jrall60

Well one of the UPC members is our secretary so if we notice things that could enhance our unit we mention it to her and she does what she can. We work on barriers to anything that can make our jobs more efficient. We did send a newsletter out for the first time last month, but as things happen so slowly I feel a monthly one would be a little repetitive and sporifice. Also, I'm thinking about creating a survey to get some feedback from the staff!

Do you have an image or link of the pull down things your hospital has? I am taking it through work. They asked who was interested and I volunteered.

Thanks for the input! I'm already in the super user courses!

Thank you! I will suggest a committee if there isn't one in the works already.

Thank you for all of your responses they are very helpful! I would like to point out that the people who do not favor some of the council's ideals are the same people who do not accept any change. There are only 3 or 4 of them out of a staff of about 60 so it is difficult to gauge if they are being legitimately pissed or just refusing change as typical to them. They are the ones, though, who have the loudest voices. Because of this, it makes it seem a lot worse than it is. My concern is that it effects the morale of the entire floor. Since this has happened the president of the UPC met with our manager and told her that we need more support if we are to continue the UPC and that we can't do things if we don't have her support and authority. Our manager agreed to mention our current projects in the monthly unit meeting and she spoke individually to people about their personal issues regarding changes being made. When coworkers complain about things under their breath I immediately think to myself that these processes may seem like more work but it's work we have been neglecting. This work is important to patients and doctors. It may not seem significant to some of the staff members I work with day-to-day, but that's not the whole care team and that's not who we are serving. In terms of what we have implemented so far, a lot of it is UPC thought of and management approved. We have avoided being a "puppet government". We have completed new signs to go on patient rooms (npo, fluid restrictions, etc.), made a physician directory book, completed a prn q 2 hour turn schedule, etc. Sometimes management does ask us to help come up with solutions like a rotating holiday schedule. I do hear a very small amount of employees grumbling about it but I don't think it's personal, they just don't want a "schedule". Some people would prefer anarchy to order in that sense. I've noticed that we have to move very slow and take our time with everything and ask for feedback from management and employees. I think this is fine that it takes so long, it can just be discouraging to people in the UPC and it makes some of them not want to continue our attempts. I hear a lot of "We've been trying to make this happen for months, what's the hold up?" We are very new and I think that overtime we will make small but vital changes to our unit that will save us all time and make our daily lives easier rather than harder. The people who always complain will continue to complain and the people who want change will continue to strive for change (not for the sake of change, but for the sake of the patient). Thanks for all your input!

Hey everyone, My hospital is going to switch from McKesson to Epic in about 5 months. With this transition, we will be losing our COWS (which we have about 8 on our unit - one per nurse) and going to computers in each patient room. With this transition we currently have no solution as to how we will store our medical supplies AND what to do about the work space we once had on our COWS. The rooms we have do not have any appropriate storage for medical supplies and no working space to draw up medications or anything. My manager is open to suggestions as we transition to this system but currently everyone is drawing blanks. Has anyone had to make this same type of transition? Any solutions for how to transport medical supplies from room to room and have a work space without our beloved COWS? Thanks!

Hey everyone, About 9 months ago my floor started a unit practice council. Since we have began we have had a meeting almost every month. We have came up with many ideas and I think overall it's been rewarding, though there have been many issues also. A lot of our problems stem from: A: A few of my employees are highly resistant to any type of intervention that comes from the UPC. Literally at a safety huddle pre-shift one of them said "f&*^ the UPC!" when they thought none of us were present. When a few people are strongly against something it makes it hard for any progress to happen. B: Our management team are the ones who told us to make this council but they don't offer the support we expect them to. They tell us they expect us to be the ones keeping everyone accountable but that results in us feeling ostracized and out of line. Has anyone had a UPC and had the same type of issues? If so, what are some solutions to the staff being so resistant and negative, and to management passing the buck to us? Any help or resources would be MUCH appreciated!