1. Overview
1.1. Motivation
1.1.1. Retain and recruit expert clinicians
1.1.1.1. Provide growth opportunities in both pay and responsibilities
1.1.1.1.1. Pave the way toward clinical excellence
1.2. Goals
1.2.1. Increase clinical knowledge
1.2.1.1. Increase level of education
1.2.1.1.1. Addition of new credentials
1.3. Deliverables
1.3.1. Improved ER flow
1.3.1.1. Increase patient care quality
1.3.1.1.1. Improve patient safety
1.3.2. Employee Satisfaction
1.3.2.1. Retain high performers
1.3.2.1.1. Recruit new high performers
1.4. Triple Aim
1.4.1. Improving the patient experience of care (including quality and satisfaction)
1.4.2. Improving the health of populations
1.4.3. Reducing the per capita cost of health care
2. Resources
2.1. Project Manager
2.1.1. Michael Day
2.2. Team Members
2.2.1. Michael Mullen RN
2.2.1.1. Justin Hicks RRT
2.2.1.1.1. Sheena Williams EDT
2.3. Budget
2.3.1. $35 per hour for each team member
2.3.1.1. 1 hour meetings for 6 weeks
2.4. Assets
2.4.1. Support from affected employees
2.4.1.1. Support from the Education Dept
2.4.1.1.1. Support from ED Site Manger
2.4.1.1.2. Implementation of evidence based changes
2.5. Innovation Team
2.5.1. Bright Ideas
2.5.1.1. Do It Groups (DIG)
2.5.1.1.1. Develop PDP via collaborative approach
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. Change Theory
4.1. Disruptive Innovation
4.1.1. PDP is Positive Deviance
4.1.2. PDP is a New Frontier
4.2. Conversion of Ideas into a benefit
4.2.1. Related Concepts
4.2.1.1. Brainstorming
4.2.1.2. Change
4.2.1.2.1. Positive deviance
4.2.1.3. Creative
4.2.1.4. Creative idea
4.2.1.5. Creative thinking
4.2.1.6. Directed Creativity
4.2.1.7. Disruptive Innovation
4.2.1.8. Entrepreneur
4.2.1.9. Intrapreneur
4.2.1.10. Invention
4.2.1.11. Process Improvement
4.2.1.12. Research
5. PDP Video Presentation
5.1. Change Begins Locally
5.1.1. Implement PDP at Western Ridge Emergency Department
5.1.2. Western Ridge ranked #1 Emergency Room for Customer Satisfaction by Healthgrades (2013)
5.1.2.1. Measure Post PDP Implementation Outcomes
5.1.2.1.1. Implement PDP System Wide
6. Scope
6.1. What is included
6.1.1. 2nd year clinicians
6.1.1.1. Clinicians in Good Standing
6.2. What is excluded
6.2.1. 1st year employees
6.2.1.1. Entry level clinicians
6.2.1.1.1. Disciplinary Action
7. Constraints
7.1. Budget
7.1.1. Materials
7.1.2. Personnel
7.1.2.1. Man hours to assemble program
7.1.3. Services
7.1.3.1. Educational offerings to train on new clinical procedures
7.1.4. Duration
7.1.4.1. 5 man hours per meeting
7.1.4.1.1. 6 meetings
7.2. Deadline
7.2.1. 60 days to proposal
7.2.1.1. 1 year to implementation
7.3. Requirements
7.3.1. Submission of finalized PDP to Innovation Dept.
7.3.1.1. Approval from Human Resources
7.3.1.1.1. Approval from ED Site Manger
8. Risk and Vulnerability
8.1. Leadership may view PDP as a Risk
8.1.1. PDP is a change implemented from the followers
8.1.1.1. PDP may make leadership feel Vulnerable
8.2. Cycle of Vulnerability
8.2.1. Become Vulnerable
8.2.2. Take Risks
8.2.3. Stretch Organizational Capacity
8.2.4. Living the New Capacity
8.2.5. Evaluate Outcomes
8.2.6. Cherish New Knowledge
8.2.7. Begin the Cycle Again
8.3. Allow for errors during innovative processes
8.3.1. Error is essential to success
8.3.2. Only repeated errors are unacceptable
