New software that streamlines data-gathering has helped decompress staff to keep them closer to the patient, she added.
Providence St. Joseph Health adopted a new digital training platform that uses augmented reality and video storytelling. Employees can quickly access everything from compliance checklists to initiatives related to boosting engagement, improving clinical care and leadership training. They are customized for five different types of employees.
Staff can not only consume but also collaborate, said Johnny Hamilton, senior learning designer and innovation consultant for Providence St. Joseph.
“The platform shows who you can connect with and what you can contribute, like a document or article you wrote,” he said. “Social and informal learning are adding to a larger view of what we are calling learning. That is when behavioral change happens.”
The No. 1 reason millennials and Gen Xers, who make up nearly two-thirds of Providence St. Joseph’s workforce, leave a company is due to a lack of career development, Hamilton said.
Similar to other systems, the organization has piloted a program for bedside nurses that focuses on improving care and keeping up with current regulations.
Hosparus’ bedside nurse-development program features five levels, from novice to expert. Participants earn points by serving on internal committees, presenting at a conference, earning palliative-care certifications and other distinctions. They take on more responsibility as they progress.
The post-acute and home health provider also has a new management track for nurses, who have been hard to source outside of the organization.
About a third of Hosparus’ open positions are filled internally, Merrifield said. However, that has damaged care continuity, at least through the perspective of patients, she said.
“You build relationships in end-of-life care, so we need to keep a close eye on how to best maintain the continuum,” Merrifield said.