The LDP Toolkit supports state association affiliates and ASHA’s related professional organizations in offering leadership development to help grow their members’ skills. The Toolkit provides instructions to develop and implement an LDP utilizing ASHA’s Leadership Academy webinars as the primary content for the program. All webinars in ASHA’s Leadership Academy are free to register and view to minimize the financial impact to an association’s budget. The Toolkit provides step-by-step instructions including forms, templates, timelines, and suggested meeting agendas for associations to use as much or as little of the information to fit their organization’s needs.
Leadership Development Program (LDP) Toolkit
[This is an excerpt.] The American Nurses Credentialing Center (ANCC) is pleased to present the next generation model for its esteemed Magnet Recognition Program®. This new model is designed to provide a framework for nursing practice and research in the future, as well as serving as a roadmap for organizations seeking to achieve Magnet recognition. ANCC commissioned a statistical analysis of Magnet appraisal team scores from evaluations conducted using the 2005 Magnet Recognition Program Application Manual. This analysis clustered the sources of evidence into more than 30 groups. These groups of sources of evidence yielded an empirical model for the Magnet Recognition Program. To provide greater clarity and direction, as well as eliminate redundancy within the Forces of Magnetism, the new model configures the 14 Forces of Magnetism into 5 Model Components. The new, simpler model reflects a greater focus on measuring outcomes and allows for more streamlined documentation, while retaining the 14 Forces as foundational to the program. The Commission on Magnet created a new vision to communicate the importance of Magnet organizations in shaping future changes that are essential to the continued development of the nursing profession and to quality outcomes in patient care. [To read more, click View Resource.]
This resource is found in our Actionable Strategies for Professional Associations: Spotlights: Professional Associations Relational Strategies (Commitment & Governance).
Magnet Model - Creating a Magnet Culture
[This is an excerpt.] The Medicaid-to-Medicare fee index measures each state's physician fees relative to Medicare fees in each state. The Medicaid data are based on surveys sent by the Urban Institute to the forty-nine states and the District of Columbia that have a fee-for-service (FFS) component in their Medicaid programs (only Tennessee does not). These fees represent only those payments made under FFS Medicaid. The Medicare-to-Medicaid fee index is a computed ratio of the Medicaid fee for each service in each state to the Medicare fee for the same services. Comparable Medicare fees are calculated using relative value units, geographic adjusters, and conversion factor. Separate primary care indices were calculated for physicians eligible for the primary care fee bump and those ineligibe for the fee bump. Click here for a discussion of the methodology. [To read more, click View Resource.]
This resource is found in our Actionable Strategies for Government: Optimizing Workload & Workflows (Support & Ensure Safe Staffing).
Medicaid-to-Medicare Fee Index
[This is an excerpt.] Practicing medicine in today’s changing environment presents its own unique difficulties. We are all aware of the increased scrutiny from the government, mounting regulations on reimbursements, Meaningful Use requirements, MACRA, and a variety of other factors influencing the way we practice medicine. In many cases, we have been forced to turn our attention away from quality patient care just to keep up with the demands of paperwork, documentation, and record-keeping. [To read more, click View Resource.]
Medical Scribe ROI Calculator
[This is an excerpt.] The following resources are mostly free, confidential, and available to health care providers. Many are also available to the general public. [To read more, click View Resource.]
This resource is found in our Actionable Strategies for Government: Ensuring Workers' Physical and Mental Health (Support Workers' and Learners' Mental Health & Well-Being).
Mental Health Resources for Health Care Workers Experiencing Stress, Anxiety and Trauma
The time is now to focus on workplace mental health with a growing number of people experiencing mental health conditions. Our nation has experienced a trifecta of a global pandemic, high racial and political tensions, and economic uncertainty. More and more people expect their employers to address mental health and well-being.
Employers are uniquely positioned to positively impact employee mental health and well-being, which is the right thing to do and improves productivity and performance, attracts and retains top performers, lowers overall health care costs, and creates a safe and inclusive work culture.
Leadership is key as leaders create the culture within organizations. With that overriding principle, this guide covers three essential areas in planning a workplace mental health initiative and other keys to success: Complete with a checklist for planning your workplace mental health initiative.
This resource is found in our Actionable Strategies for Health Organizations: Ensuring Physical & Mental Health (Mental Health) AND Actionable Strategies for Professional Associations: Spotlights: Professional Associations Operational Strategies (Ensuring Physical & Mental Health).
Mental Health Works Guide: A Comprehensive Guide for Planning a Workplace Mental Health Initiative
This tool allows you to obtain a customized list of measures to assist in your evaluation of efforts to enhance and expand a diverse, culturally sensitive, and prepared health and scientific workforce.
