Goals

Indicators

Priority

Action

By Whom

• Reduced sick leave
• Less individual grievance
• Greater job satisfaction

• Seek nurses’ input re their ideas at nurses’ meeting SD
• Meet with AG and determine strategies for the following:

- Develop shared values
- Develop Nursing Philosophy
- Staff empowerment through recognition of skills / abilities
- Opportunity and recognition for contributions
- Various incentives
- Two way communication

• All Nursing staff will be familiar with the orientation program.
• All nursing staff will receive an effective orientation.
• Various levels of orientation will be available ie for Casual nurses permanent nurses etc
• All nurses will be able to orientate other nurses.
• There will be a record of all orientation provided to all nurses.

• Review programs of other organisations.
• Develop orientation for nursing services.
• Determine links with FMC for orientation of new nurses.
• Develop orientation checklist for R&R Triage.
• Develop orientation checklist for ward.
• Determine format for ward orientation manual. Incorporate FMC information

• Less incidents which involve deviation from, lack of knowledge of policy or absence of a policy.

• Develop a list of policies
• Review existing policies of R&R, FMC, 4G, and Glenside campus etc
• Form a small working party of nurses to assist in the review
• Develop procedures that are evidenced based
• Develop implementation program for new policies to include staff education

• Audits of Nursing Care Plans will indicate that the plans are comprehensive and outcome based

• Documented standards for Nursing Assessment and Nursing Care Plans

• Review Nursing Assessment Tool short and long version .
• Consider ANZCMHN Standards
• Consider National Suicide prevention strategy
• Develop draft and circulate for comment.
• Review comments and implement new proforma for trial
• Review trial of NCP proforma
• Develop R&R Standards for Nursing Assessment and Care Plans
• Implement and audit Nursing Assessments and Nursing Care Plans

• Nurses can articulate the model.
• Each patient has one nurse allocated to coordinate care from beginning to end of admission.
• Nurses are included in all discussions regarding individual patients by the multi-d team.
• The multi-d team knows or can easily identify the nurse responsible for an individuals care.

• Complete the description of the Model
• Circulate to CN’s
• Debate and refine the Model
• Educate the staff
• Implement

• Topics for staff development are identified by the nursing staff and publicised well in advance.
• Attendance at staff development is valued by staff
• Positive feedback from staff through evaluation of the program
• Application of new learning into practice.
• The program will be based on Clinical skill development

• Determine funding available
• Identify topics for staff development.
• Determine staff requests and interests
• Establish program
• Fix venues and presenters

• The service improvement plan will be in place and will reflect the contribution of all staff.
• Activities for improvement will be time lined, identify a responsible person and will reflect a team effort
• All service improvement will be aimed at best practice
• All nursing staff will have an understanding of Equip and TRAMHS

• Review Continuum of Care work books including TRAMHS
• Educate staff re EQuIP and TRAMHS
• Establish a small working party
• Circulate booklet to staff for comment and input
• Identify areas for improvement
• Develop a Service Improvement Plan