Midland Memorial Hospital Reviews

Midland Memorial Hospital appreciates your comments. We do not tolerate discrimination of any kind. It is our goal to provide the best patient experience possible AND to provide a productive and fair work environment for all employees. Should any employee have comments or concerns we encourage you to visit with a member of your management or with human resources. Such two way communication helps in our continuous improvement journey.... MoreLess

Thank you for allowing us the opportunity to address some of your concerns. Please allow me to address each area of concern you mention at MMH:

• “Not enough staff”: Midland Memorial Hospital has a Nurse Staffing Advisory Council (NSAC) that meets each month on the 3rd Tuesday of the month that begins at 1pm in E18. 60% of the makeup of this council are frontline nurses. Please come to the meeting to make your contributions to nurse staffing at MMH. • “Possibly because we get paid less…”: Our HR department completes market analyses regularly to assure we are paying at the market level for all staff. • About “Resource Team” nurses: We have a Resource Team that allows nurses from the region to work at MMH and provide the needed resources to our departments. The pay for these nurses is commensurate to the role of a nurse without receiving benefits and having to float throughout areas of nursing services where they have been deemed competent. Their hours are not guaranteed and first to be flexed off, if there is no need. • The Clinical Ladder Program is an evidence-based program that recognizes nurses from novice to expert using Dr. Patricia Benner’s model. At MMH, we do support the Robert Wood Johnson Foundation / Institute of Medicine’s Future of Nursing Recommendations to move nurses to 80% BSN by the year 2020. And, it is recognized with a BSN and a certification, there are improved outcomes. So, the Clinical Ladder Program recognizes nurses for their commitment to lifelong learning and engagement in MMH, our community, and other areas within the professional practice of nursing. • The Texas Nurses Association’s Safe Harbor is available for anyone to complete. It’s not always related to short staffing. It could be due to comfort level of a nurse taking care of certain patient populations. Regardless of the reason, filing Safe Harbor allows for each of us, through a Safe Harbor Peer Review process to assess practice environment improvements. There appeared to be some misinformation related to the filing of these Safe Harbors recently. More education to be coming soon. I will address at NSAC on January 17th. • “The hospital has gone to hell in a handbasket in the past two years”: I’m sorry you feel this way. In a review of our outcomes at MMH, here are areas where we have seen significant improvements between 2014 data and 2016 data: o 22% reduction in CLABSI o 64% reduction in CAUTI o 38% reduction in ventilator related events o 66% reduction in C. Diff o Nursing turnover has decreased 32% with a 43% reduction in turnover of nurses hired in the past two years o Nurse satisfaction has improved year over year with some departments in the top 10% of the national database o Patient satisfaction scores have improved to above the 90th percentile in some departments and all departments are seeing progress • “The EHR system is difficult”: We agree. That is the reason Midland Memorial Hospital is purchasing the Cerner electronic medical record. We kickoff our EMR implementation later this month and expect to go live in early 2018. • “Clinical Managers ... stepping down or quitting even directors”: We are unique at MMH in that we have had a Clinical Manager on duty 24/7 most of the time. Not many other organizations have had the type of leadership structure we have had. Right now, as any employee leaves MMH, we review how best to meet the needs of the department and our patients. As mentioned above, our turnover rate has decreased by at least 33% in the past year. • We have 82 local nursing students in our Nurse Intern Program. At least twice per year, we should have a cohort of new graduate nurses entering the professional practice of nursing at MMH. Our HR department has a strong recruitment plan. In our Culture of Ownership, we have seen significant improvements in our culture and attitudes at MMH. We are disappointed that you feel this way. Please do not hesitate to reach out to me or human resources to continue this conversation. We welcome further feedback. Bob Dent, DNP, MBA, RN, NEA-BC, CENP, FACHE Senior Vice President, Chief Operating and Chief Nursing Officer... MoreLess