The 2018 Nursing Leadership Retreat has Northwell Health “Reaching for the Stars!”
Under the leadership of health system Senior Vice President (SVP) and Chief Nurse Executive Maureen White, RN MBA, FNAP, FAAN, over 235 chief nursing officers, directors of patient care services and nursing education, advanced practice nurse leaders and high performing frontline staff convened to take a deep dive into the CMS Star ratings program and nursings key role in the organizations success. Every health system hospital and skilled nursing facility was in attendance along with home care, hospice, health solutions and ambulatory services. Over the course of the two day event this dynamic group engaged with system leaders to develop the plan that will continue to drive Northwell Health as a leader in healthcare. In the process, attendees were ‘Dancing for the Stars’ which was an unexpected highlight that everyone is still talking about!
The event opened up with a motivating and inspiring presentation by President and CEO Michael Dowling. Mr Dowling presented an encouraging look at the healthcare landscape, Northwells vision and strategy and assured everyone that our passion and desire to do what’s right will be an important beacon as we continue this exciting journey. He shared his own personal journey which, captivated the audience, and left everyone feeling energized and ready to soar!
The first day concluded with a reflective and thought provoking session by Executive Vice President and Chief Operating Officer Mark Solazzo. Recently recognized again as one of the top 25 COO’s in the country by Modern Healthcare magazine, Mr Solazzo drove home key points for our success including continuing to collaborate on ensuring that Northwell remains a best place to work and a place where all employees are engaged and supported.
Other highlights included a session led by SVP and Chief Community Health Investment Officer Dr Ram Raju MD, and Sabina Zak, RPA-c, Vice President for Community Health which explored the Northwell 5 Star Culture of Health Promotion. This focused on getting to know our patients and communities so that we can provide the care they need and want in ways that align with their priorities and realities. It emphasized a new way of looking at patient centeredness and taking into greater consideration, the social determinants of health and the role it plays in the health and wellness.
Employee engagement was a cornerstone of the retreat as strategies and action plans were developed to advance employee engagement. Although engagement is exceedingly high, attendees were raising the bar and reaching for the stars on that as well! David Gill, PhD, Asst Vice President for Employee Experience and Michael Kern, Senior Director for Employee Experience, exemplified engagement as they had the nurse leaders fired up during a lively, interactive session.
A careful analysis of the CMS stars program was led by SVP and Chief Medical Officer Dr David Battinelli MD, SVP and Chief Quality Officer Dr. Mark Jarret, MD and SVP for Population Management Kristopher Smith, MD. This was a powerful segment that dissected the components of the Stars program and allowed attendees to gain a much better understanding of the program and its many considerations. Nurse leaders developed action plans during this working session and were left with a feeling of greater clarity in understanding how the work they are currently doing will translate into the healthy outcomes they desire for patients.
Teams that have been working on the Patient Care Services (PCS) strategic plan reported out on their progress. Maureen White stated, “I was so impressed with the PCS Strategic Plan presentations which closed out the retreat. Each strategic plan group exceeded expectations in developing the plans of their workgroups.”
Maureen Whites closing speech, a tribute to 77 very special nurses known as The Angels of Bataan, resonated deeply with attendees and they are still moved and inspired by their example. According to attendees, the 2018 Nursing Leadership Retreat was informative and insightful and a huge success. Everyone is already gearing up for next year!
Northwell Health Nurse Educators inspire and influence the professional role of healthcare professionals every day. Each day the educators are creating nurturing learning environments, improving academic partnerships with nursing schools across the United States, inspiring present and aspiring healthcare professionals through mentorship, and influencing the efforts of improvements in quality and safety in patient care. Find out more about our nurse educators contributions to our successes and the potential opportunities available to Nurse Educators.
