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21/Jun/2022

 

From the desk of Andrea 

The cur­rent staffing turnover and reten­tion rates in skilled nurs­ing homes and assist­ed liv­ing facil­i­ties, as well as the pre­vi­ous focus on infec­tion con­trol sur­veys has con­tributed to reg­u­la­to­ry over­sight dur­ing the COVID-19 pan­dem­ic. Imme­di­ate Jeop­ardy tags are on the rise, with an increas­ing num­ber relat­ed to inap­pro­pri­ate use of slings. Fac­tors to con­sid­er include appro­pri­ate sling size, doc­u­men­ta­tion of sling size on the service/care plan and spe­cif­ic instruc­tion eas­i­ly avail­able to ULP and CNAs. Addi­tion­al con­sid­er­a­tion should con­sist of ade­quate sup­ply and how the con­di­tion of a sling is deter­mined for replace­ment.  

Man­u­fac­tur­ers have instruc­tion and siz­ing charts avail­able. It is rec­om­mend­ed to keep these lam­i­nat­ed and attached to the lift for easy ref­er­ence and to ver­i­fy appro­pri­ate sling size is in use. Rou­tine audits should be con­duct­ed to ensure appro­pri­ate size selec­tion and to ensure care/service plan match­es the cur­rent­ly used sling. As a reminder, ensure equip­ment is cleaned thor­ough­ly between res­i­dent rooms. While infec­tion con­trol remains a focal point in health­care sur­veys, this is a reminder to shift the focus towards res­i­dent safe­ty, which encom­pass­es both clin­i­cal oper­a­tion and infec­tion pre­ven­tion. 

 

Andrea Raek­er
Direc­tor of Administration
Senior Care Solutions


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From the desk of Naomi…

We are still see­ing a lot of the usu­al cor­rec­tions orders such as TB, ori­en­ta­tion, train­ing, ser­vice plan, doc­u­men­ta­tion.  But here are some of the new­er trends we are see­ing with the new regulations.

144G.40 Subd. 2 Uni­form check­list dis­clo­sure of services

Not pro­vid­ing a UDALSA- Make sure you are pro­vid­ing your res­i­dents a copy of the UDALSA and keep­ing receipt of doing so. Also, ensure you have a pol­i­cy relat­ed to obtain­ing writ­ten acknowl­edge­ment of the UDALSA from all res­i­dents pri­or to the exe­cu­tion of the assist­ed liv­ing contract.

144G.41 Sub­di­vi­sion 1 Min­i­mum requirements

Lack of post­ing a dai­ly staffing sched­ule- Ensure your sched­ule is post­ed dai­ly and that there is a pol­i­cy reflect­ing this process.

144G.45 Subd. 2 (a) (1) Fire pro­tec­tion and phys­i­cal environment

Make sure you are read­ing the reg­u­la­tions based on your facil­i­ty.  We are see­ing many smoke alarms not work­ing when test­ed. Bat­ter­ies chirp­ing.  And smoke alarms not being inter­con­nect­ed where they should be.  

Fire extin­guish­ers mount­ed in the cor­rect areas. 

Ensure you have evac­u­a­tion maps posted.

And ensure all employ­ees receive train­ing on the fire safe­ty and evac­u­a­tion plans upon hir­ing and at least twice per year thereafter.

 

Keep up the great work out there everyone!

