The data was analyzed thematically by the authors individually and then collectively. Our analysis was guided by three overarching questions – what does.

Slides:



Advertisements
Similar presentations
1 Copyright © 2011 by Mosby, Inc., an affiliate of Elsevier Inc. Chapter 20 Supervising and Evaluating the Work of Others.
Advertisements

Effective Strategies and Process Prepared for the Walmart Foundation, AIHEC, HACU, and NAFEO Student Success Collaborative Meeting at Sitting Bull College.
Restorative Approaches in Pentrehafod School In keeping with our priorities for 2012, Pentrehafod School is committed to embedding Restorative Practice.
Professional development for support workers Tanis Hand HCA Adviser.
Fair Oaks Community School. What is a Community School? A Community School is a new school model aimed at supporting students achieve wellness in all.
Leadership and team work: why you make a difference: Kendall Lewis - Sexual Health Support worker HEFT Val Hills -Professional Learning and Development.
Key Points (Mallory, 1991)  To solve problems by drawing on the talents of variety of individuals.  To foster togetherness in the workplace while.
Early Years Foundation Stage for Parents
Teamwork EG Writing Program Polytechnic Institute of NYU, Brooklyn, New York. September, 2008.
Cohesive Approach to Surgery PSAC ǀ Ministry of Health ǀ BCMA ǀ Health Authorities ǀ BCPSQC November 16, 2012.
Shaping the future of palliative care leadership: taking the reins Deborah Law Program Manager Workforce Innovation and Reform Health Workforce Australia.
COMMUNITY RESOURCE MAPPING Train the Trainer MAST - NH December 15, 2006 Facilitated by: Kelli Crane.
Leading Teams.
Effective support: working with others Effective support: working with others A Twilight Training Session by Gareth D Morewood, Director of Curriculum.
The Science Council and Sustainability.
The Leader’s role in retaining staff: A study of the decisions of early career nurses Describe the purposes of the project Present the findings, especially.
Question 1 (a) Voice of the C&YP as a standing agenda item at team meetings Supervision of performance frameworks reflective of involving children at the.
QUALITY ASSURANCE PROJECT Conducting Effective Meetings The purpose of this module is to enhance participants’ knowledge and skill in observing team meetings.
[INSERT YOUR LOGO HERE] Action Learning for Facilitators.
MENTORSHIP IN RESEARCH BY GEOFFREY LAMTOO GULU UNIVERSITY.
QUALITY EDUCATION FOR MINORITIES (QEM) NETWORK TCUP LEADERSHIP DEVELOPMENT INSTITUTE (LDI) COHORT 11-SESSION 111 August 5, 2009.
Our study’s purpose is to understand how groups and teams function in actual organizations. 2.
Leadership for Performance Improvement: A new approach for “supervision” Management Sciences for Health Leadership, Management and Sustainability, Fall.
Healthy Schools and Well-being of the workforce Fran Stanfield Healthy Schools Co-ordinator Well-being of the workforce.
Communication. Levels of Communication 3 levels: Social,Therapeutic, Collegial – Social: interactions for the purpose of accomplishing tasks or building.
MSTP PLC Facilitator’s Training Linda Harvieux Cristy Bloch.
Community Partnership Evaluation for Injury Prevention Susan J. Snelling, PhD Health Promotion Field Support Specialist, Evaluation.
INTERPROFESSIONAL EDUCATION: A GUIDED ACTIVITY FOR MEDICAL AND NURSING STUDENTS ON CLINICAL PLACEMENT Professor Amanda Henderson Nursing Director, Princess.
Multidisplinary Approach.. What are your expectations Write on board.
Examining Monitoring Data
2 Partnerships with professionals. Partnerships and Collaboration Partnerships with other professionals are ongoing long- term relationships based on.
Sue Roberts Chair, Year of Care Partnerships
Interdisciplinary Teamwork: Parts of the Whole Working Together as One.