Northwell Health Nurse Educators facilitate learning opportunities with high fidelity simulation at the Patient Safety Institute, and learning opportunities at in-patient and out-patient healthcare settings. The learning activities include simulated mock codes, hands-on clinical skills practice sessions, analysis of patient case scenarios with learners, education on interdisciplinary teamwork, practice with communication tools such as TeamSTEPPS, and integrate the humanistic approaches to patient and family care. Northwell Health Nurse Educators coordinate and educate nurses in fellowship programs such as pediatric, emergency department, peri-operative services, labor and delivery, and critical care and work with the nursing students in a summer nursing student externship program. Nurse Educators contribute to over 30,000 contact hours available to nursing staff including conferences with nationally recognized speakers.
“Made for this.. is the motto for our health system, and as a nurse educator, professional development and growth for the team is my primary goal. Through the application of clinical expertise, individuals are driven to improve the care that they provide and ultimately improve the outcomes of our patient’s,” said Ariceles Prince, Critical Care Nurse Educator, Long Island Jewish Valley Stream.
Northwell Health Nurse Educators work in collaboration with over 50 nursing schools from across the United States. In 2016 Northwell Nurse Educators worked with 5,000+ undergraduate and graduate nursing students. The educators’ efforts include coordinating, assisting, and supporting preceptor placement; academic guidance; and exposing aspiring nurses to the diversities of nursing (eg: flight nursing). Northwell Health Nurse Educators encourage and support over 1800 employees on the nursing academic track (or considering returning to nursing school) or purist of specialty nursing certifications.
Also, Northwell Health has the Northwell Health Hofstra Master of Science -Nurse Practitioner program that started in Fall 2015 consisting of the Adult-Gerontology Acute Care Nurse Practitioner track and Family Nurse Practitioner track. (http://www.hofstra.edu/academics/colleges/nursing-physician-assistant)
Northwell Health Nurse Educators provide mentorship from novice through experienced nurses and other healthcare professionals. The mentorship role includes supporting nurses towards or maintaining their clinical ladder status with nurses growing in tents of Education, Research, Quality, Service Excellence, and Leadership. Mentorship continues with participation in the Northwell Health – Mentoring and Professionalism in Training (MAP-IT) program in the development of humanism among healthcare providers including physicians, nurses and other healthcare professionals.
“What I wanted when I entered nursing was to help people. As a Nurse Educator, now I can cast a wider net. If I can teach orientees how to treat people the way they would like to be treated, I’m fulfilling my original goal in a bigger way as a Nurse Educator here at Northwell Health. Being a nurse educator here is so much more than just a job or teaching; it’s an honor,” said Shoba Kanagamani, System Nurse Educator, Institute of Nursing.
Quality and safe patient care
Northwell Health Nurse Educators utilize evidence-based practice and research to guide the practice of quality and safety in patient care and education as evident by quality outcomes.
Northwell nurse educators are leaders and supporters to facilitate the pursuit of continuous quality improvements. Northwell Health’s champion model has supported a 57% reduction in ICU-CAUTI and a 48% reduction in Non-ICU CAUTI since 2014, a 31% decrease in Clostridium difficile (C difficile) since 2014, and a decrease in pressure ulcers by more than 64% since 2012.
Throughout the health system our nurses depend on our educators to help them understand best practices and to help them advance their skill sets. For them, they always have the support they need, and for the educators, they are always excited to help. “Being in this position, and most importantly, in this position at Norwell, I have been able to expand my knowledge each and every day and I continue to follow my dreams while working with a team that I can depend on. Being a Northwell Nurse Educator has truly allowed me to flourish in my profession and has given me the tools I need to keep succeeding. Because of Northwell, I am made for this,” said Melinda Constantine, Assistant Director of Education, Professional Development & Research Operations, Long Island Jewish Medical Center.
At Zucker Hillside Hospital, it doesn’t just take clinical knowledge and skill to do what we do. It takes a special spark, a unique passion for treating patients as the unique and valued individuals they are. We’re profoundly committed to the compassionate care of people suffering from a wide range of behavioral conditions and addictions. We’re also passionate about our leadership role in the field as we pursue new treatments and solutions for helping people through extremely difficult challenges.
