The development of a volunteer resource manual in the emergency department

Background & Purpose Satisfaction plays a pivotal role in patients’ overall perception about their health care experience (Ontario Hospital Association, 2010/2011). Patient satisfaction within the Emergency Department (ED) is largely dependent on wait times, awareness regarding wait times, and communication from ED staff (Ontario Hospital Association, 2010/2011). Unfortunately, ED wait times are lengthy and staff are challenged with meeting the communication needs of the patients (Ontario Hospital Association, 2010/2011). The current literature has revealed that volunteer programs in waiting rooms have demonstrated insurmountable improvements in patient satisfaction (Lorhan, van der Westhuizen, & Gossman, 2015; Stone & Lammers, 2012). However, a volunteer program in the HSC ED waiting room is yet to exist due to limited training for the volunteers. Therefore the development of a volunteer resource manual that can be utilized in the training of volunteers in the ED waiting room is a strategy to address this issue. Methods 1.Literature review 2. Consultations with key informants 3. Environmental scan Results & Next Steps The results of the literature review and consultations reiterated the importance of establishing a volunteer program within the HSC ED waiting room to improve patient satisfaction. A needs-based resource manual was developed for the volunteers to utilize during their volunteer experience in the ED waiting room. Future goals include the implementation of a volunteer program within the HSC ED waiting room

Niagara Region Hospital fonds, 1941-2003, n.d. (non-inclusive)

The fonds contains materials relating to The St. Catharines General Hospital, from 1941-2003 (non-inclusive). The materials included are meeting minutes, reports, media releases and correspondence media packages and some photographs. There are also a few short books put together on the history of the Mack Training School for Nurses and the Shaver Hospital. Material within folders has retained its original order. Many of the folders contain more than one type of material, for example media releases, clippings, correspondence etc. The most prominent form of material within the folder is what dictates the folder title. Sub-series within a series have been arranged alphabetically. Folders within a sub-series have been arranged chronologically.This archive contains materials relating to the St. Catharines General Hospital, Welland County General Hospital, Greater Niagara General Hospital, West Lincoln Memorial Hospital and Hotel Dieu Hospital. Originally these materials were divided into two collections; first The St. Catharines General Hospital and second Hospitals, which contained all of the other hospitals in the region. The bulk of the materials are correspondence, meeting minutes and media releases. The materials have been kept in original order, except where noted

Access to electronic health records by care setting and provider type: perceptions of cancer care providers in Ontario, Canada

<p>Abstract</p> <p>Background</p> <p>The use of electronic health records (EHRs) to support the organization and delivery of healthcare is evolving rapidly. However, little is known regarding potential variation in access to EHRs by provider type or care setting. This paper reports on observed variation in the perceptions of access to EHRs by a wide range of cancer care providers covering diverse cancer care settings in Ontario, Canada.</p> <p>Methods</p> <p>Perspectives were sought regarding EHR access and health record completeness for cancer patients as part of an internet survey of 5663 cancer care providers and administrators in Ontario. Data were analyzed using a multilevel logistic regression model. Provider type, location of work, and access to computer or internet were included as covariates in the model.</p> <p>Results</p> <p>A total of 1997 of 5663 (35%) valid responses were collected. Focusing on data from cancer care providers (N = 1247), significant variation in EHR access and health record completeness was observed between provider types, location of work, and level of computer access. Providers who worked in community hospitals were half as likely as those who worked in teaching hospitals to have access to their patients' EHRs (OR 0.45 95% CI: 0.24–0.85, p < 0.05) and were six times less likely to have access to other organizations' EHRs (OR 0.15 95% CI: 0.02–1.00, p < 0.05). Compared to surgeons, nurses (OR 3.47 95% CI: 1.80–6.68, p < 0.05), radiation therapists/physicists (OR 7.86 95% CI: 2.54–25.34, p < 0.05), and other clinicians (OR 4.92 95% CI: 2.15–11.27, p < 0.05) were more likely to report good access to their organization's EHRs.</p> <p>Conclusion</p> <p>Variability in access across different provider groups, organization types, and geographic locations illustrates the fragmented nature of EHR adoption in the cancer system. Along with focusing on technological aspects of EHR adoption within organizations, it is essential that there is cross-organizational and cross-provider access to EHRs to ensure patient continuity of care, system efficiency, and high quality care.</p

Analyzing Employee Engagement in Business Community Case Study: Cimahi Creative Association

