2023 PPNO AGM Industry Presentations

The Impact of Leadership Competencies on Allied Health Engagement at Runnymede Healthcare Centre
Karimah Alidina, Chief Nursing Executive, Runnymede Healthcare Centre
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This study aims to examine the reasons behind poor staff engagement in Allied Health (AH) staff at Runnymede Healthcare Centre (RHC or Runnymede), identify core leadership competencies that impact staff engagement and provide recommendations for enhancing leadership competencies and, subsequently, staff engagement among AH professionals at RHC. This study will examine employee engagement and leadership competency theories to better understand the relationship between these two constructs. Furthermore, gap analysis will be used as analytical framework to facilitate this exploration and to make recommendations to enhance staff engagement at Runnymede.

Redesigning the Model of Care of Low Tolerance Long Duration Rehabilitation Program at Runnymede Healthcare Centre
Joanna Armatys, Manager of Allied Health, Runnymede Healthcare Centre
Reem Hamdonah, Project Coordinator – Clinical Programs, Runnymede Healthcare Centre
Phuntsok Namgyal, Director, Operational Effectiveness and Excellence, Operational Effectiveness, Runnymede Healthcare Centre
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This project aims to redesign the model of care of the Low Tolerance Long Duration (LTLD) Rehabilitation Program to enhance the patient experience, improve staff satisfaction, and optimize overall rehabilitation capacity in 52 weeks. With the implementation of this project, Runnymede will integrate a variety of evidence-based group therapies that will offer vicarious learning, provide a sense of support, enhance motivation, and decrease social isolation and depression in patients (Hammond, et.al. 2015). Integration of group therapy will also allow therapy staff to see more patients at a given time, which may, in turn, increase therapy minutes received per patient per week. This project will also integrate virtual rehabilitation therapy into our model of care and complement traditional rehabilitation, and improve patients’ functional outcomes (Ho, et.al. 2019).

Recruitment of Internationally Trained Professionals: retention, adjusting culture, clinical discretion/reasoning
Desa Dlugosz RN, BScN, MN, Manager, Professional Practice, Workforce Planning & Transition to Practice, Trillium Health Partners
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Share the success story of recruitment and retention of Internationally Trained Healthcare Professionals at Trillium Health Partners (THP). The success is a result of building partnerships, frameworks and a sustainable plan to support new internationally educated healthcare providers in becoming leaders within the organization. Trillium Health Partners played a key role supporting IENs Supervised Practice Experience in partnership with CARE. In addition, we have provided individualized support that has contributed to the transition of IENs to regulated THP roles. Within the last fiscal year, 83% of IENs successfully transitioned to regulated roles at THP. We are currently on track to reach a 90% conversion rate. Furthermore, THP was the first in Ontario to develop a formal process to support nurses working with a Temporary Class License. Finally, we are in the process to launch a Community of Practice that will lend itself to supporting new leaders within the IEN group. The lessons learned in the IEN program at THP has begun to influence the work in supporting Internationally Educated Allied Professionals.

Simulation Supporting the New Nurse Residency Program
Christina Scerbo, RN, MN, CCSNE, Simulation Program Lead, Mackenzie Health
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Highlight simulation education and process planning at Mackenzie Health with a focus on utilizing simulation in our New Nurse Residency Program.