1. Resources
1.1. Project Manager
1.1.1. Michael Day
1.2. Team Members
1.2.1. Michael Mullen RN
1.2.1.1. Justin Hicks RRT
1.2.1.1.1. Sheena Williams EDT
1.3. Budget
1.3.1. $35 per hour for each team member
1.3.1.1. 1 hour meetings for 6 weeks
1.4. Assets
1.4.1. Support from affected employees
1.4.1.1. Support from the Education Dept
1.4.1.1.1. Support from ED Site Manger
1.4.1.1.2. Implementation of evidence based changes
1.5. Innovation Team
1.5.1. Bright Ideas
1.5.1.1. Do It Groups (DIG)
1.5.1.1.1. Develop PDP via collaborative approach
2. Scope
2.1. What is included
2.1.1. 2nd year clinicians
2.1.1.1. Clinicians in Good Standing
2.2. What is excluded
2.2.1. 1st year employees
2.2.1.1. Entry level clinicians
2.2.1.1.1. Disciplinary Action
3. Professional Development Programs (PDP) for Respiratory Therapy/ED Techs
3.1. Project Start
3.1.1. Project specifications
3.1.2. End User requirements
3.1.2.1. Maintain employment for minimum 2 years for inclusion
3.1.2.1.1. Maintain education/CEU/credential requirements
3.2. Phase 1
3.2.1. Assemble my Do It Group (DIG)
3.2.2. DIG Weekly Meetings concluding in March 2018
3.2.3. Assemble criteria for HR presentation
3.2.3.1. Obtain approval from HR
3.2.3.1.1. Write Policy for PDP Program
3.3. Make adjustments based on HR input
3.3.1. Top Priorities
3.3.1.1. Implement PDP at Western Ridge ED
3.3.2. Medium Priorities
3.3.2.1. Implement PDP for entire Respiratory Therapy Dept.
3.3.3. Low Priorities
3.3.3.1. Implement PDP for all clinicians system wide
3.4. Phase 2
3.4.1. Draft PDP Policy
3.4.1.1. Education of staff about program inclusion
3.4.1.2. Recruitment of PDP participants
3.4.1.3. Prioritize educational opportunities toward skills needed for advancement
3.5. Phase 3
3.5.1. Implementation
3.5.1.1. Measure Outcomes
3.5.1.1.1. Re-approach administration for system wide implementation
3.6. ED Technician (EDT) PDP
3.6.1. EDT 1
3.6.1.1. 2nd year clinician
3.6.1.1.1. Certified EDT
3.6.1.2. Obtain pediatric weights
3.6.1.3. Transporting specimens to laboratory
3.6.1.4. Stocking Personal Protective Equipment (PPE)
3.6.1.5. Assist patients with Activities of Daily Living (ADL)
3.6.1.6. Patient Transport
3.6.1.7. Sterilize ultrasound equipment utilizing Trophon
3.6.1.8. Activation of Cath Lab
3.6.1.9. Rooming Patients
3.6.2. 3% Pay Increase
3.6.3. EDT 2
3.6.3.1. 3rd year clinician
3.6.3.2. Phlebotomy
3.6.3.3. Electrocardiogram (ECG)
3.6.3.4. IV Insertion
3.6.3.4.1. IV removal
3.6.3.5. Glucometer
3.6.3.6. Visual Acuity
3.6.3.7. Mentor
3.6.3.7.1. Preceptor
3.6.4. 6% Pay Increase
3.6.5. EDT 3
3.6.5.1. 4th year clinician
3.6.5.2. Active Committee Member
3.6.5.3. Mentor
3.6.5.3.1. Preceptor
3.6.5.4. Evidence Based Research Project
3.6.6. 9% Pay Increase
3.7. Respiratory Therapy PDP
3.7.1. Level 1
3.7.1.1. 2nd year clinician
3.7.1.1.1. Registered Respiratory Therapist
3.7.1.2. 3% Pay Increase
3.7.2. Level 2
3.7.2.1. 3rd year clinician
3.7.2.2. Advanced Credentials
3.7.2.2.1. Adult Critical Care Specialist
3.7.2.2.2. Perinatal/Pediatric Specialist
3.7.2.2.3. Sleep Disorders Specialist
3.7.2.2.4. Registered Pulmonary Function Technician
3.7.2.2.5. Asthma Educator-Certified
3.7.2.3. Mentor
3.7.2.3.1. Preceptor
3.7.2.4. 6% Pay Increase
3.7.3. Level 3
