff • Educational Qualifications of Nursing Staff

  8. Process Measures aspects of nursing care: • Nursing Assessment • Nursing Intervention • Nursing Job Satisfaction

  9. How 1st Step Categorize organisation: • Bed size • Unit type • Hospital Category

  10. Tools used 2nd Step Collection of all Mandatory Nurse Sensitive Indicators and Patient Outcomes Three tools • Unit Specific Scorecards: monthly • Magnet Organisational Reports: 6 monthly • Demographic data sheets: annually

  11. 6 Monthly Reports • Recruitment Pool Size • Annual Registration Certificates • Qualification Register • Professional Affiliations Register • Vacancy Rates Trends Analysis • Vacancy Rate Report • Labour Turnover Trends Trends Analysis • Labour Turnover Report

  12. Demographic Data Sheet • Submitted annually to the American Nurses Credentialing Centre • In-depth analysis of organisation A) Outpatient Activity B) Inpatient Activity C) Support positions and qualifications D) 4 year retrospective summary

  13. Conclusion • Magnet delivers high performance HRM characteristics • Challenge is to bridge the gap • No magic bullet • Co-ordinated HRM interventions more likely to achieve sustained improvement (Buchanan,J.2004)

  14. Bibliography Buchanan, J. 2004, What difference does (“good”) HRM make? http://www.human-resources-health.com/content/2/1/6 (Accessed 12.06.06). NDNQI. Version 5.0, January 2005, National Database of Nursing Quality Indicators, Nursing Care Hours Module. www.nursingquality.org (Accessed 13.06.06). NDNQI. Version 5.0, January 2005, National Database of Nursing QualityIndicators,Patient Days Module. (Accessed 13.06.06). www.nursingquality.org NDNQI. Version 5.0, January 2005, National Database of Nursing QualityIndicators, Pressure Ulcer Survey Module. www.nursingquality.org (Accessed 13.06.06). NDNQI. Version 5.0, January 2005, National Database of Nursing Quality Indicators, RN Education Module. www.nursingquality.org (Accessed 13.06.06). The National Database of Nursing Quality Indicators, (NDNQI), www.nursingworld.org/quality/database. (Accessed 1.06.06

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