This resource is found in our Actionable Strategies for Health Organizations: Promoting Diversity, Equity, & Inclusion.
Metrics Generator
The NIOSH WellBQ measures "worker" well-being as a holistic construct rather than simply "workplace" or "work-related" well-being. The questionnaire intends to help researchers, employers, workers, practitioners, and policymakers. It will help users understand workers' well-being and target interventions to improve worker well-being, among other applications.
This resource is found in our Actionable Strategies for Health Organizations: Ensuring Physical & Mental Health (Occupational Safety).
NIOSH Worker Well-Being Questionnaire (WellBQ)
Funded by the Health Resources and Services Administration (HRSA) as the organization responsible for The National Training and Technical Assistance Partnership (NTTAP) on Clinical Workforce Development, Community Health Center, Inc. (CHC) and its Weitzman Institute under Moses/Weitzman Health System, Inc. provides a model of free technical and training assistance to Federally Qualified Health Centers (FQHCs) across the United States.
This free training and technical assistance is data driven, cutting edge and focused on quality and operational improvement to support health centers and look-alikes. CHC and its Weitzman Institute specialize in providing education and training to interested health centers in Transforming Teams and Training the Next Generation through:
- National Webinars
- Activity Sessions for groups of health centers in which CHC will provide guidance and consulting on specific topics related to FQHCs’ objectives. For more information on registering for upcoming webinars and activity sessions, click here to contact Bianca Flowers.
- Learning Collaboratives with intensive coaching designed to efficiently move participating FQHC’s from planning to implementation of replicable models. For more information on NTTAP learning collaboratives, click here to contact Meaghan Angers.
- NTTAP Learning Collaborative Common Application Now Available! We are excited to announce our Common Application for all NTTAP 2023-2024 Learning Collaboratives is now open! Click here to learn more.
This resource is found in our Actionable Strategies for Health Organizations: Improving Workload & Workflows (Safe & Appropriate Staffing).
National Training and Technical Assistance Partnership
In alignment with AONL's strategic initiatives, the AONL Workforce Committee and subcommittees identified best practices and innovations to help strategize and manage the complexities of the nursing workforce. The goal of the AONL Workforce Compendium is to bring these best practices and innovations together to be shared widely, to support and empower nurse leaders in attaining, retaining, and sustaining environments where nurses want to work and feel like they belong. Information in this compendium will be updated periodically as information becomes available.
This resource is found in our Actionable Strategies for Health Organizations: Improving Workload & Workflows (Safe & Appropriate Staffing) AND Meaningful Rewards& Recognition (Meaningful Recognition)
Nursing Leadership Workforce Compendium
[This is an excerpt.] 1 in 4 nurses are abused in the workplace. Overall, the likelihood of health care workers being exposed to violence is higher than prison guards or police officers. Workplace violence in healthcare settings can be prevented, with collaborative approaches. However,few health care employers have engaged nurses and other staff to establish effective plans to prevent workplace violence, putting nurses and others at risk on a daily basis.The American Nurses Association (ANA) believes that public policy must therefore play a role to encourage employers to make meaningful commitments to prevent workplace violence. [To read more, click View Resource.]
This resource is found in our Actionable Strategies for Government: Ensuring Workers' Physical and Mental Health (Strengthen Occupational Safety and Health Policies) AND Actionable Strategies for Professional Associations: Spotlights: Professional Associations Operational Strategies (Ensuring Physical & Mental Health).
OSHA Standards Needed to Prevent Workplace Violence
This e-tool is intended for use by people in charge of occupational health and safety for health workers at the national, subnational and facility levels and for health workers who want to know what WHO and ILO recommend for the protection of their health and safety.
This resource is found in our Actionable Strategies for Health Organizations: Ensuring Physical & Mental Health (Occupational Safety).
Occupational Hazards in the Health Sector
[This is an excerpt.] Learn about the OVC awards and resources to improve virtual care. [To read more, click View Resource.]
Optimizing Virtual Care (OVC)
PACT is a team-based model of care in which a team of health professionals, led by a provider, works collaboratively with the patient to provide for all of the patient's healthcare needs—or appropriately coordinates care with other qualified professionals. Issues being studied include methods of improving care coordination, how to automate point-of-care delivery, and point-of-care health literacy dissemination.
This resource is found in our Actionable Strategies for Health Organizations: Improving Workload & Workflows (Optimizing Teams).
Patient-Aligned Care Teams (PACT)
For facilities that are new to prevention of violence in healthcare - and even for those who are more experienced - it can sometimes be difficult to establish an effective; process that positively impacts their staff and facility. This online Prevention of Violence in Healthcare toolkit is designed to be a resource for any facility that would like to establish a violence prevention program or improve their current program. It contains sample policies and procedures, articles, staff education tools and other documents that facilities can use to educate their staff and their leaders about this process. You are welcome to make use of anything in this toolkit, or to adapt it for your own purposes. Where appropriate, please cite the organization that is the source of the tool. This toolkit will evolve and change over time, as we become aware of new tools and resources that may be helpful.
