Service Excellence - National Research Corporation
Transcription
Service Excellence - National Research Corporation
Service Excellence Sheilahn Davis-Wyatt, MHA, FACHE Senior Director of Ambulatory Services/Service Excellence NRC Picker Patient Centered Care Symposium | September 22, 2012 Clinical Care • • • Free-standing 355 bed not-for-profit magnet designated children's hospital across multiple locations Medical staff of more than 700 pediatric specialists with more than 40 pediatric specialties Primary Care Clinic and over 36 Specialty Clinics; Perform Outreach clinics across Missouri and Kansas Education • • Affiliation with University of Missouri-Kansas City School of Medicine ; Residency affiliations with major medical schools nationwide Provides training to Nursing students from 16 schools in the Kansas City area Research • • • Over 100 physician & basic scientists, nurses, fellows and residents involved in research projects One of 13 nationally designated Pediatric Pharmacology Research Units, which study the safety of new medications for use by children The Center for Pediatric Genomic Medicine, established in 2011 Team Effort Linda Taloney, MBA Director of Patient Advocacy Patient Care Services Mike Sayer, MBA, MPH, CPHQ Director of Decision Support Quality Improvement Learning Objectives • Identify Key Stakeholders to engage when designing a comprehensive program • Identify metrics that can be used to evaluate Service Excellence Initiatives • Describe Children’s Mercy Hospitals and Clinics Success and Barriers post implementation Presentation Agenda • Understanding the Program Development Rationale • Our Program – Extraordinary Every Time • Measures of Success and Effectiveness • Success Stories and Barriers Along the Way Historical Focus/Culture Essential Stakeholders Leadership Commitment UNDERSTANDING THE PROGRAM DEVELOPMENT RATIONALE Historical Focus/Culture Our Vision To be recognized as one of the best Children’s Hospitals in the World 8 Children’s Mercy History “Skill cannot take the place of sympathy and understanding, for science without heart is ugly and pitiless.” Dr. Katharine Berry Richardson Co-Founder, Children’s Mercy Hospital 9 Children’s Mercy History • Philosophy: We serve everyone by understanding the needs of the patients and their families. This takes: – Teamwork between colleagues – Patient and Family Centered Care (PFCC) 10 Development Rationale • Building Upon Our Foundation – Lots of effort; small group focus • 2009 determined the need for more ownership to drive improvement – ‘Helpful, Friendly, Courteous & Kind’ was the mantra – Differing perspectives and interpretations Development Rationale • Building Upon Our Foundation – What we were doing was ok but not meeting our vision – Needed consistency throughout all aspects of our operation….not just at the bedside Patient Experience Results Summary: Where We Were • A Few of the Many Extremely Dedicated – Consistent mantra not taken to heart by all – Periodic spikes with room left for overall improvement / ownership • Key Drivers – Had not changed significantly since beginning NRC Picker survey – Several overlaps of key drivers needing to engage providers and their team – Families had unmet needs • Emotional Support for Guardian was #1 theme across all areas To Move Forward.… • Education Needed – Send message that this applies to everyone – That we were transitioning our mantra – This is being driven as a part of our policies, the care we provide and overall operations – This was ENHANCING our culture – There is a need through the eyes of those we serve 15 Essential & Key Stakeholders Essential Stakeholders / Efforts • • • • • • • • • • Family Advisory Board (FAB) Consejo de Familias Latinas/Hispanas Teen Advisory Board (TAB) Family-Centered Care Coordinators Family Time Parents Offering Parent Support (POPS) Patient/Family Experience Tracers Family as Faculty Program Human Resources: Let’s Talk Program Patient Advocates Family Advisory Board Family Advisory Board • Parent Activated Response Team • Inpatient Room Orientation Video • Family Message Video for new employee orientation • New Journeys Handbook • Panel for educating medical students El Consejo • Way finding and signage in Spanish • “Public service” health messages for area Spanish radio stations • Spanish marketing and messaging Teen Advisory Board • • • • • • Same Day Surgery teaching video Hospital Cafeteria design Teen Room Teen Pain Management brochure Care bags for patients in crisis Young Adult Guidelines Family Time • Program hosted by the Family-Centered Care Coordinators on inpatient units. • Parents have an opportunity to connect with other parents. • Beverages and snacks are provided. • Connected with over 2500 family members in first year. Parents Offering Parent Support (POPS) • Parent volunteers are trained to provide emotional support to parents of a child with a new diagnosis. • Over 20 parents have