Diseases Attacking the Immune SYstem – The DAISY Foundation

The DAISY Foundation was formed in November, 1999 by the family of J. Patrick Barnes who died at age 33 of complications of Idiopathic Thrombocytopenic Purpura (ITP). The nursing care Patrick received when hospitalized profoundly touched his family. Read more about why they started The DAISY Foundation.

The DAISY Award For Extraordinary Nurses (The DAISY Award) – to honor the super-human work nurses do for patients and families every day. In creating The DAISY Award, there were three elements we wanted to ensure our recognition program included:

  • A partnership with healthcare organizations to provide on-going recognition of the clinical skill and especially the compassion nurses demonstrate at the bedside all year long.
  • Flexibility so that The DAISY Award may be tailored to each hospital’s unique culture and values.
  • A turn-key program with The DAISY Foundation providing most everything you need to implement The DAISY Award.

Read more…

State of the State: Reducing Readmissions in Massachusetts

Prepared by the Massachusetts Health & Hospital Association and Collaborative Healthcare Strategies

Incentives targeting readmission reduction are intended to improve the delivery of care across settings and over time, and to reduce the losses and inefficiencies created by avoidable returns to the hospital.

The public and private sector call for hospitals to reduce readmissions is not new. Incentives targeting readmission reduction are intended to improve the delivery of care across settings and over time, and to reduce the losses and inefficiencies created by avoidable returns to the hospital.

Over the past several years, incentives to reduce readmissions have been introduced into the Massachusetts market in payer- and diagnosis-specific ways. Individually, these incentives have served to stimulate improvements in care for some groups of patients. An unfortunate consequence of payer-specific and diagnosis specific incentives has been the emergence of balkanized efforts to find and serve certain patients with readmission risks – but not others. As a result, readmission rates have not dramatically improved, and the pace of improvement is not quick enough.

It is now clear that financial success under a wide variety of payment models and performance incentives will reward providers for minimizing hospital utilization – whether through population management in accountable care organizations, bundled payments for 90-day episodes of care, or value-based purchasing.

Read the entire report here…

No Place Like Home: Advancing the Safety of Care in the Home

There truly is no place like home, and care in the home holds many potential benefits, including support for person-centered care. Care recipients generally prefer to be at home, where they may have more autonomy than in inpatient settings. Care in the home is not without its challenges, however, and these challenges may affect both care recipients and everyone who supports them. Existing data suggest that preventable harm to care recipients is an important issue in the home setting. In addition, both home care workers and family caregivers may be physically or emotionally harmed as they provide care.

The safety of care provided in the home has not yet received nearly as much attention as patient safety in hospitals and other clinical settings, despite the fact that the home has become the site of care for many people. In 2016, more than 2 million personal care attendants provided care in the home, according to the US Department of Labor, and this number is expected to grow by 40 percent in the next decade.  Care in the home comprises a number of different services, including personal care, home health care, hospice, palliative care, and, through some specialized programs, primary care and hospital-level services. These services are provided by a variety of home care workers with a range of training and expertise. In addition, many aspects of care are provided by family caregivers.

Read the full report here…

 

WELCOA’s Seven Benchmarks – Overview & Introduction Worksite Wellness- FREE Webinar

On Wednesday, July 11, 2018 — 11:00 am – 12:00 pm Wellness Council of America (WELCOA) is offering a free webinar: Evolving Employee Wellness Programs.

Engaging team members in worksite wellness programs can be difficult. WELCOA is committed to helping you reframe your strategies and give you the tools necessary to build world-class wellness programs

As a central part of WELCOA’s Well Workplace Process evolution, we’re delivering a revamped certification headlining our Seven Benchmarks. We’re putting more clarity around current and future approaches to wellness. Whether you’re a seasoned professional needing a spark or building a wellness program from the ground up—we’ll sharpen your focus for designing and delivering engaging results-oriented wellness initiatives. In this webinar, you will get the first look at WELCOA’s updated Seven Benchmarks and Checklist tool.

Learning Objectives:

  • Learn about WELCOA’s Seven Benchmarks approach
  • Create engaging and meaningful worksite wellness initiatives
  • Communicate your organization’s wellness value story

Click here for more information and registration…

Healthcentric Advisors – No Cost Learning Center

Healthcentric Advisors would like to invite you to visit The Learning Center, our no cost virtual online learning system, with an Introduction to Statistics and Epidemiology in Infection Prevention. Through this interactive and self-paced module, you will learn about statistical and epidemiological methods that are used in infection prevention and control. New courses will also cover interpreting infection prevention measures (e.g., Standardized Infection Ratios (SIR)) and using Microsoft Excel to collect and analyze your own data.
You will develop a deeper understanding of how statistics and epidemiology are used to inform your clinical practice and harness surveillance, data collection, statistical analysis and reporting skills to inform clinical leadership and monitor population health at your facility.

You can access this series on The Learning Center here…

New Pain Relief Protocol at Our Lady of Fatima Hospital

Our Lady of Fatima Hospital, Health Care Partners, a 359-bed facility in North Providence, Rhode Island, in April 2015 undertook a pilot program with an orthopedic surgeon in the hopes of decreasing post-operative pain and supporting early mobility.

The hospital added the periarticular multimodal drug injection (PMDI) component to its multimodal analgesia protocol for total hip and knee replacement. PMDI is a mixture of medications usually consisting of ropivacaine, Ketorolac, and adrenaline delivered into the posterior capsule of the knee or hip joint, resulting in better pain relief, less opioid use, larger range of motion, and lower rates of nausea and vomiting. Inadequate pain control following total joint replacement surgery can lead to secondary medical complications such as venous thromboembolic and cardiac events.

Our Lady of Fatima’s departments of anesthesia, orthopedics, pharmacy, rehabilitation, and performance improvement educated staff and clinicians regarding the implications and benefits of PMDI. The hospital’s anesthesia, pharmacy, nursing, and physical therapy units began a collaborative effort to audit patient response to posterior capsule peri-articular local injection for a small sample of total joint replacement patients. They developed an audit tool to collect data on mobility through discharge, pain level prior to physical therapy and with gait, cumulative narcotic use in each patient, post-operative indwelling Foley use, and length of stay.

Over a period five months a total of 27 elective total joint replacement procedures received PMDI. Outcome data was compared to baseline data obtained in a retrospective chart audit which reviewed the same surgeon’s total knee and hip replacement patients one year prior to the pilot study.

The use of local joint anesthetic and spinal anesthesia in conjunction with PMDI resulted in increased mobility, decreased average pain score during physical therapy, and decreased length of stay for both total hip replacement and total knee replacement. The time for “break-through” pain – that is, when an individual experiences spikes of pain that breaks through the coverage provided by the pain reliever – was reduced for total knee replacement, but stayed about the same for hip replacement under the new pain relief protocol.

As a result of this pilot study, the practice of using PMDI has become a standardized process at Our Lady of Fatima Hospital as it has enhanced overall patient satisfaction, pain management and discharge functional status.

The Joint Commission (TJC)

Institute for Healthcare Improvement (IHI)

IHI created a white paper to serve as a guide for healthcare organizations to engage in a participative process where leaders ask colleagues at all levels of the organization, “What matters to you?” — enabling them to better understand the barriers to joy in work, and co-create meaningful, high-leverage strategies to address these issues.