Nursing Annual Report 2019

More than 2,100 Reasons to Celebrate 2019 Nursing Annual Report

Summa Health System – Barberton Campus is Magnet® Recognized

Summa Health System — Akron and St. Thomas Campuses are Magnet® Recognized

Contents On the cover: 2019 Cameos of Caring Award Winners: Julie Davis, BSN, RN; Heather Montgomery, BSN, RN CCRN; Kelli McNeil-Boarman, BSN, RN Letter from Lorie Rhine and TJ DeAngelis........................................................................................................ 4

Transformational Leadership On the Move: Nursing Units Move to the Akron Campus New Tower...................................................... 6 Our Magnet® Journey: Summa Health System – Barberton Campus...................................................... 8 Zero Tolerance: Preventing Workplace Violence......................................................................................... 10

Structural Empowerment Making the Grade: Increasing Percentage of RNs with Baccalaureate or Higher Degrees.................12 Transition to Practice: Nurse Residency Program.........................................................................................14 Committed to Our Community: Laundry Project and Akron Heart Walk...............................................16

Exemplary Professional Practice Wound Care Center of Distinction: Demonstrating a Superior Commitment to Excellence............. 18

New Knowledge, Innovations and Improvements Addiction is an Emergency: First Step Program Update............................................................................. 20

Awards, Honors and Achievements................................................................................... 24

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More than 2,100 Reasons to Celebrate at Summa Health Four Million Reasons to Celebrate Nationwide

During National Nurses Week 2019, Summa Health System recognized the vast contributions and positive impact of America’s four million registered nurses, the largest group of healthcare professionals in the United States. We also honored our own 2,100 nurses who make a difference in the lives of their colleagues, patients and families, and community every year.

Nurses. Nominated by both patients and colleagues, a DAISY Award is bestowed monthly on three Summa Health System nurses for going above and beyond in their daily work, from quality of care to patient safety. We are inspired by these individuals’ commitment; we marvel at their innovation; and we are thankful for their influence on those fortunate enough to work alongside or be cared for by them.

As illustrated within this 2019 Nursing Annual Report, Summa Health System nurses serve with passion, appreciating the privilege to serve the people of our community at some of the most vulnerable times in their lives. They also are leading the initiative of compassionate connective care by strategically reducing suffering and meeting patients’ unmet needs; creating a culture of teamwork and improved care coordination; and providing a clean, quiet environment conducive to healing and recovery. By connecting with patients rather than striving for a percentile rank, our nurses are better able to reduce patient suffering and get back to why they initially chose this amazing profession.

Summa Health, Summit County’s largest employer, plays an important role in keeping our community strong, healthy and successful.

The care our nurses provide, however, goes beyond the traditional healthcare setting.

Summa Health System nurses sponsor annual community events, ranging from local housing to area schools and cultural organizations, as part of their professional development. While many of these projects usually don’t require nursing-specific skills, they often share many of the same qualities our nurses bring to the job every day – teamwork, empathy and the ability to multi-task.

One way Summa Health System individually recognizes excellence is through the international DAISY Awards® for Extraordinary

Lorie Rhine, MSN, RN, NE-BC Vice President and Chief Nursing Officer, Summa Health System – Akron and St. Thomas Campuses

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We thank the 2,100 nurses at Summa Health System for giving us so many reasons to celebrate each and every day.

Anthony (TJ) DeAngelis, MBA, BSN, RN, NE-BC Vice President and Chief Nursing Officer, Summa Health System – Barberton Campus and Wadsworth-Rittman Medical Center

2019 Nursing Annual Report

5

TRANSFORMATIONAL LEADERSHIP

On the Move Nursing Units Move to the Akron Campus New Tower On May 28, 2019, Summa Health System – Akron Campus opened a beautiful sevenstory, 343,000-square-foot patient tower. Serving as its new main entrance, the addition (known internally as the H Tower) offers expanded services and private rooms throughout much of the facility, including units for breast health, same-day surgery, patient recovery, labor and delivery, and neonatal intensive care – all of which had to move from their former locations in Summa Health’s East Market Street building.

Planning and Preparation While the transition to the new tower may have seemed seamless to patients, the move was preceded by months of thoughtful planning, preparation and training by the Summa Health staff, including nursing. Early on in the process, staff nurses had the opportunity to provide input on the new build, from how units should be set up to needed equipment and patient room furniture. “We toured so many furniture places,” says Unit Director Shauna Anderson, MSN, RN, NE-BC. “I think we sat on a hundred different chairs and 75 or so different couches.”

At least six to nine months prior to the move, Vice President/ Chief Nursing Officer Lorie Rhine, MSN, RN, NE-BC and Brenda Kovacik, MSN, RN, CCRN-K, NE-BC, Vice President Inpatient Nursing, began discussing which patient populations and floors should join the same-day surgery, labor and delivery, and postpartum units in the move to the H Tower.

In the end, the deciding factor was that surgical services was going to be expanding there, so it made sense to align nursing’s surgical units for proximity and ease of care.

As a result, the decision – with the support of each unit’s nursing clinical practice council – was made to move 6-West, a general surgery 40-bed unit, to the fifth floor of the new H Tower (H-5), a 36-bed unit. 4-North, a 34-bed surgical unit for orthopedic patients, and 4-East, which treated vascular patients and bariatric patients that needed telemetry, would combine on H Tower’s sixth floor (H-6). “H-6 was probably the trickier move because we were bringing two staffs together,” explains Kovacik. “Merging two groups of nurses who hadn’t cared for some of these patient populations before required additional education and training, as well as some team building.”

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Education and Training According to Clinical Nurse Specialist Amy Dawson, MSN, APRN, ACCNS-AG, and RN Supervisor Clay Kremer, BSN, RN, staff education for the new H-6 staff included dividing the staff into smaller groups for a variety of meet and greets. “We recognized that it was important to not just get the nursing staff together, but also the physicians they’d be working with,” says Dawson. “So we invited the bariatric physicians to a breakfast where they could introduce themselves to the new staff. During the breakfast, the doctors discussed bariatric procedures and surgeries, from the types of patients they treated to possible complications.”

The move was also a catalyst for the same-day surgery (SDS) department, which was increasing from a 30- to 67bay capacity, to evolve its patient workflow. Prior to the H Tower opening, patients went to the post-anesthesia care unit (PACU) after surgery, regardless of if they were being admitted or returning home. With the impending move, however, nursing began cross-training SDS RNs to care for outpatients directly after surgery. Nurses were required to attend a rhythm recognition class, critical medication classes and a three-hour class of PACU PEARLS. They also observed anesthesia induction and reversal in the operating room and participated in ongoing ERAS® (Enhanced Recovery After Surgery) education related to improving the surgical patients’ postoperative outcomes.

“The new workflow was a really big change for the SDS staff.

We were asking people to completely change how they were functioning in these units,” says Kelly Glendon, MBA, BSN, RN, CNOR, Operating Room Unit Director. “It took a lot of support, and a lot of education, but ultimately the outcome has been very positive for our patients.” According to Victoria Wells, MSN, RN-BC, CAPA, RN Educator, positive outcomes include safer care since patients have the same nurse/team caring for them before and after surgery, as well as a more private, calmer environment with patients waking up and being discharged from one location – their recovery room.

