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Janis Noone

Janis Noone

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  1. Janis Noone

    Neuroscience Journals

    One thing I'd suggest is joining the AANN (http://www.aann.org). You will receive their neuroscience nursing journal as well as other good information.
  2. Janis Noone

    Neuroscience Journals

    One thing I'd suggest is joining the AANN (http://www.aann.org). You will receive their neuroscience nursing journal as well as other good information.
  3. Janis Noone

    Care Plans, Care Plans, Care Plans...

    I know this will not be the answer you would like to hear but in order to meet state/CMS regs you do have to have a current and updated plan of care. If what you have at least gets a plan started then all you need to get staff to do is to update with the most critical info each day. I know they will think you are asking for them to write care plans like you saw in school. This is not what they want to see. They want to see the most important info communicated on paper on the plan. Don't forget all restraint patients must have a plan for restraints on the plan too. If you look at the regs for patient rights there is a section that speaks to what they want to see. I know this is tough work to make happen. Consider looking at alternate formats that assist staff and make it as easyand intuitive as possible. Jan
  4. Janis Noone

    Sick call policy

    I guess I cannot keep from tossing my own opinion out there too... When reading the horrors of nurses having to "make up" a weekend callin and especially the part about having to do any shift or place needed all I can think about is how we are designing our very own nursing shortage! How long would it take if I were the daughter, niece (or son or nephew), or friend of a person who lives under these "rules" to decide I really do not want to be a nurse? How long would it take me if I were subject to these rules to find something else? It seems like management who promote policies such as this have no real leadership skill and have their rules to hide behind. Why can't they deal effectively with the abusers? Why do they need policies to deal with a situation that is caused by a small few but punishes the rest? I also find it ironic that as nurses we can be so full of punishment and so easy to forget how to reward those who do well. I thought we were a caring profession. If a staff is treated badly and is not cared for I can also see why they would not care if the manager had to work all week (do they really believe what the manager does all week is work anyway?) and then has to come in to fill a staff spot. To make it even more obvious that they do not care for the manager they even give her the worst assignment...hello, I'd say the writing is on the wall. Maybe those in leadership positions need to plan better for contingencies such as illness, communicate better with their staff, and find a small bit of creativity to work out problems rather than resort to punishment of all. I personally would be mixing drinks in a local bar or waiting tables at a truckstop rather than work for those who treat their staff this poorly. Managers in nursing are going to have to remember that they are managing professionals and not greeters at the local WalMart. Poor management and lack of leadership may be the demise of nursing. It certainly would run me right out the door!
  5. Janis Noone

    Quality Improvement help needed

    I'd be happy to help you with questions about how to set up a quality program. Feel free to call me at 630-933-1712. Janis Noone Quality/Accreditation Central DuPage Health Winfield, IL PS: You may wish to sign on to a listserve of quality professionals called "Funnyjoint" by going to http://www.yahoogroups.com
  6. Janis Noone

    QI/UR/Risk Management question

    One of the things you can do if you are interested in this type of work is to offer to be involved in existing teams. Ask to "shadow" a person at your organization for a day perhaps to see what they do. Also check locally at colleges for classes they might offer from the management arena in team building, project management, or performance improvement. One of the most valuable skills right now is experience with statistical process control....a bit "mathy" but if you are so inclined you would be an asset to any PI/QI program. Also, get experience working with Excel if you do not have it right now. General computer skills are vital but working with charts and data in Excel are a big part of the job. Also valuable is a working knowledge of using PowerPoint. I know this is alot but if you even have some of the skills that I have identified you stand a good chance of getting a job in this arena. Jan
  7. Janis Noone


    Yes, I have seen this in place. The ones I have seen came from an effort to increase patient satisfaction scores. The consultants (from Florida) recommended this and from what I have heard it has actually worked. This was in a place however where staff were telling patients that they were "too busy" and "overworked" to get their care done and these comments showed up on patient comments post-discharge.
  8. Janis Noone

