collaboration to change the landscape of nursing: a journey between urban and remote practice...
DESCRIPTION
Health Force OntarioUniversity Health NetworkJames Bay General HospitalWeeneebayko Health AhtuskaywinTRANSCRIPT
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<C 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.