Annual Nursing Update - Intermountain Healthcare

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Magnet TodayMagnet designation is so named because credentialed hospitals attract andretain top nursing professionals, which is key to providing consistentlyhigh-quality care. Independent research has shown that hospitals earningMagnet status have higher patient satisfaction, better clinical outcomes,lower mortality rates, higher job satisfaction for nurses, lower rates of nurseburnout, and increased nurse retention and recruitment rates. Out of the6,000 U.S. hospitals, about 200 have achieved Magnet status.T h e M a g n e t P r o c e s s• Make the commitment• Meet the eligibility criteria• Become educated and spread the word• Do a Gap Analysis• Apply• Collect and submit written documentation• Host a site visitT h e F o r c e s o f M a g n e t i s mOrganizational Elements Of Excellence In Nursing Care:1. Quality of nursing leadership – Nursing leaders are knowledgeable,strong risk-takers who follow an articulated philosophyin the day-to-day operations of the department. Nursing leadersalso convey a strong sense of advocacy and support on behalfof the staff.2. Organizational structure – Organizational structures are characterizedas flat, rather than tall, and by unit-based decision-making.Nursing departments are decentralized, with strong nursingrepresentation in the organizational committee structure. Thenursing leader serves at the executive level of the organization.3. Management style – Hospital and nursing administrators useparticipative management style, incorporating feedback from staffat all levels of the organization. Feedback is encouraged andvalued. Nursing leaders are visible, accessible, and committed toeffective communication.4. Personnel policies and programs – Salaries and benefits arecompetitive. Rotating shifts are minimized, and creative andflexible staffing models are used. Personnel policies are createdwith staff involvement, and significant administrative and clinicalpromotional opportunities exist.5. Professional models of care – Models of care give nurses theresponsibility and authority for the provision of patient care. Nursesare accountable for their practice and are coordinators of care.6. Quality of care – Nurses provide high-quality care to patients.Providing quality care is an organizational priority and nursingleaders are responsible for developing an environment wherehigh-quality care can be provided.7. Quality improvement – Quality improvement is educational. Staffnurses embrace improvement processes as means to increase thequality of care delivered.8. Consultation and resources – Adequate consultation and otherhuman resources are available. Knowledgeable experts, particularlyadvanced-practice nurses, are available and utilized. In addition,peer support is given inside and outside the nursing division.9. Autonomy – Nurses are permitted and expected to practice autonomously,consistent with professional standards. Independent judgmentis exercised within the context of a multidisciplinary approach to care.. . . 1 2 . . .
10. Community and the hospital – Hospitals that are best able torecruit and retain nurses also maintain a strong community presence.A community presence is seen in a variety of ongoing, long-termoutreach programs. These outreach programs show that a hospitalis a strong, positive, and productive corporate citizen.11. Nurses as teachers – Nurses are permitted and expected toincorporate teaching in all aspects of their practice becauseteaching gives nurses a great deal of professional satisfaction.12. Image of nursing – Nurses are viewed as integral to thehospital’s ability to provide patient care. Other members of thehealthcare team characterize nursing services as essential.13. Interdisciplinary relationships – Interdisciplinary relationshipsare characterized as positive. A sense of mutual respect is exhibitedamong all disciplines.14. Professional development – Significant emphasis is placed onorientation, service education, continuing education, formaleducation, and career development. Personal and professionalgrowth and development are valued. In addition, there areopportunities for competency-based clinical advancement, withthe resources to maintain competency.E l i g i b i l i t y C r i t e r i a• Education level of Chief Nursing Officer – must have a master’sdegree. One of the degrees must be in nursing.• Position of Chief Nursing Officer – must participate in thehighest governing, decision-making and strategic planning body.• Participation in a national quality database – monitoringnursing-sensitive indicators, which include: a patient fall riskassessment and fall-prevention protocol; pressure-ulcerprevalence; nursing hours per patient day; and skill mix.“As I meet and talk with colleagues across the country, I have asense for how uncommon it is for an organization to have the clarity,the focus, and the leadership to provide the kind of work environmentthat makes Magnet status possible.” – N a n c y N owa kFacility Goal Quarter/YearUrban Central Application 2nd Qtr 2003Document Collection 2004Document Submission 4th Qtr 2004 & 1st Qtr 2005Mock VisitsN/ASite Visit 2nd / 3rd Qtr 2005Magnet Awarded October 17, 2005Urban South Application 1st / 2nd Qtr 2005Document Collection 2006Document Submission March 31st, 2007Mock Visits November 2006Site Visit 2nd Qtr 2007Magnet Award 3rd Qtr 2007Southwest Application 4th Qtr 2007Document Collection 2008-2nd Qtr 2009Document Submission 3rd / 4th Qtr 2009Mock VisitsTBDSite Visit 4th Qtr 2009 / 1st Qtr 2010Magnet Award 1st Qtr / 2nd Qtr 2010Urban North Application 2nd Qtr 2006Document Collection 1st / 2nd Qtr 2007Document Submission July 2007Mock Visits July 2006Site Visit 1st / 2nd Qtr 2008Magnet Award 3rd / 4th Qtr 2008Primary Children’s Application 2nd Qtr 2006Document Collection 4th Qtr 2006 & 2007Document Submission 1st Qtr 2008Mock Visits September 2006Site Visit 2nd Qtr 2008Magnet Award 3rd Qtr 2008. . . 1 3 . . .
Page 2 and 3: Nursing is a remarkable combination
Page 4: Dear Team,Each year, Nursing at Int
Page 8 and 9: As an Intermountain Healthcare empl
Page 10 and 11: n u r s I N G p r o c e s s i m p r
Page 13: e d u c at i o n a l pa rt n e r s
Page 18: Urban Central RegionDonna Harland,
Page 22 and 23: Kim Henrichsen, CNO, RN, MAWe are l
Page 25 and 26: HomecareColleen Koga, CNO, RN, MSNH
Page 29 and 30: u r a l f a c i l i t i e sHeber Va
Page 31: Sanpete Valley HospitalSanpete Vall
Page 35 and 36: c l i n i c a lPrograms2 0 0 6. . .
Page 37 and 38: Intensive MedicineWayne Watson, RN,
Page 39 and 40: Women & NewbornsJanie Wilson, RN, M
Page 41 and 42: p n e u m o c o c c a l va c c i n
Page 43 and 44: allrespondentsPhysiciansSelectHealt
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Annual Nursing Update - Intermountain Healthcare

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