empowering therapists to work to their highest potential

EMPOWERING
THERAPISTS TO WORK
TO THEIR HIGHEST
POTENTIAL
Respiratory Care Practitioner
Development Programs
WSRC Networking Event – September 25, 2014
Presenters:
L aur a L . L er c h , B S, R R T -NP S
Neonatal/ Pedi atri c Cli ni cal Sp eci al i s t o f R es p i rat o ry C are
Meri ter -Uni tyPoi nt Health, Madi so n, W I
L aur a P ac kar d, B S, R R T
Manager of R esp i ratory Care
Froedtert & the Medi cal College of W i s co ns i n
Commu ni ty Memori al Hosp i tal Cam p u s , Meno m o nee F al l s W I &
St. J osep h’s Hosp i tal Camp u s, Wes t B end W I
Objectives
• Explain the importance and value of career
development programs.
• Describe the implementation of a professional
development program
• Present a program model for the development of
Respiratory Care Practitioners
• Show the impact of professional development on
job satisfaction and performance
Why Develop a
Career
Development
Program???
Establishing the Need for Professional
Development
• Evolution of the Profession
• Engagement of Staff
• Black and White Job Assessment
• Recruitment and Retention
• Job Enrichment
• Job Satisfaction
Froedtert & the Medical
College of Wisconsin
Practitioner Development
Program
Practitioner Development Program (PDP)
The Work Begins…
• June 2012- Preliminary work began.
• September 2012 - Best Practice Exchange (BPX) committee was
created.
• November 2012-July 2013 - BPX Committee met monthly.
• Subcommittees met in June 2013 and reported back to group.
• Application
• Points
• Compliance
• November 2013 - Finalized program went to Senior Leadership
• December 2013 – PDP program and policy approved at all 3 sites.
• February & March 2014 – BPX members held PDP Workshops for staff
at all 3 sites.
• July 1, 2014 – PDP Implemented
• July 10th 2014 – Applications due (20 portfolios received)
• December 4th 2014 – Incentives paid out to employees.
Practitioner Development Program (PDP)
OBJECTIVES
• Recognizes three levels of performance characteristics:
• RCP I
• RCP II
• RCP III
• Provide an opportunity for staff respiratory therapists to
develop a career path, while recognizing therapists who
demonstrate excellence in practice.
• Attract and Retain high quality staff, resulting in improved
patient outcomes
• Create an environment where therapists are empowered as
valued members of the healthcare team.
• Reward your high performers
• Annual incentive opportunity
• Level 1 = 1%
• Level 2 = 2%
• Level 3 = 3%
Practitioner Development Program (PDP)
• Voluntary program
ELIGIBILITY
• Open to all Registered Respiratory Therapists, whose primary role is the
provision of direct patient care (minimum 50%).
• Open to all RRTs with > 1 year of experience
• Level 2 must have > 2 years of experience and Level 3 must have > 3 years of
experience.
• Must have successful or higher score on annual evaluation.
• Cannot be in corrective action.
• Must be an active AARC member.
• Department must have met service and quality strategic goals for the Fiscal
Year.
Practitioner Development Program (PDP)
Submission/Approval Process
• Applicant must submit a PROFESSIONAL Portfolio.
• Portfolio must contain:
• Application
• Point Checklist (minimum number of points must be met)
• Point Description list
• Curriculum Vitae
• Letter of Intent
• 2 Professional References
• Copy of CEUs earned within last year (must have minimum of 6)
• Certifications (BLS, ACLS, NRP)
• Learning Center Transcripts
• Portfolio is submitted to PDP chair by July 7 th of new fiscal year.
CATEGORY
Academic Credit Course
•One 3 hours Course
•FH Sponsored course/in-service
•Healthcare related college course
•Non-healthcare related college course
•Healthcare related college degree
•Non-healthcare related college degree
Advanced Clinical Skills
•PALS, NRP (FH only)
•Hospital Certification (MANDT, Mass
causality, HAZMAT)
Community Service
•Health / Career Fair (job related)
•RT related events (lung walk, asthma
coalition)
•Volunteer for Community Event (FH)
•Job related community event (non FH)
Froedtert Health Commitment
•CHD/FH Pool
•Extra Mile (FH)
•Employee of the quarter
•Employee of the Year (hospital)
•Employee of the Year (department)
•Super user (year of training/go-live – one
time credit)
•Credentialed trainer
Leadership
•Department / Hospital Committee / Council
(75% attendance or greater, active
participation)
•State, National Committee (WSRC)
•Research Project
•RN Skills Fair
•RT Skills Fair
POINT VALUE
3
1\hr up to 3
1\credit up to 6
1\credit up to 3
10
5
3
3
1\hr up to 3
1
1
1
5
1
1
5
3
3
5
4/committee
10
5
3
3
CATEGORY
Leadership
•Creating Educational Packets /
Educational material / Educational
program (implemented and used in facility)
•Creating policy/procedure (new –
including education and implementation)
•Inclusion Advocate
National Certification
•Credential (AE-C, NPS, CPFT)
•Maintaining credentials (AE-C, NPS,
CPFT, RPFT)
Preceptorship
•Students
•New Hires
•High School Students
•RN Students
•Preceptor of the Year
•BLS, NRP, ACLS , PALS Instructor
Professional Presentation
•Education Presentation at dept meeting
•Compete in sputum bowl
•Sputum bowl state and/or national winner.