applied and interviewed to be mentors. • We have already “popped” a number of parents together. Patient/Family Experience Tracers • Parent involvement in the evaluation of family-centered care which is part of our hospital mission. • Focus on the patient/family experience with the processes of care. • Staff are able to understand the benefits and barriers to families as advisors. Tracer Methodology • Conducted by choosing patient and interviewing patient/family during their encounter. • Can be tailored to evaluate current issues or areas of interest. • Results used to establish system level priorities for improvement and quality improvement initiatives. Family as Faculty Program • Use family leaders to implement PFCC education for physicians, nurses, and ancillary staff. • Provide the opportunity for a resident to visit the home of a child with complex medical needs. Human Resources: Let’s Talk Program Program content: • The impact of communication breakdowns on patient safety. • Elements of a crucial conversation. • Questions to answer when planning a crucial conversation. • Silence Kills (Vital Smarts White Paper) Patient Advocates • Liaison between patients, families, visitors and hospital staff and administration. • Facilitate problem resolution • Support the hospital's goal of continually meeting and exceeding the needs of patients and families Communication Culture • SBAR (Situation, Background, Assessment, Recommendation) • Crucial Conversation skills • Commitment from Leadership to provide organizational support • Result is high priority outcomes Leadership Commitment Through the Years • Leaders have witnessed significant growth over the past 20 years • Approach and mentality toward service excellence has had to change with larger organization – More employees with varying perspectives and approaches – Highly skilled and educated staff – Expectations for something different required doing the something different Leadership Commitment • CEO and Executive Vice Presidents recognized the need and championed the change • Present during training roll-out; campaign • Helped to drive message of need and focus – Enforcing Accountability Key Components of the Program: Training Policy Communication Recognition Performance Enhancement Program Structure Patient Experience: Patient & Family Centered Employee Engagement Community Referral Providers SERVICE EXCELLENCE PROGRAM – EXTRAORDINARY EVERY TIME Key Program Components Training for Change • Large Organization (6,000+ employees) – Required EVERYONE to take training • Use of Liaisons • Alternate methods of communication • Consistency in roll-out and training approach 33 Training: Use of Liaisons • Role of Service Liaison – Serve as communicator to give and receive information regarding service excellence in the organization • When/Where Service Liaisons Needed – During Service Excellence Kick-off – During Education and Training Sessions – Ongoing – Behavioral Examples Education & Training Sessions • Leader Sessions (2 hours) – – – – More in-depth information Covered leader expectations and improvement initiatives Department/Section Communication on Service Excellence Communicating Service Excellence information in Department/Section Orientation – Keeping the focus on Patient and Family Centered Care – Incorporating Performance Evaluation and behavioral competencies – Having and Receiving conversations on Service Education & Training Sessions • Employee Sessions (1 hour) – Covered purpose of training: to build upon the ground work that has already been laid and achieve a higher level of service throughout the organization – Also included: • Common definition • Behavioral expectations Education System Wide • Training offered at each location: • Main • South • Broadway • North • West • Online for distant staff Service Excellence Kickoff • Video Message from the CEO, Rand O’Donnell – Posters went up at all sites – Service Excellence Tab added to Scope (Intranet) – Service Excellence Bars distributed across at each location across the Organization Message Be the Change YOU want to see in the Organization 39 Helpful, Friendly, Courteous & Kind Time to Transition… 40 Together with our patients, families and communities, we are creating a special place of Care, Service and Respect Service Excellence Policy • Re-evaluated Shared Values – Added essential values to drive success • Added Behavioral Expectations • Included Service Recovery Guidelines Policy Shared Values Accountability Clinical Excellence Continuous Improvement Empowerment Respect Teamwork Transparency Shared Values Definitions ACCOUNTABILITY As individuals and organization, do what we say we are going to do…. CLINICAL EXCELLENCE We pursue and deliver clinical excellence on behalf of our patients, families, referring providers and payers…. CONTINUOUS IMPROVEMENT We endorse the principle of continuous improvement as the way to make good health care even