Karen Rezk is a nurse, psychotherapist (RP qualifying), and former Patient Safety Officer at a health network in Canada. She completed her undergraduate nursing degree, two master’s degrees (one in nursing and one in psychotherapy), as well as a Canadian Patient Safety Officer course with the Canadian Patient Safety Institute (CPSI). Karen has held multiple nursing leadership positions both in community and acute care health settings and still maintains clinical nursing practice on a casual basis in the adolescent mental health field. She is currently the Nursing Vision and Strategy Coordinator at Holland Bloorview Kids Rehabilitation Hospital in Toronto, Canada as well as the Project Manager on the implementation of a Transitional Care Program for Children with Medical Complexities across the continuum of care from acute care to rehabilitation to community. Karen has a profound interest in creating data-driven innovative solutions that improve health human resources in the nursing workforce, while integrating quality improvement tools and frameworks that improve provider and client experiences alike. In her free time, Karen enjoys traveling the world and living amongst locals while appreciating the sights, sounds, and culinary experiences of various cultures. She enjoys belly laughs, deep chats, and long walks with her life partner and her 6 year old daughter.
Day 1: Dec 2, 2020
Day 2: Dec 3, 2020
CASE STUDY: NURSING WORKFORCE
Nursing Workforce Analytical Solution to Optimize Health Human Resources (HHR)
Currently our healthcare system is feeling the impacts of staffing challenges, specifically in the Nursing workforce. The Decision Support & Data Analytics (DS&DA) team collaborated with Nursing leadership and multiple internal stakeholders to develop a first of its kind nursing performance measurement framework and the analytical dashboard solution that empowers operational managers and nursing teams to review nursing key performance indicators (KPIs), analyze trends with the COVID-19 waves, identify correlations between metrics (e.g. staffing transfers from full-time positions to part-time positions and vice-versa that were triggered by % Overtime and % Sick time measures) and review staffing situations at department level, role type level and age demographics. Join us and explore:
- The challenge in measuring and reporting on Nursing KPIs is that there are no well-established KPIs that provide good benchmarking standards for measuring their performance
- Review a newly developed nursing performance measurement framework for nursing specific metrics that takes into account the Ontario Health’s Quadruple Aim framework and aligns metrics to improved patient outcomes, improved provider experience and HHR metrics with lower cost to care.
- Analyzing and linking Nursing HHR metrics like % Overtime, % Sick time, and staffing availability to quality metrics and patient care metrics and get a holistic snapshot at the departmental level and how these metrics roll-up organization wide.
- This collaborative between Decision Support & Data Analytics (DS&DA) and Nursing leadership demonstrates that adopting an insight and data-driven approach and infusing analytics into day-to-day operations produces innovative solutions and improves workflow efficiencies.