“As co-chair for the Evidence-Based Practice and Nursing Research committee at Zucker, I’m focused on initiating practices to improve patient care and satisfaction.”
–Tara Shajan, RN
We’re excited to be able to share our knowledge and best practices with the behavioral health community at the American Psychiatric Nurses Association’s 31st Annual Conference this October in Phoenix, Arizona! We spoke with two of the nurses from Zucker Hillside Hospital who will present their findings at the conference, and here is a sneak peek at their research topics:
DBT is an evidence-based practice therapy created to help the many people suffering from borderline personality or impulse control issues. By uniting cognitive behavioral therapy with Buddhist meditative practices, it combines the best of our advanced knowledge with ancient wisdom. The treatment involves exercises in mindfulness, emotional regulation and distress tolerance and acceptance. Ours is the first inpatient adolescent unit in the country to incorporate this into practice. We’re seeing amazing results in terms of constant observation as well as a decrease in self-injurious and suicidal behavior. So far, we’ve sent eight core staff members from all disciplines for intensive DBT training. We’re continuing to have more staff trained, including nursing staff, so they can gain a greater understanding about the ways DBT can help our patients.
The Importance of Noise Control – Tara Shajan, RN
We weren’t satisfied with our Press Ganey score for patient experience related to noise level. I led an initiative with our RNs and other staff to modify the practices on the unit to control the level of noise on the unit after 11 pm. The change in our mean score since the implementation of the new process has been remarkable – rising from 27 to 72 in just one year. This is a tremendous change. Essentially: Reducing noise level can contribute to improving quiet and therapeutic healing environment and thus enhance patient experience. With these changes, we have completed the goal of bringing up the satisfaction of the patients of the units during the night time. Since the initiative, the staff who would never paid attention to noise change are now aware of it and there is a big culture change . Patients are able to get a good night’s sleep. The improved Press Ganey patient satisfaction score is proof it’s working.
“We found that reducing noise level can improve the therapeutic healing environment and thus enhance patient experience.”
–Tara Shajan, RN
At Zucker Hillside Hospital, we are rejuvenating our nursing research and are committed to encouraging nurses like Trish and Tara to explore untapped possibilities and to discover new and better ways to deliver exceptional patient care. If you’re made for advancing your clinical practice, Zucker Hillside Hospital is made for you.
“The nursing department at Zucker Hillside Hospital has been very invested in promoting nursing research to all the nursing staff.”
— Trish Woloszyn, RN
Think you might be made for a career in Behavioral Health? Explore availablecareers here!
We’re delivering on the promise of new life – and amazing careers
At Long Island Jewish Medical Center’s Maternal Child Services division, we give our all to make sure babies get a healthy and happy start. In addition to delivering 9,000 babies a year, we provide them and their mothers with the finest care possible. Our determination to care for our mothers and babies runs through everything we do, and we’re proving it by committing to being designated “Baby-Friendly.” This prestigious recognition means that we provide a level of care that enables optimal infant feeding and mother/baby bonding.
What does that mean for our RNs? It means breaking with convention.
“It’s an exciting time to be a nurse at LIJ. We’re on the journey to become a designated Baby-Friendly hospital. The journey is challenging, but well worth it!”
Becoming Baby-Friendly involves a lot of work, implementing evidence-based best practices, and a commitment to excellence. That’s why we are looking for RNs who are passionate about furthering their education and expertise, including by becoming Certified Breastfeeding Counselors. We also offer certification classes in Electronic Fetal Monitoring and Maternal Newborn Nursing, and exams onsite. “It takes a special person to work with mothers and babies,” adds Maureen. “It’s a totally different type of nursing.”
