Welcome. Disclosures Tasha Eurich is an employee with Eurich Group

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2 Welcome Disclosures Tasha Eurich is an employee with Eurich Group Lynne Wagner does not have any relevant financial interests or endorsement of products. Participants must attend the entire session(s) in order to earn contact hour credit. Continuing Nursing Education credit can be earned by completing the online session evaluation. The American Organization of Nurse Executives is accredited as a provider of continuing nursing education by the American Nurses Credentialing Center s Commission on Accreditation.

3 Learning Objectives

4 Rose Medical Center

5 Our journey began in 2010 Metric Measurement Nurse Leader Turnover 19.2% Time to fill for critical averaged 140 positions days Vacancy > than one year 2 positions 2010 Engagement scores for question: I am satisfied with 76% my opportunities for career development

6 Statistics you already know

7 Magnet and Patient Safety Agenda

8 Shared Nurse Leadership

9 Director of Organization Development

10 Our Leadership Development Strategy Employee Engagement Customer Satisfaction Clinical outcomes Facility Performance

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12 Rose University: Impact Average = 4.82 / 5 SD = 0.31 N = Employee Engagement Survey Scores Percentage Engaged Hospital Market Division EE Survey 2011 EE Survey

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14 Board Certified Rose Leader Program Program Goals 1. Invest in our best 2. Build and engage hi-pos 3. Increase bench strength Board Certified Rose Leader

15 Board Certified Rose Leader 2011 Program Results 12 participants 75% graduates took on enhanced leadership roles within one year of graduation Previous position Pharmacist Surgical Concierge New position Director of Pharmacy Manager of Surgical Operations Plant Ops tech Manager of Home Care Sales * Staff RN Admitting supervisor Staff RN Women s Referrals Coordinator Staff RN Staff RN Manager of ICU Admitting Manager Returned to complete BSN Manager of Cleft Lip and Palate Clinic Assistant Manager L+D Assistant Manager L+D

16 Board Certified Rose Leader 2012 Program Results 12 participants 50% graduates took on enhanced leadership roles by end of program Previous position New position Clinical Specialist Manager of NICU Clinical Nurse Coordinator Manager of PACU (sister facility) Clinical Nurse Coordinator Central Partnership Council Leader Clinical Nurse Coordinator Assistant Director ED Staff Nurse Float Pool Clinical Nurse Coordinator Ortho-Spine

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18 CNC Council

19 CNC Council

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21 Talent Reviews Our winning formula Talent Review = 9 Box + Talent Scorecards + Succession Strategy Destination Postcard: We will have a cadre of clinical staff who are ready to take on the key positions, where we fill vacant leadership positions in weeks, not months, and nursing leaders at every level have a plan for success and career fulfillment.

22 High Potential: Ability to move up 2+ levels w/in five years. Ability to take on responsibility running hospital. Learns, adapts. Did not meet expectations: Most work on time and within guidelines. Most areas managed effectively. May need coaching. 9 Box Achieved expectations: All work accomplished on time and w/in guidelines. All areas of responsibility managed effectively. Some additional insight or initiative. Emerging Star Exceeded expectations: All work accomplished with insight, effectiveness. Manages all areas of effectively. Broadens scope. Anticipates needs. Resourceful. + Judgment. Star Performer Moderate Potential: Ability to move up 1level w/in 2 years. Able to take on more responsibility in area or in another area with support. Questionable Performer Solid Performer Strong Performer At Potential: Sufficiently challenged. Promotion unlikely. May not demonstrate willingness take on more responsibility. Low Performer Steady Performer Solid Performer

23 Missy G Perinatal Clinical Education Specialist Education Key Experience Career Aspirations Turnover Risk Impact of Loss Strengths Development Needs Development Actions MSN, BSN, Certified Childbirth Educator, Certified BLS instructor, Certified AWHONN Fetal Monitoring Instructor Currently looking into Doctorate programs LD since 2000, ATU RN, Interim Nurse Manager 3 Central, Pediatric Liaison Education, Leadership Moderate High Organized and driven, needs to be challenged, committed to advancing nursing Exposure to leadership, additional management experience BCRL program nominee

24 Director s Succession Strategy 1. Tracee H Director W&C Ready Now Ready 1-2 years 1. M * 2. J * Ready 3-5 years 1. K 2. H My Notes Other units in which my successors could be deployed Quality, Education Surgery What I will do to develop my successors J OBGYN exposure and relationship development M investigate further management opportunities K support for MSN T ongoing feedback on role/ support for MSN What support do I need to develop my successors Management opportunity for Missy My plan to identify/hire and develop successors is : I need to focus on succession plans for my nurse managers

25 Current Vacancies and Time-to-Fill for Nurse Leader positions Metric Nurse Leader Turnover 19.2% 7.6% 7.6% Number of vacancies Days to fill positions Engagement: I am satisfied with my opportunities for development Average 140 days (2 > 1 year) 76% 78% 0 0 Off survey year

26 Next Steps

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Certifications. ACUTE REHAB Bariatric I 2 Telemetry and Med/Surg BLS ACLS BLS. a Case Mgr utilization review experience

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