Heritage valley health system heritage valley beaver and seiu healthcare pa rns
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Heritage Valley Health System Heritage Valley Beaver and SEIU Healthcare PA RNs. Joint Leadership Collaboration for Quality Improvement. Provide a background on Heritage Valley Beaver Describe our approach to building a collaborative relationship to improve care What did we accomplish?

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Heritage Valley Health System Heritage Valley Beaver and SEIU Healthcare PA RNs

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Heritage valley health system heritage valley beaver and seiu healthcare pa rns

Heritage Valley Health SystemHeritage Valley Beaver and SEIU Healthcare PA RNs

Joint Leadership

Collaboration for Quality Improvement


Objectives outline

Provide a background on Heritage Valley Beaver

Describe our approach to building a collaborative relationship to improve care

What did we accomplish?

What did we learn?

Identify steps that can be taken in the work environment toward collaboration and quality care.

Identify the processes and communication skills needed for a functioning collaborative environment.

ObjectivesOutline


About heritage valley

Background

About Heritage Valley

Heritage Valley Health System is a progressive community-based healthcare system located in southwestern Pennsylvania.

Heritage Valley consists of:

  • Two Hospitals: Heritage Valley Beaver, with 361 beds and Heritage Valley Sewickley, with 186 beds

  • Four affiliated physician groups

  • More than 400 physicians and nearly 4,000 employees,

  • 580 Registered Nurses represented by SEIU Healthcare PA since 2001 at the Heritage Valley Beaver campus

    We offer a broad range of medical, surgical and diagnostic services at our hospitals and community satellite facilities, and in physician offices.

    Heritage Valley serves residents in:

  • Western Pennsylvania: Allegheny, Beaver, Butler and Lawrence counties

  • Eastern Ohio

  • and the panhandle of West Virginia


Initial structures

Professional Practice Committee

Five staff RNs

Five Nurse Leaders

Meet monthly for 2 hours

Focus on

Nursing Professional Practice

Nurse Sensitive Indicators

Labor Management Committee

Five staff RNs

Five Nurse Leaders

Meet monthly for 2 hours

Focus on

matters of mutual concern related to contract administration

Initial Structures

RESULTS: Able to work through some issues through these structures, but not completely effective. Nurses seeking more effective voice in decision making.


A different approach

Getting Started

In the Fall of 2007: SEIU Union leadership approached hospital CEO and members of senior management.

Wanted to focus on four areas

Trust

Respect

Communication

Voice in Nursing

Hospital interested in enhancing the relationship with the union on a more strategic level.

A Different Approach


Overall structure

Overall Structure

Joint Leadership Meetings

  • Comprised of

    • 7 staff RNs together with SEIU Leadership

    • CEO, COO/CNO, VP Patient Care Services, Nursing Directors, VP of Human Resources and Manager HR

  • Met Monthly for 2-3 hours

  • Held our first meeting in October 2007


Heritage valley health system heritage valley beaver and seiu healthcare pa rns

Improved Communication

Conducted Town Hall Meetings

Made changes in Nursing Practice

Political Action Involvement

Contract Negotiations

PROGRESS what did we accomplish?


Communication

Shared Heritage Valley Vision and RN Union Vision for our organizations and our relationship

Developed a Joint Vision

Created an Email Distribution for staff RN union leaders

Regularly shared information about important issues and developments

Supported the COO Blog

PROGRESS what did we accomplish?

Communication


Town hall meeting

Nursing Town Hall Meeting

PROGRESS what did we accomplish?

Town Hall Meeting

  • Meetings throughout the day for RNs

    • Led by Union RNs and management

    • Included CEO and President of SEIU HCPA

  • Used “polling” tool to get real-time input and data from RNs on

    • Communication

    • Satisfaction

    • Patient Care


The level of communication that i receive from

Polling Results

The level of communication that I receive from

Heritage Valley is….

the Union is….

1. Excellent 2. Adequate 3. Poor

1. Excellent 2. Adequate 3. Poor


My preference for receiving all communications is

Polling Results

My preference for receiving all communications is….

  • Paper/Memos

  • Paper/Postings

  • Email

  • Face to Face

  • Other


Changes to nursing practice and patient care initiatives

PROGRESS what did we accomplish?

Changes to Nursing Practice and Patient Care Initiatives

  • Developed unit-based initiatives to improve Nurse satisfaction

  • Reviewed Nurses satisfaction scores on ongoing basis

  • Worked thru various Operational Initiatives

    • Step Down Unit

    • Admission Discharge Team

    • Shared Governance / Unit Based Practice Councils


Admission discharge team

PROGRESS what did we accomplish?

Admission Discharge Team

Initial concerns with amount of work required for admissions and discharges raised at Town Hall Meetings.

  • Team formulated: Collaborative effort between management and front-line staff RNs

  • Team created Job Description, Required Qualifications and staffing model

  • Hired 4.4 additional FTEs

  • Educated staff

  • Communicated plan back to Nursing at subsequent Town Hall Meetings

  • Implemented in Dec 2009

The ADT primary focus is expediting the admission and discharge processes, completing medication reconciliation and assuring compliance with Core Measures


Political action

PROGRESS what did we accomplish?

Political Action

The Union and management

  • Attended conference sponsored by Partnership for Quality Care (national labor-management coalition on health care policy) in Washington, DC

  • Spoke with elected local leaders regarding funding and legislation.   


Contract negotiations

PROGRESS what did we accomplish?

Contract Negotiations

  • These meeting were instrumental in signing a one year extension to our contract in 2009 with wage and benefit freezes when the economy was bad. 

  • And in 2010, although we held traditional contract negotiations, both parties were able to successfully negotiate a 3 year contract.  


Assessment of progress

Assessment of Progress

  • At the end of each year we did an assessment of whether the meetings were successful and should we continue to have them.

  • Used polling technology to complete the Assessment

  • Both parties were in agreement that they were worthwhile to continue.  


Heritage valley health system heritage valley beaver and seiu healthcare pa rns

Polling Results

Assessment Questions

The Joint Leadership Meetings have improved the overall relationship between SMG & Nurse Union Leaders?

  • Strongly Agree

  • Somewhat Agree

  • Somewhat Disagree

  • Strongly Disagree

  • Not Sure


The meetings have resulted in better communication between smg nurse union leaders

Polling Results

Assessment Questions

The meetings have resulted in better communication between SMG & Nurse Union Leaders?

  • Strongly Agree

  • Somewhat Agree

  • Somewhat Disagree

  • Strongly Disagree

  • Not Sure


The meetings are worthwhile and a good use of my time

Polling Results

Assessment Questions

The meetings are worthwhile and a good use of my time?

  • Strongly Agree

  • Somewhat Agree

  • Somewhat Disagree

  • Strongly Disagree

  • Not Sure


Lessons learned

Lessons Learned

  • Sharing our Vision and finding commonalities was key

  • Regular meetings with support from the Top

  • Being open and honest, even when difficult

  • Commitment to the process

  • Challenging to carry out the work in between meetings

Thank You


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