The same type of introductions were made with members of the Summa Health orthopedic team. “The meetings really helped ease people’s minds on what they were getting into,” Kremer explains. “The staff was able to spend some casual time together, just eating breakfast and getting to know each other before the move.”

Other new tower orientations included in-service training on the transfer of patients using new lift equipment, use of Compella™ bariatric beds and the new responder 5-call system. Several code blue and emergency drills also were conducted in various locations throughout the new tower to assist emergency responders in becoming more familiar with the building layout.

Similar new patient population education was provided to the 6-West (the new H-5) staff, particularly in the areas of plastic surgery and urology. “We hosted a breakfast with Dr. Derek Cody, a plastic surgeon, who gave the staff a comprehensive presentation,” says Anderson. “He distributed handouts and talked about how to best work through various processes.”

The H-5 staff also met with urology’s nurse educator and the entire urology team to discuss expectations, procedures and the types of equipment used.

What’s more, to help educate the community, labor and delivery and postpartum units threw a “Baby Shower for the Tower,” for expectant mothers and an “office party” for area physician offices. The baby shower featured information about the new facility (which was still in construction), as well as vendors. The office party included a private tour and updated patient materials to help physician offices promote the new tower to their patients.

Moving Day Fortunately, the Summa Health nursing staff did not have to wait until the official moving day to start settling into their new spaces. Staff gradually moved office supplies and other essentials over to the H Tower, using the time to get better acclimated to their new floors. Support staff and student nurses also helped organize the nurses’ stations prior to moving day, so that the staff didn’t have to unpack boxes, while trying to take care of patients. The goal post-move was to be able to continue business as usual.

“The day of the move, when we moved the patients, was really well-orchestrated. We had a system in place for calling for the next patient, so that people weren’t waiting in the hallway or at the elevators for a long time,” recalls Kovacik. “I was really surprised at how well-oiled the process was since we had quite a few patients to move.”

The labor and delivery and postpartum units, in fact, planned to double staff for 24 hours, yet only needed the extra staff for 12. “We wanted to make sure we had enough nurses for any situation,” says Connie Becht, MSN, RNC, Director of Inpatient Women’s Health Services. “That way, no matter where we had an emergency – whether it was in the old building or new one – we’d be covered.”

“I don’t think the move could have went any better than it did,” agrees Shaw. “Patients were extremely happy. Families were happy. And our staff was great.”

“Since we weren’t bringing two different units together, like H-6, we focused on different challenges,” explains RN Supervisor Hanna Shaw, BSN, RN-BC. “Because everything in the new tower was laid out differently than what we were familiar with, we developed a scavenger hunt between H-5 and H-6. This activity helped with education and team bonding, since staff had to work together to find safety features and other important elements of their new units.”

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TRANSFORMATIONAL LEADERSHIP

Our Magnet Journey ®

Summa Health System – Barberton Campus The American Nurses Credentialing Center Magnet Recognition Program® is the gold standard for nursing excellence and patient care, and provides healthcare consumers with a benchmark to measure quality of nursing. This prestigious recognition, which involves a very rigorous and lengthy process, has only been granted to 8% of hospitals in the country.

And on June 5, 2020, after years of preparation, the Summa Health System – Barberton Campus, including the Wadsworth-Rittman Medical Center, was named one of the them.

“Magnet® recognition is not a destination, it is a continuous journey.”

– Christine Benson MSN, RN, NPD-BC, Director of Professional Practice and Magnet Program 2016: Readiness Assessment The Magnet® journey began in November 2016 with a readiness assessment. This process, which included an external, non-biased consultant, allowed the Barberton Campus Magnet team – led by TJ DeAngelis MBA, BSN, RN, NE-BC, Vice President/Chief Nursing Officer and Christine Benson MSN, RN, NPD-BC, Director of Professional Practice and Magnet Program – to examine each of the 75 required sources of evidence in order to identify and fill any gaps in the organization. Fortunately, the assessment went smoothly and the consultant was extremely impressed with the organization’s nursing excellence and remarkable outcomes for nurse-sensitive quality indicators.

Using the information gathered, the Barberton Campus Magnet team submitted its electronic application in late 2017 and, subsequently, was assigned a 2019 date for document submission.

2017: Application Preparation and Submission In April 2017, DeAngelis and Benson requested that the Summa Health System – Barberton and Wadsworth Nurse Practice Council nominate registered nurses (RNs) from each nursing unit to be Magnet Ambassadors.

The Magnet document was finally submitted on April 1, 2019, in its electronic form. The Magnet RN appraisers began their process of reviewing the hundreds of pages of examples, data and evidence. After their review, the appraisers requested a small amount of additional documentation, in which the Summa Health Magnet team gathered and submitted. Summa Health nurses also had access to the Magnet document through the Summa Health intranet, Summa@Work.

As essential partners in the journey to pursue Magnet designation, Magnet Ambassadors are role models for excellence in patient care and respected by their peers.

They promote an optimistic and progressive mindset, motivate fellow staff members, and share enthusiasm for the Magnet journey. What’s more, Magnet Ambassadors support professional nursing practice that promotes quality, identifies excellence in the delivery of nursing to patients and families, and provides a mechanism for dissemination of best practices.

Magnet Ambassadors are also responsible for helping to prepare their unit/staff for the Magnet RN appraiser site visit, participating in monthly Magnet Ambassador meetings, and assisting Benson, the Magnet Program Director, with gathering unit-based information, stories and data.

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2018-2019: Document Preparation and Submission In 2018, staff nurses, nursing leaders and leaders from other disciplines began to meet to harvest stories. Harvesting stories is a process of determining the best examples for each of the 75 required sources of evidence. With so many impressive examples to choose from, the process of deciding which ones to use for Magnet was challenging. The groups focused on which examples best met each requirement.

February 2020: Site Visit In early January 2020, DeAngelis and Benson were notified that the Magnet RN appraiser site visit was scheduled for February 10-12, 2020. During the three-day visit, each of the three Magnet RN appraisers were assigned an RN escort selected from the Magnet Ambassador group. The appraisers met with many nurses, physicians and other healthcare professionals throughout Summa Health, as well as members of the Barberton and Wadsworth community. The Magnet RN appraisers then completed a report to submit to the Commission on Magnet Recognition, who makes the final determination to grant designation.

Staff at Summa Health System – Barberton Campus celebrate its Magnet® designation.

May 2020: The Call In May 2020, Summa Health System – Barberton Campus received a message from the Magnet Program Office to schedule The Call. The Call is a term used to hint at the need to plan a celebration and have many nurses and others present to hear the conversation.

“We have a long tradition of nursing excellence throughout the Summa Health System,” said Benson. “Magnet status reflects the commitment of our nurses, physicians and entire staff to delivering the highest quality care possible to the people of our community.”

Five Magnet® Exemplars

At 2:30 p.m. on June 5, 2020, DeAngelis received The Call from one of the commissioners from the Commission on Magnet Recognition. The Call was broadcast across four conference rooms and streamed online. The Commissioner announced that Summa Health System – Barberton Campus, including Wadsworth-Rittman Medical Center, was officially Magnet recognized. After a lot of cheering, the Commissioner went on to announce that the organization received five exemplars. Four of the exemplars were awarded for Exemplary Professional Practice (EP), demonstrating how the nurses provide patient-centered, evidence-based, efficient and effective patient care. The fifth exemplar was given for New Knowledge, Innovations and Improvement (NK), highlighting the organization’s support of nursing research, evidence-based practice and innovations. (See chart.)