3.7.3.1. 4th year clinician
3.7.3.2. Bachelor's Degree
3.7.3.2.1. Educational Offerings
3.7.3.3. Active committee member
3.7.3.3.1. Shared Leadership
3.7.3.3.2. Code Committee
3.7.3.3.3. Peer Interview Committee
3.7.3.4. 9% Pay Increase
4. Constraints
4.1. Budget
4.1.1. Materials
4.1.2. Personnel
4.1.2.1. Man hours to assemble program
4.1.3. Services
4.1.3.1. Educational offerings to train on new clinical procedures
4.1.4. Duration
4.1.4.1. 5 man hours per meeting
4.1.4.1.1. 6 meetings
4.2. Deadline
4.2.1. 60 days to proposal
4.2.1.1. 1 year to implementation
4.3. Requirements
4.3.1. Submission of finalized PDP to Innovation Dept.
4.3.1.1. Approval from Human Resources
4.3.1.1.1. Approval from ED Site Manger
5. Overview
5.1. Motivation
5.1.1. Retain and recruit expert clinicians
5.1.1.1. Provide growth opportunities in both pay and responsibilities
5.1.1.1.1. Pave the way toward clinical excellence
5.2. Goals
5.2.1. Increase clinical knowledge
5.2.1.1. Increase level of education
5.2.1.1.1. Addition of new credentials
5.3. Deliverables
5.3.1. Improved ER flow
5.3.1.1. Increase patient care quality
5.3.1.1.1. Improve patient safety
5.3.2. Employee Satisfaction
5.3.2.1. Retain high performers
5.3.2.1.1. Recruit new high performers
5.4. Triple Aim
5.4.1. Improving the patient experience of care (including quality and satisfaction)
5.4.2. Improving the health of populations
5.4.3. Reducing the per capita cost of health care
6. Change Theory
6.1. Disruptive Innovation
6.1.1. PDP is Positive Deviance
6.1.2. PDP is a New Frontier
6.2. Conversion of Ideas into a benefit
6.2.1. Related Concepts
6.2.1.1. Brainstorming
6.2.1.2. Change
6.2.1.2.1. Positive deviance
6.2.1.3. Creative
6.2.1.4. Creative idea
6.2.1.5. Creative thinking
6.2.1.6. Directed Creativity
6.2.1.7. Disruptive Innovation
6.2.1.8. Entrepreneur
6.2.1.9. Intrapreneur
6.2.1.10. Invention
6.2.1.11. Process Improvement
6.2.1.12. Research
7. Risk and Vulnerability
7.1. Leadership may view PDP as a Risk
7.1.1. PDP is a change implemented from the followers
7.1.1.1. PDP may make leadership feel Vulnerable
7.2. Cycle of Vulnerability
7.2.1. Become Vulnerable
7.2.2. Take Risks
7.2.3. Stretch Organizational Capacity
7.2.4. Living the New Capacity
7.2.5. Evaluate Outcomes
7.2.6. Cherish New Knowledge
7.2.7. Begin the Cycle Again
7.3. Allow for errors during innovative processes
7.3.1. Error is essential to success
7.3.2. Only repeated errors are unacceptable
8. PDP is transformational in scope
8.1. Acknowledges levels of clinical expertise
8.1.1. Rewards Clinical Competencies
8.1.1.1. Adds value back to the organization
8.2. Re-writes pay structure
8.2.1. Level 1=3% Pay Increase
8.2.1.1. Level 1=3% Pay Increase
8.2.1.1.1. Level 3=9% Pay Increase
8.3. PDP will pay for itself via reductions in recruitment and training of new employees
8.3.1. PDP will reduce employee turnover
8.3.1.1. PDP will retain high performers
9. Ethical Principles
9.1. Mindfulness
9.1.1. Voice
9.1.1.1. Respect
9.1.1.1.1. Tenacity
9.2. Disciplines of Ethical Governance
9.2.1. Ethical Culture
9.2.2. Noble Purpose
9.2.3. Independent Engagement
9.2.4. Ethical Succession
9.2.4.1. Mandatory Error Reporting
9.2.4.1.1. PDP Evidence based research may lead to processes which reduce errors
