Empowering Our Nursing Workforce

Ochsner Health Nurses Enjoy Professional Growth at Every Level of their Career

“Learning is a journey that lasts throughout your entire professional life,” says ANN LOCKHART, MN, RNBC, VP Nursing, Ochsner Health. “Ochsner’s System Nursing Professional Development department offers valuable programing for nurses to pursue their passions throughout all stages of their career.”

Ochsner’s SNPD programs provide continuing education for nurses and a robust variety of professional development opportunities for newly graduated nurses, emerging nurse leaders, executives nurses and nursing students preparing to join the nursing workforce. SNPD courses support personal and professional development for nurses as they transition from one role to another and throughout their careers through programs like the following:

Ochsner’s Transition to Practice (TTP) Program and New Ochsner Health Nurse Residency Program

Ochsner’s TTP Program empowers newly licensed nurses as they transition into clinical practice by bridging the gap between the classroom and real-life nursing practice. Expert nurses and mentors guide participants through case studies and through reflective practice debriefings following clinical interactions. In 2020, our TTP Program targeted nurses in the medical-surgical specialty and focused heavily on supporting nurses caring for patients with COVID-19. In summer 2022, the program will be expanded to impact nurses in every specialty. The new Ochsner Health Nurse Residency program is a year-long offering that will engage new nurses in professional development, supporting excellence in patient outcomes, professional growth, self-care and shared experience.

Ochsner’s Clinical Ladder Program Enhanced by Staff Garden Platform

The Staff Garden platform is a new electronic platform that will make it easier to track activities and submit clinical ladder packets. The Staff Garden Platform offers benefits such as: eliminating the need to scan packets manually, uploading in real time, obtaining most validation requirements and leader signatures through the platform and the ability to request help through the platform. In 2021, nearly 1,000 nurses participated in Ochsner’s Clinical Ladder Program that engages nurses who spend 50% of their time in patient care in professional development activities. The professional development program recognizes and rewards clinical nursing expertise in direct patient care. The program engages nurses in professional development activities with the goal of enhancing professional nursing practice and fostering ongoing skill development. Nurses who participate in the clinical ladder program go above and beyond in their roles, and each year, participants have the chance to move to the next level of the clinical ladder with pay incentives for each new level.

Leadership Café

Through Ochsner’s new Leadership Café Program, Ochsner nurse leaders have access to professional development in a convenient virtual format. Participants from across the system are welcomed to self-enroll in the hour-long virtual program for monthly sessions. Ochsner’s Leadership Café Program began in 2020 and grew in 2021, touching nearly 3,000 nurses in last year alone. The program positively impacts nursing leaders in manager, director and supervisory roles from across Ochsner Health and the teams they lead by connecting nurse leaders with evidence-based content to enhance knowledge of relevant and timely topics that clinicians encounter in today’s healthcare field. Through self-assessment and engaging with peers, participants are supported to cultivate self-awareness and develop personal and professional goals that develop individual well-being, effective leadership skills and a healthy working environment.

“As leaders, we define departmental culture through our actions or inactions. Our Leadership Café offerings use reflective practice as the nidus for leadership skill and knowledge development to foster excellent work environments.” – ECOEE ROONEY, DNP, RN, AFN-C, NPD-BC, SANE-A, DF-AFN, Director of Nursing Leadership, System Nursing Professional Development, Ochsner Health

The 2021 EBP/Nursing Research Conference Focused on Best Practices in Nurse Retention

Each year the Center for Evidence Based Practice (EBP) and Nursing Research hosts a conference that provides an opportunity for nurses and their colleagues to come together and share best practices and new initiatives. In 2020, the event was converted to an internal, asynchronous online event due to the COVID-19 pandemic. In 2021, Ochsner nurses were happy to open the event once again to colleagues from around the country for a one-day virtual program offering the chance to learn, network and grow.