9. PDP is transformational in scope
9.1. Acknowledges levels of clinical expertise
9.1.1. Rewards Clinical Competencies
9.1.1.1. Adds value back to the organization
9.2. Re-writes pay structure
9.2.1. Level 1=3% Pay Increase
9.2.1.1. Level 1=3% Pay Increase
9.2.1.1.1. Level 3=9% Pay Increase
9.3. PDP will pay for itself via reductions in recruitment and training of new employees
9.3.1. PDP will reduce employee turnover
9.3.1.1. PDP will retain high performers
10. Ethical Principles
10.1. Mindfulness
10.1.1. Voice
10.1.1.1. Respect
10.1.1.1.1. Tenacity
10.2. Disciplines of Ethical Governance
10.2.1. Ethical Culture
10.2.2. Noble Purpose
10.2.3. Independent Engagement
10.2.4. Ethical Succession
10.2.4.1. Mandatory Error Reporting
10.2.4.1.1. PDP Evidence based research may lead to processes which reduce errors
10.3. Ethical Leadership Diagnostic
10.3.1. Noble Purpose
10.3.2. Ceaseless Ambition
10.3.3. Candor
10.3.4. Passion
11. Roles of the Innovator
11.1. Learning Personas
11.1.1. The Experimenter
11.1.2. The Anthropologist
11.1.3. The Cross-Pollinator
11.2. The Organizing Personas
11.2.1. The Hurdler
11.2.2. The Collaborator
11.2.3. The Director
11.3. The Building Personas
11.3.1. The Experience Arichitect
11.3.2. The Set Desiger
11.3.3. The Caregiver
11.3.4. The Storyteller
11.4. Chaos
11.4.1. Transform a system towards positive change
11.4.1.1. Give voice and authenticity to the bedside clinician
11.5. Positive Deviance
11.5.1. Creatively solve difficult problems
11.5.1.1. Optimize limited resources of the organization
12. Strategies to advance and integrate innovation
12.1. PDP will lead to more innovative clinical practices
12.1.1. Evidence based practices
12.1.1.1. Improve Processes
12.2. Emotional Competence
12.2.1. Characteristics and Behaviors
12.2.1.1. Self Awareness
12.2.1.2. Mindfulness
12.2.1.3. Openness
12.2.1.4. Impulse Control
12.2.1.5. Personal Humility
12.2.1.6. Appreciation of Ambiguity and Paradox
12.2.1.7. Appreciation of Knowledge
12.2.1.8. Willpower
12.2.1.9. Compassion
12.2.1.10. Passionate Optimism
12.2.1.11. Resilience
12.2.2. Key Concepts
12.2.2.1. Cognition
12.2.2.2. Competence
12.2.2.3. Emotion
12.2.2.4. Intelligence
12.2.2.5. Volition
12.2.3. Mindfullness
12.2.3.1. Nonverbal emotional competence
12.2.3.1.1. Passionate Optimism
12.3. The 4 Disciplines of Execution
12.3.1. Focus on the wildly important
12.3.2. Act on the lead measures
12.3.3. Keep a compelling scoreboard
12.3.4. Create a cadence of accountability
12.4. Tactics of the Influencer
12.4.1. Allow for choice
12.4.2. Create direct experiences
12.4.3. Tell meaningful stories
12.4.4. Make it a game
13. Technology to Advance Innovation
13.1. Seven New Age Imperatives
13.1.1. Value driven health service models
13.1.2. Medicine/Nursing based on genomics
13.1.3. Mass-customized diagnosis and treatment
13.1.3.1. PDP participants performing Literature Reviews
13.1.4. User-specific insurance programs
13.1.5. Integration of allopathic and alternative therapies
13.1.5.1. Searching for new clinical equipment to improve patient care and outcomes
13.1.6. Payment incentives tied to outcomes (Quality)
13.1.6.1. Evidence Based Practice
13.1.7. Focused service settings for specific populations
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