Below are links to a selection of articles and resources that discuss best practices and innovations.
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2002
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AHRQ - Innovations Exchange
Sentara Healthcare launched a comprehensive initiative to create and sustain a culture of
safety in 2002. Launched after previous efforts in this area did not meet leadership
expectations (see the "Context" section for more details), this
multifaceted initiative includes an assessment of the existing safety culture, establishment of
goals related to improved safety, the development of specific strategies to identify and correct
safety problems, and the use of ongoing processes and systems to monitor progress and
encourage continued improvement. This effort has significantly improved patient outcomes,
including reducing patient harm caused by errors, mortality rates and length of stay (LOS) in
the intensive care unit (ICU), and hospital-acquired pneumonia and infection rates.
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6/30/2009
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American Nurses Association
Rapid and dynamic changes in health care delivery and policy environments have placed the issues of and quality of care at the center of health care and the nursing profession. The ongoing restructuring of the health care system has resulted in a greater emphasis on cost-cutting measures, leading to a reduction in the numbers of registered nurses (RNs) who provide direct patient care.
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July 21, 2008
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American Health Care Association Department of Research
America’s nursing facilities have been facing a chronic direct-care workforce shortage for more than a decade. In order to measure the extent of the difficulty that nursing facilities are having in retaining and recruiting nursing staff, the American Health Care Association (AHCA) conducted a nursing position survey to examine employment vacancy and turnover in nursing facilities in 2007.
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June 2008
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Timothy Bates, M.P.P. Susan Chapman, Ph.D, R.N.
The objective of this series of regional reports is to describe and analyze the basic components of the allied health care workforce: the general population, which entails both an available pool of health care labor and the body of health care consumers, the current health professions workforce, and the graduates of selected allied health education programs.
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May 2008
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Timothy Bates, M.P.P. Susan Chapman, Ph.D, R.N.
The report also includes information on current wage levels and projected occupational employment that can be used to evaluate the relationships between wages, employment opportunity and demographic diversity.
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2003
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Jean B. Lazarus and Belinda (Wendy) Downing
The Mayday Scholars Program for 2001-2002 provided an opportunity to boards of nursing to present their experiences in monitoring the prescribing practices of advanced practice nurses and to research ways for improving their own investigation processes as professional disciplinary agencies for prescribing practices related to pain management. The Alabama Board of Nursing was interested in participating in the program based on its commitment to accountability for public protection. A gradual increase in disciplinary cases involving violations ofprescribing practices by certified registered nurse practitioners (CRNPs) prompted our inquiry as to whether a proactive monitoring system was needed to determine compliance with regulations for advanced practice nurses in collaborative practice.
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2001
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Health Resources and Services Administration (HRSA)
Historically, both the state and federal governments have had a role in developing policy to shape the health care workforce. The need for government involvement persists as the private market typically fails to distribute the health workforce to medically underserved and uninsured areas, provide adequate information and analysis on the nature of the workforce, improve the racial and ethnic cultural diversity and cultural competence of the workforce, promote adequate dental health of children, and assess the quality of education and practice.
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No Date Given
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Catherine Eng, MD, FACP
The PACE Model: Who Does It Serve?
To be eligible for PACE, a senior must:
• Be 55 years or older
• Reside in the program’s defined service area
• Be certified by the State Medicaid Authority as eligible
for nursing home level of care
• Be able to live in the community without jeopardizing
health and safety
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No Date Given
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Chad Boult, MD, MPH, MBA Professor and Director Roger C. Lipitz Center for Integrated Health Care Johns Hopkins Bloomberg School of Public Health
Chronic care is:
Fragmented
Discontinuous
Difficult to access
Inefficient
Unsafe
Expensive
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10/18/08
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Institute of Medicine
The practical challenges involved in
promoting collaboration and teamwork among a diverse set
of health care providers - including leadership,
communication, and conflict resolution - were discussed,
along with solutions that are now being developed and
implemented in various parts of the country.