The theme of the conference was nurse retention, a topic that has taken on extra importance as the pandemic continues. Since the beginning of 2021, the United States saw a trend of employees leaving the workplace — a trend that popular media dubbed “The Mass Resignation.” It has impacted all areas of employment, including healthcare.

Dr. Karen Hill served as the event’s keynote speaker. Dr. Hill is the former Chief Operating Officer and Chief Nursing Officer (CNO) of Baptist Health in Lexington, Kentucky, and serves as the editor of The Journal of Nursing Administration (JONA). As a journal editor, she is at the leading edge of current research, and her speech was titled, “Nurse Retention: What does the Evidence Say?”

Following Dr. Hill, the program consisted of oral and poster presentations provided by nurses from around our system and across the country who responded to the call for abstracts. The three general sessions covered topics in professional development, staff safety and mental well-being, and patient safety and outcomes, all of which are tied to nurse satisfaction, engagement and retention. Sessions addressed retention efforts such as educational scholarships, nurses’ experiences working during the COVID-19 pandemic and early recognition of patient decline through preventative or virtual monitoring.

The day ended with a panel discussion comprising Ochsner experts who work on nurse retention. A CNO, an HR representative and a psychologist who works with The Office of Professional Well-Being provided their unique insights into the challenges facing organizations in relation to nurse retention. The discussion covered various topics and provided suggestions for thinking differently about how to address retention in the post-pandemic environment.

A survey at the end of the day highlighted participants’ appreciation for the keynote address and content of the oral and poster presentations, as well as the opportunity to network. “It was a wonderful opportunity to collaborate with colleagues from across our system and from other organizations on ideas and solutions to common issues, especially nurse retention.” JESSICA PETERSON, PhD, RN, Sr. Nurse Researcher, Ochsner Health

Nursing Retention: What does the evidence say?

The 2021 Conference Keynote speaker, DR. KAREN HILL, highlighted factors of the pandemic that have exacerbated nurse staffing demands. Between immediate issues, such as sharply increasing admissions, staff requiring quarantine, or struggles with child or family care and more long-term issues such as retirements, nurses’ rethinking career choices, and nurses leaving for lucrative contracts as travel nurses, a staffing crisis has emerged that has been difficult to manage. In her talk, she walked through several recent publications that provided suggestions for increasing nurse retention and engagement. She highlighted the importance of preparing unit-based leaders to manage through emergency situations and the importance of ensuring accessible stress management assistance for frontline staff.

Ochsner Focuses on Strategies to Maximize Professional Fulfillment for Nurses

Nurses experience joy and deep satisfaction in work throughout their careers. Many nurses feel that there couldn’t be a more fulfilling profession than nursing, despite some of its challenges. The COVID-19 pandemic has been one of the most challenging times in the history of nursing, and it also was the nursing profession’s finest hour.

Living out Ochsner’s vision to inspire healthier lives and stronger communities, begins with empowering the wellbeing of our team. More than ever, Ochsner is investing in strategies to enhance the well-being of its employees.

“Nurses make up the largest sector of the healthcare workforce. Elevating the voice of nurses is vital to the success of programs aimed at enhancing workforce well-being, which is tied to patient care quality,” says MARIA NIX, MSN, BSN, RN, RN Educator, System Nursing Professional Development and nursing liaison to the Office of Professional Well-being.

Ochsner Nursing launched a Well-being Advisory Group that provides a forum for nurses to contribute input and feedback on system resources, elevating the voice of nurses across the system. In the first advisory group meeting, participants focused on Cabana, by Even Health, an anonymous, online peer support program. It’s one of the tools provided to all Ochsner employees to enhance mental health.

“In addition to supporting nurses through resources, we are focusing on the future by engaging frontline staff in being a part of creating solutions aimed at creating greater joy in work,” says Maria. Ochsner Health recently announced that the organization’s Office of Professional Well-being has been awarded a $2.9M federal grant that will support mental health and well-being of clinicians at Ochsner. With support from this grant, nurses from across the system will participate in the Institute for Healthcare Improvement’s Finding and Creating Joy in Work Program, identify common barriers and test interventions to enhance joy in work.

