In April, we commemorate National Minority Health Month, a time to raise awareness about health disparities that persist among racial and ethnic minorities. This year’s theme - “Prevention is Power: Taking Action for Health Equity” - embodies the ambitious goal put forward by the U.S. Department of Health and Human Services (HHS) to achieve “a nation free of disparities in health and health care.”
Despite some recent progress in addressing health disparities, great challenges remain. Minorities are far more likely than non-Hispanic whites to suffer from chronic conditions, many of which are preventable. This is a particularly troubling statistic, because chronic diseases account for seven of the ten leading causes of death in our nation.
For example, African Americans, American Indians and Alaska Natives are twice as likely to be diagnosed with diabetes and Native Hawaiians and Pacific Islanders are more than three times as likely to receive the same diagnosis. And Latinos are twice as likely to die from liver cancer.
While these persistent disparities are deeply troubling, there are some hopeful trends. The gap in life expectancy between African Americans and non-Hispanic whites has been closing, and is now the smallest it’s been since these statistics have been tracked.
Additionally, seasonal flu vaccination coverage has tripled for children over the past four years and has contributed to a reduction in vaccination disparities among minority children.
Thanks to the Affordable Care Act, health coverage is now more affordable and accessible for millions of Americans, including minority groups. For minority populations, the law addresses inequities in access to quality and affordable coverage.
The impact of the Affordable Care Act on communities across our nation is transformative. Over seven million African Americans, nearly four million Asian Americans and Pacific Islanders, and over eight million Latinos with private insurance now have access to expanded preventive services with no cost sharing. This includes screening for colon cancer, Pap smears and mammograms for women, well-child visits, and flu shots for children and adults. Communities across the country are now stronger because the law invests in creating healthier communities, strong public health infrastructure, and preventing disease before it starts.
During Minority Health Month, we applaud the commitment of all of our federal, state, tribal, and local partners in our shared work to implement the HHS Action Plan to Reduce Racial and Ethnic Health Disparities and the National Stakeholder Strategy for Achieving Health Equity. To learn more about National Minority Health Month and what HHS is doing to achieve health equity, please visit www.minorityhealth.hhs.gov
By Debra Wood
While among the most rewarding professions, nursing is not without its challenges. Nurses are exposed to numerous risks, sometimes with life-changing or life-ending consequences, such as nurses who died during the SARS outbreak or lost their lives falling asleep at the wheel after a long shift. Most adverse events are more mundane, but a back injury can end a career and a needlestick can pose serious health risks.
To keep you healthy and safe, NurseZone.com queried a panel of experts who share this list of 10 reminders and tips on how to minimize the chance of nursing job-related injury or illness:
1. Clean your hands
“Wash your hands to prevent illnesses’ spread,” said Arvella Battick, MSN, RN, PHN, an instructor at Everest College in Anaheim, Calif.
When it comes to illnesses, my number one rule is to wash your hands, agreed Jumi Harris, MHA, MT (ASCP), manager of ancillary services at Levindale Hebrew Geriatric Center and Hospital. It “sounds very basic, but this is the best way to avoid getting sick.”
2. Use the lift and transfer equipment
My number one way to avoid injuries on the job is to use lift devices instead of trying to lift a patient or resident manually, said Harris, adding, “Sometimes a nurse may think it’s too time consuming to get and use a lift or that the person is not too heavy. However it only takes one wrong move to injure yourself, so my advice is always use a lift device with the proper training and protocols.”
Renee Watson, RN, BSN, CPHQ, CIC, manager of infection prevention and epidemiology at Children’s Healthcare of Atlanta, added that nurses should use the appropriate equipment to lift anything heavy, such as soiled linen bags.
3. Watch for hazards and practice good body mechanics
Practice ergonomics and good body mechanics, suggested Watson.
Battick recommended nurses watch for hazards and keep the environment free of clutter. If there’s something on the floor, pick it up. Don’t just step over it.