better…. EMPOWERMENT We empower one another by encouraging initiative…. RESPECT We respect our patients, families and one another with dignity, compassion and courtesy…. TEAMWORK We honor teamwork. …. TRANSPARENCY We are open and honest about what we do, how we do it, what it costs, and how it measures up against our goals and our peers…. Service Excellence Behavioral Expectations CARE SERVICE RESPECT Provide a personal touch making each person feel important by anticipating their needs, recognizing and celebrating their contributions and exceeding their expectations Take responsibility for your actions and behaviors; apologize and take steps to correct the problem Demonstrate positive intent through behaviors; make eye contact and communicate at eye level; explain what you are doing and why in easy-to-understand language Service Excellence Standards & Skills • Acknowledge others’ presence right away, even when busy. • Communicate making eye contact and at eye level when appropriate. • Introduce yourself in person and on the phone; speak with a smile. • Answer phone calls by the third ring and include your department name and your name. For external calls include the Hospital name. • Listen completely before responding. • Let families and visitors on and off elevators first. • Help make things more convenient for patients, families and each other. • Take responsibility to resolve problems. • Make sure there are no remaining questions prior to leaving patients and families. • Close each encounter on a positive note, including a word of thanks. Service Recovery Guidelines 1.Prevent service shortfalls by using Service Excellence standards and skills. 2.Recognize when a service shortfall has occurred. 3.Apologize for the experience and inconvenience. 4.Be accountable by taking the necessary steps to make sure the situation is resolved. Communication ‘Make Others Feel Important’ Our Skills/Standards At Work Family Advisory Board Member Play video 55 Service Excellence Messenger Articles • Each component of Service Excellence featured in Messenger Article over the past 2 years • Readership level of 2,000 considered successful • All articles rated 4.5 and higher – “Rating” is 1 to 5 Scale (1 = Poor, 5 = Great) – “Votes” is number of employees who rated the article Service Excellence Messenger Articles Article Published Views Rating Teams Use Quality Program for Service Excellence 1-15-12 1,596 4.5 Pull Up a Chair (Same Day Surgery) 4-6-12 3,161 4.9 Service Excellence Keeping a Promise (Ophthalmology) 5-14-12 2,547 4.8 Leah Makes a Patient’s Day 6-7-12 2,114 4.9 Service Excellence Exceeds Expectations 7-25-12 3,334 4.9 I Have an Idea 10-11-12 2,693 4.6 How are We Doing? (Great Job/Ouch-Oops Cards) 1-9-13 2,402 4.7 Service Excellence by the “Teen Clinic Troopers” 1/30/13 2398 4.9 Service Excellence Journey Continues 7/31/13 1826 4.5 Through the Eyes of Those We Serve • Engaged Family Advisory Boards and Parents on Staff • Employed Transparency Broadly Service Excellence Every Time? Family Advisory/Consejo Board Members Play video 59 Recognition Recognition • Expands the opportunity to recognize the behaviors we want to see across the organization • Pulls together service excellence recognition across the organization • Online Recognition from staff • Leader Recognition for staff • Team Recognition • Through Messenger Articles (incorporates family perspectives) • Employee of the Month & Year • Volunteer of the Month & Year 61 Performance Enhancement Performance Enhancement • I Have an Idea! – Recommendations • Extraordinary Every Time Recommendation Cards • Patient and Family Centered Care – Patient Family Centered Policy • Moments of Truth • Guest Services I Have an Idea Submissions Through August 2013 • 882 Ideas submitted • 232 Ideas implemented • 330 Ideas in process of review • 155 Ideas not possible at this time (tabled) • 165 Ideas rejected Extraordinary Every Time Recognition Card 65 Service Excellence Good Job Cards 2012 Total: 488 Extraordinary Every Time Recommendation Card 67 Service Excellence Ouch Cards 2012 Total: 89 Patient & Family Centered Care Policy PURPOSE: • To create an environment where the perspectives and information provided by the patients and families that we care for are respected and valued by each member of the health care team. • To provide the best clinical care that can be delivered when patients and family are integral partners with the health care team. • Applies to all Hospital staff, volunteers and representatives of Children’s Mercy Hospital and Clinics. Patient & Family Centered Care Policy DEFINITIONS: • Patient /Family Centered Care –Approach to the planning, delivery, and evaluation of health care grounded in mutually beneficial partnerships among healthcare providers, patients, and families. • Patient and Family Advisors (PFA) –Patients or family members who have been identified for their ability to contribute to the provision of