Dr. Edna Cadmus, Executive Director of the NJCCN, is one of the contributing experts in Wallet Hub’s publication on “2018’s Best & Worst States for Nurses.” Her comments include topics such as the biggest issues facing nurses today, the long term outlook for the field of nursing, tips for recent nursing graduates, and the role of local governments and health systems in attracting and retaining high quality nurses.
As always, we at the NJCCN are grateful for the opportunity to share our data and contribute to national discussions of the nursing workforce!
Hospital personnel – did you wonder why your organization required you to complete human trafficking education by March 18, 2018? This requirement was established by New Jersey Administrative Code 8:43E-14.1.
Trafficking victims in need of healthcare are brought directly to emergency departments by their captors in an attempt to preserve anonymity. Victims may be brought to the same facility numerous times for serial health problems, and the healthcare professionals with whom they interact may be their sole contact outside of the framework of their captivity. This makes hospital personnel, especially nurses, uniquely able to identify victims and advocate on their behalf. The training mandated by NJAC 8:43E-14.1 will help nurses recognize and respond to evidence of human trafficking.
Education in human trafficking empowers nurses to keep saving lives.
As one of NJCCN’s mission statements is to: “Transform the healthcare system through research and innovative model programs,” the New Jersey Collaborating Center for Nursing (NJCCN) invites proposals for the George Hebert Legacy Grant Award. Proposals can be submitted by nurse researchers or PhD/DNP nursing students currently working on an IRB approved dissertation, DNP project, or research that addresses any nursing workforce related topic, however priority will be given to the following topics.
George J Hebert served the New Jersey Board of Nursing from 2000-2015.
Innovative APN Practice Models
Outcomes on Residency Programs for new graduates, specialty area transitions and post-acute care
Emerging roles for LPNs in a changing healthcare environment
Workforce gaps for the future of healthcare across settings
Impact of school nurses in the community
Strategies to address the nursing faculty shortage
Funding will be up to $2500.
Application Deadline: 12/05/2018
Awards will be Announced: 2/01/2019
Funding Period: 4/01/2019 – 3/31/2019
Final Project Report Due: 4/01/2020
Applicants must be current DNP or PhD nursing students from an accredited NJ based doctoral program OR nurse researcher (PhD) based in NJ.
Findings must be available within 1 year of date of submission and be made available to the NJCCN for publication on the NJCCN website.
Funds can be used for data analysis and or project implementation costs. Funds cannot be used to supplement salaries or student tuition.
Applications can be sent via e-mail to Dr. Edna Cadmus, . Questions may be directed to Victoria Field, , (973) 353-2715.
All submissions will be blinded and reviewed by the NJCCN review committee. Awards will be at the sole discretion of the NJCCN.
Grant recipients are responsible for submitting a final narrative report, minimum of 5 pages to include a plan for dissemination and next steps, and an executive summary of approximately 450 words. The final narrative and executive report are due 60 days after the end of the grant period.
Recipients are also expected to submit findings/results at one of the NJCCN’s meetings within 1 year of completion of the study/project.
Failure to complete the requirement within the allotted time period may result in full repayment of the award to the NJCCN.
The grantee must acknowledge the NJCCN as a funding source in any publication.
The grantee must provide the NJCCN with a reprint of any publication resulting from the work.
The NJCCN may wish to publicize portions of any or all reports, documents, and materials developed by the grantee and will do so only with the permission of the grantee.
A succinct proposal (not to exceed 5 double spaced pages, Times New Roman or Arial Font size 12) outlining the project to include:
Purpose/aim of project; background and significance; objectives; timeline; methodology; nursing implications
Abstract, bibliography, budget and IRB approval letter (these will not count toward the 5 page limit)
Bio-sketch (not to exceed 250 words) for each member of the team
Complete a budget worksheet outlining how the $2,500 grant money will be utilized.
Include two letters of support for this project, and if applicable, an executive sponsor letter of support.
Edna Cadmus, Executive Director of the NJCCN, will be plenary keynote speaker at the Annual Convention of the New Jersey League for Nursing! The 2018 convention will run from March 28 – 29. The Center will also be presenting a research poster. Follow the link below for more information and conference registration.
The Institute for Healthcare Improvement published a white paper titled “IHI Framework for Improving Joy in Work.” Please see the executive summary, below, and click the image to read the full publication.
With increasing demands on time, resources, and energy, in addition to poorly designed systems of daily work, it’s not surprising health care professionals are experiencing burnout at increasingly higher rates, with staff turnover rates also on the rise. Yet, joy in work is more than just the absence of burnout or an issue of individual wellness; it is a system property. It is generated (or not) by the system and occurs (or not) organization-wide. Joy in work – or lack thereof – not only impacts individual staff engagement and satisfaction, but also patient experience, quality of care, patient safety, and organizational performance.
This white paper is intended to serve as a guide for health care organizations to engage in a participative process where leaders ask colleagues at all levels of the organization, “What matters to you?” – enabling them to better understand the barriers to joy in work, and co-create meaningful, high-leverage strategies to address these issues.
This white paper describes the following:
The importance of joy in work (the “why”);
Four steps leaders can take to improve joy in work (“the how”);
The IHI Framework for Improving Joy in Work: nine critical components of a system for ensuring a joyful, engaged workforce (the “what”);
Key change ideas for improving joy in work, along with examples from organizations that helped test them; and
Measurement and assessment tools for gauging efforts to improve joy in work.
Perlo J, Balik B, Swensen S, Kabcenell A, Landsman J, Feeley D. IHI Framework for Improving Joy in Work. IHI White Paper. Cambridge, Massachusetts: Institute for Healthcare Improvement; 2017. (Available at ihi.org)