Nurses should wear supportive shoes and watch for fall risks for themselves, not just their patients, advised Nick Angelis, CRNA, MSN, author of How to Succeed in Anesthesia School (And RN, PA, or Med School). Changing positions and muscle movements helps minimize pain and discomfort over time. Rotate tasks between hands, he added, and avoid hunching over to chart or care for a patient; elevate the patient’s bed, or, when documenting, find a place to sit or stand straight.
4. Speak up and step up
Whether dealing with a potentially violent patient or just needing a hand to move someone or something, ask a colleague for help.
“It’s safer to transfer with two people,” said Battick, but she acknowledged that help is not always available.
On the other hand, step up and offer your assistance to peers, as well.
5. Get vaccinated for the flu
People working in hospitals, clinics and other care settings are at greater risk of acquiring the flu and of transmitting the disease to patients and peers.
Influenza is a contagious disease that could spread by simply sneezing and coughing, explained Tanielle Sterling, MSN, NP, clinical program manager for employee health at The Mount Sinai Medical Center in New York. “Combating the myth of getting the flu through vaccination is the biggest challenge in improving compliance rates. By getting the flu vaccine, you protect yourself and may avoid spreading influenza to your patients, colleagues and your family.”
6. Immunize against other pathogens
Immunize the body and keep good immune health, advised Watson at Children’s Healthcare of Atlanta, which requires nurses stay current with hepatitis B, tetanus and diphtheria, the measles, mumps and rubella series and influenza vaccinations.
“Hepatitis B infection is an occupational health hazard that is preventable by vaccination,” Sterling said. “All direct-care providers should be screened for hepatitis B surface antibody and offered the vaccine series. Education on the importance of completing the series and infection control practices helps to heighten awareness, change practice and attitudes towards vaccination.”
The Centers for Disease Control and Prevention’s (CDC’s) Advisory Committee on Immunization Practices recommends health care workers be vaccinated against the highly infectious hepatitis B, a bloodborne pathogen that can remain infectious on surfaces in the environment for at least a week. The vaccine produces a protective antibody response in more than 90 percent of people after the third dose.
Healthcare workers born in 1957 or later without serologic evidence of immunity or prior vaccination should receive the measles, mumps and rubella series, varicella, and tetanus and diphtheria vaccines.
7. Practice safe needle handling
Do not recap needles, and use needless connection systems, advised Watson.
Each year, hospital-based health care personnel experience 385,000 needlestick- and sharps-related injuries, according to the Occupational Safety and Health Administration (OSHA). This equates to an average of about 1,000 sharps injuries per day in U.S. hospitals.
Mary Foley, PhD, RN, chairperson of the Safe in Common campaign to prevent needlestick injuries, called it essential that nurses and other members of the health care industry work together to raise awareness of these types of injuries and find ways to prevent them in the future.
“Nurses need to be sure that the safety mechanism on needlesticks is automatic and will not interfere with normal operating procedures and processes,” Foley said. “Activation of the safety mechanism should also not create additional occupational hazards or cause additional discomfort or harm to the patient. Perhaps most importantly, the used safety devices should provide convenient disposal and mitigate any risk of reuse or re-exposure of the nonsterile sharp. Following these rules will help to ensure that nurses are safe from the threat of needlestick injuries so that they can remain healthy and active for their patients.”
8. Don personal protective equipment (PPE) as appropriate
Take no shortcuts when it comes to protection against bloodborne pathogens. Always select and wear the appropriate gloves, gowns, masks, eye protection and other items to prevent exposure to patients’ body fluids. Such equipment places a barrier between the hazard and the nurse.
Children’s Healthcare of Atlanta promotes using PPEs when clinicians know or suspect the patient has a communicable disease. Watson advised, “If it’s not your wet, put something between you and it,” and “protect your eyes, nose and mouth from coughing.”
9. Get plenty of sleep
Multiple studies, including “Fatigue, Performance and the Work Environment: A Survey of Registered Nurses,” published in the Journal of Advanced Nursing in 2011, from the University of Missouri in Columbia, have found that fatigue negatively influences nurse performance.