“It’s imperative that we invest in the well-being of our nursing workforce and the entire healthcare team. We are determined to help our workforce stay engaged, reclaim joy and find harmony and with the grant award we are excited to implement new trainings and strategies well ahead of what we had initially planned.” – NIGEL GIRGRAH, MD, Chief Wellness Officer.

Employees reflect on their experience of working during a global pandemic through artistic expression.

Ochsner Nursing’s employee art exhibit was hosted in honor and gratitude of the contributions made by healthcare workers during the pandemic and provided employees with a chance for reflection through artistic expression. The exhibit launched in July 2021 and featured artwork from nurses, medical staff and other clinical and nonclinical staff from 8 Ochsner campuses across the health system, in addition to two submissions from external artists. The Bayou’s Andrea Matte, RN, is one of the artists whose painting Climbing Out of a Global Pandemic Together (pictured above) was featured in the exhibit.

Gaining Insight from Nurses’ Experiences to Identify Strategies to Support Staff and Prepare for the Future

Through a nursing research study, Ochsner nurses are gaining insight into nurses’ individual experiences, their experiences as an organization, and new models used to redesign care delivery during COVID-19.

In 2021, the American Organization of Nurse Leaders (AONL) Foundation awarded a nursing research grant to Ochsner’s Center for Evidence Based Practice and Nursing Research and a nursing research team including Jessica Peterson, PhD, RN; Maria Nix, MSN, BSN, RN; Denise Hancock, PhD, RN, LCCE; Kenesha Bradley, MSN, APRN, ACNS-BC; and Shirley Divinity, DNP, MS-HCM, APN-CNS, CPHM, for their study entitled Nurses’ Experiences During the COVID-19 Pandemic: Examining Nurse Leader Impact and Staff Redeployment.

Ochsner Is Leading the Fight to Ensure Workplace Safety

Safety in the workplace is of paramount importance, and as part of our commitment to continue building the safest environment for our employees, we continually identify investments that will protect our staff.

Earlier this year, a terrible incident took place at our OMC — West Bank Campus ICU, when one of our nurses, RAMSES CONNOR, RN, was violently attacked by a patient’s family member. This attack left all of us in the Ochsner family feeling shocked, sad and angry. This is one example from our campuses here at home and at healthcare facilities all over the country. Ochsner immediately resolved to take action to address growing violence against healthcare professionals at Ochsner and throughout Louisiana. Today, Louisiana’s healthcare professionals can feel safer at work, thanks to two bills that became law this summer.

“When an event such as this happens, we are all affected — the nurse who was injured, the staff who witnessed the event and the remainder of the staff who work on the West Bank,” says MELISSA ADAMS, MHCA, BS, BSN, RN, CNO, OMC — West Bank. “Our leaders and staff showed incredible strength, resilience and determination while advocating for change. As a system, we have learned so much from this horrible event and made positive changes in visitor management, technology and legislation that enhance the safety of the staff, patients and visitors,” says MELISSA.

In February, Ochsner began working with Louisiana lawmakers to develop legislative solutions to address workplace violence. As a result of these collaborative efforts, two bills were introduced in this year’s state legislative session. The first, Senate Bill 136, states that battery of healthcare professionals or those working in emergency rooms or in emergency services will carry stiffer penalties, and that assaulting a healthcare professional or causing disruption to a healthcare facility is a crime.

Ochsner is proud to have played a leading role in protecting our state’s healthcare workers by advocating for this important state law. Lawmakers also recognized the importance of this legislation and overwhelmingly supported our efforts. This bill was passed and officially signed by Governor John Bel Edwards at the close of the legislative session and took effect August 1.

