 TIPS AND IDEAS |
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Falls occurring within the previous day (or over the weekend) are discussed every day by the interdisciplinary care team prior to our morning meeting. We review the incident, determine causative factors and establish new proactive measures. We also do a look back at our Fall numbers (by shift, unit and resident) monthly to look for trends, etc. Lots of work, but it forces people to think about it. After two years, I think people are starting to pay more attention to it (on their own).Kurt Apthorpe, MBA, CNHA Administrator-Delaware County Countryside Care Center-Delhi, NY
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I use "timed tasks" for staff on the night shift. An example is from 0300 to 0345 clean and stock shower room a,b,c. From 0400 to 0445 stock gloves in rooms 1-15. An audit of these areas and functions is performed the next day and staff is held accountable. Anita Travis, Avalon Care Center, Pullman WA. |
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Invite retired CPA's from AARP to help your staff with completing their tax returns. Your staff will be appreciative and elders will have a chance to get to know a "real caregiver". |
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When a resident passes and they are removed from their room, the bed is made and an angel is placed on the bed as a remembrance of the resident. This will usually remain in place for a day. We also have memorial services for residents that allow the family to attend as well as the staff.
Timothy Hager, Elim - A Caring Community |
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After a resident dies, a chaplain will have a brief bedside service with the family and any staff that are available to attend. This is usually a short scripture reading a time of sharing if staff and family wish and a brief prayer.
Timothy Hager, Elim - A Caring Community |
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When a resident is very ill and expected not to live, we have a special angel decoration we place near the door of the resident's room. This alerts staff to give special care to the family - offer meals, coffee, cookies, etc. Our chaplaincy team is in charge of this.
Timoth Hager - Elim, A Caring Community |
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When a resident passes away, we leave a rose with a ribbon on the bed for as long as possible. This allows the residents, staff and family to have a place to focus for prayers, meditation. Pam Meriam - Nantucket |
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Recognize employees with 1, 3, 5 and 10 year service pins at a special ceremony. Invite staff families and residents to attend. |
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To prepare for the survey team, hold a mock survey. Appoint CNAs to your mock team. |
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Ask residents when they would like to bathe, eat or participate in other activities. |
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When a resident dies, leave white linens on the bed with a red rose and card that says "In memory of (name)." It will help staff and residents adjust. |
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Evaluate the area where your staff takes a break. Is it a lounge or lunchroom? Is it a comfortable place to relax? Offer diversions such as books, magazines, comics, videos that are NOT long-term care related. Encourage employees to make decoration suggestions. |
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Think about what small things you can do to give residents more choices such as offering different kinds of bath soaps or colored linens. |
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When praising employees, be specific as possible. "I like the way you handled Mrs. Smith's daughter's complaint about lost laundry," means more than "Way to go" or "Nice work." |
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If someone on your staff needs to speak with you, set aside a specific time to see that person. Hold all calls unless urgent and let that person know you are doing this. Give the employee your time and complete attention. |
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Ask staff who have recently wed to re-create the ceremony at the facility for residents. Hold a reception afterwards. |
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Offer a Career Ladder for nurse aides. Have a special ceremony to recognize those who graduate from one level to the next. Invite families and residents. |
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Establish a buddy system for new staff and residents. |
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When residents move into the facility, have a staff person waiting to greet them at the front door. |
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Be prepared to accept admissions within 30 minutes of receiving a call, seven days a week, 24 hours a day. You'll receive more referrals if hospital discharge planners know you're always ready |
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In addition to rewarding employees with perfect attendance by giving them letters of commendation, consider cash bonuses. Cash for perfect or near-perfect attendance is still cheaper than paying for sick leave and temporary employees. |
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Conduct a two-tier interview for applicants: one interview with the applicant's potential supervisor. Another interview on another day with a team of potential co-workers. Hire only those who are approved by both the supervisor and the team, and whose references check out. |
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Keep an eye out for overzealous volunteers: though well-meaning, make sure they let capable residents push their own wheelchairs, or put on a sweater, etc. |
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Consider switching from an audio, overhead paging system to personal pagers that vibrate or beep quietly. The change will make the environment more home-like and less distracting to residents and visitors. |
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One way to recognize an employee for going "above and beyond" is to send a personal letter to the employee at his or her home. |
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Monitor the incidence of on-the-job injuries. Keep your workers' compensation carrier informed of your progress. If injuries are reduced, insist on a reduction in your premium. |
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How open are you to new ideas? Do you actively solicit ideas from employees? Do you recognize them for their input? Do you thank them for their ideas even if the idea is not implemented? |
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Train all employees in proper use of the facility telephone and paging system. Obvious, but a skill that cannot be overly stressed. Don't tarnish your facility's reputation in the few seconds it can take to disconnect a client or put a family member on hold for too long. |
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Designate a computer with access to the Internet. Bookmark important health-related web sites for staff to visit when they have queries. (There are approximately 10,000 health care-related sites in existence!) |
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Keep records on job applicants to protect against future lawsuits. The EEOC recommends at least one year. |
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To keep wanderers from going into restricted areas, consider using signs that say "dead end" rather than "stop." It's our nature to stop, look and then continue on. |
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Use tactile decor in your Alzheimer's Unit that use real-life objects such as clothes, books, toys, etc. |
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Is your weekend staff trained to get the name and phone number of a new client when the assigned person is not available? |
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When your residents are admitted to the hospital, DO YOU VISIT THEM? |
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Consider an energy consumption study. Chart each utility per month for the past three years and determine how the facility can conserve and save money. |
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Hold a contest to determine the best overall meal of the week, the best breakfast, lunch and dinner, the best entree, best salad, etc. Post the results and repeat the contest periodically. |
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If your marketing materials and information are presented to clients in a folder--examine the folder. Don't use a cheap folder to house an expensive brochure. |
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When working with an advertising agency, consider "results-based compensation." For example, the agency receives payment based on the success of the project. |
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Initiate a Menu Committee and invite residents to participate. |
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Offer your facility to community groups such as the Boy and Girl Scouts, PTA, senior citizen groups for meetings and events. |
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Give employees a referral bonus in three stages: at the time of a new hire, after a probationary period and after one year of employment. |
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Show new employees they matter--especially on their first day. Don't overlook a formal orientation on the first day. When your new hire goes home, he or she should say "What a great decision it was to work here!" --Send personalized birthday and anniversary cards to staff and mail to their home. |
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