care, treatment and services provided at the hospital. • Family Advisory Boards (FAB) − Boards made up of families who are or were primary caregivers of a child who has been cared for at Children's Mercy Hospitals and Clinics. Patient & Family Centered Care Policy DEFINITIONS: • Family Centered Care Coordinators – Parents who have been hired by Children’s Mercy Hospital and Clinics to build collaborative relationships with health care professionals that reflect and support a culture of quality and safety while assisting with the enhancement of patient and family centered care initiatives. • Family- Together patients and families define their family. The word “family” refers to persons who are related in any way-biologically or legally. Patient & Family Centered Care Policy APPROACH: • To integrate patient and family centered care through inclusiveness and partnerships with patients and families as an ongoing part of daily operations. • Hospital routinely assesses operating practices by placing patients and families at the center of decision making. • All staff recognizes and engages Patient/Family Advisors as collaborative partners in the planning, delivery and evaluation of healthcare when serving on hospital committees/work teams. Patient & Family Centered Care Policy PATIENT/ FAMILY ADVISORS: •Patient/Family Advisors (PFA) will be selected for committee/ work group participation based upon needs and patient/ family experiences. •Focus and complexity of the committee/work group will determine number of PFA’s required. Priority given to work addressing quality and safety. •Request and to determine work or to identify an appropriate PFA contact is made by Family Centered Care Coordinator. They will train and orient the PFA to Children’s Mercy practices. Moments of Truth • Unfamiliar observer reviews processes silently with families or employees • Stakeholders gathered to determine ideal process, review observations – Plan with the end in mind • Changes implemented and monitored for sustainability • Current process takes to long; New streamlined process under discussion Moments of Truth Employee and Family Shadowing Experiences • Examples: – Pilot Shadowing in Cardiology with Families – Employee Shuttle Bus – Discharge Family Shadowing Underway Guest Services • Implemented through Volunteer Services • Plans developed to provide anticipated resources to families/visitors • First Impressions team assembled to address common frustrations Program Structure Service Excellence Program • Comprehensive, organization-wide • Consistent approach and expectations Required Education Fall 2011 • Integrates patient and family-centered approach • Central source for reporting and driving service excellence improvement • Expands recognition of ‘above & beyond’ service excellence Service Excellence Program Structure Service Excellence Steering Committee Goal: To drive operational improvements with patient experience, employee experience and community referral provider experience Responsibilities: •To Provide oversight of Service Excellence in the Organization -Surveys, Training, etc •Focus on Service Excellence Measures for Improvement •Prioritize and Implement Recommendations made by Employees, Patients and Families •Recommend Department/Sections/Individuals for Recognition •Review Department/Section Service Excellence Efforts 80 Patient & Family Experience Major Stressors for Parents • Uncertainty regarding child’s condition • Child’s emotional/behavior changes • Physical/behavioral characteristics • Loss of parental control 82 Patient Experience • Focuses on improving all aspects of the patient experience – Goal to move towards making every encounter the best experience every time – NRC Picker Survey key component • Considers not only key drivers but highly correlated questions • Routine use of performance improvement tool on NRC Picker site – Best practices provided from other benchmark organizations Patient Experience • ‘Would You Recommend’ Focus Question – Continue to monitor ‘Overall Rating of Care’ – Information currently delivered to leaders quarterly include: • Stop Light Quarterly Reports • Key Drivers • Overall performance by area • Comments Report Patient Experience Team • Team assists with developing activities/messaging – communicating information/expectations for patient experience – Utilize complementary data obtained from other sources within the organization Patient Experience Plan • 2013 focused efforts in patient care areas – Each area developing plan for improvement on 2 key drivers or highly correlated questions – Division Chiefs and Staff Managers will be expected to make sure information related to patient experience gets to all providers in the division – Should emphasize Division/Area focus, that information is going to make clinic better, let them know where we are doing well/not so well and improvement approach – Communicate via medical staff