“We are exceptionally proud of our more than 300 nurses for this well-deserved recognition,” said DeAngelis.

“Receiving Magnet designation affirms what we and our patients already knew: the nursing care at Summa Health System – Barberton Campus is top notch.”

Due to COVID-19 restrictions, the Summa Health System – Barberton Campus Magnet celebration had to be somewhat limited. The unit directors, however, were still successful in creating a “socially distanced” party that included balloons, refreshments and other party favors. It also was streamed online for those who could not attend the live event.

While this is the first Magnet designation for the Summa Health System – Barberton Campus, including WadsworthRittman Medical Center, Summa Health System – Akron and St. Thomas Campuses have been Magnet recognized since 2011.

1.

EP18EOb: The unit-level data for Healthcare Acquired Pressure Injuries (HAPI) Stage II and Above outperformed the vendor’s national mean, median or other benchmark statistic and comparison cohort for the majority of eight quarters on 100% of the units.

2.

EP18EOc: The unit-level data for Central LineAssociated Bloodstream Infection (CLABSI) outperformed the vendor’s national mean, median or other benchmark statistic and comparison cohort for the majority of eight quarters on 100% of the units.

3.

EP18EOd: The unit-level data for CatheterAssociated Urinary Tract Infection (CAUTI) outperformed the vendor’s national mean, median or other benchmark statistic and comparison cohort for the majority of eight quarters on 100% of the units.

4.

EP19EOb: The ambulatory setting nursesensitive clinical indicator, Falls with Injury data, outperformed the mean, median or other benchmark statistic for the majority of eight quarters on 100% of the units.

5.

NK5: During the site visit, Magnet RN appraisers had the opportunity to hear additional information about the “First Step” RN model, a medication-assisted treatment program implemented for patients with opioid use disorder (OUD). The effort and outcomes associated with the program have been exemplary in improving outcomes for patients with OUD.

2019 Nursing Annual Report

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TRANSFORMATIONAL LEADERSHIP

Zero Tolerance

What constitutes “workplace violence”?

Preventing Workplace Violence Healthcare workers are at an increased risk – approximately four times higher, in fact – to experience workplace violence than other professions. And, unfortunately, employees of Summa Health System are no exception. In 2018, there were approximately 480 reported incidents of assault (physical, verbal, threats and harassing behavior) throughout the system. Effects of this violence can result in increased absenteeism, turnover and fearfulness, as well as decreased morale and productivity.

Reconvening the System Workplace Violence Task Force In response to this growing trend, Vice President/Chief Nursing Officer Lorie Rhine, MSN, RN, NE-BC, reconvened the Summa Health Workplace Violence (WPV) Task Force in March of 2018 to explore opportunities to reduce the number of incidents and injuries. Led by Robin Brown, BSN, RN, NDHP-BC, CHEP, System Director for Environment of Care (EOC) Safety and Emergency Management, the multidisciplinary WPV Task Force was tasked with evaluating the current state of workplace violence within Summa Health System and establish corrective measures for identified gaps.

Over a period of months, the WPV Task Force began the process of benchmarking and reviewing the current state of affairs. They performed a fishbone analysis, completed risk assessments using the American Society for Healthcare Risk Management Workplace Violence Toolkit, and identified best practices from the Advisory Board.

Stated action items included efforts to: • Improve identification of violent patients • Increase awareness of Ohio Law updates regarding violence towards healthcare workers • Improve reporting and communication options for staff • Establish a clear escalation process engaging key stakeholders, including the administrator on call • Improve process surrounding staff support and resources following an incident • Increase proactive rounding by Protective Services Initiation of the Workplace Violence Leadership Team In early 2019, Rhine also created a special leadership team to focus on issues identified by the WPV Task Force requiring leadership facilitation or approval. Members include leaders from quality, nursing, legal, medicine, transitional care, behavioral health, social work and protective services. The group identifies issues requiring leadership facilitation or approval, including review of real events and current policy/procedure gaps.

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2019 Workplace Violence Accomplishments Throughout 2019, the WPV Task Force and Leadership Team collaborated to complete a variety of valuable initiatives, such as: • Violence FYI Flag in CarePATH The group created a flag in CarePath, the electronic health record, to easily identify patients with a history of documented violence. The flag increases awareness and alertness of staff.

• Violet Circle Communication Magnet Usually initiated by nursing staff, the Violet Circle magnet is placed on the doorframe of any patient with a history of violence. The magnet is not meant to be a deterrent to entering the room or to providing the same level of compassionate care. It is intended to alert any employee entering the room to be aware and cautious.

Employees of concern include transportation, food services, environmental services and clinical personnel.

• Mandatory Training and Simulation Program Summa Health’s “EnA.B.L.E.™ Yourself to Respond,” a workplace violence training and simulation program, offered to all Summa Health employees, became mandatory for all new nurse residents in January of 2019.

• Daily Safety Huddle Beginning in February of 2019, patients considered by the nursing staff as violent are reported during the daily safety huddle. The reporting is designed to make other departments involved with the patient – such as environmental services, transportation, food services and diagnostic services – aware of the concern.

• Protective Services Rounding Focused rounding by Protective Services was initiated in March of 2019. During rounds, Protective Services “check in” more frequently with staff in areas where violent patients are identified, establishing an increasingly collaborative approach to care and management of these patients.

• Situational Assessment Group (SAG) In May of 2019, an “escalation process” was developed to provide 24/7 resources to address concerns related to violent behaviors or incidents. The SAG (key stakeholders and the administrator on call) evaluates the situation, determines appropriate next steps and makes the final decision regarding action plan and follow up.

• Code Violet on Vocera Staff is now educated on calling a Code Violet on Vocera – an alert in response to violent and/or combative persons posing a threat to themselves and/or others.

• Workplace Violence Communications Signs are now on display throughout the healthcare system to inform patients and visitors that Summa Health will not tolerate threatening or aggressive behavior toward the staff.

• Staff Support and Resources An employee victims group focused on “caring for employees” impacted by WPV was formed under the direction of Amy Dawson, MSN, APRN, ACCNS-AG. This group of frontline staff is committed to evaluating and improving Summa Health’s current level of staff support and resources when an incident occurs.

The WPV Task Force and Leadership Team continues to work toward further initiatives to decrease workplace violence. With their help, Summa Health can continue to ensure that ongoing strategies to prevent workplace violence have been embedded in the organizational culture.

The National Institute for Occupational Safety and Health defines workplace violence as "violent acts, including physical assaults and threats of assault, directed toward persons at work or on duty." This includes hostility, harassment, and other forms of verbal violence that can cause significant psychological trauma and stress.

Welcome Summa Health is a healing environment.

Please treat others with kindness and respect.

We have a zero tolerance policy for any type of aggression including:

Verbal Harassment

Physical Assault

Abusive Language

Sexual Harassment

Destruction of Property

Threats of Harm

Aggression may result in removal from the facility and/or prosecution.

AKR-20-50365/CS/TZ/08-20

Banners are located in all Summa Health System lobbies to inform patients and visitors that threatening or aggressive behavior toward the staff will not be tolerated.