This resource is found in our Actionable Strategies for Health Organizations: Ensuring Physical & Mental Health (Workplace Violence Prevention).
Prevention of Violence in Health Care Toolkit
[This is an excerpt.] Project ECHO® on Racism in Nursing is being conducted as part of the ongoing work of the National Commission to Address Racism in Nursing, a multi-organizational collaborative of leading nursing organizations to examine the issue of racism within nursing nationwide and the impact on nurses, patients, communities, and healthcare systems to motivate all nurses to confront systemic racism. Through ECHO®, the National Commission is offering this free tele-mentoring program that connects nurses with Diversity, Equity, and Inclusion (DEI) experts using brief lectures and case-based learning, and discussion. The National Commission’s Project ECHO® on Racism in Nursing serves as a forum for nurses to increase their knowledge about how racism “shows up” in the profession and in healthcare and improves the skills needed to confront systemic racism and empowers nurses to become allies. [To read more, click View Resource.]
This resource is found in our Actionable Strategies for Professional Associations: Spotlights: Professional Associations Relational Strategies (Improving Diversity, Equity, & Inclusion).
Project ECHO on Racism in Nursing
[This is an excerpt.] The proposed California Senate Bill No. 525 (SB 525) would establish a new $25 per hour minimum wage for health care employees working at various medical facilities in the state to replace the existing state minimum wage of $15.50 per hour for these workers. A $25 health care minimum wage would lead to a significant boost in the earnings for low-wage health care workers and their families.The COVID-19 pandemic significantly impacted the health care sector in California. The mental and physical toll of the pandemic resulted in high turnover rates, exacerbating existing retention and recruitment challenges in the industry. The low wages paid to health care support workers, direct care workers, and health care service workers in California means they struggle to meet their basic needs; these low wages also significantly contribute to the difficulty in maintaining adequate health care staffing across the state. Staffing shortages impact patient care, leading to increased wait times, longer hospital stays, and inadequate treatment of chronic illnesses. The proposed policy would result in significant benefits to workers and their families. We estimate that over 469,000 workers would be affected by the wage increase, including over 50,000 workers who currently earn slightly above $25 an hour but would receive a pay increase to maintain their pay premium. Affected workers would receive an average wage increase of over $5.74 per hour, or about a 30% increase in pay. The proposed pay increase would disproportionately benefit workers of color, who represent 70% of affected workers; and women, who make up three out of four affected workers. The majority of affected workers are the primary income providers in their households. Close to half have children. The higher wages collectively represent 1.3% of personal health spending in the state. While there is large variation across types of facilities, the wage increases would raise operating costs by about 3%. These estimated impacts on health expenditures do not consider additional savings from higher productivity of health care workers. There is ample research linking higher pay, reductions in worker turnover, and improved staffing levels to better quality of care for consumers. Increasing pay to health care workers can be expected to improve patient outcomes, including shorter hospital stays and lower mortality rates. Therefore, as this report shows, the proposed minimum wage has the potential to substantially improve conditions for low-wage health care workers that provide essential services to the state; to ameliorate staffing shortages in the industry; and to improve quality of care. [To read more, click View Resource.]
This resource is found in our Actionable Strategies for Government: Fair and Meaningful Reward & Recognition (Strengthen Worker Compensation and Benefits).
Proposed Health Care Minimum Wage Increase: What It Would Mean for Workers, Patients, and Industry
[This is an excerpt.] Nurses are at high risk for assaults and violence in the workplace due to their close proximity to patients. According to a Press Ganey Survey Report (2021), 2 nurses per hour are assaulted in the acute care setting. [To read more, click View Resource.]
This resource is found in our Actionable Strategies for Health Organizations: Ensuring Physical & Mental Health (Workplace Violence Prevention).
Protect Yourselves, Protect Your Patients
Time pressure, lack of control over work tasks, long working hours, shift work, lack of support and moral injury are important risk factors for occupational stress, burnout and fatigue among health workers.
This resource is found in our Actionable Strategies for Health Organizations: Ensuring Physical & Mental Health (Mental Health).
Psycho-Social Risks and Mental Health
This resource is found in our Actionable Strategies for Health Organizations: Ensuring Physical & Mental Health (Mental Health) AND Strategies for Government: Ensuring Workers' Physical and Mental Health (Strengthen Occupational Safety and Health Policies) AND Ensuring Workers' Physical and Mental Health (Strengthen Occupational Safety and Health Policies).
