| Autor: |
Green, Lori, Sparkman, Cindy, Fulcher, Earl, Napoli, Lynnae, Markewitz, Boaz, Hayes, Jennifer, Sheppard, Holly, Ungerman, Rebecca, Makitrin, Aimee |
| Předmět: |
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| Zdroj: |
Respiratory Care; Oct2016, Vol. 61 Issue 10, pOF32-OF32, 1/4p |
| Abstrakt: |
Background: The respiratory therapy management team at the University of Utah Hospital desired to create a program to reward, retain and develop staff. Professional ladder is an incentive program where staff can voluntarily participate for an annual bonus by completing additional education, advanced credentials and professional activities. Method: Beginning in February 2014 a shared governance committee, consisting of staff and management, was formed to create this program. The policy and procedure was finalized in December 2015 following an external analysis of similar programs. The purpose of the professional ladder is to 1) Provide the respiratory therapist with the opportunity to develop professionally through further education, credentialing, and participating in various hospital, departmental, and professional organization activities; 2) Enhance recruitment and retention of highly skilled respiratory therapists; 3) Demonstrate improved quality outcomes due to greater knowledge, skills and engagement. Eligibility requirements include full time staff with no disciplinary action. Plan year is defined as May 1 through April 30. Program requirements include RRT, NBRC specialty credential, BS degree, plus the participation in hospital/departmental and educational activities. Results: The University of Utah Hospital respiratory therapy department has 94 full time therapists. For the plan year 2015 there were 36 applicants, which is 38% of eligible employees. 63% of applicants completed their portfolio, 5 applicants achieved Tier II and 18 achieved Tier III. The number of staff with specialty credentials doubled due to this process with 12 new credentials obtained, totaling 21% of all staff with specialty credentials. In addition, through this program 397 CEUs and 136 educational activities were completed by the 23 recipients. Utah does not have a CEU requirement to maintain current licensure. Quality outcomes and retention are ongoing measurements as this is our first year, but preliminary data is promising. Plan year 2016 will soon be completed and should demonstrate increased participation and completion of additional credentials. Conclusion: The professional ladder program has been successful in increasing the level of education and credentialing of our staff. The plan is to continue to raise the bar and promote further professional educational activities thus improving the career path of staff and improving the respiratory care of our patients. [ABSTRACT FROM AUTHOR] |
| Databáze: |
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