COACHING-INNOVATIVE APPROACH FOR BETTER INTEGRATION OF REFUGEES GRUNDTVIG PROGRAM-LEARNING PARTNERSHIPS Trainer Silvia Berbec-Association Pro Refugiu.
Missouri Integrated Model Mid-Year Meeting – January 14, 2009 Topical Discussion: Teams and Teaming Dr. Doug HatridgeDonna Alexander School Resource SpecialistReading.
Picture Seniors Health Services Presentation to Health Advisory Councils October 13, 2012 Cheryl Knight, Seniors Health Primary & Community Care
"A team is a group organized to work together to accomplish a set of objectives that cannot be achieved effectively by individuals." Team work.
CHILDREN, YOUTH AND WOMEN’S HEALTH SERVICE New Executive Leadership Team 15 December 2004 Ms Heather Gray Chief Executive.
Modern Dynamic Mentorship Leticia Márquez-Magaña, PhD Associate Professor of Biology San Francisco State University.
The Impact of TCAB on Nursing Practice Aligning Forces for Quality: Transforming Care at the Bedside Becky Caron, RN and Brittany Layman, RN Staff Nurse.
Opportunities, Challenges, and Solutions within a Family-School Partnership Approach The Future of School Psychology Task Force on Family-School Partnerships.
Assessing Organizational Communication: Strategic Communication Audits Chapter 3 Conducting Team Audits.
Ted Price, Ph.D. West Virginia University Workshop Facilitator September 16, 2010.
Introduction Research indicates benefits to companies who establish effective worker safety and health programs: –Reduction in the extent and severity.
SCHOOL BOARD A democratically elected body that represents public ownership of schools through governance while serving as a bridge between public values.
Situation Analysis Determining Critical Issues for Virginia Cooperative Extension.
Chapter VIII Community organizing process
Programme Objectives Analyze the main components of a competency-based qualification system (e.g., Singapore Workforce Skills) Analyze the process and.
SUPERVISION: SIGNS OF SAFETY STYLE Phase 1 The Supervision Contract Phase 2 Case Specific Supervision Phase 3 Performance Booster Phase 4 Review of P.E.
Transforming Patient Experience: The essential guide
Representation training Example presentation slides
A Team Members Guide to a Culture of Safety
Chair & Minute Taking Training Isabel Costello, Student Voice Coordinator (Course Reps & Quality)
Understanding Your Role Duty of Care Jackie Blackwell
Mount Auburn Practice Improvement Program (MA-PIP)
بسم الله الرحمن الرحیم.
Using the first nation medicine wheel as an aid to ethical decision-making in medical care Brunton N; Kakekagumick K; Cromarty H, RN; Linkewich B, HBScN;
The State of Patient Safety in Minnesota Jennifer P. Lundblad, PhD, MBA for the BHCAG Community Forum November 11, 2010.
CAREER PATHWAYS THE NEW WAY OF DOING BUSINESS. Agenda for our Discussion Today we’ll discuss: Career Pathways Systems and Programs Where we’ve been and.
Organisational structure. Internal organisation of firms In small firms: Each worker may undertake a range of roles The structure may be informal and.
Department of Defense Voluntary Protection Programs Center of Excellence Development, Validation, Implementation and Enhancement for a Voluntary Protection.
1 Copyright © 2012 by Mosby, an imprint of Elsevier Inc. Copyright © 2008 by Mosby, Inc., an affiliate of Elsevier Inc. Chapter 40 The Nurse Leader in.
Middle Managers Workshop 1: Changing Cultures. An opportunity for middle managers… Two linked workshops exploring what it means to implement the Act locally.
Stepping Stone Clubhouse BUILDING STRONG STAFF What To Do When Staff Are Not Working Out.
