Author Archives: rkhan

Forecasting Future Workforce Demand: A Process Evaluation

Posted on by rkhan

Authors: Baumann, A & Kolotylo, C.

Executive Summary:

Funded by the Nursing Secretariat, Ontario Ministry of Health and Long-Term Care, the Forecasting Workforce Demand Project is a demonstration of health human resources (HHR) planning. This study focuses on the implementation and evaluation of the Forecasting Future Workforce Demand Tool (the Tool) developed by The Advisory Board Company (2007a, b). It was hypothesized that implementation of the Tool would enable hospitals to enter historical workforce data to create oneto fi ve-year forecasts for proactive HHR planning and strategy development.

The participant organizations consisted of five hospitals: three teaching, one community, and one rehabilitation and complex continuing care. The organizations and the Ontario Hospital Association sought to address a gap in the provincial healthcare system and contribute to strategic HHR planning. Initially a one-year project, permission was obtained to use the Tool for a second year. The organizations that participated in year two were the same as in year one.

The sample for the organizations varied to meet the needs of each site. Two teaching hospitals and the rehabilitation hospital chose nursing and allied health disciplines as their forecasting groups, the other two organizations chose only nursing. While focused efforts were made to improve consistency in implementation, consideration was given to the unique setting of each organization in order to generate relevant fi ndings.

This project is the fi rst of its kind in Ontario to use a forecasting tool as a standardized approach to human resource (HR) planning across healthcare organizations.
Key findings include the approach to HR planning varied across organizations, it takes time to collect and enter the data elements, and standardized defi nitions are critical to accuracy and applicability. Another key fi nding was that organizations vary in how they store data and how they code employees.

The Tool was a systematic method for data collection. It captured historical data and was useful for pre-planning and identifying trends. However, historical information became less valuable when there were major changes in the organization. The Tool breaks forecasting down into fi ve easy steps and provides user-friendly tools to assist the organization. In addition, client support is offered by The Advisory Board Company.1

All participants agreed it was a useful process and that the exercise provided insight both into comparability of data and organizational differences in HR data collection and storage. The company has moved from an Excel-based application to a web-based format that may be more convenient, but all data in this format will be stored in the United States. Organizations would need to explore any implications this might have for privacy and data protection.

View PDF Full Report

Exploring Worklife Issues In Provincial Correctional Settings

Posted on by rkhan

These summaries highlight findings from a research study entitled “Exploring Worklife Issues in Provincial Correctional Settings”. The study was conducted at the Lawrence S. Bloomberg Faculty of Nursing, University of Toronto and funded by the Ontario Ministry of Health and Long-Term Care.

View PDF Summary 1 of 5

View PDF Summary 2 of 5

View PDF Summary 3 of 5

View PDF Summary 4 of 5

View PDF Summary 5 of 5

The Emerging Roles of PDAs in Evidence Based Practice: An Evaluation Among Front Line Nurses

Posted on by rkhan

This summary highlights findings from a research study entitled “The Emerging Role of PDAs in Evidence Based Practice: An Evaluation Among Frontline Nurses”. This study was conducted at the Lawrence S. Bloomberg, Faculty of Nursing, University of Toronto and funded by the Ontario Ministry of Health and Long-Term Care.

View PDF Summary

Nurses in Public Health in Ontario

Posted on by rkhan

Authors: Underwood, J., Baumann, A., Deber, R., & Dragan, A.

The total number of nurses employed in public health in Ontario has been remarkably stable over the past decade. This fact sheet analyzes the yearly registration data provided by the College of Nurses of Ontario (CNO) for 1993 to 2009 to clarify the supply trends as well as the age, and registration profile of nurses who work in public health. It updates the 2007 fact sheet on Nurses in Public Health in Ontario.

View PDF Summary

Promoting Awareness and Best Practice Guidelines in Long-Term Care: An Impact Evaluation – Phase 2

Posted on by rkhan

These summaries highlight findings from the research study entitled “Promoting Awareness & Uptake of Best Practice Guidelines in Long-Term Care: An Impact Evaluation Phase 2 Interim Report”. These fact sheets are a part of a series which presents selected content from a report produced for the Ministry of Health & Long Term-Care (MOHLTC).

View PDF Summary Factsheet 1 of 3

View PDF Summary Factsheet 2 of 3

View PDF Summary Factsheet 3 of 3

Promoting Awareness and Uptake of Best Practice Guidelines in Long-Term Care: A Process Evaluation – Phase 1

Posted on by rkhan

Executive Summary: 

In February 2006, the Nursing Health Services Research Unit (NHSRU) was asked by the Ministry of Health and Long Term Care (MOHLTC) to conduct a process evaluation of the Best Practice Guidelines (BPG) Coordinator initiative. This report presents a summary of the findings from Phase I (process evaluation), which took place between July 2006 and November 2006.