In the book, Patient Safety and Quality: An Evidence-Based Handbook for Nurses, Ann E. Rogers, PhD, RN, FAAN, associate professor at the University of Pennsylvania School of Nursing in Philadelphia, warned that “in addition to jeopardizing patient safety, nurses who fail to obtain adequate amounts of sleep are also risking their own health and safety.” She pointed to the risk associated with drowsy driving, the increased chance of accidents of all sorts and that one’s immune system rarely works at peak performance when the body is tired.
10. Practice good self-care
Physical health requires overall wellness and staying strong, Watson said. Children’s in Atlanta promotes a holistic approach that includes daily exercise, good nutrition and fitness. It offers fitness classes and unit-based stretch breaks. Buddy coverage often is available for nurses who want to take a quick walk or class. Wellness includes obtaining psychosocial support when needed, particularly after dealing with emotionally taxing situations, such as participating in debriefings after traumatic incidents or seeking professional help through an employee assistance program.
When you’re sick, stay home and rest, Battick added.
Angelis recommended “exercising, packing nutrient dense foods for lunch; ingesting probiotics, either as supplements or in foods such as kefir or traditionally cultured vegetables; and staying well rested are all ways nurses can keep their immune systems in great shape against the barrage of germs that assault us daily.”
Source: Nurse Zone
© 2013. AMN Healthcare, Inc. All Rights Reserved.
More than 27 million Americans will soon gain health coverage under the health law. But who will treat them all?
Hebert says that despite doubts from some doctor groups, nurse practitioners are honing their craft in patient care and research to position themselves to help care for this new influx of patients, and they’re doing so without sacrificing the quality of care.
KHN's Alvin Tran sat down recently with Hebert to discuss the changing role nurse practitioners may soon have, as well as some physicians' efforts to stop them.
Here are edited excerpts of that discussion:
Q. As of 2012, 18 states and the District of Columbia allow nurse practitioners to diagnose, treat patients and prescribe medications without a doctor’s involvement. What is the biggest impediment to expanding to other states? How are you planning to expand that to the other states?
Well, the problem is that there are certain states that require physicians' supervision of nurse practitioners or there may well be some kind of restrictive collaborative agreement that is imposed upon the nurse practitioner. Often times, that makes it very difficult for nurse practitioners to practice. Sometimes there may be a physician who is unwilling to supervise. Other times you may have an issue where the physician chooses to not form a collaborative agreement with nurse practitioners. So, part of the issue is that we have anticompetitive regulations in place.
There are a number of things that we want to do at the federal level. We are hopeful that legislation is going to be reintroduced this Congress that will allow nurse practitioners in Medicare to admit patients for home health care. Right now, the admission can only be done by a physician. Given the fact that we've had research indicating that it would be cost effective, we can get people out of nursing homes and hospitals quicker. It really makes good public policy sense. Particularly, if you got a situation in a rural area where the nurse practitioner and the patient is waiting for the physician to sign the order to admit into home health.
Same thing is true on hospice. We've not been able to get legislation passed that allows nurse practitioners to admit to hospice. We’re not currently permitted by statute to formaccountable care organizations on our own. That opens up a lot of possibilities for safe and effective, cost effective health care.
Q. Physicians groups, including the American Medical Association, have opposed efforts to expand the scope of practice of nurse practitioners and raised concerns of patient safety, contending that physicians' extended training makes them more qualified to handle such issues. How do you make sure that patients are protected?
There have been studies over the years that shows that our outcomes are the same or better than primary care physicians. The fact is that it’s a total red herring. Nurse practitioners have been practicing safely and providing great outcomes for decades.
Q. Medicare’s reimbursement rate for NPs is 85 percent of the physician rate for the same services. Should these rates be the same for both providers?
One hopes that, when all is said and done, whether they're working with a physician or billing on their own, it should be 100 percent of what a doctor is paid because the fact is, they're providing the same services that a physician is providing. Quite frankly, it doesn't make any sense.