•In-service
•Local/State Conference
•National Conference
•Completion of project team / committee
project (including implementation)
Professional Publications
•Writing pamphlet
•Research article (presented)
•Research abstract (portfolio)
•Journal article (presented)
•Internal publication
POINT VALUE
5
5
4
10
1/year credential is
maintained/
credential
1
3
1
1
3
5
2
3
5 per win
4
10
10
5
10
10
10
10
10
Practitioner Development Program (PDP)
Point Value Definitions
• 1 point – given to items that are of small significance.
• 2 points – given to items that are slightly more time consuming,, but not
necessarily difficult to obtain/complete.
• 3 points – for items more time consuming and those that involve critical
thinking.
• 4 points – items that are more timely, involve more critical thinking.
• 5 points – tasks/projects that are very time consuming, may take
days/weeks to accomplish.
• 10 points – turning points in a persons career.
Practitioner Development Program (PDP)
Point Requirements
• Level 1 = Minimum of 10 points out of at least 2 categories.
• Level 2 = Minimum of 20 points out of at least 3 categories.
• Level 3 = Minimum of 30 points out of at least 4 categories.
• Points must be earned July 1 – June 30th.
• Documentation of when points were earned required.
• Explanation of how points were earned required.
Practitioner Development Program (PDP)
Portfolio Workshops
• Two offered per year per site (in May/June)
• Review requirements, qualifications, documentation
• Check off sheet
• Ideas for obtaining and categorizing points
• Organization of portfolio
• CV creation/updating assistance
• Speaking tips
Practitioner Development Program (PDP)
Approval Process
• PDP committee submits all approved portfolios to manager within 5 days.
• PDP chair returns denied portfolios to applicant and explains reason for denial within 5 days.
• Applicant has 30 days to resubmit.
• Site Managers and Directors review approved portfolios in August.
• Portfolios denied are returned to applicant with reason for denial.
• Applicant has 30 days to resubmit.
• Panel Interviews occur in October.
• All approved applicants portfolios are then submitted to site VP for final
approval.
Practitioner Development Program (PDP)
Panel Interview
• Applicant will be scheduled for panel discussion to review portfolio
• Panel will include RC managers, RC directors, HR director, and a minimum
of one director of Nursing
• Panel will review and recommend level awarded or denial of level of
achievement to VP of unit/department for final approval
Practitioner Development Program (PDP)
Post –Approval Process
• Applicants Manager/Director notifies applicant of approval of application
and level of achievement.
• Letter is sent to applicant regarding level of achievement and incentive
awarded through HR
• Email/Posting sent to department congratulating applicant on level of
achievement and notify department of applicants success.
• Organize staff recognition
• Level up luncheons annually
• Certificates
• VP letter of recognition
Meriter- Unity Point Health
Career Advancement
Program
Two Level Ladder
• Level One: Standard/entry level for all therapists
• Level Two Criteria:
• Must have two years of clinical experience to apply
• RRT credential.
• Positive role model
• Respiratory department staff requirements:
• ACLS certification.
• Charge Therapist.
• Hospital based instructor for NRP, BLS, ACLS, or PALS.
• NICU RT: remain competent for transport and maintain STABLE certification.
Advancement Portfolio
• Letter of Application
• Recommendation
• Resume
• Continuing Education
• Meeting Attendance
• Clinical Exemplar
• Activities (4)
Letter of Application
• Reflect on personal practice,
• How has applicant’s practice changed over time?
• Professional growth
• Career goals
• Transforming patient care?
Recommendation and Resume
• Letter of recommendation supporting the personal and clinical
development of applicant.
• Updated Resume
Continuing Education
• 6 hours each year (does not included department mandatory
education)
• Proof of C.E. by transcript of certificated of attendance
Meeting Attendance
• Dates of attendance for the past 12 months. 75% of meetings should
be attended.
Clinical Exemplar
• Description
• Evidence based
• Impact of clinical practice on patients
• Documentation
• Progress note and patient education documentation
• Critical thinking and clinical actions
• Interdisciplinary
Activities (4 categories)
Professional Development
•
•
•
•
Degree achievement
Continuing education or formal education
Professional certification (NPS, AAC, C-PFT)
Professional organization
Supports the Development of Others
•
•
•
•
Educational Presentations
Professional/Health-related publication
Clinical Poster
Clinical equipment ‘super-user’
Clinical Expert
•
•
•
•
Clinical improvement project
Professional presentation
Clinical tools
Patient education
Leadership
•
•
•
•
Charge R.T.
Department hospital committee
Community service activity
Other activities
Yearly Renewal
Thank You For Your Attention!!!!
Laura Lerch, BS, RRT-NPS
Neonatal/Pediatric Clinical Specialist of Respiratory Care
Meriter-UnityPoint Health in Madison, WI
[email protected]
Laura Packard BS, RRT
Manager of Respiratory Care
Froedtert & the Medical College of Milwaukee
Community Hospital Campuses –
Community Memorial Hospital in Menomonee Falls, WI
St. Joseph Hospital in West Bend, Wi
[email protected]

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