Nao­mi Evans, VP of Clin­i­cal Services

Senior Care Solutions


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From the desk of Naomi…

One thing I have learned over the years is that to be a suc­cess­ful leader, you must lead by exam­ple. What are some of the qual­i­ties that you appre­ci­ate in a leader that you have admired and respect­ed? One thing that stands out to me from one of my pre­vi­ous super­vi­sors came dur­ing the dread­ed annu­al sur­vey. Every facil­i­ty I had worked at pre­vi­ous­ly fol­lowed the same pro­to­col. Sur­vey enters, every­one freaks out, word spreads like wild­fire, every­one starts check­ing res­i­dents, removes equip­ment from hall­ways, lead­ers start mak­ing rounds and answer­ing call lights. But in this case, some­thing dif­fer­ent occurred. The Direc­tor of Nurs­ing was noti­fied, she calm­ly replied, “Ok, thanks!”. She did not pan­ic, she did not freak out, she did not odd­ly go out and make rounds that she nev­er nor­mal­ly does, and she did not start bark­ing orders at every­one. She told every­one to do what they always do…the right thing for our res­i­dents. She had faith that she had taught and led the team to do the right thing EVERY day, not just in front of a surveyor’s eyes. The part that stands out to me is that even thought my heart was rac­ing, see­ing her calm demeanor helped ME to remain calm. I knew I had done what I need­ed to do, and I was con­fi­dent when answer­ing ques­tions and pro­vid­ing doc­u­ments request­ed. I learned a lot from the sur­vey­or, instead of fear­ing them. We had a per­fect sur­vey that year.

Over my lead­er­ship career I have often had co-work­ers and oth­er lead­ers tell me how much they appre­ci­ate my calm demeanor and my lev­el-head. Although I do not always actu­al­ly feel that way, I have learned how impor­tant it is to lead by exam­ple. I do not want MY team to freak out and be afraid. There­fore, I must remain calm and steady. Even when I am pan­icked inside, I know that pro­ject­ing that ener­gy onto my team will not help any­one. Watch what hap­pens when you can remain con­fi­dent and strong in front of your team. They see you. They watch you. You are their exam­ple. Speak great­ness into them, and they will do a great job for you in their role.

For your Con­sult­ing, Train­ing and Sup­ple­men­tal Staffing needs, vis­it our web­site at srcaresolutions.net

 

Nao­mi Fluck, RN

Vice Pres­i­dent of Clin­i­cal Services

Senior Care Solu­tions, Inc.

Cell: 651–271-9938

naomi.fluck@srcaresolutions.net

 

 


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From the desk of Naomi…

Staffing Tidbits for the new AL Regulations

All assist­ed liv­ing facil­i­ties must have a clin­i­cal nurse super­vi­sor who is a reg­is­tered nurse licensed in Min­neso­ta. The posi­tions of both the assist­ed liv­ing direc­tor and the clin­i­cal nurse super­vi­sor may be held by the same indi­vid­ual if the indi­vid­ual holds both licenses.

The staffing plan must be eval­u­at­ed at least twice per year and include suf­fi­cient staffing at all times to meet the sched­uled and rea­son­ably fore­see­able needs of each resident

A facil­i­ty may not accept a per­son as a res­i­dent unless the facil­i­ty has staff, suf­fi­cient in qual­i­fi­ca­tions, com­pe­ten­cy, and num­bers, to ade­quate­ly pro­vide the ser­vices agreed to in the assist­ed liv­ing contract.

Under the statute it does NOT give staff ratios that the facil­i­ty must fol­low. They must be able to sat­is­fy the require­ment to meet the sched­uled and rea­son­ably fore­see­able needs of each resident.

The statute dic­tates cer­tain duties that must be com­plet­ed by the RN:

  • Res­i­dent assessments
  • Del­e­ga­tion of nurs­ing tasks
  • Train­ing and com­pe­ten­cy test­ing of unli­censed personnel
  • Be avail­able for con­sul­ta­tion to staff per­form­ing del­e­gat­ed nurs­ing tasks (either in per­son, by tele­phone, or by oth­er means)
  • Super­vi­sion of staff based on statute require­ments in 144G.62 Subd. 4
  • Cer­tain pol­i­cy development

For your Con­sult­ing, Train­ing and Sup­ple­men­tal Staffing needs, vis­it our web­site at srcaresolutions.net

 

Nao­mi Fluck, RN

Vice Pres­i­dent of Clin­i­cal Services

Senior Care Solu­tions, Inc.

Cell: 651–271-9938

naomi.fluck@srcaresolutions.net

 

 






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