Improving Employee Satisfaction. Laguna Honda Hospital & Rehabilitation Center

Transcription

1 Improving Employee Satisfaction Laguna Honda Hospital & Rehabilitation Center 1

2 Management Response Share results of 2014 Employee Satisfaction Survey with staff Obtain input to identify top 3 priorities for departmental improvement Develop specific, measurable, achievable, relevant, time framed (SMART) departmental objectives Re-survey employee satisfaction in 2015

3 Key Improvements To Focus On Five service departments have been selected to report on their top 3 priorities for improvement: Environmental Facility Nursing Nutrition Rehabilitation

4 Environmental Services 1. Appreciation of my work from my Supervisor/Manager a. Employee appreciation will be recognized by giving an Employee of the Month award at the monthly staff meeting beginning in February b. Employee appreciation of good work will also be given a Thank You note by the supervisor beginning in February c. Annual celebration of National Environmental Services Week will include recognition and appreciation of EVS staff on the first week of October Communication by direct Supervisor/Manager a. Department wide weekly staff meetings on Fridays will be facilitated by a Building Supervisor on a rotational basis. The schedule will be established by Jan 31, b. Each Building Supervisor will meet with ONE direct report once a week to increase opportunities for staff input and address concerns and will complete the one-to-one meeting of all staff by June 30, 2015.

5 Environmental Services 3. Opportunity to Give Input a. A suggestion box will be installed at the Conference Room at B400 by January 30, 2015 to provide staff the opportunity to give input, share concerns and ideas anonymously for staff who may not be comfortable with voicing their concerns or ideas in a large group setting. b. Each Building Supervisor will have a staff meeting with their direct reports twice a month on the 2 nd and 4 th week beginning February 2015.

6 Facility Services 1. Opportunities for growth/training: a. The engineering staff identified the need for equipment specific training in the areas of bariatric bed repairs and the nurse-call system. b. The trade staff requested training in ADA and Fire Life Safety code updates. a. Bariatric bed and the nurse-call system training classes offered by the equipment manufacturers will be identified by March 2015 and staff will complete training by the end of June b. Current ADA and Fire Life Safety code update training classes will be identified by March 2015 and staff will complete training by the end of June Clear Expectations from direct supervisor/manager. a. Staff requested a means of conveying information from the weekly staff meetings to the off-shift staff that are not in attendance so everyone is receiving consistent information a. Beginning in December 2014, the department clerk will summarize and disseminate the minutes of the weekly Wednesday staff meetings to all staff via by Friday of the same week.

7 Facility Services 3. Communication by direct supervisor/manager. a. Staff mentioned it often takes a long time to get parts and supplies after the information is provided to their supervisor with no communication back on the cause of the delay. a. Supervisors will provide weekly updates at the Wednesday staff meetings on the status of their PO requests beginning in January b. Staff will also be informed of the status via the Invoice Log on the department shared drive to track status of their requests beginning in January c. Once PO is received from Material Management, a copy of the order will be given to the requester beginning in January 2015.

8 Nursing Department (RNs/LVNs) Top 4 Priorities 1. Cooperation among all Laguna Honda Departments/Units Each neighborhood will complete team building training of all RCT members by 12/23/2014. Resident care team members will collaborate on working towards their identified team building goal/project and will present at Leadership Forum by 6/30/2015. Each resident care team will create a poster of the identified collaborative project with goals and outcomes by 3/30/2015. This poster will be posted at each neighborhood s RCT Bulletin Board to share with the rest of the neighborhood staff.