When nurses are looking to get involved in our efforts to drive change and implement the latest evidence-based practices, the OB division has many councils and committees to choose from such as our monthly Baby-Friendly Hospital Initiative Core Group. In this group nurses gain awareness of the changes we are looking to make and are able to provide valuable input. Nursing staff who are interested in the initiative may become Champions and they bring information back to the units and also assist with hands-on training.
We’re committed to involving our nursing staff in any changes made throughout the division — together, we’re delivering health care of the future.
“To be a successful maternity nurse, you need to be dedicated, caring, compassionate, ambitious, eager to learn, able to multitask and a team player.”
–Kathy Devlin, RN, BSN, Interim Director of Patient Care Services, OB Division
Providing evidence-based care is not always easy. It means adapting to new policies, new procedures, and being willing to help change the culture. We want nurses who are willing to be challenged so that we can continue to provide the highest standard of care to our mothers and babies.
“Our OB division is very large and diverse. We excel at supporting teamwork, growth opportunities, continuing education and exceeding patient expectations.”
Are you made for coming out of your comfort zone and looking to take your nursing education a step further? Register for our Maternal Child Nursing Interview Day on Thursday, August 3.
Huntington Hospital receives its 4th Magnet® designation
Huntington Hospital, one of our community hospitals, has recently attained its 4th Magnet® designation from the American Nurses Credentialing Center (ANCC). This is the highest honor an organization can receive for excellence in nursing care. In addition to being the first on Long Island, they are also second in New York State, and one of just 36 in the country to receive Magnet four or more times. Magnet status is the gold standard for nursing excellence – a reflection of Huntington Hospital’s nursing professionalism, strong collaboration, innovation, and teamwork as well as superiority in patient care.
Huntington Hospital’s culture is built on a commitment to quality, exceptional experience, and excellence for both patients and employees. “Our Nursing Leadership team is professional, dedicated, and committed to ensuring the best practice environment,” said Janet Milanese, Associate VP of Nursing.
Their nurses are able to practice in a supportive environment where opportunities are abundant, innovation is encouraged and their voices are heard. Their nurses work collaboratively and collegially with their interdisciplinary team to provide the best outcomes for their patients. “Senior leadership remains committed to nursing and meeting their strategic goals by supporting education, certification, and resources necessary to continue to provide high-quality care. Achieving and maintaining Magnet designation is a true testament to not only nursing efforts but also the efforts of all that support the nursing department at Huntington Hospital,” said Donna Tanzi, Director of Nursing Education and Professional Development.
Nurses at Magnet facilities can feel the strong attraction between the two as they are known for their high retention rates, high job and employee engagement/satisfaction scores, as well as a culture of excellence and positive patient outcomes. “As a new nurse seeking employment, Huntington Hospital was my number one choice because of their sterling reputation as a Magnet designated hospital. Working alongside nurses who hold such high standards has given me an unsurpassable advantage in my career. I consider myself very lucky to work in an organization that thrives on education and excellence,” said Jessica Shremshock, RN. Nurses are identified as the pioneers at the forefront of our evolving health system and all aspects of patient care, and the nurses at Huntington Hospital are always keeping the patient and their family’s needs at heart and find innovative ways to meet those needs. It’s that sense of empathic necessity that keeps their nurses motivated and constantly seeking ways to improve the care of their patients by refining nursing-sensitive indicators and keeping patients at the center.
Huntington Hospital nurses feel empowered knowing they have a voice that will be heard, and this support reinforces the culture of pride that is felt by all who work here. Megan, a registered nurse in the ER reaffirms just how special working at a Magnet organization feels, stating, “Working in a Magnet facility reminds me every day why I chose a career in nursing in the first place.” Shannell Blanchard, RN, also adds, “Working at Huntington Hospital has really changed the way I practice nursing. As a magnet hospital, they hold their nurses to standards of excellence and it has given me a foundation with which to be a better nurse. I am glad I made the choice to work here.”