Key Messages

  • The role of BPG Coordinator has been implemented across seven regions in Ontario and the role continues to evolve.
  • BPG Coordinators have initiated a wide variety of activities within their regions to raise awareness and engage long term care (LTC) homes in the implementation of BPGs.
  • Directors of Care (DOC) from the long term care facilities view the BPG Coordinators as a valuable resource to the homes.
  • Long term care facilities are at various stages of implementation of best practice guidelines into practice.
  • BPGs being implemented or being considered for implementation by LTC facilities within the regions include:
  • Fall prevention
  • Pain management
  • Continence
  • Smoking cessation
  • Least restraints
  • Skin care and pressure ulcer management 
  • Coordinators cover large geographic areas and perhaps their roles would benefit from a centralized lead coordinator role and more administrative (clerical) support.
  • Dedicated resources (human and financial) are critical to the success of BPG implementation.Recommendations for the MOHLTC
  1. Provide sustainable funding for the BPG Coordinator program and evaluate the impact of the BPG Coordinator role and the implementation of BPGs in the long term care setting.
  2. Consider the role of a “lead coordinator” as a strategy to streamline communication and orientation processes amongst the regional Coordinators, and enhance BPG uptake and implementation within the regions.
  3. Introduce reporting guidelines for Coordinators to enhance efficiency and comparability.
  4. Assess requirement for additional funds to host agencies for dedicated secretarial/clerical assistance to BPG Coordinators.
  5. Continue to support (fund) the Registered Nurses Association of Ontario (RNAO) annual summer BPG Institute and BPG Champion Workshops within the regions. 

    Fund the development of a standardized orientation process/package for new BPG Coordinators to facilitate a smooth transition into the role. 

    Evaluate the ongoing need for additional Coordinators.

View PDF Full Report

Co-Principal Investigators: Linda O’Brien-Pallas, RN, PhD, FCAHS,
                                                                  Barbara Mildon, RN, MN, CHE

Co-Investigator: Gail Tomblin Murphy, RN, PhD

 

Sector Specific Components that Contribute to Positive Work Environments & Job Satisfaction For Nurses (SSC)

Posted on by rkhan

These summaries highlight findings from the research study entitled “Sector Specific Components that Contribute to Positive Work Environments & Job Satisfaction For Nurses (SSC)”. This series of summaries present selected content from a report produced for the Ontario Ministry of Health & Long Term Care (MOHLTC).

View PDF Summary Factsheet 1 of 2

View PDF Summary Factsheet 2 of 2

Ontario’s Web-based Employment Portal for Nursing Graduates: Best Practices

Posted on by rkhan

Authors: Alameddine, M., Baumann, A., Idriss, D. and Hunsberger, M.

This summary highlights the findings from the research study entitled “Employment of Nursing Graduates: Evaluation of a Provincial Policy Strategy”. The purpose of the Nursing Graduate Guarantee (NNG) was to ease the transition of new graduates into full-time employment by funding six-month supernumerary (above staff complement) full-time nursing positions for all 2007 nursing graduates (MOHLTC, 2007).

View PDF Summary

The MOHLTC Late Career Nurse Funding Initiative Stretching To Success: Results of the Phase 1 Process Evaluation

Posted on by rkhan

Executive Summary:This report presents the findings of the process evaluation of the Ministry of Health and Long- Term Care (MOHLTC) Late Career Nurse Initiative (LCNI), which was conducted between March and December of 2005. The findings provide evidence about the ways in which the LCNI was challenging for all involved, while also revealing compelling signs of success. The research design for the LCNI process evaluation included four key components: A literature review on process evaluations and LCNIs; development of interview and survey instruments for data collection; collection of data using 1) telephone interviews with the CNE/DOC, or their designate 2) surveys with LCNI participants, non-participants, and LCNI program coordinators, and 3) request that copies be sent to the NHSRU of the original Proposals and Final Reports submitted to the MOHLTC by hospitals and LTC facilities participating in the evaluation; and data analysis using both quantitative and qualitative approaches.

Of the 65 acute care hospitals that received LCNI funding, 26 participated in the Chief Nurse Executive (CNE) interviews; 8 of the 64 long term care facilities (LTC) that received funding participated in Director of Care (DOC) interviews. Surveys were completed and returned by 55 late career nurses (LCNs) who participated in the LCNI and by 52 nurses who did not participate in the LCNI. Only 13 of the 48 sites that agreed to participate in the NHSRU evaluation provided copies of both the original LCNI Proposals and Final Reports submitted to the MOHLTC to the NHSRU. The NHSRU’s ability to compare the sites’ Proposals against the Final Reports submitted by the sites to the MOHLTC was therefore limited.

Co-Principal Investigators: Linda O’Brien-Pallas, RN, PhD, FCAHS Barbara Mildon, RN, MN, CHE Co-Investigator: Gail Tomblin Murphy, RN, PhD Roxanne Riendeau, RN, MN

View PDF Full Report