collaboration to change the landscape of nursing: a journey between urban and remote practice...

Collaboration to change the

landscape of nursing:

Dr. Mary Ferguson-Pare

Pat Chilton

Dr. Claire Mallette

Susan McLeod

Kelly Reuben

Baiba Zarins

National Aboriginal Health Organization

November 25th, 2009

A journey between

urban and remote

practice settings

Beginning and Overview

University

Health Network

(UHN)

Weeneebayko

Health

Ahtuskaywin

(WHA)

Building Interest and CapacityOntario MoH&LTC Health Human

Resources demonstration project

Retention & Recruitment: create

best practice environment

Knowledge Networking: professional development

Unit Resource Analysis Tool: test in external setting

E-learning: develop 5 remote applicable education modules and expand existing audience

Implementation -MarketingMethodology-key goals

Career Mobility

Knowledge Networking

Personal Growth

Implementation-Recruitment

Pre-DepartureResume

Leave of absence from home unit

ONA Letter of Agreement

Logistics of placementTravel and Accommodation

Financials

Skill competency

Support systems

Return to urban practice setting

Outcomes Evaluation

Quantitative Data

Retention & Recruitment indicators

Nurse Resource Analysis Tool data

e-learning (LMS) utilization

Qualitative Data

Journal excerpts

Debrief sessions

Home page screen: Urinalysis module

e-learning

Nurses For Tomorrow

http://www.nursesfortomorrow.ca

Implementation Process

The Unit Staffing Analysis tool (as an individualized questionnaire) is made available to every Nurse Manager at the end of each quarter; data gathered includes:

Actual vacancies at that point in time

Predicted vacancies for the upcoming fiscal quarter

Key staff characteristics (including number of nurses new to that clinical area)

Clinical supports available (e.g., Clinical Educators, APNs, etc.)

Key unit characteristics (including number of funded and unfunded beds, number of specialty beds, etc.)

Evaluation-Quantitative (WHA)UHN Nursing Placements and WHA Agency Utilization

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UHN Starting Placements

WHA Agency Hours

Outcomes Evaluation-Qualitative

(UHN)43 participants

21 debrief e-mail surveys (51% return rate)

In-person, telephone and e-mail for all participants

Themes of 8 open ended questions:

Orientation

Skills acquisition/certification

Placement Highlights

Placement Challenges

Repeat or extended placement

Journaling the Experience

Outcomes Evaluation-Qualitative

(WHA)8 urban placement experiences

Overall themes:Environment

Skill acquisition/certification

Placement Highlights

Placement Challenges

Marketing of program

MFP interview with Brian Linklater

Sustainability Planning

Fostering the spirit of inquiry

Philosophy of lifelong

learning

Appreciation of

global nursing practice

Future ExpansionsUHN Allied Health department

Clinical Nutrition

External adjunct collaborations:

Centre for Addictions and Mental Health (CAMH)

University of Toronto: First Nations Program

Research Doctorate

First Nations Oncology Program

Acknowledgements…

Ministry of Health and Long Term Care

Health Force Ontario

James Bay Hospitals

Weeneebayko Health Ahtuskaywin

UHN Corporate Nursing Department

Mount Sinai Hospital

In Jennifer’s words…I really do miss the staff of James Bay.

I miss the many Cree people I met personally and professionally. I have tremendous respect for their culture.

Back at work I am continually asked: “Would you do it again?” without hesitation I reply “Absolutely!”

Open Mind and Open Heart.