2019 Nursing Annual Report

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STRUCTURAL EMPOWERMENT

Making the Grade Increasing Percentage of RNs with Baccalaureate or Higher Degrees in Nursing The 2011 Future of Nursing1 report presented by the Institute of Medicine (IOM) recommended increasing the percentage of Registered Nurses (RNs) with baccalaureate or higher degrees from 50% to 80% by 2020. A 2013 study in The Journal of Nursing Administration2 supported the IOM’s recommendation, concluding that hospitals with a higher percentage of RNs with baccalaureate or higher degrees have lower congestive heart failure mortality, decubitus ulcers, failure to rescue, and postoperative deep vein thrombosis or pulmonary embolism and shorter length of stay.

Setting the Goal Summa Health System was working on increasing the percentage of our nurses with a baccalaureate or higher degree in nursing for a number of years before the IOM’s recommendation was published. However, a 2015 Registered Nurse Ohio Workforce Data Summary Report added greater urgency by showing that the percentage of RNs with a baccalaureate or higher degree in nursing was at 48% and the percentage of RNs with a diploma and associate degree in nursing was 52%.

Providing Necessary Support To assist Summa Health’s nurses in achieving a BSN or higher degree in nursing, the organization offers an RNto-BSN Tuition Loan Program. This full-tuition scholarship program is primarily funded by the Women’s Board of Summa Health. While “tuition loan” is part of the program name, loans are forgiven for RNs who graduate with their BSN and continue to work for Summa Health System as an RN for the same amount of time they were in the tuition loan program.

After analyzing this workforce data and the then current Bachelor of Science in Nursing (BSN) or higher degree in nursing rate for the Summa Health System, Vice Presidents/Chief Nursing Officers Lorie Rhine, MSN, RN, NE-BC, and TJ DeAngelis, MBA, BSN, RN, NE-BC, defined specific goals of increasing Summa Health System’s rate of registered nurses with a BSN or higher degree in nursing.

Their ultimate goal was to continue to pursue the IOM goal of at least 80% by 2020.

In 2017, Christine Benson MSN, RN, NPD-BC, Director of Professional Practice and Magnet Program, changed the wait time for the RN-to-BSN Tuition Loan Program from one year to after a successful evaluation upon completion of probationary period, which is typically only 90 days.

Summa Health also began accepting applications twice a year – in March and June – instead of once a year.

Developing a Solid Strategy Summa Health System hires BSN or higher nursing degree-prepared nurses exclusively, with rare exceptions.

When nurses are hired without a BSN, they must sign an RN-to-BSN Contingency Contract to complete their BSN within three years of hire. While Summa Health System has required this contract since 2012, contingencies from 2012 through 2018 were only for two years. Many nurses struggled to complete their BSN within two years of hire due to working full time, so Summa Health System nursing leadership increased the contingency time to three years in 2018.

What’s more, the current Summa Health HR Educational Assistance Policy requires one year of service before eligibility for tuition reimbursement. However, there is an eligibility exception for those nurses who sign a contingency to get their BSN within three years. They only have to wait until they successfully complete their probationary period, which is usually 90 days.

In January 2019, Summa Health further revised the tuition reimbursement policy with increases in reimbursement amounts. Tuition reimbursement monies increased from $2,500/year to $4,500/year for full-time nurses and from $1,250/year to $2,250/year for part-time RNs pursuing a BSN.

Percentage of Registered Nurses with a BSN or Higher Degree in Nursing Summa Health System – Akron and St. Thomas Campuses (includes Green, Medina and Corporate Services Center) 100%

In 2017, information about the RN-to-BSN Tuition Loan Program and the HR Tuition Reimbursement was added to the RN Orientation Nursing Excellence presentation, so that newly hired registered nurses were made aware and given details of both programs on day two of employment.

80%

In addition to the tuition loan and tuition reimbursement programs mentioned above, Summa Health has initiated additional strategies to support nurses achieving a BSN or higher degree in nursing. They include:

20%

• Feedback from nurses and other employees indicated it was not an easy process to apply for educational assistance, so an informational online course and flyer have been created to help employees understand the process. A lean six sigma team also was established to evaluate the process and make it simpler and easier to get educational assistance.

• HR Employee Development staff and volunteers offer exam proctoring for online university exams.

• Nurse Managers allow for flexible scheduling to accommodate nurses’ schedules to allow flexibility to attend classes and/or clinical.

• Several universities offer Summa Health System employees at least 10% discount on tuition.

60% 40%

0%

4Q 2015

4Q 2019

Summa Health System – Barberton Campus and Wadsworth-Rittman Medical Center 100 80 78.64% 60

71.14%

40 20 0

Achieving a Successful Outcome By fourth quarter 2019, Summa Health had successfully met the IOM’s challenging recommendation of increasing the percentage of RNs with baccalaureate or higher degrees in nursing to 80% throughout our system.

80.83%

75.03%

4Q 2015

4Q 2019

Summa Health System – All Campuses 100% 80% 74.34%

80.52%

60% 40% 20% 0%

4Q 2015

4Q 2019

Sources: 1. IOM (Institute of Medicine). 2011. The Future of Nursing: Leading Change, Advancing Health. Washington, DC: The National Academies Press 2. Journal of Nursing Administration, “Baccalaureate Education in Nursing and Patient Outcomes,” Volume 43, Number 2, pp 89-94, Copyright 2013 12

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2019 Nursing Annual Report

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STRUCTURAL EMPOWERMENT

Transition to Practice Nurse Residency Program According to the National Council of State Boards of Nursing (NCSBN), newly licensed nurses are expected to care for sicker patients with multiple conditions in increasingly complex healthcare settings. Many new nurses experience increased stress three to six months after hire,1 with data reflecting increased stress levels as risk factors for patient safety and practice errors. Moreover, 35 to 60 percent of new nurses leave a position in their first year of practice,2 resulting in an estimated replacement cost of $46,000 to $64,000 or higher, per nurse.3 Transition programs with specialty content, however, have shown to improve error reduction, outcomes and turnover.4, 5 In support of the NCSBN and other related research, Summa Health System piloted a Nurse Residency Program in April 2018 at the Summa Health System – Barberton Campus. The success of the pilot secured the launch of the program system wide in 2019, requiring all newly hired RNs who are recent graduates or have less than one year of experience to participate.

Development and Design The Summa Health System Nurse Residency Program’s mission is to provide a foundation and supportive environment for new graduate nurses starting their careers with Summa Health. Its vision is to provide support to new graduate nurses while enhancing their transition to practice; allowing them to continue to grow as nurses at Summa Health.

“Being new to this profession can be very stressful. You simply don’t know what you don’t know,” says Dianna Dean, MSN, RN, Nurse Residency Coordinator. “Giving new grads a support system and people to reach out to benefits everyone.”

Focused on assimilating into the culture, practices, and values of the organization, Summa Health System nurse residents attend six monthly sessions with other RNs in their residency cohort and their cohort leader.

