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The Impact of Staff Development on Retention - PowerPoint PPT Presentation


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The Impact of Staff Development on Retention. Mark Cerkvenik OD Specialist Margarette Kim RN, Nurse Educator Jo Quetsch RN, OR Manager. PLAN. Project Aim Statement :

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Presentation Transcript
slide1

The Impact of Staff Development on Retention

Mark Cerkvenik OD Specialist

Margarette Kim RN, Nurse Educator

Jo Quetsch RN, OR Manager

slide2

PLAN

  • Project Aim Statement:
    • Historically Loyola’s Operating Room has experienced a high turnover of staff, resulting in an average staff turnover of 21% . Therefore,Operating Room leadership collaborated with Organizational Development to improve staff retention through a series of activities and projects focusing on communication, supervisory and conflict resolution skills.
  • Measurement Goal & Target:
    • OR Vacancy rate goal less than 10% (national average)
    • Staff turnover rate goal less than 10%
    • Agency use (% of FTEs) goal 0%
slide3

DO-Fostering a Team Approach

  • OR Staff team building
    • Customized learning map to address EOPS planning and retention initiatives
    • Development of OR ground rules & 7 Deadly Sins
    • Peer recognition program
  • OR Staff training
    • “Increasing Our Accountability”
    • Cross-generational awareness
    • OR Preceptor
    • “Keeping Calm When Emotions Run High”
slide4

DO-Fostering a Team Approach

  • OR Leadership Training
  • Manager, Educator, Team Leaders, Charge Nurses, Administrative support
    • “The Oz Principle”
    • Leadership development courses 1, 2 and 3
    • Coaching meetings with key OR leaders
    • Team Leader Development meetings      
    • Mentor Training
    • “Increasing Our Accountability”
    • “Managing Across the Generations”
slide5

DO-The Power of Mentoring

  • New Orientees - 6 month/12 meeting structured program
      • Objectives:
        • Aid in learning departmental policy and procedures.
        • Aid in learning LUHS physical plant.
        • Aid in understanding the complexities of Loyola.
        • Contribute to creating a culture of positive communication.
        • Improved ability in handling conflict between peers and between nurse and physician.
        • Improve new employee retention.
      • Specific activities for each meeting
      • Post orientation focus group sessions
      • OR specific conflict management video and training

Note: Conflict Management video will run on continuous loop during fair at our display

slide10

NEXT STEPS

  • Further development of Team Leader supervisory skills
    • “Essential Skills for Frontline Leaders”
    • “Crucial Conversations” course
  • Team Leader peer feedback/360 Evaluations
  • Crucial Conversations course for select teams
  • Mini Employee Opinion Survey