Demographics

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Demographics

• 2090 Nursing Staff
• 106 HR staff
• 740 beds

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Magnet Recognition Program

• Quality Nursing Program
• Focusing
• Nursing Culture
• Patient Outcomes
• HR is pivotal to our organisational performance
• (Buchanan, 2004)

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James Buchanan states

• Health measures are unique
• Indicators
• Clinical activity
• Patient acuity
  
• Output
• Outcome
• (Buchanan,J.2004)

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Why

• All Units
• Review
• Analyse
• Benchmark
• Improve patient outcomes
• Bridges evidence practice gap

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What

• Nurse Sensitive Indicators Reflect
• Outcomes
• Structure
• Process
• Mandatory N.S.I
• (The National Database of Nursing Quality
  Indicators, accessed 1.06.06)

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Outcomes

• Improve if there is a greater quantity or quality
  of care
• Patient Falls total falls injury per 1000
  patient days (NDNQI, Patient Falls Module, 2005)
• Pressure Ulcer Rates hospital acquired per 1000
  patient days (NDNQI, Pressure Ulcer Survey
  Module, 2005)
• Units must collect 2 Unit Specific N.S.I

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Structure

• Nursing Care Hours
• Skill Mix of Nursing Staff
• Educational Qualifications of Nursing Staff

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Process

• Measures aspects of nursing care
• Nursing Assessment
• Nursing Intervention
• Nursing Job Satisfaction

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How

• 1st Step
• Categorize organisation
• Bed size
• Unit type
• Hospital Category

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Tools used

• 2nd Step
• Collection of all Mandatory Nurse Sensitive
  Indicators and
• Patient Outcomes
• Three tools
• Unit Specific Scorecards monthly
• Magnet Organisational Reports 6
• monthly
• Demographic data sheets annually

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6 Monthly Reports

• Recruitment Pool Size
• Annual Registration Certificates
• Qualification Register
• Professional Affiliations Register
• Vacancy Rates Trends Analysis
• Vacancy Rate Report
• Labour Turnover Trends Trends Analysis
• Labour Turnover Report

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Demographic Data Sheet

• Submitted annually to the American
• Nurses Credentialing Centre
• In-depth analysis of organisation
• A) Outpatient Activity
• B) Inpatient Activity
• C) Support positions and qualifications
• D) 4 year retrospective summary

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Conclusion

• Magnet delivers high performance HRM
  characteristics
• Challenge is to bridge the gap
• No magic bullet
• Co-ordinated HRM interventions more likely to
  achieve sustained improvement
• (Buchanan,J.2004)

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Bibliography

• Buchanan, J. 2004, What difference does (good)
  HRM make?
• http//www.human-resources-health.com/content/2/1/
  6
• (Accessed 12.06.06).
• NDNQI. Version 5.0, January 2005, National
  Database of Nursing Quality
• Indicators, Nursing Care Hours Module.
  www.nursingquality.org
• (Accessed 13.06.06).
• NDNQI. Version 5.0, January 2005, National
  Database of Nursing
• QualityIndicators,Patient Days Module. (Accessed
  13.06.06). www.nursingquality.org
• NDNQI. Version 5.0, January 2005, National
  Database of Nursing
• QualityIndicators, Pressure Ulcer Survey Module.
  www.nursingquality.org
• (Accessed 13.06.06).
• NDNQI. Version 5.0, January 2005, National
  Database of Nursing Quality Indicators,
• RN Education Module. www.nursingquality.org
  (Accessed 13.06.06).
• The National Database of Nursing Quality
  Indicators, (NDNQI),

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