Colleen Kelly,M.Ed.

The University of Michigan recently released a study highlighting ongoing challenges faced by Michigan nurses despite some modest improvements in working conditions. Key findings include: Over 60% of nurses still report experiencing burnout. One in five nurses plans to leave their job in the next year. Nearly 50% feel that their workload has become unmanageable. These statistics underscore the urgent need for sustainable solutions to support our frontline healthcare workers. As we strive to improve the healthcare system, it's crucial to address these persistent issues to ensure that nurses have the support they need to thrive. https://lnkd.in/gFQ_Hqea

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In the dynamic world of healthcare, a skilled and certified workforce is essential for success. Here’s why certifications matter for workforce development: 1. Enhance Competency: Certifications ensure that healthcare professionals are equipped with the latest knowledge and skills, leading to improved patient care and safety. 2. Attract Top Talent: Organizations that prioritize certifications can attract and retain highly qualified candidates, strengthening their overall workforce. 3. Improve Outcomes: A well-trained staff contributes to better organizational performance and patient satisfaction. As highlighted in the article from Emerge Education, investing in certifications is not just beneficial—it's essential for maintaining a competent workforce. With Manage You, we help support healthcare organizations in this mission by providing an effective solution for tracking and managing staff certifications. Our app ensures that all certifications are current, helping to avoid potential financial and operational setbacks due to expired credentials. Learn more about the role of certifications in workforce development: https://loom.ly/MeYHVmI Together, let’s build a stronger, more competent healthcare workforce! #WorkforceDevelopment #HealthcareCertifications #ManageYouApp #HealthcareExcellence

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65% of healthcare job seekers have given up on an application because it took too long to complete Does your application process have outdated, repetitive steps? Speed matters. Learn why by accessing Hireology's 2024 Healthcare Applicant Study here: https://hubs.ly/Q02Mgxpf0

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When choosing a healthcare staffing partner, we all want a team that balances speed with quality. 𝙂𝙎𝙇 𝙀𝙖𝙨𝙩𝙚𝙧𝙣 𝙇𝙩𝙙 goes beyond simply filling vacancies, we focus on delivering highly qualified, credentialed candidates who are the right fit for your organization. Unlike many competitors, GSL Eastern emphasizes ethical recruitment, ensuring long-term staffing solutions tailored to your needs. With over 20 years of industry experience, we offer a reliable, client-first approach that stands out from the crowd. 𝘏𝘦𝘳𝘦’𝘴 𝘸𝘩𝘺 𝘎𝘚𝘓 𝘌𝘢𝘴𝘵𝘦𝘳𝘯 𝘓𝘵𝘥 𝘪𝘴 𝘵𝘩𝘦 𝘳𝘪𝘨𝘩𝘵 𝘤𝘩𝘰𝘪𝘤𝘦 𝘧𝘰𝘳 𝘺𝘰𝘶𝘳 𝘩𝘦𝘢𝘭𝘵𝘩𝘤𝘢𝘳𝘦 𝘴𝘵𝘢𝘧𝘧𝘪𝘯𝘨 𝘯𝘦𝘦𝘥𝘴: • 𝗖𝗼𝗺𝗽𝗿𝗲𝗵𝗲𝗻𝘀𝗶𝘃𝗲 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝘀𝗰𝗿𝗲𝗲𝗻𝗶𝗻𝗴: Every professional is meticulously vetted and credentialed to meet healthcare standards. • 𝗘𝘁𝗵𝗶𝗰𝗮𝗹 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗽𝗿𝗼𝗰𝗲𝘀𝘀: Focused on quality placements, ensuring sustainable, long-term staffing solutions. • 𝗖𝘂𝘀𝘁𝗼𝗺𝗶𝘇𝗲𝗱 𝘀𝘁𝗮𝗳𝗳𝗶𝗻𝗴 𝘀𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀: Tailored to the specific needs and goals of your organization, offering more personalized service than competitors. • 𝗢𝘃𝗲𝗿 𝟮𝟬 𝘆𝗲𝗮𝗿𝘀 𝗼𝗳 𝗶𝗻𝗱𝘂𝘀𝘁𝗿𝘆 𝗲𝘅𝗽𝗲𝗿𝘁𝗶𝘀𝗲: Deep understanding of healthcare staffing challenges and proven success in delivering exceptional service. • 𝗕𝗮𝗹𝗮𝗻𝗰𝗲𝗱 𝗮𝗽𝗽𝗿𝗼𝗮𝗰𝗵: Efficient placements without compromising on quality, offering both flexibility and reliability. #HealthcareStaffing #RecruitmentExcellence #EthicalStaffing #GSL #RecruitmentSolutions #TalentAcquisition #HealthcareRecruitment #EthicalRecruitment #WorkforceSolutions #StaffingExcellence #RecruitmentIndustry #HealthcareJobs #LongTermStaffing #TailoredStaffing #GSLEasternLtd #HealthcareWithHeart