The program features presentations by specialists from Nursing, Human Resources, Employee Development, Quality, Wellness, the Leadership Institute and Safety departments. These presentations include: • Communication, Conflict Resolution and Functioning in an Interprofessional Team • Stress Management, Informatics and Nursing Professional Development • Care Delivery, Delegation and Managing Changing Patient Conditions

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• Patient- and Family-Centered Care and Ethics • Quality and Evidence-Based Practice • Safety – enABLE Yourself to Respond to Workplace Violence The objective of the Nursing Professional Development session, for example, is to teach nurse residents how to map their continued professional journey. They discuss the characteristics of the profession and the American Nurses Association Code of Ethics for Nurses, as well as Summa Health System’s nursing professional practice model (Care Beyond), an educational assistance program, and the Clinical Ladder Recognition Program. They also explore professional and educational advancement opportunities, such as professional nursing organizations, national nursing specialty certification, Summa Health Leadership Institute courses, development of a professional career plan and portfolio, and community involvement.

Practice-Based Learning Several of the Nurse Residency Program’s monthly sessions also include practice-based learning through case studies and hands-on exercises. These sessions are Communication, Informatics, Ethics, and Quality and Evidence-Based Practice. The Safety and Managing Changing Patient Conditions sessions include practicebased learning through simulation.

“The biggest benefit of this program, I feel, is the opportunity for our new nurses to share their experiences, both challenges and victories, with one another,” says Dean. “The nurse residents really learn a lot from just talking to each other, especially being from different floors and campuses. The Nurse Residency Program helps get them acclimated to their new profession and unite Summa Health as a whole.”

Quality Outcomes Nurse residents evaluate their unit preceptor at the end of their unit-based orientation. These evaluations are shared with Dean to identify potential preceptor coaching needs. Dean also solicits verbal feedback from the nurse residents at the end of each monthly session, as well as through a session evaluation in HealthStream, in order to make changes to upcoming sessions. (HealthStream is the Summa Health electronic learning management system.) Finally, a confidence survey is assigned to nurse residents during their first week of employment, as well as at three months, six months, and one year. A competency (knowledge) assessment also is assigned during their first week of employment, as well as at six months and one year.

Hired between October 2018 and March 2019, the program’s third cohort of nurse residents outperformed national benchmarks in competency and confidence assessments.

Summa Health Nurse Residency - Cohorts Cohort

Participant #

1

8

February–May 2018

April 2018

September 2018

2

13

June–September 2018

October 2018

January 2019

3

20

October 2018– March 2019

April 2019

September 2019

4

17

April–June 2019

July 2019

December 2019

5

42

July–September 2019

October 2019

February 2020

6

35

October– December 2019

January 2020

September 2020

The Nurse Residency Program’s third cohort – hired between October 2018 and March 2019 – started its first monthly session in April 2019. The cohort’s average scores for all three competency assessments and four confidence surveys outperformed the national benchmarks provided

by HealthStream.

What’s more, only two of the 19 nurse residents in the third cohort left within the first year of hire. Both left for RN positions in a specialty not offered by Summa Health System. The turnover rate for the third cohort was 10.5% – well below the rate initially reported within the NCSBN literature.

Residency Session Start

Residency Session End

*interrupted due to COVID-19

Overall Confidence Survey Results 2018

“The Nurse Residency Program offers an extra layer of support and mentorship that gives new grads more confidence,” says Dean. “And we want to do whatever we can to support the nurses who are taking care of our patients.”

Hire Months

2019

Benchmark

12 Weeks

6 Months

3.6 3.4 3.2 3.0

Sources: 1. Beecroft et al. (2007); Fink et al. (2008); NCSBN data presented at a national forum, entitled “Transition of New Nurses to Practice: A Regulatory Perspective,” in Chicago, February 22, 2007; Williams et al. (2007).

2. Advisory Board Company (2006); Beecroft et al. (2001); Keller et al. (2006); Pine & Tart (2007); Williams et al. (2007).

3. Halfer (2008); Joint Commission (2002); Krugman et al. (2006).

4. NCSBN data presented at a national forum, entitled “Transition of New Nurses to Practice: A Regulatory Perspective,” in Chicago, February 22, 2007.

5. Latham, C.L.; Hogan, M.; Ringl, K. (2008). Nurses Supporting Nurses: Creating a Mentoring Program for Staff Nurses to Improve the Workforce Environment. Nursing Administration Quarterly, 32(1), 27-39. DOI: 10.1097/01.

NAQ.0000305945.23569.2b

2.8 2.6 2.4 2.2 2.0

Hire

12 Months

Scale: 1 - Not Confident 4 - Very Confident

2019 Nursing Annual Report

15

STRUCTURAL EMPOWERMENT

Committed to Our Community Laundry Project Continues Cycle of Goodwill

March to $1 Million In 2019, Summa Health System became the first supporter of the American Heart Association Greater Akron Heart Walk to exceed $1 million of giving over the years, and was named one of the top 15 fundraising health systems in the country.

To make this great achievement possible, Summa Health System challenged itself early on to raise more than $120,000 for the 2019 Heart Walk, almost $100,000 more than the previous year.

“It was a pretty lofty goal,” recalls Brenda Kovacik, MSN, RN, CCRN-K, NE-BC, Vice President, Inpatient Nursing, “but heart issues are a huge cause of disease and death in our patients.

Nursing felt it was important to get behind the event and make a big push in raising funds for the American Heart Association.”

The Heart Walk is the American Heart Association’s premiere event for raising funds to save lives from this country’s No. 1 and No. 5 killers – heart disease and stroke. The non-competitive, three-mile walk is focused on funding groundbreaking research and lifesaving programs through the passion of walking together to change lives. Summa Health System was a proud sponsor of the 2019 event, and Dr. David Custodio, President, Summa Health System – Akron and St. Thomas Campuses, served as event chair.

Summa Health Laundry Project volunteers gather at the Laundry Time Laundromat in Akron.

Nurses Week 2019 kicked off with Summa Health System – Akron and St. Thomas Campuses helping 56 local families wash more than 500 loads of laundry. On Saturday, May 4, volunteers gathered at Laundry Time Laundromat at 970 North Main Street in Akron to not only provide clean laundry, but also perform blood pressure screenings, pulse oximetry checks and peak meter assessments and distribute smoking cessation options and information to residents of the neighborhood.

The Laundry Project is a movement by Current Initiatives, a not-for-profit organization committed to educating and mobilizing communities to assist lower-income families with meeting a basic need – washing clothes and linens – by turning laundromats into community centers of hope.

Volunteers arrange for sponsors to pay laundry fees, as well as assist with laundry services, entertain children and create a caring space at the laundromat.

The Summa Health Laundry Project was initiated and led

by Ryan Szilagyi, BSN, RN, CCRN, Nurse Practice Council Chair, Heart and Lung Unit. Szilagyi, who has had a longstanding affiliation with the Current Initiatives group, first

16

Summa Health

presented the project to the Summa Health System – Akron and St. Thomas Campuses’ Nurse Practice Council (NPC) at its March 19, 2019, meeting. Vice President/Chief Nursing Officer Lorie Rhine, MSN, RN, NE-BC, offered her full support and helped him secure a $1,000 sponsorship fee from the Summa Health Community Reinvestment Board (CRIB) to support this community healthcare initiative.

