The Impact of Staff Development on Retention Mark Cerkvenik OD Specialist Margarette Kim RN, Nurse Educator Jo Quetsch RN, OR Manager

PLAN Project Aim Statement: –Historically Loyola’s Operating Room has experienced a high turnover of staff, resulting in an average staff turnover of 21%. Therefore, Operating Room leadership collaborated with Organizational Development to improve staff retention through a series of activities and projects focusing on communication, supervisory and conflict resolution skills. Measurement Goal & Target: –OR Vacancy rate goal less than 10% (national average) –Staff turnover rate goal less than 10% –Agency use (% of FTEs) goal 0%

DO- Fostering a Team Approach OR Staff team building –Customized learning map to address EOPS planning and retention initiatives –Development of OR ground rules & 7 Deadly Sins –Peer recognition program OR Staff training –“Increasing Our Accountability” –Cross-generational awareness –OR Preceptor –“Keeping Calm When Emotions Run High”

DO- Fostering a Team Approach OR Leadership Training Manager, Educator, Team Leaders, Charge Nurses, Administrative support –“The Oz Principle” –Leadership development courses 1, 2 and 3 –Coaching meetings with key OR leaders –Team Leader Development meetings –Mentor Training –“Increasing Our Accountability” –“Managing Across the Generations”

DO- The Power of Mentoring New Orientees - 6 month/12 meeting structured program Objectives: –Aid in learning departmental policy and procedures. –Aid in learning LUHS physical plant. –Aid in understanding the complexities of Loyola. –Contribute to creating a culture of positive communication. –Improved ability in handling conflict between peers and between nurse and physician. –Improve new employee retention. Specific activities for each meeting Post orientation focus group sessions OR specific conflict management video and training Note: Conflict Management video will run on continuous loop during fair at our display

OR Learning Map

7 Deadly Sins

OR staff turnover rate has decreased by 16% since FY03

2006 Loyola OR staffing statistics are better than national averages OR MeasureLoyola FY National 2004 OR Manager, 2004 Vacancy rate0 %10.1% Turnover Rate7 %14 % Agency use - % of total FTE 0 %7.7%

NEXT STEPS Further development of Team Leader supervisory skills –“Essential Skills for Frontline Leaders” –“Crucial Conversations” course Team Leader peer feedback/360 Evaluations Crucial Conversations course for select teams Mini Employee Opinion Survey