CMSA Today - Issue 2, 2013 - (Page 18)

CMSA Mentoring Matters Supporting Higher Level Mentorship Through Academic Partnership Programs BY WENDY DEVREUGD, RN, BSN, PHN, FNP, CCDS, MBA Grow. Be Involved. Make a Difference! M entoring a new case manager should be relatively simple. However, one has to be willing and emotionally and intellectually available to help someone at a moment’s notice when a question arises. For a Director, one must leverage higher efforts to reach and sustain the mentoring of more case managers. The effort requires a more complex equation – one which addresses the whole continuum of recruiting, retaining, renewing, and recognizing case managers as they grow and develop. If we do not address all aspects of this equation, we may “chase our tails” in efforts to keep our CM teams growing in their patient care mission. On a personal note, although I am of Dutch heritage, I only have 10 fingers available to “plug the dam” when leaks in Human Resources happen. I realize that I need a team, as well as a wellthought-out and systematic approach, in order to grow our case managers. Case managers leave organizations for many reasons, and not just for monetary reasons. Case managers want to grow and be involved in something that makes a difference; in times of constricted pay raises, educational benefits may be one way to help them get there through mentorship partnerships and programs. How do those partnerships work? Academic partnerships can assist us in our efforts to develop types of mentorship programs that provide sustainability and a solid foundation of education to our case managers. Academic partnerships provide a ladder of benefits, and organizations can provide a “leg up” through scholarships that support part of the financial expense over time. Retention agreements can be modeled in exchange for educational support, and the retention of intellectual capacity by growing case manager competencies in today’s health care setting directly 18 CMSA TODAY Issue 2 • 2013 translates to sustaining higher quality in patient care and consistent outcomes. There are several different types of partnership programs that support mentoring: 1. RECRUIT LONG TERM: TRANSFUSE YOUR CASE MANAGEMENT TEAMS BY DEVELOPING A PIPELINE FOR NEW AND QUALIFIED CASE MANAGERS Seek a qualified university that graduates nursing case managers. There are only a few, but graduates need to work after they finish their programs. Samuel Merritt University in Oakland, Calif., is one such university that offers a master’s degree in nursing with a focus in case management. Most students are “second career” students and come with a wide variety of tested and proven skills in the work field, even though need to be supported in entry-level CM practice. Even if you only support one or two graduates a year, over time your preceptors and teams will get used to the fresh transfusion of thought and practice that these graduates bring. And what a way to “give back”! 2. RETAIN: DEVELOP SCHOLARSHIP PROGRAMS IN EXCHANGE FOR RETENTION AGREEMENTS Although these programs require funding and approval, the return on investment is proven to grow case managers at a relatively rapid rate – within two to five years. Human Resources departments can craft a Retention Agreement that exchanges financial educational support for retention of the employee for a period of time. These types of programs help you to “grow your own” and can start out small as well as gain momentum as employees reach their goals. See the end Academic partnerships provide a ladder of benefits, and organizations can provide a “leg up” through scholarships that support part of the financial expense over time.

Table of Contents for the Digital Edition of CMSA Today - Issue 2, 2013

President's Letter
Role of the Nurse Care Manager in a Patient-Centered Medical Home
Association news
View from Capitol Hill
Case Management and the Law
Ethics Casebook
Mentoring Matters
CMSA Corporate Partners
Index of Advertisers

CMSA Today - Issue 2, 2013