Q. What role do you think NPs will have once the federal health law takes effect in 2014?
I think that once you have a full implementation of the expanded Medicaid provisions of the ACA, you’re going to see increased demand for primary care. Unless there’s someone there to provide that care, the intent of the ACA will not be fulfilled. You’re going to see a lot of patients who may be insured or have coverage under Medicare and Medicaid, but may not be able to get services.
I think the major challenges will be to look at regulations that artificially restrict a nurse practitioner’s ability to practice within their scope. If patients want to choose a nurse practitioner, they should be free to do so.
Q. Your tenure as CEO began last month, what’s at the very top of your 'to-do list'?
We are looking at rebranding and a more enhanced public relations campaign. We're looking at increasing membership. Right now we’re about 42,000 members and there are 155,000 nurse practitioners in this country. So, we have room for growth. We’re going to be spending some time ramping up our association activities.
Source: Kaiser Health News
By Bobby Shuttleworth
At Calhoun Community College, nursing students are looking forward to the day they get their certification, degree and begin in the work force. While some will end up in a traditional role, others may look forward to adventure.
Brian Soloman is ready to get into a career and be with his children.
"I would like to go on to possibly UAH and consider even pursuing a nurse practitioner," said Soloman.
Takicha Barrett said her goals revolve around the very young.
"My plan is to successfully obtain a job, hopefully in the pediatrics department. I love kids," she said.
Soloman said he's heard of exotic locations, but he wants to stay home with his children. He said those locations are everywhere.
"...On oil rigs, people that are offshore. And there's even contractors that are in the Middle East or in the theatre in Afghanistan and that were in Iraq; some of the companies have also hired out nurses," he said.
Bret McGill is the Dean of the Health Sciences Division at Calhoun Community College. He said the options are almost limitless.
"A couple of jobs that come to mind, one is a school nurse and just about every school has an LPN or an RN that works to take care of children and administer medications," said McGill.
One of the areas people may not be familiar with is in the industrial setting.
Candy Fall is an occupational nurse at BP. She's worked at several industries before honing her skills here with a focus on wellness. She writes articles for the corporate newsletter, an internal TV station, and much more.
"This particular plant, I'm responsible for medical surveillance for each employee that's here," Fall said.
She said BP is big into wellness programs to keep their employees healthy, like flu shots and more.
"We have a fitness center reimbursement program. We have fruit of the day, where we have fruit delivered to the plant three times a week and our employees and our contract employees can have a piece of fruit to keep them from going to the vending machines," she added.
The program at Calhoun is giving nurses an opportunity to pursue a rewarding job, while helping to keep employees healthy.
Copyright 2013 WAFF. All rights reserved.
By Brittney Edwards
Frontier Nursing University has been awarded a grant from the Health Resources and Services Administration’s Scholarship for Disadvantaged Students (SDS) program. This four-year grant totals $1,350,000 and will provide scholarships to 90 students over the grant period.
The purpose of the SDS Program is to increase diversity in the health professions and nursing workforce by providing grants to eligible health professions and nursing schools for use in awarding scholarships to financially needy students from disadvantaged backgrounds. Many of these students are from underrepresented racial and ethnic backgrounds and will help diversify the health workforce. Because 100% of FNU graduates are trained in primary care, the FNU student body is a precise fit with the goals of the SDS program. Not only does Frontier recruit, educate and graduate advanced practice nurses and midwives to work in primary care, but our university targets students from educationally disadvantaged backgrounds and minority groups. With over 60% of FNU students fitting the educationally disadvantaged category and 20% qualifying as economically disadvantaged, FNU has a pool of students who can benefit greatly from this assistance.
“We are thrilled to be able to offer these scholarships to our students who might have had their graduate education goals postponed or unfulfilled because of financial constraints,” said Dr. Susan Stone, FNU President and Dean. “Our mission is to educate nurse-midwives and nurse practitioners to serve women and families with a focus on rural and underserved areas, so the SDS grant is a perfect fit with our institutional goals.”