Summa Health Laundry Project volunteers included Szilagyi and Rhine, as well as Brenda Kovacik, MSN, RN, CCRN-K, NE-BC, Vice President Inpatient Nursing; Trish Enos, MHL, BS, BSN, RN, CPHQ, System Director Performance Improvement and Quality Assurance; Alicia Oblak, BSN, RN, Same Day Surgery; Karen Muntean, BSN, RN, 5-North; Linda Kremer, RN, T2 ICU; Christine Benson, MSN, RN, NPD-BC, Director of Professional Practice and Magnet Program, Nursing Administration; Jamie Lyman, BSN, RN, CCRN, Heart and Lung Unit; Cherie Brown, Respiratory Therapist, Respiratory Therapy; Eugene Tan, Respiratory Therapist, Respiratory Therapy; and Robert DeJournett, former System Director, Community Benefit.

Akron Campus nurses attend the Party on the Patio fundraising event: (left to right) Kyle Anderson, MSN, RN, CCRN, NE-BC; Bassey Ijoma, MSN, RN; and Susan Clark, MBA, BSN, RN, NEA-BC, FABC.

In the months prior to the event, Summa Health nursing led a variety of fundraising activities, including a Heart Walk t-shirt design contest; a Party on Patio event; the Applebee’s Dining to Donate program; basket raffles; raffles for a week stay at a condo, parking and Indians tickets; a euchre tournament; a Krispy Kreme Donuts fundraiser; and the sale of raffle tickets and diamond balls at an Akron RubberDucks Game.

“Everyone’s lives have been touched by heart disease,” says Tiffany Dillon, MSN, RN, CMSRN, NE-BC, Barberton Campus Heart Walk Coordinator, “and you could really tell how passionate nursing was by the number of people contributing and signing up to participate in the event.”

Party on the Patio was the leading Akron Campus fundraiser. “The event was held during the lunch hour and got inter-departmental participation,” shares Stacie Swarner, Akron Campus Heart Walk Coordinator. “Our physicians and leadership took part in fundraising activities like the pie-in-the face booth and a dunk tank, and the units created raffle baskets. Not only did we raise a lot of money, we also had a really good time. “ Early on Saturday, September 7, a record-breaking group of 784 Summa Health System employees and their family, friends, neighbors, business associates and community partners gathered at Lock 3 in downtown Akron for the 2019 Greater Akron Heart Walk. Designed to promote physical activity and heart-healthy living, the annual event was filled with fun family entertainment, such as music, healthy snacks, a kid’s zone with children’s activities, survivor activities, heart-health information, and much more.

According to Michael Long of the American Heart Association, Summa Health was represented by 82 teams and raised a total of $127,484 for the 2019 event – $7,000 more than its “lofty” goal.

“The 2019 Greater Akron Heart Walk was a great team-building opportunity for us,” shares Kovacik. “It really brought us together for a great cause. We got out of it just as much as we gave.”

Summa Health System had 784 walkers at the 2019 event – its biggest turnout in recent years.

2019 Nursing Annual Report

17

EXEMPLARY PROFESSIONAL PRACTICE

Wound Care Center of Distinction Demonstrating a Superior Commitment to Excellence In March 2019, the Wound Care Center on the Summa Health System – St. Thomas Campus was recognized as a 2018 Healogics Center of Distinction for outstanding clinical and operational results. To be eligible for this honor, the Wound Care Center had to excel in the following key performance indicators.

2018 Center of Distinction Common Origination and Disbursement (COD) Center of Distinction Key Performance Indicators

Summa Health System – St. Thomas Campus Data

Patient Satisfaction

≥ 92%

93%

Healing Rate

≥ 92%

95%

Outlier Rate

≤ 16%

5%

Median Days to Heal

≤ 28

23

According to Healogics, Summa Health’s 2018 indicators determined that the St. Thomas Wound Care Center demonstrated a superior commitment to excellence for patients and hospital partners. “Patient satisfaction is something that we’re continually striving to improve on,” says Jessica Messino, BSN, RN, Wound Care Clinical Coordinator. “Seeing that we’re able to meet and exceed the Healogics criteria shows our staff that we are doing everything we can for our patients.”

Summa Health System – St. Thomas Wound Care and Hyperbaric Medicine Center team.

Summa Health System Wound Care and Hyperbaric Medicine Centers, located on St. Thomas and Barberton Campuses, offer highly specialized wound care to patients suffering from diabetic ulcers, pressure ulcers, infections and other chronic wounds that have not healed in a reasonable amount of time. Leading-edge treatments include negative pressure wound therapy, total contact casting, bio-engineered tissues, biosynthetic dressings and growth factor therapies. The Centers also offer hyperbaric oxygen therapy, which involves surrounding the patient with 100 percent oxygen to help progress the healing of the wound.

Both the St. Thomas and Barberton Centers are members of the Healogics® network of more than 600 Wound Care

18

Summa Health

Centers, which provides access to benchmarking data and has proven experience treating approximately 2.5 million chronic wounds. While Healogics is the contracted management, Summa Health System Wound Care Centers are staffed by Summa Health nurses and support staff.

Jennifer Reusch, MBA-HM, BSN, RN, Wound Care Center Program Director, explains that the Summa Health System wound care program is a collaboration between the case nurse and the physician – they see patients together. “We rely on a physician-driven plan of care to heal the wound, yet it’s our nurses who drive the high quality of care. They keep track of everything the patient needs, from supplies to nutrition, transportation and community essentials. The nurse is the heart of the process.”

In 2018, in particular, the St. Thomas Wound Care Center staff focused on increasing patient satisfaction. “We made a concerted effort to talk with our patients about the importance of completing patient satisfaction surveys,” says Messino. “We explained that their feedback was essential in continuing to improve the care they receive.” Through the patient surveys, the Wound Care Center learned of areas with deficiencies, such as wait times and communication, and were able to improve them.

The St. Thomas Wound Care Center celebrated its achievement at a special luncheon in 2019, attended by Dr. David Custodio, President, Summa Health System – Akron and St. Thomas Campuses, and Vice President/Chief Nursing Officer Lorie Rhine, MSN, RN, NE-BC. The two leaders recognized the contributions of the interprofessional team for their work in becoming a Center of Distinction and ultimately influencing the clinical care of their patients.

“I always say that Summa Health System Wound Care Centers are the best in Northeast Ohio,” says Reusch. “And this award proves it. We know what we’re doing to heal to wounds.”

In 2020, Summa Health Barberton Wound Care Center joined St. Thomas as a 2019 Healogics Center of Distinction Award winner. What’s more, they both were named to the prestigious 2019 Healogics President’s Circle. This top honor is reserved for the 32 out of 632 eligible Centers that have achieved or exceeded outstanding clinical and operational results in 2019.

“The Healogics Center of Distinction award is something we hope to win year after year. It increases our drive to be the best.”

Jennifer Reusch, MBA-HM, BSN, RN, Wound Care Center Program Director

2019 Nursing Annual Report

19

NEW KNOWLEDGE, INNOVATIONS AND IMPROVEMENTS

Addiction is an Emergency First Step Program Update Substance abuse disorders continue to pose a significant and increasing health problem in the United States. In 2017, the Centers for Disease Control and Prevention reported that Ohio placed second in the nation, with the rate of unintentional drug overdoses at 4,854 people. Summit County ranked sixth out of the 88 counties in the state with 239 overdose deaths.