Being recognized by Magnet is a tremendous honor. The culture of excellence at Huntington Hospital continually inspires the highest level of safety, quality, and patient and staff satisfaction. This fourth achievement affirms the foundation of nursing excellence they have built.Explore their nursing opportunities. (link to RN Huntington positions)
Northwell Health nurses are driving change in behavioral health.
May is Mental Health Awareness Month. At Zucker Hillside Hospital, Northwell Health’s nationally recognized behavioral health center, we’re committed to the compassionate care of people suffering from a wide range of conditions and addictions. We’re passionate about our leadership role in the field as we pursue new treatments and solutions to help our patients reintegrate into the community.
That’s why we’re looking forward to sharing our knowledge and best practices with the behavioral health community at the American Psychiatric Nurses Association’s 31st Annual Conference this October in Phoenix, Arizona.
Zucker Hillside Hospital has been an active participant and presenter at the conference for many years. In fact, our Chief Nursing Officer, Marybeth McManus serves on the Research Council steering committee board. We’re very excited about the volume of presentations by our nurses this year — eight posters and one podium presentation. “We are really rejuvenating our nursing research and evidence based council at Zucker Hillside,” notes Marybeth. “This year we’re going all out to share what we’ve got going on.”
With new research initiatives and the rollout of the evidence based practice competency, Zucker Hillside Hospital is upping the game for nurses in their professional practice. Not only that, but the hospital opened a brand new building in 2013. “Northwell Health really supports behavioral health,” states Marybeth. “That’s unique for a health system and we’re excited to be able to disseminate some of the cutting edge things we’re doing here.”
We’ll be sharing previews of our nurses’ presentations over the coming months, which include topics such as dialectical behavioral therapy, the effect of noise control on patient satisfaction, elevating family centered electroconvulsive therapy, experiences and utilization of the New York State Office of Mental Health’s “Preventing and Managing Crisis Situations,” and more!
Over 800,000 patients turn to us each year in times of emergency.
Emergency nursing at Northwell Health is driven by our mission to provide better patient care. With 21 hospitals throughout the five boroughs, Long Island and Westchester, we have emergency capabilities you won’t find anywhere else:
Two state-of-the-art EDs opened in the past six months at Southside Hospital and Huntington Hospital
New York City’s first ever freestanding emergency department
State-of-the-art SkyHealth helicopter service
In addition, we feature innovative Telehealth/Telestroke/Telepsych programs that connect patients presenting specific conditions with the appropriate specialist in their area. Even if not on site, the specialist can connect via video and audio right at the patient’s bedside.
“By being an emergency nurse at anyNorthwell Health facility, you’re not just part of one hospital, you’re part of an Emergency Medicine service line, and a health system.”
— Kate O’Neill (Enright), RN, MSN, Director of Clinical Operations, Emergency Medicine Service Line
Your career, your choice.
“There’s a lot of opportunity for nurses to develop and grow professionally within Northwell Health. You’re part of a vast health system, not just one hospital,” says Kate O’Neill (Enright). Whether you’re looking to work in a fast-paced urban medical center or a more intimate community hospital, Northwell Health has a place for you. And with the diversity of cases we handle, you’ll experience continual professional challenge.
The learning never stops, and neither does your career. We believe in constant learning, development, and professional growth. The only way this happens is through a commitment to our nurses to make it happen.
“Our nursing talent is extremely important at Northwell Health and our system offers numerous opportunities. In addition to a very structured fellowship program for new graduate emergency nurses, we also focus heavily on developing our nursing leaders.”
–Paula A. Fessler RN, BSN, MSN, MS, FNP-BC, Vice President, Emergency Medicine Service Line
Throughout our extensive system, you’ll be able to:
Benefit from our structured Emergency Nursing Education and opportunities for mentorship
Leverage the potential to grow into leadership roles – Assistant Nurse Manager, Nurse Manager, ADN and more
Experience unequaled educational opportunities, including tuition reimbursement, fellowships, advanced trauma training, career ladders and more
Enjoy the front line engagement of our shared governance model and our collaborative care committees
Make the call.
