breakout: adult grantees – sustaining quality improvement...
TRANSCRIPT
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Sustaining Quality Improvement: Lessons From and For the Adult Medicaid Quality GranteesFacilitated by Kamala AllenDirector, Child Health Quality, Center for Health Care Strategies
The CMS Healthcare Quality ConferenceBaltimore, MD | December 2 – 4, 2014
Follow us on Twitter:@QIOProgram
Tweet with our conference hashtag:#QualityNet14
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Agenda
• Sustaining Quality Improvement: Lessons Learned from New York State– Lindsay W. Cogan
• Holding the Gains– Jane Taylor
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Sustaining Quality Improvement: Lessons Learned from New York StateLindsay W. CoganOffice of Quality and Patient Safety, New York State Department of Health
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Background
New York State Health Agencies* *
* Collaborating partners for AMQ grant4
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New York State Quality Improvement Projects (QIPs)
Behavioral Health• Improving adherence to
antipsychotics for people with schizophrenia
• 168 participating clinics
Maternal Health• Improving documentation
of maternal education on the maternal and fetal risks and benefits of scheduled delivery without medical indication between 36 0/7 and 38 6/7 weeks gestation
• 13 participating regional perinatal centers
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Office of Mental Health (OMH) Quality Improvement Initiative
• Builds on success of OMH medication-related quality improvement initiatives (2008-2012)
– Launched December 2012• Projects aligned with priorities in statewide systems
transformation (integrated mental/physical health, care coordination, hospital readmissions)
• Clinic project options– Behavioral Health Care Coordination – 168 (56%)– Health Promotion and Coordination – 134 (44%)
• Clinics use Psychiatric Services and Clinical Knowledge Enhancement System (PSYCKES) to support quality improvement and clinical decision-making
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The New York State Perinatal Quality Collaborative (NYSPQC)
• Builds on successes of New York Department of Health (DOH) collaboration with state’s Regional Perinatal Centers (RPCs) and National Initiative for Children's Health Quality– Began September 2010
• 18 RPCs Total– OB Education Project – 13 (72%)
• Project aligned with aims of collaborative to provide the best and safest care for women and infants in New York by preventing and minimizing harm through the use of evidence-based practice interventions
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Overcoming Challenges of Statewide Project Implementation
• Staffing issues– Maternal Health QIP: Staffing delayed project kick-off
• Need for clinical resources to support project– Behavioral Health QIP: Full time project manager with clinical
experience hired in December 2013
• Approaches to maximize staff time and efficiency – Maternal Health QIP: In-person learning session (11 of 13 RPCs
attended) and bi-monthly coaching calls– Behavioral Health QIP: Distance learning methods (webinars,
on-line training modules) – Electronic forms for data collection to minimize manual data
entry
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Antipsychotic Non-Adherence Indicator Trend by Participation Status
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%7/
1/20
12
8/1/
2012
9/1/
2012
10/1
/201
2
11/1
/201
2
12/1
/201
2
1/1/
2013
2/1/
2013
3/1/
2013
4/1/
2013
5/1/
2013
6/1/
2013
7/1/
2013
8/1/
2013
9/1/
2013
10/1
/201
3
11/1
/201
3
12/1
/201
3
1/1/
2014
2/1/
2014
3/1/
2014
4/1/
2014
5/1/
2014
6/1/
2014
7/1/
2014
8/1/
2014
Participating Clinics
Joinpoint Participating Clinics
Non-Participating Clinics
Joinpoint Non-ParticipatingClinics
Pro
ject
Sta
rt
Average Annual Percent Change (AAPC)from Baseline (January 2013) to August 2014
Group AAPC 95% CIParticipating Clinics -8.8 (-15.6, -1.5)
Non-Participating Clinics -0.6 (-1.8, 0.6)AAPC Difference -8.2 (-16.4, -0.8)
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Percent of All Scheduled Deliveries with Maternal Counseling Documented
0
10
20
30
40
50
60
70
80
90
100
Jun-
12
Jul-1
2
Aug
-12
Sep
-12
Oct
-12
Nov
-12
Dec
-12
Jan-
13
Feb-
13
Mar
-13
Apr
-13
May
-13
Jun-
13
Jul-1
3
Aug
-13
Sep
-13
Oct
-13
Nov
-13
Dec
-13
Jan-
14
Feb-
14
Mar
-14
Apr
-14
May
-14
Jun-
14
Jul-1
4
Aug
-14
Sep
-14
Perc
ent (
%)
Start of NYSPQC OB Prenatal
Education Project
