dysont

New to MDS/PPS....trying to decide if a patient can be skilled under nursing and do an omra or not......I don't have much experience in what is skillable or not....Have a patient coming off therapy, but can she be skilled for her stasis ulcers? What about skilling for nutrition? Any links to where I can get some of this info? Driving me crazy I'm not up to par on medicare skillable services in LTC...did it in home health.

:angryfire :angryfire :angryfire I'm right there with you babe. I started this job a week ago as staff development coordinator. A new position. They just hired a new director of personnel so we both started on the same day. It has been living :angryfire . I've basically done EVERYTHING like you are.......interviewing,app's,background checks,making sure all the personnel paperwork is there, employee health files(having to go through the whole facility to make sure they are up to date),inservice planning and recording(no one has recorded in a year),keeping up with certifications,new employee orientation,infection control. The first few days I was there I was given the pleasure of keeping up with attendance and in the future scheduling of cna's. So, what is HR's position for? Keeping up with payroll? Anyone can do that huh? Greatly overwhelmed,yesterday, I went to my administrator to ask for the MDS position that is open! Thank goodness I have that experience and am going to do that!!!!!!! :)

I'm new to staff develoment. I've found you must be extremely organized! Any ideas or tips regarding employee health and tracking systems would be helpful. I just started and came in on a bad situation with the CNA's trying to form a union. We have them dropping like flies. SO, I'm having to interview and hire. Any tips on interviewing skills/questions to ask during the interview process? Retention programs? CNA's are the backbone of the facility and I along with HR are trying to brainstorm on what we need to do to keep the nursing staff happy and feeling important. Bad morale in the building right now! I'm having to totally go through all the files,cert's.....basically everything and make sure it's all up to date and accurate. Apparently alot of things have been put on the back burner and I'm trying to clean it up. Any info on mainstreaming paperwork? Does anyone keep track of everything on the computer instead of on paper? Such as inservices? Then when it's the employees annual eval just print it off and put it in the ed file? I need some advice as you can see? So glad to have this website to go to.

I am a fairly new MDS Coordinator at a LTC facility. I am curious to know how other people conduct their care plan meetings. We are care planning weekly for residents that are due for MDS assessments that week. Shouldn't the process flow to where you complete the mds first and then go onto care planning. I feel like I am not being thorough when I do the care plan meeting before completing my assessment. We also, had a state surveyor come in on a complaint. She stated we should be care planning residents diagnosis. Is this true and if that's the case what a job........I was under the impression that you care plan according to what the RAP triggers. I geuss the question is how to care plan in a nursing home environment???? Any resources regarding this would be great!

New to MDS's and would like some advice on tips for pps documentation for the nurses. Any checklists that can be implemented to help with capturing the approriate ADL's for section G? Where can these forms be found? Is there possibly a nurses notes that has been formulated around the MDS??? Thanks.