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As you can imagine the cost of keeping a multidisciplinary trauma activation team on standby for inevitable motor vehicle accidents, gunshot wounds, falls, etc. isn’t cheap. Licensed/designated trauma centers can offset these expenses by reporting HCPCS code G0390, Trauma response team associated with hospital critical care service. Trauma registrars including my recent Off the Record podcast guest Stefanie Arp can assist with the compliant and accurate use of G0390. We talked about this subject on a recent show; below is a portion of that conversation. There are billing nuances with G0390. Hospitals can bill G0390 in addition to CPT code 99291 (Critical care evaluation and management of the critically ill or critically injured patient), if: ·     Trauma activation occurs under the circumstances described by the National Uniform Billing Committee (NUBC) guidelines that would permit reporting a charge under 68x ·     The hospital provides at least 30 minutes of critical care When billed appropriately a hospital will receive a separate additional payment under the OPPS. CMS believes that trauma activation is a one-time occurrence in association with critical care services will only pay for one unit of G0390 per day. Note: G0390 now appears to be paid under APC 5045 (trauma response with critical care), status indicator S, or separately payable. I had initially thought that APC 0618 was still in effect but evidently it’s not, according to my recent perusal of Addendum A of the 2024 Outpatient Prospective Payment System (OPPS). I used to be on top of all things OPPS back in the day but am evidently a bit rusty. I welcome any further insight you might have into G0390 and APC assignments. A final note: Trauma registrars working in conjunction with CDI professionals make for a powerful combination, with the latter clarifying related conditions (e.g., pneumothorax, brain compression) for proper present on admission status. #OTR #G0390 #traumaregistry

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Pediatric clinicians (of which I’m definitely not one, but I listen well) will frequently tell you: Children are not just little adults. That goes for clinical criteria used to diagnose pediatric conditions, and associated CDI and coding work. And in particular, respiratory failure. I was glad to see ACDIS and the American College of Physician Advisors (ACPA) collaborate on an important new white paper, “Developing Pediatric Respiratory Failure Criteria.” The paper is part 1 of a two-part series addressing respiratory failure in both pediatric and neonatal populations. Part 1 focuses on the pediatric population (patients older than 28 days and younger than 18 years). Neonatal patients will be covered in part 2. Normally ACDIS white papers are for members, but non-members can access it through Nov. 8. See link below. While the paper offers clinical information and definitions, it does not offer a formula for wholesale adoption. Rather, its purpose is to help healthcare organizations develop, refine, and validate their own internal criteria. The paper does offer some helpful baseline criteria. From the paper: 💡 “Respiratory failure is the inability of the respiratory system to meet the body’s oxygenation, ventilation, and/or metabolic requirements. It is important to know the values and presentations that are considered to be within the defined limits of each patient population. Any underlying condition, process, or trauma that interferes with oxygenation or ventilation can result in respiratory failure.” It then adds context for the pediatric population, listing examples of cardiopulmonary diseases, infections, neurologic disorders, traumas, and complications secondary to medical interventions. These are worth reviewing for any CDI or coding professional as the basis for compliant query. It also covers acute, chronic, and acute on chronic respiratory failure, as well as its three types (hypoxic, hypercapnic, combined). Perhaps most useful is discussion on clinical signs, symptoms and diagnostics, which should prove helpful for clinical validation of a respiratory failure diagnosis—potentially staving off payer denials. Per the paper: 💡 “Documentation should include indicators such as: Tachypnea, bradypnea, retractions (e.g., intercostal, subcostal, suprasternal), head bobbing, nasal flaring, grunting, cyanosis, diaphragmatic breathing, diaphoresis, lethargy, confusion, difficulty feeding, tripoding/posturing/ extended airway, wheezing, stridor, crackles (fine/coarse), diminished paradoxical movement, flail chest, tachycardia, bradycardia, hypoglycemia, acidosis (respiratory/metabolic).” Whether “the dark half” (i.e., payers) adopt similar diagnostic criteria to level the playing field and play with a common set of rules remains to be seen. But I applaud the effort. Have you read the paper? Does your organization struggle with pediatric respiratory failure (if you even have a pediatric CDI program)? Leave a comment below.