FNU will award 90 scholarships, valued at $15,000 each, over the four-year grant period. FNU tuition for the entire program, if attending full-time, ranges from $24,000 to $31,000. This low tuition will allow FNU to award nearly full scholarships for tuition with some funding for fees, books and reasonable living expenses. This funding will make the difference to students experiencing financial difficulties and allow them to complete their graduate education.
About Frontier Nursing University:
FNU provides advanced educational preparation for nurses who seek to become nurse-midwives, family nurse practitioners, or women’s health care nurse practitioners by providing a community-based distance graduate program leading to a Doctor of Nursing Practice (DNP), Master of Science in Nursing (MSN) or a post-master’s certificate. For more information about Frontier Nursing University, visit www.frontier.edu.
By Christina Orlovsky, senior writer, and Karen Siroky, RN, MSN, contributor
As the nation’s population becomes more diverse, so do the needs of the patient population that enters U.S. hospitals. As caregivers with direct contact with patients from a wide spectrum of races, ethnicities and religions, nurses need to be aware and respectful of the varying needs and beliefs of all of their patients.
In its position statement on cultural diversity in nursing practice, the American Nurses Association (ANA) states that: “Knowledge of cultural diversity is vital at all levels of nursing practice…nurses need to understand: how cultural groups understand life processes; how cultural groups define health and illness; what cultural groups do to maintain wellness; what cultural groups believe to be the causes of illness; how healers cure and care for members of cultural groups; and how the cultural background of the nurse influences the way in which care is delivered.”
Additionally, the Joint Commission requires that all patients have the right to care that is sensitive to, respectful of and responsive to their cultural and religious/spiritual beliefs and values. Assessment of patients includes cultural and religious practices in order to provide appropriate care to meet their special needs and to assist in determining their response to illness, treatment and participation in their health care.
There are a number of ways to comply with the requirements for providing culturally diverse care.
First, be self-aware; know how your views and behavior is affected by culture. Appreciate the dynamics of cultural differences to anticipate and respond to miscommunications. Seek understanding of your patients cultural and religious beliefs and values systems. Determine their degree of compliance with their religion/culture, and do not assume.
Furthermore, respond to patients’ special needs, which may include food preferences, visitors, gender of health care workers, medical care preferences, rituals, gender roles, eye contact and communication style, authority and decision making, alternative therapies, prayer practices and beliefs about organ or tissue donation.
Kathleen Hanson, Ph.D., MN, associate professor and interim executive associate dean for academic affairs at the University of Iowa, summarized the importance of learning cultural diversity in nursing education.
“Cultural competency is threaded throughout the nursing school curriculum. We teach every course with the idea that there’s content that may need to be explained for a diverse student group,” Hanson said. “In nursing, cultural competency has been around for a long time. I think that’s probably something that the nursing profession recognized maybe a bit before some other disciplines. We’ve always worked in public health, so we have always seen the diversity of America.”
Hanson concluded: “We need to be able to care for diverse populations because our country is growing increasingly diverse. Oftentimes persons who are in minority groups or who are underrepresented have different health care needs. It’s important for us to have a student population that is as equally diverse as our client; we need to prepare a workforce that not only knows how to work with diverse peoples, but also represents them.”
By: Shantelle Coe
Without cultural diversity amongst healthcare providers, it is almost impossible to provide quality nursing care to people from different ethnic and socioeconomic backgrounds. A multicultural representation of nurses, physicians and clinicians is important to ensure the healthcare being delivered is sensitive and meets the physical and holistic needs in our “patient palette”.
In the United States, a rise in the population and increase in minorities further challenges our healthcare system to provide appropriate care to the ever changing population it serves.
Some of the major findings in a study on the changing demographics and the implications for physicians, nurses and other healthcare workers conducted by the US Department of Health and Human Resources are bulleted here:
- Minorities have different patterns of health care use compared to non-minorities. Disparities in access to care account for part of the difference in utilization.