Ochsner also strongly supported and lobbied for the passage of an additional bill, House Bill 312, regarding workplace violence in healthcare settings that passed and is awaiting the governor’s signature. This bill, sponsored by Rep. Dustin Miller (D-Opelousas), makes it illegal for employers to retaliate against individuals who report healthcare workplace violence. And all Louisiana healthcare facilities will be required to put workplace violence prevention plans in place, along with policies for reporting incidents. Healthcare workers deserve to feel safe and secure when they come to work. Healthcare settings are stressful enough, and all those who have cared for patients throughout the pandemic have put their lives on the line to care for patients at their most vulnerable state. No one should have to worry about facing violence from others while doing extremely important and lifesaving work. We believe the new enhanced penalties and protections delivered through these bills will help prevent future incidents against those who do so much for our patients.

Ochsner’s Workplace Violence Committee 2.0 works to mitigate risk of occurrences. Here are some of the initiatives underway to help keep our employees safe:

• Deployment of more than 3,000 Strongline personal alert badges in Behavioral Health Units (BHUs) and

EDs, with plans to install in mother/ baby units as well — the badges help staff discreetly call for help to their location if needed.

• EvolvExpress® security scanning technology is live at all behavioral health units, at the Ochsner Baptist emergency room and will be added in other emergency rooms throughout 2022. Evolv scanners are the world’s first AI-integrated screening system for healthcare facilities and the most advanced technology available. The system provides a touchless experience that does not require visitors or employees to stop or to take items out of their pockets or purses, and screens 10 times faster than metal detectors.

• Hired Associate Program Manager of Workplace Violence.

• Self-defense courses scheduled and underway systemwide.

• Workplace Violence Education included in Rapid Regs to all employees.

• Additional access controls, panic buttons, forensic cameras and regional security dispatch centers.

• To round it out, 3 K-9 officers and dogs were added throughout the system.

Ramses recently returned to Ochsner to continue his important work for our patients. When he initially came to New Orleans, he was excited to experience Mardi Gras for the first time but missed the celebration while recovering from his injuries. When he returned to work, Ramses’ team surprised him with a Mardi Gras-themed “welcome back” celebration. The John Ehret High School Band performed at OMC – West Bank Campus, and Ramses served as Grand Marshall, leading our staff on a second line parade through the first floor of the hospital.

Nursing Informaticists Collaborate with Information Services to Leverage Technologies

that Enhance Care and Optimize Workflows for Nurses

Nursing Informatics (NI) leads projects that focus on the clinician’s ability to improve patient safety and quality outcomes. Ochsner’s NI team facilitates change in documentation, operational processes, and performance improvement. “Nurses are essential to bringing new technology solutions to life to enhance highly effective safe care for patients,” says TRACEY MOFFATT, MHA, BSN, RN, System Chief Nursing Officer and VP Quality.

“Our Nursing Informatics team supports the design and implementation of new technologies at the bedside and works closely with frontline staff to integrate technological advancements into nursing workflows,” says ANN LOCKHART, MN, BSN, RN, VP Nursing. “Our partnership with information services is integral to ensuring streamlined documentation and ease of practice for nurses,” says ANN.

AMY TRAINOR, MHA, RN, VP Clinical Systems IS Administration, says, “Making nursing practice easier is a high priority for the Information Services team. We will continue to try to find creative ways to ensure our nurses have more time at the bedside with their patients and that the time spent in Epic is useful and efficient.”

Improving Lab Specimen Identification (LSID) to Ensure

Accurate Patient Identification — LSID barcode scanning of the patient’s ID band and the barcoded lab label at the patient’s bedside automates positive matching, therefore reducing errors caused by manual processes. The LSID project pilot began at Baptist in 4Q2019, with systemwide implementation completed by early 3Q2021.

Launching the HealthSightTM Viewer (HSV) Dashboard

Enabling Enhanced Patient Monitoring — HSV leverages technology by bringing the bedside nursing leader the ability to monitor guardrail status at the convenience of their computer screen in all inpatient nursing units utilizing BD AlarisTM infusion devices. HSV is an integrated dashboard that pulls BD AlarisTM device data to show medication safety guardrail usage, alerts, and IV infusion status in realtime. HSV was launched to all in-scope facilities in April of 2021.