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The Urgent Staffing Crisis: How a Facility Avoided Closure When a long-term care facility in Illinois faced an unexpected staffing crisis, they were on the brink of closing their doors. A sudden surge in patient numbers, coupled with staff burnout, left them desperately short of nurses and CNAs. With patient care at risk, they turned to Topxperts Healthcare Staffing. Within 24 hours, Topxperts mobilized a team of qualified nurses and healthcare workers, seamlessly filling critical gaps. Their swift response not only kept the facility operational but also ensured that every resident continued to receive high-quality care. Today, that facility thrives—no closures, no compromises on care. If you’re facing staffing challenges or need to boost your team quickly, discover how Topxperts can make the difference. Let us help you stay strong and serve better. Check us out today at Topxpertspro.com! #TopxpertsSuccessStories

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Question 2 💫 Put your answers in the chat or re-share with a comment! #LinkedChat #CNEnetwork #ClinicalNurseEducator #ClinicalNurseEducatorNetwork

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🚨 New Article Alert 🚨   Effective communication in healthcare is key to quality care. Our latest BBliss Magazine article introduces the importance of communication in disability support and healthcare settings. 🌿 This is the first of a 16-part series aimed at improving communication practices among workers, clients, families, and management. Let’s prioritise care, safety, and outcomes! #healthcare #information #education #communication #wellbeing #NDIS #EMPOWERVERSE  👉 Read the full article here: https://lnkd.in/gQBExTHz

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Here are four key reasons to consider an international direct hiring solution:   Increase Retention & Tenure: International nurses bring not only diverse expertise but often decades of experience, enhancing staff stability and decreasing turnover.  Fill Specialty Roles Faster: Access a global pool of nurses to fill in-demand specialty roles that are difficult to recruit for locally—without inflating wage costs.  Reduce Dependence on Contract Labor: Stabilize staffing and reduce pay disparity by moving away from temporary staffing models and building a loyal, long-term workforce.  Improve organizational reputation: Showcasing a commitment to diversity, in turn, helps hospitals become more attractive and inclusive places to work.  Data doesn’t lie. Our recent Annual Nurse Leaders Report shows that 73% of nurse leaders are now considering IDH as part of their strategic workforce planning!

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In 2022, the CDC released an updated clinical practice guideline for prescribing #opioids and managing pain in the outpatient setting. This article synthesizes the guideline recommendations and implementation considerations for clinical NP practice. #APRNs #NursePractitioners #PainManagement https://ow.ly/nTJn50TtKsR

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🌟 Whether you’ve determined now is the time for you to begin the process toward FACHE or you’re still deciding, the next stop on your journey is our FACHE Overview Webinar. This webinar is free for you to attend but it requires registration. Learn more and save your place here: https://bit.ly/3MkxxT8

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Take the courses in the Preventing Crises Through Whole Patient Care curriculum, and learn techniques for averting crises and improving outcomes through understanding and addressing patients’ real-world challenges. CAPC members can take these courses and earn free continuing education credits and ABIM Maintenance of Certification (MOC) credits for physicians. COURSES 🔹Reducing Risks for Older Adults 🔗 http://ow.ly/Lfyo50J3bqP Context and best practices for identifying older adults at risk for poor outcomes, including falls, delirium, and caregiving challenges. 🔹 Care Coordination 🔗 http://ow.ly/GhPy50J3bqO Guidance for all clinicians on improving communication and ensuring smooth transitions of care for patients living with serious illness. 🔹 Supporting the Family Caregiver: The Burden of Serious Illness 🔗 http://ow.ly/p67k50J3bqQ Techniques to assess and support caregivers of people with serious illness. #palliative #hpm #hapc #palliativecare #clinician #medicine #health #healthcare #seriousillness #delirium #caregiver #caregiving

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Take the courses in the Preventing Crises Through Whole Patient Care curriculum, and learn techniques for averting crises and improving outcomes through understanding and addressing patients’ real-world challenges. CAPC members can take these courses and earn free continuing education credits and ABIM Maintenance of Certification (MOC) credits for physicians. COURSES 🔹Reducing Risks for Older Adults 🔗 http://ow.ly/Lfyo50J3bqP Context and best practices for identifying older adults at risk for poor outcomes, including falls, delirium, and caregiving challenges. 🔹 Care Coordination 🔗 http://ow.ly/GhPy50J3bqO Guidance for all clinicians on improving communication and ensuring smooth transitions of care for patients living with serious illness. 🔹 Supporting the Family Caregiver: The Burden of Serious Illness 🔗 http://ow.ly/p67k50J3bqQ Techniques to assess and support caregivers of people with serious illness. #palliative #hpm #hapc #palliativecare #clinician #medicine #health #healthcare #seriousillness #delirium #caregiver #caregiving

