Hosting a Professional Nursing Pathway in the Talent Suite Sarah Peterman, PHR, SHRM-CP Talent and Learning Management Systems Administrator
My Hospital Crouse Hospital Syracuse NY Founded in 1887 Women and Children School of Nursing
Statistics and Titles Just over 2,700 Employees Is the first hospital in New York State to be designated a CHEST PAIN AND HEART FAILURE CENTER by the Society of Cardiovascular Patient Care Is the New York State-designated REGIONAL REFERAL CENTER for PERINATAL & NEONATAL INTENSIVE CARE (NICU) SERVICES Performs more ROBOTIC SURGICAL PROCEDURES using the da Vinci technology than any other Syracuse hospital Has the largest OUTPATIENT SURGERY program in Central New York Is a New York State-designated REGIONAL STROKE CENTER Delivers MORE BABIES than any other hospital in Central New York (nearly 4,000 in 2013) Operates the region s only PEDIATRIC CARDIAC CATHETERIZATION program Operates the only HOSPITAL-BASED SUBSTANCE ABUSE TREATMENT SERVICE in Central New York Has graduated MORE THAN 4,800 STUDENTS from the Crouse Hospital College of Nursing since its founding in 1913 The only Hospital in the area chosen to join the SPIRIT OF WOMEN initiative
Items we will cover Why did we launch a PNP? How I entered the process The problem The AH-HA moment The solution The follow up The Results
Why did we launch a PNP? We had no official career ladder for RN s We wanted to provide: Structure Engagement Recognition Improve goal setting Increase engagement in the community
Why did we launch a PNP? We wanted to align to our Mission, Vision and also our Strategic Initiatives Crouse Mission To Provide the best in patient care and promote community health Vision 2 Dynamic Work Environment: Fostering an environment where all are valued and respected, and passion and opportunities for professional growth are encouraged.
Why was I brought in? Process had stalled Huge amount of paperwork Committee struggling to see how it would all come together Struggling with how this will be distributed Had no idea on how they could keep track Unsure how to archive old copies and update new ones
When did I join the process? The following tasks had already taken place: Form committee Create mission Research other clinical ladders Seek buy in from nursing leadership Draft up the ladder Draft up requirements
The Committee created the Mission and Objectives
1 st meeting Oh my absolute goodness!!!!!
My questions for the committee
What the committee was proposing Publicize through intranet, publications, emails and in departmental meetings. Planned to have hard copies printed and each department have supplies of application forms and verification forms. Nurses can ask their Manager for it. Reporting had not been discussed or thought of yet.
The Ah-Ha moment This is focusing on employee engagement. To keep employees engaged we need structure, we need it to be an easy process and we need it to be accessible 24/7. We need Managers and Supervisors to be having conversations with employees about goals, continued learning, continued professional development, giving back to community
The Ah-Ha moment If only we had an electronic system that managers and employees can find information If only we had a structured process for Managers and employees to focus on the year ahead If only we had a way of being able to report easily on documents submitted to HR
My Solution: How to distribute Application Forms Professional Nursing Pathway Guide GUIDE and ALL FORMS made into a PDF and embedded into a CBL for all Nurses. Printable at any time Declaration to Join Registered Nurse/Nursing Leadership/ Human Resources Declaration to join pathway made into a voluntary CBL, employees can enroll themselves and answer the test to state they are joining the pathway
How does it look?
Feedback received
The Ah-Ha moment If only we had an electronic system that managers and employees can find information If only we had a structured process for Managers and employees to focus on the year ahead If only we had a way of being able to report easily on documents submitted to HR
Problem # 2: How do we nurture this engagement? We already had buy in from Nursing Leadership. Now we needed to act on it. Using the annual review process as the basis, we found a way to incorporate the PNP into the appraisal conversation. This is where Performance Manager came into play.
Problem # 2: How do we nurture this engagement? Every RN who has one year of experience is automatically awarded RN1 At the annual review, the Manager has a section on the appraisal which speaks to the PNP.
Problem # 2: How do we nurture this engagement? If the employee has questions, the Manager or the employee can log into NetLearning and retrieve the guide. If the employee is interested in pursuing one of the levels, they may declare there and then. The Manager would go to the employee file icon on the side bar
The Manager will now enter a feedback entry into the employee file and will click the relevant declaration level. The due date will be the date of the review as the employee has 1 year to submit relevant documents and portfolio
Problem # 2: How do we nurture this Why did I do it this way? engagement? The employee and the manager will receive a task 3 months prior to the due date to touch base and see how things are going More importantly, we can easily run reports of how many people have declared for each level. The report includes due dates
Sample Report
The Ah-Ha moment If only we had an electronic system that managers and employees can find information If only we had a structured process for Managers and employees to focus on the year ahead If only we had a way of being able to report easily on documents submitted to HR
Confirmation of Acceptance This is what the drop downs look like: The employee receives an email with a task to review the feedback.
Confirmation of Acceptance The employee receives an email with a task asking them to review feedback. The task provides a congratulatory note and instructs them to get their new badge. This also provides us a way to run a report on how many have been successful at each level.
The employee also has to sign the task to acknowledge receipt.
How do we keep track of honorees?
What if unsuccessful? If unsuccessful, we created a feedback entry for RN Level application defer The committee can list in detail the missing pieces of the portfolio and provide a due date to extend the application process.
What went well? Ease of access The Follow up Easy for me to upload Easy for employees to access Cost Effective Little to no paper required No need for batch printing Versatile to distribute Can assign the guide to just those job titles who need it Reminders Employees can see due date clearly Employee and Manager get a reminder Reports Much more effective than expected Clear and concise and easy to produce/distribute
The Follow up What could have been better Work Load The entire process was on me as the sole administrator Huge amount of set up work CBL Placement Initially it was placed as a required CBL so that people did not have to search for it. Many called complaining that it looks like they have outstanding CBLs to do so we moved it to voluntary enrollment. Kick Off Event Was kind of a fizzle. Not enough awareness. Committee had not rolled out an initiative like this before. Not enough people knew the pathway as well as they should to be able to speak with confidence.
The Results Volunteer Coaches Soarian 200 180 160 140 120 100 CPOE Rollout MAK and New IV 192 Coaches 80 60 40 20 0 PNP introduced 48 60 0 2013 2014 2015 2016
The Results (cont ) Coach Breakdown 29% Other Nursing roles 71% Eligible to participate in the pathway
Celebration and Recognition
Thank you Phone: 315-470-7523 Email: sarahpeterman@crouse.org LinkedIn: Sarah Peterman Twitter: spennyinnit