meetings/department meetings and/or huddles – Continue to educate staff on use of data and reports EXTRAORDINARY Family Advisory Board Member Play video 88 Employee Engagement Employee Engagement • Focus on improving all aspects of employee experience – Primarily through personal accountability/awareness – Use of internal best practices to drive performance improvement – Concentrate on Engagement Survey (View Point) Exemplars and Focus Groups – Use of brief video vignettes and alternate messaging – Messaging from Organization Leadership Employee Engagement • Focus Group Best Practices Key Areas – Listening actively/being present – Supporting/acknowledging and affirming team members – Lending a helping hand – Being responsive/communicating appropriately – Having open and candid conversations – Being flexible and outcome oriented Our Colleagues in Action Dr. Jim O’Brien Play video 92 Our Colleagues in Action Steven Blair Play video 93 Our Colleagues in Action Myrna Taylor, RN Play video 94 Employee Engagement Team • Develops focus agenda • Makes recommendations on orientation/ ongoing education information • Develops and implements most effective approach to connect with employees – Videos and/or talking points are shared with leaders/staff based off real life experiences • Selects Extraordinary teams Employee Engagement Team • Expectations for 2013 – Leaders and staff address behaviors real time for improvement – Continue to drive message of personal accountability – Incorporate a goal related to the unit level plan for each employee for their next review Community Referral Experience Community Referral Providers • Focus to improve communication, response times and access for community providers • Implement systemic survey to further identify issues and note accomplishments • Improve quality of interactions • Increase accountability of providers Community Referral Providers • Survey initiated in Fall 2012 – Overall results favorable but there remains opportunity for improvement – Initiating division improvement plans • Specific projects underway – 1-800-GO-MERCY enhancement – Improved communication regarding patients – Triaging / Streamlining the referral process Measures of Success Communication and Monitoring MEASURING PROGRAM EFFECTIVENESS Measures of Success How We Measure Our Performance • • • • • • Quality Reports Financial Performance Reports Project Clinic Access Patient Experience Survey Employee Engagement Survey Community Referral Providers Focus Groups / Surveys 10 2 Who We Sample PEDS Survey # Unique Sample Units CG Primary 6 CG Specialty 28 ED 2 Home Health 1 Inpatient General 12 Inpatient NICU 1 OP Testing 2 OP Surgery 3 Urgent Care 4 9/18/2013 103 CMHC Customized Reports NRC Picker Data • Many Reports Produced based on area need – CMHC receives data file monthly with NRC Picker results • Highlights of commonly distributed reports Comment Report-Overview 9/18/2013 105 Comment Report-Detail 9/18/2013 106 Service Alerts • Upon receipt of a Service Alert from the Patient Advocate Department managers initiate an internal review. • Contact is only made with the family if they have signed their name or put their phone number in the comment section. • After completing the review, findings are reported to the patient advocate so they may complete the required documentation. NRC Service Alerts 2012 Total Service Alerts: 142 NRC Service Alerts by Category 2012 NICU Reports Would You Recommend Goal = 90% Positive • Recommended by the Service Excellence Steering Committee • Approved by the Quality Committee & Board 9/18/2013 112 Board Report Card Board Service Excellence Measures % answering positively FY 2013 1Q 2013 2Q 2013 3Q 2013 4Q 2013 Overall Rating of Care-Top Score 82% 81% 81% 84% 82% “Would you recommend?” 88% 88% 88% 88% 88% Pain Management Aggregate 78% 78% 79% 77% 79% Data reflected though 8/12/13 FY 2014 Target 90% FY 2014 YTD 1Q 2014 85% 85% 90% 90%* 75% 75% % Positive vs Percentile Rank (Snap Shot of Actual Report) 9/18/2013 115 Key Drivers- Current • CG Primary – During your child’s most recent visit, did this provider show respect for what you had to say? – During your child’s most recent visit, did this provider spend enough time with your child? – During your child’s most recent visit, did this provider give you easy to understand information about these health questions or concerns? • CG Specialty – During your visit, did this provider listen carefully to you? – During your visit, did this provider show respect for what you had to say? – During your visit, were you comfortable talking with this provider about problems or concerns you had about your child's health? Key Drivers- Current • Emergency – Do you think that your child received the right treatment in the emergency room (e.g., tests, diagnosis, medications, etc)? – How often did you have confidence and trust in the providers treating your child? – Did providers spend enough time with you and your child? • Urgent Care – Did you have confidence and trust in the provider that treated your child? – Do you think that your child received the right treatment in this urgent care facility (e.g., tests, diagnosis, medications, etc.)