We have openings throughout our system for exceptional team players who can think and act fast.
“We’re looking for nurses who are engaged in their professional practice, patient-centered, and looking to be part of a dynamic organization.”
— Kate O’Neill (Enright), RN, MSN
Interested in joining our team of nurses? Explore our unlimited career possibilities.
Aspiring Nurse to VP of Telehealth Services: My Career Journey
Written by: Iris Berman
From the time I was a little girl I knew I wanted to be a nurse. I can remember even as a 6 year old bringing my friends in to our home to tend to their battle wounds from climbing trees, falling off bicycles or roller-skates and the like. My mother kept a constant supply of antiseptic cream and brightly colored Band-Aids for my use. That was the beginning. At nine years old my father had suffered a heart attack. I had learned some basic first aid in the girl scout troop and recognized his symptoms . I’d visit him (children weren’t allowed in the Coronary care unit in those days) and observe through glass partitions all that the nurses were doing. I was sure then, that was what I wanted to do.
My very first job that would open the gate to involvement in the now Northwell Health system began over 30 years ago in Glen Cove Hospital even before it was ever part of the health system. Starting as a per diem nurse gave me the opportunity to work in a variety of environments, but it was Critical Care that called to me, and it has served me well.
I had already moved into a position in the coronary care unit when Glen Cove became one of the first acquisitions to (at that time) NSUH. Maybe it was my family history, but I became very interested in at risk populations and volunteered to work on joint programs with the hospital and the American Heart Association. The health system supported my interest and the program continued to grow. We began to develop a support program for patients with a variety of cardiac diseases. – all the while I continued to explore other options in my employment moving to the broader field of critical care. I knew I wanted to go back to school (I already had my BSN). Because of the great tuition reimbursement program, I was able to return to school to obtain my MSN in Nursing Administration. Opportunity knocks in our health system; you just have to answer the door!
While attending school I became the critical care educator for Glen Cove. The wonderful thing is that while hired for a specific site, this roll enabled me to work not only on site but to collaborate on system wide task forces for things like stroke, CV disease and other best practice programs. There were always opportunities to grow, and the leadership teams greatly encouraged, welcomed, and supported me. I wrote and successfully was awarded a grant to expand stroke education. Being an educator allowed me to use my years of nursing knowledge to help others both on the patient front and in nursing and beyond.
A few years after becoming an educator an opportunity for a management position became available and again I received the full support from the leadership team. I never would have imagined, even then, that I’d be where I am today. Because I have always been active in my professional organization of AACN (American Association of Critical Care Nurses) I had been increasingly aware of something called tele-ICUs (eICU®), part of an emerging field called telemedicine . When I saw that there was a director’s position for this program in our own health system, I jumped at the opportunity to apply. Low and behold I got the job. It seems that although I was based in a community hospital the work I had done over the years was recognized. I can’t think of many other organizations as large as ours, where there is such accessibility and visibility to senior leadership.
I could go on but suffice to say that I have moved from Director of the eICU program to AVP for Telehealth and now VP for Telehealth services. This highlights the opportunities and ability of our health system to be progressive, agile, and welcoming all at once. I am one of the fortunate who truly loves going to work every day. I am so proud to be part of this wonderful organization now known as Northwell. John Quincy Adams once said: “If your actions inspire others to dream more, earn more, do more and become more, you are a leader”. Because our Northwell Leaders are visionaries I have been allowed to dream, be and do more!
It is the policy of Northwell Health to provide equal employment opportunity and treat all employees equally regardless of age, race, creed/religion, color, national origin, alienage or citizenship status, sexual orientation, military or veteran status, sex/gender, gender identity, gender expression, disability, generic information or genetic predisposition or carrier status, marital status, partnership status, victim of domestic violence, or other characteristics protected by applicable law. Northwell Health leaders, including the CEO, are committed to the principles of Equal Employment Opportunity and Affirmative Action.