    Adm Assess Start in ED

    Does anyone else out there complete questions or assessments in the ED that are then used as part of the admission database and not repeated? If so, can you describe what the topics are (like allergies, current meds) and how this works in a paper system? Thanks!
  9. I feel bad for you and for the circumstances that you are in. It will be hard for you to get off to a good start with the previous manager still in the picture but you sound fully able to handle this. The first thing I would do is to tell the previous manager specifically what you want to take over (such as schedule or budget) and by what date. So if she has a month to transition this, she has the chance to tell you or teach you what she wants but after that date you will do it, even if you do it poorly. I would solicit staff to help you move forward by asking them in focus groups what is working, what is not working, and what the priorities should be for the next year. This must be done without the previous mgr there for optimal input but the goal here is to move the staff into seeing you as the person at the helm. Avoid any and all negative interactions with or about the previous mgr as this will only reflect poorly on you in the long term. Keep your head up and stay principled, honest, and focused on what your role is. And remember it truly is your role and yours alone. What if that previous mgr had moved away or died? Would you not be able to take the job over? If they did not think you could do this job then they should not have hired you into it. Next, think about what you can do to direct the previous mgr into doing what she is now supposed to do; ask her to do a needs assessment to identify staff education needs...tell her you need an orientation manual done by xx date; ask her to write or review/revise policies in re to orientation and education; ask for her to research what similar depts in other organizations are doing for orientation and education. Ask her to work on JCAHO education for OR staff...anything that will move her into her new role which will take her off your back. Most important....set a date at which time the "transition" must be done, whether it is to be perfect or not. I would give her a month and then ask that she be a resource after that..."I can call you if I find I still need anything". I know it is hard but try to separate your emotion from this. Think about how to be smarter and more strategic than her. You might also wish to join a nurse manager mail list and ask other members of the list for advice on specifics. They can be a wonderful resource to you. Go to http://www.shef.ac.uk/~nhcon/nulist.htm#nursing and look for the RN-MGR list; follow the subscribe instructions and you will automatically get all of the mail that goes back and forth. You can read and observe for a few days then post your own questions. You will get alot of good ideas from this group if you want to give that a try. Sharon LaDuke had a good article on management skills in the May 2000 issue of Nursing Management that you might also want to read. Good luck! Jan
  10. Janis Noone

    Nursing Resource/Float Pools

    A friend of mine is a manager of an inhouse registry/float pool. If you write to me I can give you her name and phone number. Jan
  11. Janis Noone

    MMCI class of '79

    I just saw your post and wondered who you are...I taught at MMCI back then. Still in Peoria at SFMC. My name was Jan York then. Plese email me directly at jannoone@aol.com.
  12. Janis Noone

    Blood Transfusions

    Only an RN can administer blood products in our system facilities. You may want to check the current AABB (American Assoc of Blood Banks) for transfusion guidelines. Most follow their recs for vs at the time blood is hung, 15 min later, and at the end of the transfusion. An RN checks the blood with another licensed person who can be an LPN, med tech from lab, etc. We also have someone stay in attendance during the first 15 minutes as this is the time inwhich the most severe reactions occur. This person in attendance must watch for wheezing, trouble breathing, hives, coughing, urticaria, etc but need not be an RN. May even be a family member so long as instructions are given and the person is deemed reliable by the RN.
  13. Janis Noone

    Shared Governance

    I am interested in hearing what others have done to implement the concept of shared governance. Do you have organization-wide councils, unit-based councils, both? What do councils have the authority to approve? What other groups also approve that are linked to the councils?
  14. Janis Noone

    JCAHO-Mock Survey Consultants

    I would like to contact anyone your organization has used to coordinate mock survey in prep for JCAHO visit. Please include the person or group's name, number to contact, and how your organization felt about their services.
  15. Janis Noone

    Restraint Standards

    In re to restraints, our hospital includes how to apply and the care of the patient in both initial orientation and in the annual "mandatory" education. We do include all patient care providers so that rehab, resp, etc are included. I hear the newest focus of JCAHO is also including a look at what your organization is doing to reduce the use of restraints. Hmmm...

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