- Demand for health care services by minorities is increasing as minorities grow as a percentage of the population. Between 2000 and 2020, the percentage of total patient care hours physicians spend with minority patients will rise from approximately 31percent to 40 percent.
- Minorities are underrepresented in the physician and nurse workforce relative to their proportion of the total population. As minorities constitute a larger portion of the population entering the workforce, their representation in the physician and nurse professions will increase. The U.S. will increasingly rely on minority caregivers.
- Minority physicians have a greater propensity than do non-minority physicians to practice in urban communities designated as physician shortage areas. An increase in minority representation in the physician workforce could improve access to care for the population in some underserved areas.
The study also summarizes: “Advocates for increased minority representation in the health workforce argue that increasing the number of minority physicians will improve access to care for minorities and vulnerable, underserved populations. These advocates argue that increased representation of minorities in the health workforce not only will increase equity, but will also improve the efficiency of the health care delivery system”. (HRSA 2000)
Men (of all backgrounds) are also far under-represented in nursing. Less than 1 percent of the population are male nurses.
As our nursing population lacks diversity, statistics show that the US population is becoming more diverse and will continue on through the decades.
Below are projections for the increase in diversity amongst minorities in the United States:
Source: Modified version of Census Bureau middle series projections.
As our demographics continue to change, one of our greatest challenges is getting hospital organizations along with healthcare administration to realize that, in order to provide the best care and ensure successful patient outcomes, we have to embrace diversity. This is especially challenging to nurses because they will be expected to deliver care that encompasses these differences. Many nursing task force teams and associates have been organized to address this issue of healthcare diversity, such as:
- Asian American/Pacific Islander Nurses Association, Inc. (AAPINA)
- National Alaska Native American Indian Nurses Association, Inc. (NANAINA)
- National Association of Hispanic Nurses, Inc. (NAHN)
- National Black Nurses Association, Inc. (NBNA)
- Philippine Nurses Association of America, Inc. (PNAA)
For nursing care of all cultures and backgrounds, we owe it to our profession to increase our awareness and get involved to ensure delivery of the best care possible. One of the most important steps any of us can take is to first embrace diversity.
About the Author: Shantelle Coe RN, BSN, has 14 years of nursing experience and is currently a Senior Manager (US Commercialization) for one of the largest international biotechnology sales and education companies. She manages a team of Clinical Nurse Educators that provide medical device training to hospitals and physicians in the US and abroad.
In an era in when hospitals compete for patients by boasting the latest clinical technology, the most prestigious physicians and impressive amenities, patient satisfaction is most influenced by human factors, especially superior service-related communication skills between hospital staff and patients, according to the J.D. Power and Associates 2012 National Patient Experience Study released today.
The study measures patient satisfaction across all areas of the inpatient and outpatient hospital experience, including: interactions with healthcare professionals; tests and procedures; admission and discharge; and facility environment. It serves as a benchmark for the J.D. Power and Associates Distinguished Hospital Program. This distinction program acknowledges high levels of performance by a hospital in achieving an “outstanding” inpatient, emergency department, cardiac, maternity or outpatient experience.
The study finds that recently-hospitalized patients have high levels of overall satisfaction. Overall patient satisfaction with their inpatient hospitalization averages 825 index points on a 1,000-point scale, similar to that of guests at luxury hotels, among whom satisfaction averages 822. In outpatient settings, overall patient satisfaction is higher, averaging 863. However, patient satisfaction dips to 788 for emergency department visits.
“Hospitals may attempt to attract patients and staff by adding equipment or sprucing up their facilities,” says Rick Millard, senior director of the healthcare practice at J.D. Power and Associates. “From the perspective of patients, it might be more worthwhile to invest in finding and keeping staff with superior interpersonal skills.”
Investments in staff can be overlooked, as Millard notes many hospitals have spent a lot of money in recent years to make their facilities look and feel more like hotels. Yet, facility characteristics are more important for hotels than for hospitals. For upscale hotels, the facility accounts for nearly one-half (48 percent) of guests’ overall satisfaction, while in an inpatient setting the hospital facility represents just 19 percent of patients’ overall satisfaction.
