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At least 37 records · Page 2Linked to original sources
PubMed1985

Documentation of hospice care plan development and team meetings.

The interdisciplinary team meeting documentation system as described in this article meets the documentation requirements specified by JCAH and Medicare. The goal of the system is to provide necessary documentation in a format that is easy to use. Because of the generic content and format of this system, hospices in any setting or from any provider can adapt the forms to their particular needs. Delaware Hospice has shared this documentation system together with the interdisciplinary care plan form with numerous hospices who have also found them practical and instrumental in providing high-quality patient care.

Delaware↗
PubMed1979

A regional cardiac care program: planning & development.

Five hospitals in northeastern Massachusetts joined together to provide a cardiac care nursing educational program for staff nurses. Their mutual effort reduced costs for each hospital and maximized the use of human and material resources. The endeavor has been successful, based upon a number of evaluation factors.

Coronary Care Units↗
PubMed1988

Plan development for a nurse recruitment-retention program.

The key to resolving the nursing shortage starts with the long-term commitment and support of hospital administrators. Many articles address the reasons for registered nurse turnover and for job dissatisfaction. They also address recruitment and retention incentives, motivators, and hygienes. This discussion focuses on what hospital administrators can do to create and to monitor a nurse recruitment-retention program that addresses the long-term problem of nurse turnover and job dissatisfaction, based on the concept that retention of nurses begins at the time of recruitment.

Feedback↗
PubMed1992

The planning, development, and implementation of a work-site health promotion program: a case study.

A voluntary health promotion program was introduced at an academic institution with 665 employees. The 239 employees who volunteered to participate in a health risk appraisal were significantly younger and more likely to be female than were nonparticipants. The prevalence rates of the major coronary heart disease risk factors in the participants were as follows: hypercholesterolemia, 25.5%; elevated blood pressure, 15.5%; and current cigarette smoker, 15.1%. In addition, many participants daily consumed food high in cholesterol or fat (54.2%), were obese (44.8%), and led sedentary lifestyles (28.5%). Although a majority of female participants had received physician/nurse breast examinations and had Papanicolaou smears taken during the previous year, only about half this number performed monthly breast self-examinations. A telephone survey of employees revealed the most desired health promotion program components to be stress reduction, nutrition counseling, exercise fitness, and weight reduction. The program is now being monitored for health benefits and program costs.

Adult↗
PubMedDate not supplied

Filipino GN to Filipino RN. A well-developed plan leads to success.

This article describes the authors' experience in designing a hospital orientation program for newly recruited Filipino nurses. The nursing department's educational and administrative efforts helped to orient the newly recruited nurses to the hospital and to nursing practice in the United States and prepared them to pass the NCLEX examination. Specific classes included in the orientation are presented. Topic title, time frame, facilitator, components, and rationale for each class are discussed. Suggestions for timing of recruitment and clinical orientation assignments are given. Staff preparation to Philippine culture and nursing practice is also reviewed. The authors believe this information would assist other nursing departments prepare for recruited Filipino nurses on their staff.

Humans↗