Figure . Unit B NDNQI Survey Data To identify areas for improvement in Unit B, the author explored the domain where this unit scored farthest below the mean in 2015: Nurse Manager Ability, Leadership, and Support of Nurses. The individual questions in this category where the unit scored farthest below the mean are use mistakes as learning opportunities, not and staff “Supervisors criticism,” “A supervisory that is supportive of the Nurses in this unit do not necessarily perceive their nursing nurses.” manager as supportive when they make mistakes. This domain saw a fairly large drop from 2013 to 2015. As mentioned above, Unit B had a change in leadership over this period; the unit director left in October of 2014. The NDNQI scores suggest that nurses view their new manager as less supportive. Outside of the PES questions, from 2013 to 2015 the perceived quality of care decreased slightly. Unit B scored well below the mean in the Job Enjoyment scale, scoring around the 36th percentile. In contrast with a decrease in nurse engagement, the HCAHPS Press Ganey HCAHPS: nurse communication scores increased over the two years. The question with the greatest gains was with courtesy and which increased by one percentage point. Although “Nurses treat respect,” scoring below the mean in all NDNQI domains, Unit B has higher overall HCAHPS scores in the with domain than Unit A. “Communication Nurses” Although the nurse communication scores increased, Unit B decreased in five out of the eight HCAHPS domains from 2013 to 2015, contrasted with the pattern of increases in overall hospital scores. Additionally, the overall experience metrics to and (“likelihood recommend” decreased over the two-year time frame; again, in contrast with the hospital and “overall rating”)
Figure . Unit B NDNQI Survey Data To identify areas for improvement in Unit B, the author explored the domain where this unit scored farthest below the mean in 2015: Nurse Manager Ability, Leadership, and Support of Nurses. The individual questions in this category where the unit scored farthest below the mean are “Supervisors use mistakes as learning opportunities, not criticism,” and “A supervisory staff that is supportive of the nurses.” Nurses in this unit do not necessarily perceive their nursing manager as supportive when they make mistakes. This domain saw a fairly large drop from 2013 to 2015. As mentioned above, Unit B had a change in leadership over this period; the unit director left in October of 2014. The NDNQI scores suggest that nurses view their new manager as less supportive. Outside of the PES questions, from 2013 to 2015 the perceived quality of care decreased slightly. Unit B scored well below the mean in the Job Enjoyment scale, scoring around the 36th percentile. Press Ganey HCAHPS: In contrast with a decrease in nurse engagement, the HCAHPS nurse communication scores increased over the two years. The question with the greatest gains was “Nurses treat with courtesy and respect,” which increased by one percentage point. Although scoring below the mean in all NDNQI domains, Unit B has higher overall HCAHPS scores in the “Communication with Nurses” domain than Unit A. Although the nurse communication scores increased, Unit B decreased in five out of the eight HCAHPS domains from 2013 to 2015, contrasted with the pattern of increases in overall hospital scores. Additionally, the overall experience metrics (“likelihood to recommend” and “overall rating”) decreased over the two-year time frame; again, in contrast with the hospital and
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