While the need for treatment was and is apparent, patients seeking it are often met with delays in excess of up to 10 days, facilities with restricted hours of operation and a complex, fragmented network of addiction treatment services that are difficult to navigate. Frustrated patients often find themselves continuing to use in order to avoid withdrawal, so the risk of unintentional overdose continues.

As reported in the 2018 Summa Health Nursing Annual Report, Jaimie McKinnon, MBA, BSN, RN, NE-BC, Vice President, Behavioral Health Services, proposed the concept of initiating medication-assisted treatment (MAT) for opioid use disorder patients in the Emergency Department (ED) setting, rather than traditional officebased opioid treatment services. Through funding support from Ohio Department of Mental Health and Addiction Services and United Way Summit County, the Summa Health System – Barberton Campus ED started providing MAT and addiction care coordination (ACC) through a program called First Step in June 2018.

Barberton Campus First Step Program Driven by registered nurses (RNs) trained in addiction medicine, the goal of the First Step program is to reduce the number of opioid overdoses and deaths by providing immediate access to treatment, care coordination, and wrap-around services. RN Addiction Care Coordinators are in the ED 12 hours a day, seven days a week to provide patients with assistance in navigating the network of treatment options, as well as supply the patient with the “next step” on their recovery journey before they leave the ED.

20

Summa Health

RN Addiction Care Coordinators have become essential to the program’s success as they are trained to provide an accurate assessment of the presence and severity of opioid withdrawal and withdrawal potential, safe medication interventions and navigation to the immediate follow-up that best fits the patient’s needs. They also assess the patient’s psychosocial needs and intervene to eliminate all barriers.

One-Year Program Evaluation A 12-month evaluation of the First Step program provides proof that treating addiction in the emergency department setting is an effective model of care for reducing deaths related to opioid overdoses.

The identification of patients with substance use disorder (SUD) and opioid use disorder (OUD) and the number of SUD and OUD patients presenting to the ED seeking help continues to trend upward. Show rates to initial MAT provider appointments are consistently above the national average, affirming that patients have been given proper access to treatment as they leave the emergency department. The most frequent barrier is transportation, which is provided via LYFT to get patients to and from their addiction treatment appointments. Patients also are connected with a peer recovery coach for additional support and protection from relapse. A recovery coach is able to provide real-life ways to combat triggers resulting in relapse. This holistic approach to addiction sets a patient on a path to recovery from the first step.

The Barberton Campus First Step Program has proven successful with positive trends in: • Identification of patients • Treatment provided in the ED • Referral of patients with addictions to the correct level of care prior to ED discharge In fact, patients assessed by a RN Addiction Care Coordinator have a show rate for follow-up appointments that is 25-45% greater than the national average, and the overdose rate in Summit County positively correlates with these findings. Since the First Step program was implemented, the rate of overdose was nearly cut in half.

Follow-up MAT Appointment

No Show, 34, 24%

Show, 128, 79%

Our follow-up show rates are outstanding.

National average attendance rates for initial appointments in substance abuse facilities range from 33% to 52% (Festinger et al.

1996, Festinger et al. 2002, Blow et al. 2010)

2019 Nursing Annual Report

21

Expansion to the Akron Campus By providing 24/7 access to treatment, care coordination, barrier removal, and peer recovery, the First Step program located within the Barberton Campus ED has proved to be an ideal setting to provide addiction treatment and reduce deaths by overdose. To continue the positive impact to the populations of Summit and surrounding counties, Summa Health has expanded the First Step program to the Summa Health System – Akron Campus ED. Launched on September 16, 2019, this second First Step program is again helping Summa Health to lead as an organization in the specialty of addiction medicine.

Summa Health System – Akron Campus 2019 Overall Show Rate = 75%

Inductions

Show

60

No-show

56

50 42 40

Summa Health System – Akron Campus ED Volumes Evals

Inductions

SUD

OUD

30 27

300 259

20

14

Patient Encounters

250 215

10

200

195

0

150

123

116

133

16

11

11

12 2

0 Oct-19 100%

14

Nov-19 60%

Dec-19 80%

Total 75%

86

100

11

27 11

4

Sept-19*

78

74

32

50 0

4 3 1 Sep-19 75%

11

Oct-19

Nov-19

43

14

Dec-19

RN Addiction Care Coordinator (ACC) identification and evaluation rates have dramatically improved.

RN ACC Evaluations 300 259 250 215 200 150

195

133

123 116

86

100 50 11 0

Sept-19 8%

Oct-19 33%

Nov-19 57%

Dec-19 59%

Light blue = Total number of patients who presented to the Akron Campus ED with a substance use disorder diagnostic code.

Dark blue = Number of blue patients who were seen by an RN ACC. Red = Percentage of patients seen by an RN ACC out of the total number of patients who presented to the Akron Campus ED with a substance use disorder diagnostic code (known as Capture Rate).

22

Summa Health

2019 Nursing Annual Report

23

Awards, Honors and Achievements Sigma Theta Tau International, Delta Omega Chapter Recognition for Excellence

Presentations Oral Presentations: 4 Regional, 4 State and 1 National Poster Presentations: 2 Regional, 3 State, 12 National and 1 International

March of Dimes Ohio Nurses of the Year

Heidi Eve-Cahoon – Excellence in Utilization of Nursing Research Lou Ann Vaughan – Excellence in Nursing Practice Debra Horning – Excellence in Nursing Education

Shauna Anderson – General Medical/Surgical Category Michelle Bender – Ambulatory Care Category Barb Saylor – Oncology Category

KSU Barbara Donaho Distinguished Leadership in Learning Award

Sigma Theta Tau International, Delta Omega Chapter Award for Excellence in Nursing Practice

Alex Botsch – Akron Campus Melissa Moseley – Akron Campus David McNair – St. Thomas Campus Laura Gibson – Akron Campus

Cameos of Caring Julie Davis Kelly McNeil-Boarman Heather Montgomery

Joetta Somerville – Barberton Campus Cassie Hoopes – Akron Campus

Amy Dawson, Wolters Kluwer, Lippincott Procedures

Delta Omega Chapter, Sigma Theta Tau International. Benson, C (Nursing Administration) and Brunt, B (Summa Health Retiree & Volunteer). $2,500 Identifying Factors Associated with Horizontal Violence Among Registered Nurses. 2018 – 2019.

Publications

Allen, K, Hazelett, S (Senior Health), Martin, M, & Jensen, C (2020). An Innovation Center Model to Transform Health Systems to Improve Care of Older Adults. Journal of the American Geriatrics Society, 68(1), 15–22. https://doi. org/10.1111/jgs.16235 Drost, J, Blower, S, Hazelett, S (Senior Health), & Kropp, D (2019). Chaplain Role on Health Care Interprofessional Teams.

Journal of the American Geriatrics Society, 67, S74–S74.

Doyle, J (Women’s Health), Bagnoli, D, Kenny, T (Women’s Health), McCarroll, M L, Hamrich, L, & von Gruenigen, V (2019). Birth outcomes and usability of Relaxbirth (R) for upright positioning intrapartum: A retrospective case control study. Journal of Gynecology Obstetrics and Human Reproduction, 48(4), 275–282. https://doi.org/10.1016/j. jogoh.2018.10.019 Doyle, J, Kenny, T (Women’s Health), Gothard, M D, Seagraves, E, McCarroll, M, & Silber, A (2019). A Standardized Oxytocin Administration Protocol After Delivery to Reduce the Treatment of Postpartum Hemorrhage. Joint Commission Journal on Quality and Patient Safety, 45(2), 131–143. https://doi.org/10.1016/j.jcjq.2018.05.007

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Summa Health

Davis, J and Doyle, J (Women’s Health). “Simulation Based Training to Prepare for Postpartum Hemorrhage and Other Emergencies”. Invited by Ohio Hospital Association. January 21, 2020, Webinar.

