Poster #22: Analyzing the Use of a Long-Term Care Administration Simulation Tool in the Classroom and its Effect on Student Performance
Patrick Dalton and Taylor Funk • pdalton2@bellarmine.edu • Faculty Advisor: David Wolf
Problem: The turnover rate of newly emerging long-term care administrators has reached as high as 300% within the first two years of employment. Several long-term care administration programs at universities have not yet used an industry-specialized simulation program that is implemented to aid students in better understanding the relationship of theory to practice within long-term care and health services administration.
Hypothesis: The Building Excellence with a Simulation Training (BEST) program is a new virtual simulation tool where students can engage and make decisions related to the operational, financial, political, technological, and regulatory aspects of long-term care administration. Using a simulation tool to apply classroom knowledge in such a situation will better prepare students for careers as leaders upon graduation.
Methodology: As part of a pilot research project, students enrolled in a leadership and management capstone course utilize the BEST tool on a weekly basis during a 15-week semester. Students will apply content learned in lecture to simulated scenarios in a nursing home. The results of their data inputs (e.g., time spent on census development, staff to hire or fire) will be recorded and analyzed to determine if industry comprehension and understanding of decision-making effects increase from the start of the semester to the end
Results: Anticipated results will show students’ improvement from pre- to post-simulation scores over the course of a semester. In addition, students will share their experiences and feedback as study participants. This is an ongoing study that will be completed before Convocation.
Conclusions: The effects of using a simulation tool in a classroom, as part of this research, will be shared with attendees, including the quantitative results and qualitative feedback. Future plans for using the BEST simulation tool in academic settings will also be discussed.
Accepted for presentation at American College of Healthcare Administrators Conference, New Orleans, LA, May 3-6, 2020
Poster #23: Stay Interviews vs Exit Interviews: Strategies for Nursing Homes to Improve Staff Retention
Ken Gumira • kgumira@bellarmine.edu • Faculty Advisor: Kevin Hansen
Direct care staff shortages are a persistent problem in post-acute care. With respect to nurses and CNAs staffed within a facility, the reality is that many will resign at some point. To address high turnover, many employers turn to exit interviews to assess why staff members leave, and ultimately ways in which the facility can retain staff. Exit interviews are useful; however, the majority of these interviews take place with an employee’s foot already out the door (Prasanth & Suresh Babu, 2014).
To address this, some employers have turned to stay interviews, which is “a proactive approach that’s been shown to be very successful in retaining staff across multiple disciplines” (Robeano, 2017). Questions such as “Why are you leaving?” turn to “Why do you stay?”, to get results that help employers connect with staff by finding out how to better engage and lead them.
To understand how effective such questions can be, a sample of nurses from a facility will be asked a series of open-ended stay interview questions. Responses will be recorded and used with previously collected data (e.g., relationships, compensation, recognition, work-life balance). The data recorded is qualitative, describing what keeps employees satisfied and wishing to stay in their position, while also recording employee retention over time.
Qualitative results from stay interviews will be shared, as well as identified recruitment, onboarding, continuing education, and retention strategies employed by the care community, based on feedback.
Stay interviews are vital because they can contribute to lower turnover and, ultimately, more satisfied residents. These interviews aid leadership on how to be supportive with staff and retain talented caregivers. With stay interviews, employees are included as members in leadership decisions, and this could help in keeping top performers as part of a strategy to address staff shortages that affect many organizations.
Accepted for presentation at American College of Healthcare Administrators Conference, New Orleans, LA, May 3-6, 2020.
Poster #24: The Story of the Building Excellence with a Simulation Tool (BEST)
Holly Cox • hcox@bellarmine.edu • Faculty Advisor: David Wolf
The field of long-term care administration has not had an interactive and robust education simulation available to train leaders in the field, unlike many long-established academic disciplines. Responding to the rapidly changing dynamics in the post-acute care and senior housing leadership field, a diverse group has begun work on developing a ‘state of the art’ simulation program. The goal of BEST is to provide a honing of critical thinking and decision-making skills for both existing administrators and emerging leaders. A steering committee has reviewed past efforts, worked on the conceptual development and identified the overall and refined learning objectives to share with the field. Further conversations have validated these concepts and gathered additional real-life cases and scenarios to use within the experience. We have developed the system and training materials and unveiled this educational product with a beta test at the ACHCA Convocation in Louisville this past March of 2019 and did a second beta test with the UWE-Eau Claire HCAD practicum students. Based on the feedback, we are working to advance another version of the model in partnership with PrimeCare Technologies. The development history of the new model and platform will be shared with attendees, along with the projected uses of the product moving forward.
Accepted for presentation at American College of Healthcare Administrators Conference, New Orleans, LA, May 3-6, 2020