Lynn-Actually it's a little of both. The competencies will be for old and
new inserters--we have a new process in place for the recently trained ones
but what I am working on is one for both old and new. One of our CNS's
concerns is that she may do the initial training and people can do a few
observed insertions,but then they go out and develop some bad habits or
practices without her ever knowing. The observed placement seeks to address
that aspect. I see your point about re-evaluating based on future
developments.
Thanks,
D
From: Lynn Hadaway <[EMAIL PROTECTED]>
To: "DAVID LONGSETH" <[EMAIL PROTECTED]>
Subject: Re: Annual PICC competency ?
Date: Mon, 22 May 2006 16:55:03 -0400
Sounds like you are still in the initial phase of documenting competency
done immediately after the nurse attends an insertion class. I thought you
were talking about ongoing competency. Lynn
At 3:22 PM -0500 5/22/06, DAVID LONGSETH wrote:
The most saliently poor clinical outcome is poor insertion rates by a
number of inserters. I have the data showing who's good at it and who's
not. How exactly the poorer inserters can improve their rates is in some
cases unclear. I think an observed procedure or two might be a step
towards creating a 'plan of correction' for them. Plus,to be honest,there
will be a few that won't be doing PICC's at all once the competency
requirements are in place which in itself will be a boost to the group.
Regards,
David
From: "Lynn Hadaway" <[EMAIL PROTECTED]>
To: "DAVID LONGSETH" <[EMAIL PROTECTED]>, [EMAIL PROTECTED]
Subject: Re: Annual PICC competency ?
Date: Mon, 22 May 2006 10:10:52 -0400
Annual competency should be tied to clinical outcomes and should
fluctuate based on changes in those outcomes. So I would look at the
problems you are having now, create an improvement plan that includes
competency demonstration related to that aspect, then reevaluate your
plan at a specific period. Simply performing a procedure under observance
is does not truly accomplish the goal of performance improvement. So what
are your PICC outcomes? Create your clinical competency assessment
program around those problems.
The professional growth and participation parts are good ideas for the
individual's performance evaluation. Lynn
At 5:39 PM -0500 5/19/06, DAVID LONGSETH wrote:
I have been tasked with writing our team's annual competency and would
welcome some ideas and feedback from this group.
I have it broken down into 3 areas--performance,participation and
professional growth. Performance meaning 1) a minimum of 20 successful
insertions in the past year and a success record of not less than 80%;2)
1-2 insertions observed by one of our "proficient"
inserters--essentially me or our CNS.
Participation meaning attending 75% of our monthly meetings.
Professional growth meaning a minimum of CEU's per year and/or an
educational presentation at one of the meetings and/or writing an
article for our hospital's monthly paper.
What I aspire to acheive is a higher degree of professionalism within
the group of PICC'ers, a group which unfortunately was essentially a
'picc-stick-and-run' mess two years ago.
--
Lynn Hadaway, M.Ed., RNC, CRNI
Lynn Hadaway Associates, Inc.
126 Main Street, PO Box 10
Milner, GA 30257
http://www.hadawayassociates.com
office 770-358-7861
--
Lynn Hadaway, M.Ed., RNC, CRNI
Lynn Hadaway Associates, Inc.
126 Main Street, PO Box 10
Milner, GA 30257
http://www.hadawayassociates.com
office 770-358-7861