? – Were you comfortable talking with the provider about your worries or concerns? Key Drivers- Current • Inpatient General – During this hospital stay, do you think your child got all the care he/she needed? – How often did you have confidence and trust in the doctors treating your child? – How often did doctors listen carefully to you? • Inpatient-NICU – Do you think that your baby was seen by all the right doctors in the NICU? – Do you think your baby got all the care he/she needed while in the NICU? – Did someone on the hospital staff teach you what you needed to know to care for your baby at home? Key Drivers-Current • Outpatient Surgery – How often did you have enough input or say in your child's care? – How often did you have confidence and trust in the nurses treating your child? – How often did the staff do everything they could to help your child with his/her pain? Communication and Monitoring Service Excellence Scorecard Measures Patient & Family Experience Overall, how would you rate the care your child received at the hospital? (Goal-96% positive response) Would you recommend this hospital to your family and friends? (Goal-86% positive response) Staff was respectful of culture / lifestyle / traditions? (Goal-95% positive response) Employee Experience My co-workers treat each other with dignity and respect (Goal-80% positive) Do employees in my department with different cultural perspectives work well together? Community Referral Experience Referring Provider Communication (Goal -90th percent ranking) Referring Provider Timely Access/Treatment of Patients (Goal-3rd available within 14 days with 50% of focus clinics) (Goal-year over year increase) OSHA Reportable Injuries per 100 employees (Goal-3.60 OSHA benchmark) Teamwork Across Units (Goal-71% positive) 12 1 Staff Involvement • Transparency – Sharing data openly regarding all areas; including improvement plans – requiring everyone to use and report on the same tool • Team Effort – Effective improvement plans involve a team effort, even those not involved on the process improvement team need to be informed of the plan and the intended results – This increases the likelihood of success for the organization • Accountability – Once plans are in place, staff should be held accountable for each of the plan items and report regularly on progress. When progress is not being realized as anticipated, take steps to further refine the process • Over Communicate Leaders Support Staff in Attaining New Behaviors • Rounding to Influence - method to connect with staff & reinforce / influence positive behaviors – Round in the work area routinely to observe first-hand work performance and provide real-time feedback – Ask staff for problems. Look for problems. Help overcome barriers – Practice 5:1 feedback (5 positives to every 1 corrective) 5:1 Feedback Why It Works: • Shows the leader is engaged in and supportive of specific behaviors • Positive is a more powerful influencer in managing resistance and building habits (the goal is not to catch someone doing something wrong) • Builds a relationship of trust and respect between employees and supervisors and among coworkers • Enables individuals to more effectively give and receive corrective reinforcement for a behavior that needs to be changed When Providing Corrective Feedback: • Be Discreet and Respectful...Provide feedback in a private manner • Be Helpful...The goal of behavior observation is to improve individual and team performance Feedback and Human Error Strong Reward Systems Instant Feedback & Constant Reinforcement Human Error Rate 300% 200% 100% 5:1 Ratio of Positive To Negative Feedback Most effective in minimizing human error rate! Strong Punishment Systems BARRIERS & ACCOMPLISHMENTS Barriers Along the Way • Spike in scores was not sustainable • Needed ownership at the point of care and contact with patients/families • Accountability of staff; Making it Matter • Importance to front line staff including providers • Attendance at training sessions • Issues with goal of 90 percentile and report set-up • Acceptance of Change from 75th percentile and color coding • Understanding/acceptance of sampling methodology and response rate Success/Accomplishments • When education provided, significant spike in scores • Used data to support other quality improvement initiatives – Project Clinic Access – Performance Reviews – Incentive Compensation • Using scores to improve patient experience • Staff engagement in effort (employee to employee as much as employee to patients vs community physicians with employees) • Patient and family perception of Children’s Mercy • Community referral provider perception of Children’s Mercy Questions?