“Having an appealing hospital facility matters, but an experienced and socially skilled staff has a greater impact on patient satisfaction,” says Millard. “Personal interactions with the staff have a profound impact in both inpatient and outpatient settings.”
Doctors and nurses account for 34 percent of the overall experience ratings for inpatients, and their influence is even higher (43 percent) among patients in emergency settings. Among outpatients, doctors and other healthcare professionals represent 50 percent of their overall experience.
Solid interpersonal skills are especially necessary for handling the types of problems that may arise during hospitalization. When problems do occur, they may jeopardize patient satisfaction. According to the study, staff service and staff attitude are the most common types of problems that patients experience. Patients who say they had any problem with their room or hospital staff rate their overall experience a 5.3 a 10-point scale, compared with 8.7 among patients that did experience any problems.
“When problems occur, they produce opportunities to demonstrate a genuine interest in the patient’s needs,” says Millard. “Resolving problems is clearly associated with higher ratings by patients. This has become more important as hospital reimbursement is now linked to patient satisfaction as measured by the government through the HCAHPS [Hospital Consumer Assessment of Healthcare Providers and Systems] survey.”
Millard notes that one area where hospitals can learn from hotels is how transitions occur. The admission and discharge process in hospitals is analogous to check-in and check-out in the hotel industry. Among inpatients, 35 percent of the overall patient experience is predicted by the admission and discharge process; yet the impact is much less in emergency and outpatient settings, where it is 19 percent and 12 percent, respectively.
“The first and last impressions are very important for a patient, much like they are for hotel guests,” says Millard. “Getting a patient into a room quickly at the start of their hospital stay, and ensuring a smooth process during discharge, along with a follow-up call once the patient gets home to make sure they’re doing okay, goes a long way toward achieving high satisfaction.”
Nongovernmental, acute-care hospitals throughout the nation are eligible for the J.D. Power and Associates Distinguished Hospital recognition program. Recognition is valid for one year, after which time the hospital may reapply. The service excellence distinction is determined by surveying recently discharged patients regarding their perceptions of their hospital experience and comparing the results to the national benchmarks established in the National Patient Experience Study.
The 2012 National Patient Experience Study is based on responses gathered between December 2011 and March 2012 from more than 10,275 patients who received care in inpatient, emergency or outpatient facilities in the United States.
Source: Infection Control Today
As a resource for Nurses across the country, DiversityNursing.com wants to be sure our community is aware of the following site: The Future of Nursing: Campaign for Action
The Future of Nursing: Campaign for Action, an initiative to ensure that all Americans have access to high-quality, patient-centered health care, with nurses contributing to the full extent of their capabilities. Action Coalitions work with the campaign to implement the recommendations of the landmark Institute of Medicine (IOM) report, The Future of Nursing: Leading Change, Advancing Health. The coalitions are comprised of nursing, other health care, business, consumer and other leaders across the country. 48 states have Action Coalitions involved in this initiative.
The Campaign for Action is a collaborative effort to implement solutions to the challenges facing the nursing profession, and to build upon nurse-based approaches to improving quality and transforming the way Americans receive health care.
Action Coalitions are the driving force of the campaign at the local and state levels. These groups capture best practices, determine research needs, track lessons learned and identify replicable models. Examples of accomplishments to date include:
Texas is collaborating with nursing education leaders to adopt a common menu of core required classes across 106 schools in the state.
New Jersey is advancing practice by disseminating best practice models that demonstrate the benefits of staff nurses working to the full extent of their education and training.
Indiana is working within Indiana University to include inter-professional education into the newly designed curriculum to be used by a number of its health profession programs, including the schools of medicine and nursing.
Virginia is advancing nursing leadership by recognizing and mentoring 40 Virginia registered nurses younger than 40 who positively represent and lead their profession.
To get involved and find out more http://www.thefutureofnursing.org/