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Sustainability – Behavioral Health QIP
• Clinics sustain infrastructure to support improving adherence project goals (e.g., use of PSYCKES, changes in clinic workflow and clinical procedures)
• Clinics continue to deliver effective interventions that address clients’ low medication adherence
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Sustainability – Maternal Health QIP
• Electronic data collection and entry tool with accompanying visualization tools will remain
• OB Scheduled Delivery Project Toolkit being developed with information on sustaining change
• OB Education Project involved participation with one prenatal clinic for each RPC, but lessons learned can be shared with networks and spread to other clinics
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Lessons Learned
• Use existing collaborations• Build off successes• Structure projects to build skills and develop
infrastructure• Create tools and teach people how to use these tools
for quality improvement• Integrate quality improvement into the organization
processes and/or workflow (whether it is a freestanding mental health clinic or prenatal clinic)
• Engage other stakeholders (i.e., health plans)
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Contact Information
[email protected](518) 486-9012
PSYCKEShttps://www.omh.ny.gov/omhweb/psyckes_medicaid/Terese Lawinski, PhD: [email protected]
NYSPQCwww.NYSPQC.org [email protected]
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Holding the GainsJane Taylor, Improvement Advisor
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Objective
• Articulate components that support holding the gains achieved through quality improvement efforts
• State increments for planned scale up• State the 5 characteristics of ideas ready for
spread• Value the need to plan early for spread
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What it Looks Like to ‘Hold the Gains’
• Collect data over time when conditions are expected to change
© Institute for Healthcare Improvement Impact Collaborative
Baseline
Testing
SuccessfulTesting
Begin implementation on pilot unit
Evidence of improvementduring implementation
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What Supports Holding the Gains?
The Institute for Healthcare Improvement surveyed successful teams and found:• 97% of teams that achieved results could hold gains• 67% could exceed their gains • Successful teams:
• Continue to track their performance with data• Periodically report results to leadership after a
project’s end• Began early planning in the project to sustain
progress
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What Supports Holding the Gains?
• Successful teams:• Documented the improvement process• Documented the process required to ‘hold’
new level of performance• Took specific actions to make the improved
processes permanent• Organizations developed a plan for spread
early
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Forces That Pull Us Away From Gains: They Won’t Hold Themselves!
• Complacency about having met the goals • Assumption that once met, the performance level will
stick• Competing priorities reduce resources• Lack of leadership interest or attention• Lack of knowledge of what is required to hold the
gains• Infrastructure issues were not secured for holding the
gains or scale up and spread
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Those Who Hold the Gains…
• Use data and continue to look at data on run charts
• Continue to report performance, challenges to structure and systems
• Continue a commitment to accountability• Keep leaders interested and supportive • Still meet as a team periodically – less often, but
still meet• Pounce on processes as soon as they see data
slip
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• Develop and offer training• Account for turnover and integrate the process in
new hire orientation• Attend to policy and document procedures• Map out the flow process• Rewrite job descriptions if needed• Designate who is responsible for key tasks • Plan ahead early in the project for holding the gains
and spread• Address social aspects of the changes when
implementing them
Those Who Hold Gains…
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Reflective Moment
• Think of a specific change you recently implemented.
• Assume your ‘team’ or key staffers all retire; will this change continue?
• What things can you anticipate might cause the change to revert back to its old way?