Abstract. The research aimed to know the current condition of employee engagement in Cimahi Creative Association, The methodology used is Questionnaire and Interview. Primary data is collected by questionnaires and interview that distributed to 100 employee and interview the Members of Cimahi Creative Association. Model approach in this study is done by constructing a new construct by combining several existing models, that is the Development Dimensions International (DDI), Employee Engagement and The Institute of Employment (IES) engagement models, and Ontario Hospital Association Model Employee Experience Survey (EES OHA ). Based on the purpose of the study is to describe the Employee Engagement in Cimahi Creative Association, the research method used is descriptive method. For measuring the level of employee engagement, researchers used a quantitative method through a questionnaire containing 46 questions and distributed to 100 respondents. After doing research, finally it was concluded that the highest dimension that most influence on employee engagement in the CCA is Interpersonal Support, and the lowest is the Individual values, as well as the highest indicator that led to employee engagement is a Family Friendliness, and the lowest is the pay Benefit and Payment. After averaged, generally members of the CCA has been engage towards the organization Keywords : Cimahi Creative AssociationEmployee engagement,Employee engagement Model, Business CommunityCategory: Individual Management, Human Resources Management, Employee Engagemen

Understanding Nurses\u27 Knowledge Work

Hospitals are increasingly investing in technologies and electronic knowledge management systems to improve patient care outcomes. Yet, effective implementation of these initiatives has been difficult with questionable return on investment outcomes (Ontario Hospital Association [OHA], 2007, 2008). Paton (2009) argues that understanding how employees put their knowledge into action at work is essential to successful knowledge management for organizations. Thus, strategies that target nurses’ knowledge work may be more effective for hospitals; particularly in times of mounting fiscal deficits and demands for health services. This study examined the behaviors, influences, and outcomes of nurses’ knowledge work. The hypothesized model was based on Kelloway & Barling’s (2000) knowledge work theory; explaining the impact of empowering leadership on nurses’ accountability, role-breadth self-efficacy, and control over practice to influence their knowledge work behaviours and ultimately, patient care delivery outcomes. The model was tested on a random sample of 318 registered nurses in Ontario, and initially demonstrated poor fit with the observed data; with further refinement to improve the overall model fit [χ2(df) = 512.66 (199), p \u3c .001, SRMR = .064, CFI = .91, RMSEA = .071]. Final model results suggest that empowering leadership practices increase nurses’ knowledge work behaviors, which subsequently enhances their care coordination activities and patient care quality. Empowering leadership specifically increases nurses’ knowledge work by positively influencing their accountability and role-breadth self-efficacy, but not control over practice. This study is among the first to identify the behaviors by which nurses’ demonstrate their knowledge work, and the process by which empowering leadership influences such work behaviors to improve patient care quality

Use of administrative data for the surveillance of mental disorders in 5 provinces

To evaluate the usefulness of administrative data for the surveillance of mental illness in Canada using databases in the following 5 provinces: British Columbia, Ontario, Quebec, Nova Scotia, and Alberta. We used a population-based record-linkage analysis with data from physician billings, hospital discharge abstracts, and community-based clinics. The following diagnostic codes from the International Classification of Diseases, Ninth Edition, were used to define cases: 290 to 319, inclusive. The prevalence of treated psychiatric disorder was similar in Nova Scotia, British Columbia, Alberta, and Ontario at about 15%. The prevalence for Quebec was slightly lower at 12%. Findings from the provinces showed remarkable consistency across age and sex, despite variations in data coding. Women tended to show a higher prevalence overall of treated mental disorders than men. Prevalence increased steadily to middle age, declining in the 50s and 60s, and then increasing again after age 70 years. Provincial and territorial administrative data can provide a useful, reliable, and economical source of information for the surveillance of treated mental disorders. Such a surveillance system can provide longitudinal data at little cost to support health service provision and planning

Community Accountability in Ontario’s Healthcare Sector: A Case Study of Six Hospitals

This paper examines how community accountability is exercised by the governing boards of hospitals based on case studies of six hospitals in Ontario – London Health Sciences Centre (LHSC), Hamilton Health Sciences Corporation (HHS), The Ottawa Hospital (TOH), University Health Network (UHN), Sunnybrook and Women’s College Health Sciences Centre (S&W), and Toronto East General Hospital (TEGH). The findings reveal that hospital boards face a number of issues and tensions that stem from directing their accountability efforts towards the organization, the government, and the community in which they serve