9.3. Ethical Leadership Diagnostic
9.3.1. Noble Purpose
9.3.2. Ceaseless Ambition
9.3.3. Candor
9.3.4. Passion
10. Roles of the Innovator
10.1. Learning Personas
10.1.1. The Experimenter
10.1.2. The Anthropologist
10.1.3. The Cross-Pollinator
10.2. The Organizing Personas
10.2.1. The Hurdler
10.2.2. The Collaborator
10.2.3. The Director
10.3. The Building Personas
10.3.1. The Experience Arichitect
10.3.2. The Set Desiger
10.3.3. The Caregiver
10.3.4. The Storyteller
10.4. Chaos
10.4.1. Transform a system towards positive change
10.4.1.1. Give voice and authenticity to the bedside clinician
10.5. Positive Deviance
10.5.1. Creatively solve difficult problems
10.5.1.1. Optimize limited resources of the organization
11. Strategies to advance and integrate innovation
11.1. PDP will lead to more innovative clinical practices
11.1.1. Evidence based practices
11.1.1.1. Improve Processes
11.2. Emotional Competence
11.2.1. Characteristics and Behaviors
11.2.1.1. Self Awareness
11.2.1.2. Mindfulness
11.2.1.3. Openness
11.2.1.4. Impulse Control
11.2.1.5. Personal Humility
11.2.1.6. Appreciation of Ambiguity and Paradox
11.2.1.7. Appreciation of Knowledge
11.2.1.8. Willpower
11.2.1.9. Compassion
11.2.1.10. Passionate Optimism
11.2.1.11. Resilience
11.2.2. Key Concepts
11.2.2.1. Cognition
11.2.2.2. Competence
11.2.2.3. Emotion
11.2.2.4. Intelligence
11.2.2.5. Volition
11.2.3. Mindfullness
11.2.3.1. Nonverbal emotional competence
11.2.3.1.1. Passionate Optimism
11.3. The 4 Disciplines of Execution
11.3.1. Focus on the wildly important
11.3.2. Act on the lead measures
11.3.3. Keep a compelling scoreboard
11.3.4. Create a cadence of accountability
11.4. Tactics of the Influencer
11.4.1. Allow for choice
11.4.2. Create direct experiences
11.4.3. Tell meaningful stories
11.4.4. Make it a game
12. Technology to Advance Innovation
12.1. Seven New Age Imperatives
12.1.1. Value driven health service models
12.1.2. Medicine/Nursing based on genomics
12.1.3. Mass-customized diagnosis and treatment
12.1.3.1. PDP participants performing Literature Reviews
12.1.4. User-specific insurance programs
12.1.5. Integration of allopathic and alternative therapies
12.1.5.1. Searching for new clinical equipment to improve patient care and outcomes
12.1.6. Payment incentives tied to outcomes (Quality)
12.1.6.1. Evidence Based Practice
12.1.7. Focused service settings for specific populations
13. PDP Video Presentation
13.1. Change Begins Locally
13.1.1. Implement PDP at Western Ridge Emergency Department
13.1.2. Western Ridge ranked #1 Emergency Room for Customer Satisfaction by Healthgrades (2013)
13.1.2.1. Measure Post PDP Implementation Outcomes
13.1.2.1.1. Implement PDP System Wide
14. DiSC Style
14.1. (D) Dominance
14.1.1. Direct
14.1.1.1. Results-oriented
14.1.1.1.1. Firm
14.2. (i) Influence
14.2.1. Outgoing
14.2.1.1. Enthusiastic
14.2.1.1.1. Optimistic
14.3. (S) Steadiness
14.3.1. Even-tempered
14.3.1.1. Accommodating
14.3.1.1.1. Patient
14.4. (C) Conscientiousness
14.4.1. Precise
14.4.1.1. Analytical
14.4.1.1.1. Systematic
14.4.2. Solid "C"
14.4.2.1. Become more influential
14.4.2.1.1. Improve Group Work Skills
15. VAT Style
15.1. 1 Visual
15.1.1. Improve the use of Visual and Auditory skills in my PDP presentation