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Developing Degree of Belief in Changes
© 2005 Institute for Healthcare Improvement24
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• Improve• Implement • Hold the Gains• Scale Up• Spread
Sequence
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• Test small• Test often• Test under a wide range of conditions• Expand scope of testing • Increase the degree of belief the change brings
about improvement• Expect some failures and learn from them• Fool-proof the change
Improvement is About Testing Ideas, Learning What Works and How It Works
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• Redesign the process• No longer expect failures• Understand contexts for implementation
differ• Explore system and infrastructure barriers• Work with leadership to resource and
overcome the barriers to implementation
Implementation is About Making the Change Permanent
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Pay attention to:• Communication• Infrastructure changes needed to secure gains• Use of data to receive signals of performance
Holding the Gains is About Vigilance
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Scale Up: All About the Infrastructure and System Issues
• Ideas have been tested and are ready for “export”
• Pilot sites have shown the value of “good ideas”• A lot is now known about “how” to make change
useful• No longer expecting failure
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• As scale up occurs, more organizations or units implement the change. • Barriers to the change emerge that the
pilot may not have experienced.• These barriers may be systemic or local.• The barriers need to be removed for the
change to succeed. • A useful spread strategy moves from
1 pilot setting to 5 to 25 to 125, etc.
Scale Up: A Strategy to Surface Systemic Barriers to Implementation
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• Successful changes in pilot sites• Infrastructure and Systemic Barriers have been identified
and removed • Larger system is ready based on pilot site(s) testing and
implementation
Spread: Others in the System Want to Adopt the Change(s)
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• Where are your pilot sites?• Are they robust enough to test-revise-implement-scale
up?• Do you have a system to learn from them?• Are they diverse enough to prepare for spread?• What, if any any cultural issues need addressing prior to
spread?• Do you have a spread plan?• Is there capacity and capability to manage and do
spread
Reflective Moment
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1. See it – it is observable in use2. Try it – it can be trialed, tested, or used first3. It is compatible to how things are done now4. It is easy to use5. It has a relative advantage over the current
way
– Characteristics based on Everett Rogers book, Diffusion of Innovations
Five Characteristics That Make an Idea Spreadable
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Adoption Curve
EarlyAdopters
EarlyMajority
LateMajority
Laggards
2.5% 13.5% 34% 34% 16%
Innovators
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• What is the change?• Does it meet criteria of spread-ability?• Are the infrastructure issues and system barriers
removed or is the way prepared?• What are the social networks, relationships,
connections that will support and facilitate spread?
When Planning for Spread Consider These Questions
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• How do we publish and promote success from pilot sites and the lessons learned?
• Do we have a good setup for spread?• A team to oversee it?• Leadership support in the receiving sites?
• Do we have vehicles to communicate change and rationale?• Lessons learned from the field for support?
When Planning for Spread Consider These Questions
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• What policy and incentives accompany the change?
• How will spread be managed?• How will we measure the reach of spread?• What data can we look at that gives us frequent
enough feedback to understand spread progress and if gains are held or improved through spread?
• How do we build knowledge so that we can continue to improve during spread, so that spread becomes perpetual motion?
A Few More Questions for Consideration
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In Closing, What We Want Determines How We Do It
SHAREINFORMATION
SHAPE BEHAVIOR
GeneralPublicationsFlyersNewslettersVideosArticlesPosters
PersonalTouchLettersCardsPostcards
InteractiveActivitiesTelephoneEmailVisitsSeminarsLearning setsModeling
Face-to-FaceOne-to-oneMentoringSecondingShadowing
PublicEventsRoad showsFairsConferencesExhibitionsMass meetings
Adapted from Ashkenas, 1995 IHI Impact Collaboratives © 2001, Sarah W. Fraser
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References
• Attewell, P. Technology Diffusion and Organizational Learning, Organizational Science, February, 1992
• Bandura A. Social Foundations of Thought and Action. Englewood Cliffs, N.J.: Prentice Hall, Inc. 1986.
• Brown J., Duguid P. The Social Life of Information. Boston: Harvard Business SchoolPress, 2000.
• Cool et al. Diffusion of Information Within Organizations: Electronic Switching in the Bell System, 1971 –1982, Organization Science, Vol.8, No. 5, September - October 1997.
• Dixon, N. Common Knowledge. Boston: Harvard Business School Press, 2000.• Fraser S. Spreading good practice; how to prepare the ground, Health Management,
June 2000.• Gladwell, M. The Tipping Point. Boston: Little, Brown and Company, 2000.• Kreitner, R. and Kinicki, A. Organizational Behavior (2nd ed.) Homewood, Il:Irwin ,1978.• Langley, Moen, Nolan, Nolan, Norman and Provost (2009 2nd ed.). The Improvement
Guide. Jossey Bass
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Discussion
Question and Answer
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