Inpatient Nursing Balanced Workload, Nursing Assignment Wizard (NAW), and Kronos Integration

— Through this tool, Ochsner nursing leaders are able to quantify and balance nursing assignments. Clinical Decision Support (CDS) — Best Practice Advisory nurse fatigue has been decreased by removing over 1.5 million alerts. Existing alerts are being made actionable to guide practice. Inpatient Nurse Charging — This process allows for charge documentation during routine nursing documentation. Telemetry Strip Integration with Epic — Integration of Airstrip® application with the GE Healthcare cardiac monitoring system allows for capturing of the strip, heart rate, rhythm, and measurements to provide a seamless flow of documentation into the electronic medical record.

Barcode Medication Administration (BCMA) Report

Useability — The Epic BCMA report has enhanced useability that provides compliance-level overviews for system, facility, departmental, and employee levels. This report provides leaders the data needed to provide barcode-scanning compliance coaching to the nursing staff. Sepsis — Creation of a sepsis dashboard provides rapidcycle feedback in the care of septic patients, comparing care given to national sepsis benchmark data. Artificial Intelligence alerts provide decision support for intervention when patients are at risk of developing sepsis. Wound Care — The Hospital Acquired Pressure Injury (HAPI) Reporting toolkit provides a one-stop resource to address HAPI in the inpatient setting. The toolkit consists of: How to Document Altered Skin Integrity (Pressure Injury), Altered Skin Integrity Wound Treatment Panel BPA, iO HAPI Preventions Bundle (BPA and Order Set), Harm Prevention Dashboard, HAPI Tableau Dashboard, and IP Pressure Injury with Diagnosis Code. Technology-focused Nurse Strategy Day — NI hosted a technology-focused nurse strategy day in 2022 to identify the needs of nurses to improve mobile and desktop clinical documentation. Over 1,200 nurses contributed input through a survey, and the team is in the process of creating action plans to address improvements identified. The strategy day was jointly provided by Nursing Informatics and the IS team.

In 2021, Ochsner Health launched a Nursing Diversity and Inclusion (D&I) Council aligned with the system’s D&I objectives: Care, Leadership, Environment and Communication. As an organization, Ochsner values the diversity of our people and the communities we serve and wants to attract people from all backgrounds to work and grow their careers here. This is critical to our success in the future in healthcare.

The council’s focus areas include:

• The Patient’s Experience • Becoming a driving force in advocating and improving the culture of diversity and inclusion for nursing • Creating a robust mentorship program for our nurses • Supporting career planning and educational programs for nurses

• Increasing D&I Visibility (Internally and Externally) • Working to Improve Health Equity

In January, Ochsner announced a refreshed set of Core Values and behavioral commitments, based on staff feedback introducing the new Core Value: Inclusivity. Below are commitment statements for the value of Inclusivity.

Inclusivity inspires us to do our best.

• I treat all people with dignity, celebrate individual differences and take the initiative to understand and show respect for others’ experiences, needs, values and skills, especially where they differ from mine. • I ensure all voices are heard and opinions considered by inquiring, actively listening and acknowledging responses. • I acknowledge my assumptions and blind spots and am open to learning about them from others. I work to remedy the situation if I say or do something others perceive as hurtful.

“When done well, diversity isn’t in one siloed stream of work. It’s an integral part of everything we and the nursing team’s practices and processes, quality and safety — all with the patients’ best interests in mind. In fact, the nursing diversity council will help us all become better patient advocates to improve their experience and to assist in creating an inclusive environment for everyone who enters one of our facilities as a patient or a caregiver.” – DEBORAH F. GRIMES, RN, JD, MSHQS, System Vice President, Chief Diversity Officer