This new branch of the Medical Solutions staffing arsenal provides our clients the opportunity to staff their facilities with temporary Nurse Practitioners and Physician Assistants, in addition to the first-rate travel RN staffing we already offer. Let us help you improve your facility’s ratios, fight full-time staff burnout, and maintain quality patient care with the added versatility of locum tenems Advanced Practice professionals.
Visit our Advanced Practice site to learn more about this exciting addition and how you can utilize our services to reach your facility’s goals.
An MSP is basically a business partner that staffs your hospital for you. They take over your short-term contract staffing so your perm staff can focus on what’s most important…quality and patient care. A good MSP should share your values and goals, which in turn, should lead your facility to greater success.
Some benefits of an MSP include:
- Reduction of time spent dealing with various other agencies, allowing your operation to run more efficiently without interruption. Single point of contact.
- Custom tracking and reporting.
- Minimize time spent in pre-screening & hiring.
- Eliminate costs for advertising and benefits.
- Dedicated Compliance Manager to manage protocol and
- Drastically reduce costs associated with turnover, improve quality of patient care and decrease nurse-to-patient ratios.
To learn more about Medical Solutions Managed Service Provider (MSP) click here.
Do you think MSPs are a good idea?
A recent study by AMN Healthcare surveyed 3,000 RNs showing that while most are happy with their career choice, approximately 30% aren’t happy with their current job. Seem a little confusing? The survey also reveals that nurses are eager to continue their nursing education in the near future (1-3 years) and approximately 40% want to pursue an advanced degree.
What does this mean for hospitals? If nurses aren’t happy at work, yet still want to increase their education in the career- it makes sense for nurse managers and leaders to help their employees reach their goals. Helping with tuition reimbursement and conducting onsite educational courses are both ways to help employees reach their educational goals.
With this support, nurses will likely feel more valued and supported at work. It also makes it easier to decide between working for a hospital that has these educational benefits versus ones that do not.
See more on the study here.
Does your facility offer advanced education benefits to your employees?
Today’s world moves consistently forward in the digital age. The information available the internet is endless. It’s hard not to meet with a patient that hasn’t self-diagnosed themselves through Wikipedia or WebMD. Digital equipment and patient portals now replace the need for paper files and handouts. While some hospitals and facilities are taking advantage of the convenience of tablets and smart phones, some are slower to adapt. It’s easy to assume that those facilities that refuse to conform to the digital age may drown.
What do you think ?
Here is an infographic based information surveyed from healthcare professionals on how they are using technology to educate their patients.
Nurse burnout is a serious and growing problem for health facilities. Lack of staff means longer hours and stress for your nurses, which can severely affect patient care.
At Medical Solutions, we know what a hardship this can be and have created a guide to help and prevent nurse burnout in your facility. Discover the 7 visible signs your nurses may be suffering from burnout and how to prevent it at your hospital.
Visit Preventing Nurse Burnout in Your Hospital to download the free guide.
There have been large amounts of media focus on patient satisfaction during medical procedures and/or hospital stays. A key topic of focus is on HCAHPS (Hospital Consumer Assessment of Healthcare Providers and Systems). The goal of HCAHPS is to provide a standardized set of questions that can be used by all facilities to evaluate patient experiences. By utilizing a standardized set of questions, facilities can compare their scores to others and better compare.
The survey questions evaluate the following key eight areas:
Communication with physicians
Cleanliness of facility
Communication regarding medications
Responsiveness of hospital employees
Quietness of facility environment
Communication with nurses
The information gathered on the survey is publicly accessible and leads to greater transparency within the healthcare system.
How does this relate to you? We are receiving large amounts of communication from our partner hospitals regarding HCAHPS and patient perspective. Travel staff are held to the same standards for patient satisfaction and we are seeing evaluations at the end of assignments addressing these areas.
We are excited to continue to partner with facilities to improve the patient experience! If you would like additional information on HCAHPS the following links have additional info.
Staffing your hospital while working on a tight budget presents a challenge. Having your own staff work overtime may feel like the most financially sound option when budgets are limited.
However, this dilemma presents an opportunity to look at your staffing strategy and the use of travelers from a new perspective, one that helps you take care of hardworking perm staff, your patients and still be financially responsible for your hospital.
To compare the cost between a permanent staff member and a traveler, download this Staffing Value Calculator Worksheet. You only have to enter 3 numbers and it will calculate all your staffing needs.
Nurse burnout has been a long running concern for nurses’ well being. Recent studies show that burnout not only effects nurses, but also the number of infections in the patients they are caring for.
The American Journal of Infection Control recently conducted a study recording the relationship between nurse burnout and patient infection. Here are the study’s results:
- For every 10 % increase in the patient to nurse ratio, there is roughly one catheter associated urinary tract infection per 1,000 patients and almost 2 extra surgical site infections per 1,000 patients.
- Nurses usually care for an average of 5.7 patients per nurse, when one extra patient was added the result was an additional 1,352 infections with the hospital population studied.
- Reducing reports of burnout by 30 percent cut urinary tract infections by more than 4,000 and surgical site infections by more than 2,200, saving between $28 million and $69 million per year in estimated costs to treat those infections.
Nurse burnout not only affects the well being of the nursing staff, but the health of the patient. The study concludes that reducing nurse burnout reduces infections and saves money.
Under staffing of nurses is a major concern because of the effects it can have on patient safety and quality of care. According to a US Department of Health EPC report, five studies were conducted to examine the relationship between adverse patient outcomes and hospital nurse staffing.
All five studies found at least some association between lower nurse staffing levels and one or more types of adverse patient outcomes. Some of the adverse effects on patients under nursing care included: urinary tract infections, pneumonia, shock, upper gastrointestinal bleeding, longer hospital stays, failure to rescue, and 30-day mortality. However, the studies found a significant correlation between lower nurse staffing levels and higher rates of pneumonia.
This study also found that a 10-percent increase in RN proportion was associated with a 9.5-percent decrease in the odds of pneumonia. While increasing your current nurses’ workload seems as easy way to remedy this situation, most hospitals are already maxing out nurse hours which lead to fatigue and more patient errors. Adding at least one travel nurse to your facility staff could remedy the situation, without accruing additional costs and often times saving money. In fact, travelers cost about the same and even less than a permanent staff member due to no vacation or sick time-off.