Rajasperi Naicker (Jessie)
Biography:
Rajasperi (Jessie) is currently an educator within the corporate Nursing department,Practice Development at Sidra Medicine. She is an expat from New Zealand who is based in Doha, Qatar. Jessie has approximately 24 years of leadership expertise both from NZ and Johannesburg, South Africa. A past recipient of the WDHB excellence awards for Workforce Development, in Auckland, NZ, Jessie leads on multiple clinical programs to strengthen the inter-professional workforce at Sidra Medicine. These include General Nursing & Midwifery orientation, non-clinical staff orientation, TeamSTEPPS, a US program SafeMedicate, a UK based program and various process improvement initiatives.
Abstract:
Statement of the Problem: Activation of the services for women and children in a newly commissioned hospital required mass onboarding of clinical and non-clinical staff who have been recruited from 98 plus countries. These new hires are culturally diverse; have varying clinical skills and practice expectations. Streamlining them into a world-class platform with sophisticated systems, processes, technology and equipment to deliver excellent safe patient care was certainly challenging but equally rewarding. Macro nursing and midwifery orientation is the starting point. The strategies and implementation process required rigorous teamwork with consistent PDSA cycles which proved to be perpetual work in progress in response to a very fluid environment.
The purpose of this presentation is to describe the impact and influence of macro-orientation strategies to ensure evidence-based best practice, safe, clinical care in the absence of robust standards of practice. This includes a feedback analysis from the evaluation of the processes implemented and to share the experiences learned.
Methodology & Theoretical Orientation: A review of the publication on similar situation in patient care has been conducted. Our orientation process and uniqueness of the ideas we implemented are narrated. In order to evaluate the impact, a pre and post survey (at the time of intake and 6 months after the in site patient care) as well as a qualitative interview with blindly selected staff has been conducted. Findings: The staff has expressed an immense value of the orientation, skill and diversity of culture and cohesiveness learned. The survey and interview highlighted the skill mix, inter-professional mix and other innovative strategies implemented to be most useful. Overall, the general theme of the limitation they highlighted is lack of time and the multiple competing priorities resulting is staff feeling overwhelmed at times. A gap identified is that such a survey shall include the psychosocial augmentation points as well as a learning needs assessment to build the content for orientation in future such studies.