NET 2018 Narrowing the Gap - considering gen-gagement - implications for the future Healthcare workforce education - Higher Education Academy

Narrowing the Gap – considering
gen-gagement – implications for the future
     Healthcare workforce education
               NET 2018
    Dr Heather Ingram, Professor Kerry
        Jones, Dr Nageen Mustafa

Jones, Warren and Davies. (2015 ). Mind the Gap: exploring the

Exploring the needs and workplace conditions to
   support job satisfaction for all generations

Working     Demonstrating
                              Gaining
              personal &                  Pride
 to full     professional
                            respect and
potential       value       recognition

Job satisfaction theory

                          Herzberg et al.
                          (1959)

Framework for enhancing job satisfaction

Systems of governance
• Reduced bureaucracy (administrative duplication and
  superfluous processes)
• Involve staff in decision –making, especially related to
• management systems and processes
• To deliver excellence

                               Respect our role –
                               have confidence in
                                our profession –
                              involve us in change

Opportunities for growth and advancement
• Clear career structures with range of opportunities available
  at all career and life stages
• Access to education and development
• Access to high quality mentors and role models
• More creative succession planning and inclusive talent
  management

                                Make the
                              clinical nurse
                              role the most
                              esteemed in
                             the profession

Enhanced professional autonomy – responsibility,
authority and the work itself
• The need for more autonomy, flexibility and authority –
  less process and more holistic work
• Strong professional voice – listen to us and engage us in
  decision-making

Meaningful recognition
• To be respected and valued
               Respect my                      Re-
• Celebrate success
               experience,                  establish
            listen to me and               pride in the
                involve me                 profession

Value

            Professional
             autonomy

    Pride                   Respect

                             Need to       Narrowing the
                                                                Shared
Skills supply                 create        gap findings
                                                              governance
and retention              conditions to   starkly align to
                                                                key to
 challenge                 enhance job        Magnet®
                                                              evolution ?
                            satisfaction   characteristics

Magnet Designation is the highest international distinction a
healthcare organisation can receive for nursing excellence and
quality of care that is delivered (ANCC 2013)

It provides a benchmark framework to an create optional healthcare
work environment that achieves extraordinary workplace cultures,
delivers the highest standards of care and, most importantly,
achieves exemplary patient outcomes (ANCC 2013)

                  What is Magnet?

• Organisational structures – decentralised with
  active nursing representation on decision-making
  committees and groups.
• Professional models of care – giving nurses both
  responsibility and authority for the provision of
  care to their patients.
• Autonomy – nurses sense of autonomy was
  reflected in their concern for standard setting and
  monitoring of care at unit and organisational
  levels.
• Quality of care – nurses considered whole
  organisation was committed to standards of
  excellence & an environment where excellence

• Quality improvement active participation in
  assessing and improving care.
• Image of nursing positive across organisation
  with nurses viewed as being competent and
  credible, resulting in them feeling valued and
  respected.
• Professional development – strong emphasis
  on personal and professional growth and staff
  development
• Interdisciplinary relationships – shared
  decision-making and mutual respect.

US News & World Report utilizes
                                                      magnet designation as a primary
    Greater nurse           Lower turnover and        competence indicator in its assessment
     satisfaction             vacancy rates           to rank and report the best medical
                                                      centers in US annually

                                                             Top hospitals list 2015-16
                           Evidence of advanced                    Mayo Clinic
     Higher patient       culture of teamwork and                 John Hopkins
satisfaction associated      nursing leadership               Massachusetts General
 with positive practice         impacting on                       Cedars Sinai
     environments         organisational decision –                 Mt. Sinai
                                   making
                                                      Only 8% US hospitals are Magnet
                                                      designated
                           Greater engagement in
Improved quality and      care quality improvement    Fortune magazine’s annual 100 Best
safety of patient care     (evidence-based care       Companies to Work For® majority of
                               and innovation)        healthcare organisations are Magnet®

                          Evidence of benefits

Key messages from NTG
                                          This Photo by

• Professional autonomy and meaningful    Unknown Author
                                          is licensed under
                                          CC BY-NC

  recognition ‘not just responsibility’
  significant to unlock retention challenge
• Baby boomers - wise owls not dinosaurs
• Value, respect and celebrate success
• A range of career opportunities, flexibility
  and opportunities to develop important for
  all generations

What about education?

• Mirror principles within Magnet
  approach?
• Clinical skills enhancement
                                    This Photo by Unknown Author is

• Activities supporting role        licensed under CC BY-NC-ND

  enhancement
• Assertiveness
• Self direction & joint planning
• Practice focus

It’s the Keele difference.

Further information

      www.HEE.nhs.uk/WM/narrowingthegap

     kerry.jones@nuh.nhs.uk
       h.ingram@keele.ac.uk

     @KerryJo8888

Thankyou