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Take the courses in the Preventing Crises Through Whole Patient Care curriculum, and learn techniques for averting crises and improving outcomes through understanding and addressing patients’ real-world challenges. CAPC members can take these courses and earn free continuing education credits and ABIM Maintenance of Certification (MOC) credits for physicians. COURSES 🔹Reducing Risks for Older Adults 🔗 http://ow.ly/Lfyo50J3bqP Context and best practices for identifying older adults at risk for poor outcomes, including falls, delirium, and caregiving challenges. 🔹 Care Coordination 🔗 http://ow.ly/GhPy50J3bqO Guidance for all clinicians on improving communication and ensuring smooth transitions of care for patients living with serious illness. 🔹 Supporting the Family Caregiver: The Burden of Serious Illness 🔗 http://ow.ly/p67k50J3bqQ Techniques to assess and support caregivers of people with serious illness. #palliative #hpm #hapc #palliativecare #clinician #medicine #health #healthcare #seriousillness #delirium #caregiver #caregiving

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Nurse turnover and burnout are tough challenges—but they’re not impossible to solve. Join us on November 19th at 12 PM ET / 11 AM CT for an exclusive webinar with Summa Health's nursing leadership. Learn how they reduced RN turnover, cut travel nurse usage, and built a sustainable support system for nurse leaders. 💡 What you’ll learn: ✔️ How to cut RN turnover by 20% ✔️ Reduce reliance on travel nurses ✔️ Build leadership support structures that last ✔️ Use tools like the Ottawa Span of Control to manage staffing more effectively Don't miss this game-changing session: https://hubs.la/Q02T-bzp0 #NurseLeadership #HealthcareWebinar #NurseRetention #HospitalManagement #HealthcareInnovation

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#AmtelcoScripting reduced agent training time at Cleveland Clinic's Mercy Hospital. Before scripting, training could take up to a month for new operators to become familiar with all the details. Training time has now been reduced to about one day! Let's talk about your organizational needs. https://hubs.ly/Q02PT5Vw0 #AmtelcoTestimonial #WorkingTogether

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Recruiting for PRN healthcare staff - identifying #red #flags during interviews is essential to ensure quality hires. PRN roles require a particular type of worker - reliable, adaptable, and skilled since they often need to enter dynamic and unpredictable situations. Here’s how to spot red flags during an interview and what you should do with them: Common Red Flags: #Vague or Evasive Responses: Ex: When asked about past job performance or reasons for leaving, the candidate provides vague or non-specific answers like “I just wanted a change.” What to Do: Dig deeper. Ask follow-up questions to clarify the specifics. In PRN staffing, you want clear, transparent communication because adaptability and reliability are key. #Job Hopping: Ex: The candidate has a series of short-term positions but doesn't provide clear reasons for moving. What to Do: PRN positions can often involve varied work environments, so turnover might not always be a red flag, but it's crucial to understand why they left each role. Ask how they approach transitions in healthcare environments and what they've learned from each move. #Negative Comments About Previous Employers: Ex: The candidate continually speaks poorly of past employers or co-workers. What to Do: Take note but don't move on too quickly. Dig deeper to see if there's a pattern. Ask how they handle conflict or challenging work environments - a crucial skill for PRN staff who face high-pressure situations in unfamiliar settings. #Inflexibility or Lack of Adaptability: Ex: When asked about working in diverse healthcare environments, the candidate expresses a preference for strict routines or specific settings. What to Do: For PRN staff, flexibility is key. You may want to ask behavioral questions to see how they’ve handled unpredictable situations in the past. #Poor Communication Skills: Ex: The candidate struggles to articulate their skills or experiences clearly. What to Do: Effective communication is critical in healthcare settings. Ask them to explain complex medical procedures or patient interactions they've handled to assess how well they communicate under pressure. #Dig Deeper vs. Move On: Dig Deeper: If the red flag seems like a temporary issue (e.g., a gap in employment due to a personal reason), ask more questions. It's important to get to the root of potential issues rather than dismiss them immediately. #Make a Note and Move On: If the red flag relates to behaviors that would affect their ability to work PRN shifts (e.g., chronic tardiness, difficulty with authority, or rigid work preferences), make a note but don’t invest too much time. In the fast-paced healthcare world, there isn't always time to rehabilitate a candidate who shows significant red flags. Ultimately, the goal of PRN hiring is to find professionals who can adapt to new environments quickly and effectively, without supervision. Identifying red flags early can help you streamline the hiring process and reduce turnover down the line.

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