Doyle, J (Women’s Health). “Preparing Obstetric Divisions for the COVID patient.” Invited by the Ohio Perinatal Quality Collaborative (OPQC) to speak to Ohio and National Forum.

April 10, 2020, Webex.

Content Editors

Grants

Ahmed, R A, Botsch, A (Critical Care APRN), Ballas, D, Benner, A, Hammond, J, Schnick, T (Critical Care APRN), Khobrani, A, George, R, & Polansky, M. (2019). Advanced Practice Provider Critical Care Boot Camp: A SimulationBased Curriculum. Journal of Medical Education and Curricular Development, 6, UNSP.

Invited Speakers

Hazelett, S (Senior Health), Gareri, M, Kropp, D, Kridler, C (Senior Health), Sanders, M, Kidd, L, Patton, R, Brown, D K, Drost, J, & Morgan, A (2019). Educational Needs in a Homeless/Low Income Geriatric Population. Journal of the American Geriatrics Society, 67, S239–S240.

Inzetta, S (Breast Center) and Lynch, M – Abstract publication on-line issue of Oncology Nursing Forum: Will a six-week ZEN Connection Program impact integrative holistic care for breast cancer survivors. March 2019, Vol. 46, (2).

Inzetta, S (Breast Center). It’s All in a Name! Journal of Oncology Navigation & Survivorship. September 10, 2019. http://www.jons-online.com/web-exclusives/2531-it-s-allin-a-name Reuter, Q, Smith, G, McKinnon, J (Behavioral Health), Varley, J, Jouriles, N, & Seaberg, D (2019). Successful MedicationAssisted Treatment Program at a Community Emergency Department. Annals of Emergency Medicine, 74(4), S89– S89. https://doi.org/10.1016/j.annemergmed.2019.08.393 Wells, V (Surgical Services). (2019). Contributor Chapter 4 - Environmental Safety Chapter Contributor SGNA Core Curriculum: Society of Gastroenterology Nurses and Associates.

Wells, V (Surgical Services). (2019). Contributor to Chapter 14. (14A) - General Inhalation Agents and (14B) - Muscle Relaxants. A Competency-Based Orientation Program for the Registered Nurse in the Perianesthesia Setting 2019 Edition: American Society of PeriAnesthesia Nurses.

Kylene Mesaros, Wolters Kluwer, Lippincott Procedures

Nursing Professional Development 64 Registered Nurses achieved initial national nursing certification

Recertification

Tara Alexander CCRN Miranda Ayers CCRN Courtney Baker CCRN James Bardin CCRN McKenzie Bear CCRN Holly Chwastowski CCRN Loretta Dedinsky CCRN Mariah Gergosky CCRN Molly George CCRN

Melissa Garrett-Smith RNBC MedSurg

Terry Stewart RN-BC Psychiatric-Mental Health

Congratulations to the 42 nurses that recertified in their nursing specialty during 2019!

Cassandra Hoopes RN-BC MedSurg

Christine Welling RN-BC Psychiatric-Mental Health

Doctorate of Nursing Practice 2019

Dominique James RN-BC MedSurg

Amanda Adorni SCRN

Noelle Bothe

Jennifer Joiner RN-BC MedSurg

Candis Booth SCRN

Jason Mlynar RN-BC MedSurg

Tiffany Collins SCRN

Jessica Bachmann SCRN Valarie Bosz SCRN

Marcia O’Donnell RN-BC MedSurg

William Deeken SCRN

Katelyn Lockhart CCRN

Hanna Shaw RN-BC MedSurg

Rebecca Gezzar SCRN

Heather Montgomery CCRN

Tedriene Small RN-BC MedSurg

Krystal Kovach SCRN

Kristin Palocko CCRN Caleb Steidl CCRN

Cory Tepus RN-BC Med Surg

Danielle Sumrall CCRN

Liz MaDan CMSRN

Michelle Tuck SCRN

Michelle Tuck CCRN

Melva Spragling CMSRN

Fallon Vance SCRN

Miranda Ziegler CCRN

Camille Davis RN-BC Psychiatric-Mental Health

Patricia Watson SCRN

James Frenchak RN-BC Psychiatric-Mental Health

Abigale Wright SCRN

Rebecca Hopkins RN-BC Psychiatric-Mental Health

Bambi Bowser OCN

Clate Hendricks CCRN Krystal Kovach CCRN

James Barkasi RN-BC MedSurg Shannon Bauch RN-BC MedSurg Amanda Booth RN-BC MedSurg Autumn Epps RN-BC MedSurg Jennifer Foster RN-BC MedSurg

Cara Luzader RN-BC Psychiatric-Mental Health Diane McCutcheon RN-BC Psychiatric-Mental Health

Monica Dever SCRN Michelle Greenleaf SCRN Julie Petrovich SCRN Cindy Towne SCRN

Emma Wilkinson SCRN Vanessa Zanders SCRN Ann Fox OCN Rachel Eaton CNOR Shari Rechtorik CCM

Master of Science in Nursing 2019 Dawn Troup Julie Angel Ashley Burgess Jessica Swartz

Bachelor of Science in Nursing 2019 Shana Alton Brittany Bollinger Mandy Deem Jenna Dlugos Marissa Duff

Natasha Gerber Diane Greer Katie Sedon Samantha Taylor Kristen Whitlock

Clinical Ladder Recognition Program Akron & St. Thomas Campuses: 14 nurses achieved Clinical Nurse I 6 nurses achieved Clinical Nurse II 5 nurses achieved Clinical Nurse III Barberton Campus & Wadsworth-Rittman Medical Center: 21 nurses achieved Clinical Nurse I 1 nurse achieved Clinical Nurse II

Kirstin Call AGACNP-BC

2019 Nursing Annual Report

25

Shauna Anderson

Michelle Bender

Christine Benson

Barb Brunt

Gina Dain

Kelly McNeil-Boarman

Kylene Mesaros

Heather Montgomery

Melissa Moseley

Debbie Pasini

Jocelyn Davis

Julie Davis

Amy Dawson

Jennifer Doyle

Patricia Enos

Carol Powell

Lori Ramnytz

Barb Saylor

Tim Schnick

Barbara Shull

Not pictured: Kayla Akin Alicia Belock Alex Botsch David McNair Heidi Eve-Cahoon

Eileen Fleming

Karen Frantz DeSeptis

Jennifer Fricke

Laura Gibson

Susan Hazelett

Cassandra Hoopes

Debra Horning

Beth Inman

Sharon Inzetta

Caryl Karalic

Tiffany Kenny

Carol Kridler

Jaimie McKinnon

Lindsay McKinnon

26

Summa Health

Joetta Somerville

Lou Ann Vaughan

Vickie Wells

2019 Nursing Annual Report

27

For more information and to see current job opportunities, visit summahealth.org/nursing.

NUR-20-51329/CS/KG/11-20