9 Nursing Department (RNs/LVNs) Top 4 Priorities 2. Attentiveness of management to employee well being 3. Regular communication about my progress Nursing Leadership will ensure that SIRT is provided no later than the end of the shift to individuals or group of employees who have encountered an unpleasant experience. Nurse Manager or Nurse Director will provide check in to employee who was injured at the workplace at the time of incident and a week after the incident. At the next performance appraisal conference each nurse manager will establish with employee regular performance check in s in addition to the annual employee conference. This will be completed by 2/28/ Appreciation for Cultural Diversity Each nursing staff will complete training on Cultural Sensitivity and Humility by 6/30/2015. Each neighborhood will allocate a section in their staff bulletin board on High Five s by 2/28/2014. This section will post neighborhoods multi-cultural celebration pictures and high five cards (employee s who acknowledge other employee for demonstrating cultural humility). Managers will have a conversation with staff about cultural humility during performance appraisal 1:1 conference

10 Nursing Department (CNAs/PCAs/HHAs) 1. Cooperation among all Laguna Honda Departments/Units Each neighborhood will complete team building training of all RCT members by 12/23/2014. Resident care team members will collaborate on working towards their identified team building goal/project and will present at Leadership Forum by 6/30/2015. Each resident care team will create a poster of the identified collaborative project with goals and outcomes by 3/30/2015. This poster will be posted at each neighborhood s RCT Bulletin Board to share with the rest of the neighborhood staff. 2. Appreciation of Cultural Diversity Each nursing staff will complete training on Cultural Sensitivity and Humility by 6/30/2015. Each neighborhood will allocate a section for in their staff bulletin board on High Five s by 2/28/2014. This section will post neighborhoods multi-cultural celebration pictures and high five cards (employee s who acknowledge other employee for demonstrating cultural humility). Managers will have a conversation with staff about cultural humility during performance appraisal 1:1 conference.

11 Nursing Department (CNAs/PCAs/HHAs) 3. Teamwork within my Department/Unit Team work between Licensed Staff and PCA/CNA/HHA will be strengthened by establishing pre and post shift check ins by licensed team leader to respective PCA/CNA/HHA to illicit any buddy needed during care. This will start as a pilot on PAV Mezz SNF by 1/1/2015, and spread to rest of neighborhoods by 2/1/2015. Team Work award will be recognized every quarter in 2015 at NQIC for LN- PCA/CNA/HHA team that demonstrates collaboration, support and respect to each other.

12 Nutrition Services 1. Adequacy of equipment and supplies a. Cart Wash areas will be restored by April 1, b. Kitchen Floor will be replaced by April 1, Opportunity for staff to provide input on concerns and ideas for quality improvements for the Nutrition Services Department a. Department-wide meetings will be scheduled by Jan 15, 2015 for every 6 months with the Acting FS Director, Assistant FS Director and Food Service Manager beginning in Jan b. The topic of staff input will be discussed at the monthly AM/PM Tray Service and Production Meeting to encourage staff to provide input, share concerns and ideas. c. A suggestion box will be placed at the entrance of the kitchen by Jan 31, 2015 to provide staff the opportunity to give input, share concerns and ideas anonymously for staff who are not comfortable voicing their concerns or ideas.

13 Nutrition Services 3. Quality of Training a. One additional educational topic will be provided each quarter beginning January 2015 for the staff in the Nutrition Dept. b. Staff will be asked to submit topics of interest for the educational training at the next departmental-wide meeting in January 2015.

14 Rehabilitation Department 1. Cooperation among Laguna Honda departments By the end of Q1, CY 2015, complete hospital wide education in regard to the role of rehabilitation at Laguna Honda and in the SFHN. 2. Opportunities for growth/ training By the end of Q2, CY 2015, create and implement a plan for an education/competency program across the continuum of care. 3. Communication among co-workers By the end of Q1, CY 2015, complete communication workshop series started in Nov 14. Starting in January 2015, start Rehab Services weekly newsletter.

15 In Summary The rest of LHH Departments reviewed the Employee Satisfaction Survey results for 2014, and also identified action plan to address opportunities. Laguna Honda will re-administer the Employee Satisfaction Survey in 2015 and evaluate the overall effectiveness of their plans.

16 Thank You