School Building Leader and School District Leader exam
Tools & Strategies Summary
Integrated Care European Partnership for Supervisory Organisations
Fire Starter Festival 27 January – 14 February 2020 #fsf2019
Presentation transcript:

The data was analyzed thematically by the authors individually and then collectively. Our analysis was guided by three overarching questions – what does the process do, how does it work, and what challenges were experienced by participants? BackgroundFindings Partnerships in Person-Centred Approaches (PPCA) Albert Banerjee PhD, York University, Toronto, Ontario Deanne Taylor PhD (Candidate), Fraser Health Authority, British Columbia Anita Wahl RPN, MN, Clinical Nurse Specialist, Fraser Health Authority, British Columbia This study is a collaboration between a SSHRC funded MCRI, Re-imagining long-term residential care, and the Fraser Health Authority of British Columbia. Traditional approaches in health care systems address person-centred care and safety practices separately, despite clear areas of overlap. Since 2007, the Fraser Health Authority Residential Care and Assisted Living Program has implemented and grown an innovative process called the Partnerships in Person-Centred Approaches (PPCA), which aims to integrate workplace safety and quality objectives at the direct care level. Fostering communication, teamwork, and leadership is the heart of the process, and this is achieved through regular, facilitated meeting between care staff and management. Short meetings are organized on a weekly basis, and longer meetings are organized bimonthly. All follow a staff run agenda. Presently, eleven residential care facilities are involved in the process. September 2012 Challenges? The goal of study was to understand what difference the PPCA process was making and how it was making this difference from the perspective of those involved. To answer these questions we draw on quantitative and qualitative data. Quantitative data on days lost to injury and injury claim costs before and after implementation of the PPCA process were collected. Qualitative data for this study were collected through ten observations of weekly and bimonthly meetings. We also conducted eleven interviews and eight focus groups. In total, 52 people participated in the study. Our sample included 23 health care aides (HCA), 11 registered nurses (RN), six facility managers and senior leadership, six licensed practical nurses (LPNs), and five allied health professionals, as well as one facilitator. PURPOSE Research Questions & Methods Negativity: The early stages of the process could be difficult, particularly if communication was poor or nonexistent prior to the meetings, participants reported considerable venting and negativity. Workload: The weekly meetings and action items added to managers’ workload, pointing to the importance of delegating responsibility. Attendance: We also identified a tension between the consistency of regularly scheduled meeting and enabling staff on different shifts to attend and participate. A number of qualities were key to staff experiencing the process as the “real deal.” We note a few here. Staff run agenda. “When it changed for us was when we opened the floor and said, What do you want to talk about? What are your issues? What matters to you?” (RCC) Action items: Staff felt they had a voice not only because they were listened to but because action was taken and communicated back to them. Facilitation: The facilitator was perceived as neutral. And the best meetings ensured everyone who wanted to speak had a chance; no one dominated; dialogue moved quickly with issues identified, solutions discussed, action items noted, and a person assigned responsibility for each task. Mentoring: We observed considerable encouragement, assistance, learning and modeling by the facilitator, some managers, and other staff. This process mentored staff in leadership, problem solving, and communication skills: “It has helped me come out of my shell and helped me to dialogue better, (HCA, I9). Fosters dialogue: The PPCA process creates a safe space for communication, free from fear of reprisals, occupational hierarchies, and is driven by concerns of staff rather than management. It provides a forum where gossip and rumours are addressed, and gives worker a voice. When “all the other crap is aside, you can actually look at what you are here for….(HCA). Root-cause analysis: Within this context, problems that were otherwise invisible were able to be addressed. Bringing together several occupations, the encouragement of multiple perspectives, and a spirit of empathetic inquiry, enabled moving beyond blaming individuals towards understanding the conflicting concerns and responsibilities behind issues, and allowed for mutually beneficial solutions. Integrating safety and quality. The process allowed for quality and safety issue to be addressed in context rather than as abstract training pieces, addressing working conditions, quality and safety in an integrated manner. Grass roots practices: The PPCA process has resulted in the development of practices that respond to workers’ concerns and are instituted within units, and at times shared among facilities and more broadly within the health authority (e.g. a safety huddle, a chain of communication, a work-plan for communication between nurses and care aides). What does the program do? How does the program work?