HR Pulse - Winter 2007 - (Page 22) >> JUST CULTURE Making the Change While transforming the definition of accountability represents an enormous undertaking, the motivation to achieve a just culture is very high in the healthcare industry, according to David Marx, considered the “father” of the Just Culture Model. It’s so high that a number of states are adopting the model at the regulatory level, most often by nursing boards. Minnesota was the first to begin implementing the model statewide, followed by North Carolina, Pennsylvania and Missouri. “Nurses fear both administrators and regulators. The question was, ‘How do we do the right thing for nurses and motivate them to come forward and report errors?’” explains Marx. The North Carolina Board of Nursing began implementing the Just Culture Model and using the algorithm to address complaints filed against nurses in the state. The board then teamed up with the state’s hospital association and put out a call to see which healthcare organizations wanted to participate in a pilot training program—based on a successful effort in Minnesota—that would focus on the model. In the summer of 2006, representatives from a dozen hospitals of different sizes attended a three-day training program, including the patient care safety team from Southeastern Regional Medical Center (SRMC) in Lumberton, N.C. SRMC’s team consisted of the vice president of administration, vice president for patient care, director of risk management, director of human resources, director of quality management and nursing director. The not-for-profit medical center is one of the largest employers in the region, with about 1,800 employees. “I can’t believe anyone would say this {the Just Culture model} isn’t the way to do things,” says Joe Glezen, director of human resources at SRMC. “Errors need to get reported so patient safety can be improved, and this is the best way to increase reporting. Looking at behaviors, not just outcomes, just makes sense.” After the training, the SRMC team started applying what it learned. The organization incorporated principles from the Just Culture Model into its new workplace accountability policy, which it plans to roll out in early 2008; the patient safety council now uses the algorithm to address events that occur; and managers and directors have been trained on the basic tenets of the model. Glezen says that, while it is early in SRMC’s journey to becoming a just culture, the organization is off to a good start. He points to the algorithm as being an especially helpful tool. “The algorithm doesn’t give you a magic answer,” he reports. “Subjectivity is still involved in assessing situations, but following the steps gives us a much better opportunity to justify our actions, whatever they may be.” 22 HR Pulse Winter 2007 Transformational recruitment process outsourcing — from the world leader. Our RPO solutions combine people, process and technology to deliver a best-in-class approach for our clients across every major industry. And, with our recent acquisition of TalentTrack, a nationally recognized provider of RPO services, we have greatly expanded our expertise and capabilities. To learn more, please contact us today. 419.720.0111 adeccousa.com ©2007 Adecco 351009_Talent.indd 1 10/4/07 8:52:40 PM http://adeccousa.com
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