Self Governance Increases Staff Morale

Purpose:

The University of California, Davis Medical Center (UCDMC) Patient Care Resources (PCR) staff is in a unique position because they float into different specialty units and assume care of patients in diverse settings.

Through a survey, staff identified need for consistent peer support and training to improve competency and proficiency in delivery of patient care.

The goals of the unit based practice council (UBPC), a professional governance unit of the department, included (1) promotion of a framework for unit identity; and (2) improvement of staff level of competency and proficiency in the delivery of patient care. 

Methods:

To promote a framework for unit identity:

• Implement and maintain the Peer Advocacy Leadership Support (Pals) program, promoting peer support of new hires.
  • Match new hires each month with volunteer peers of the department.
  • Manage the Pals program by making personal contact with participants.
  • Provide pre and post surveys to measure effectiveness of the program.
  • Collect, review, and disseminate data findings.
  • Highlight staff accomplishments and achievements on the department website
  • Promote department bonding through:
    • Annual celebration for staff that graduates (i.e., Bachelor's, Master's; NPs, and the like).
    • Annual summer get-together.
    • Annual holiday 

• To promote competency and proficiency in the delivery of patient care:
  • Support skills day (in conjunction with unit administration)
  • Promote and expand use of PCR department website as a means of communication among staff
  • Improve communication between leadership and staff by creating a centralized department email
  • Improve divisional information dissemination through unit council participation 

Results:

Staff morale and commitment in the department is high as shown by the 2012 Morehead Survey results. PCR staff excels above benchmark (as compared to the medical center-wide score) in all of the domains measured. 

PCR staff demonstrated excellence in three different domains: (from a scale of 1 as lowest to 5 as highest): organizational 4.25 vs. 3.9 benchmark; manager 4.37 vs. 3.98 benchmark; employee 4.33 vs. 4.03 benchmark; and commitment 4.59 vs. benchmark 4.24 indicators.

New hires expressed that peer support enhanced their assimilation into the department. More than 50% of new hires completed the 12-month Pals program. Staff reported an increased sense of unit identity via survey data collected from the PCR Pals program post-survey.

Conclusion:

Self-governance results in high morale and fosters a stronger commitment among staff of a float pool department. Peer support and communication are effective avenues to achieve a strong sense of unit identity despite the challenges of a unique department such as the float pool.