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National Guideline Clearinghouse (NGC). Guideline summary: P

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Stephanie Miller

on 15 February 2018

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Transcript of National Guideline Clearinghouse (NGC). Guideline summary: P

Negative Effects of Nurse Manager Turnover on Patients
CLINICAL PRACTICE GUIDELINES
Preventing pressure ulcers includes conducting a structured risk assessment to identify those at risk, completing a comprehensive skin assessment and developing and implementing a plan for those at risk (NCG, 2014)

Nurse managers are ultimately responsible for staff completing and adhering to guidelines and to pass along pertinent information
References
PICO QUESTION:
Do nurse manager turnover rates influence adverse events on individuals during their inpatient stay?
STATISTICS
According to the Office of the Inspector General, an adverse events happens to as many as one in seven patients (Warshawsky, Rayens, Stefaniak, & Rahman, 2013)
Adverse events that are considered "nurse sensitive" include falls and hospital-acquired pressure ulcers (Warshawsky et al., 2013)
RECOMMENDATION
Administration should recognize the importance of the nurse manager and attempt to prevent burnout and make for an easy transition and immediate replacement when a nurse manager submits resignation
National Guideline Clearinghouse (NGC). Guideline summary: Prevention of pressure ulcers. In: Prevention and treatment of pressure ulcers: clinical practice guidelines. In: National Guideline Clearinghouse (NCG) [Website]. Rockville (MD): Agency for Healthcare Research and Quality (AHRQ); 2014 Jan 1. [cited 2018 Feb 10]. Available: https://www.guideline.gov
Warshawsky, N. E., & Havens, D. S. (2014). Nurse manager job satisfaction and intent to leave. Nursing Economic$, 32(1). 32-39.
Warshawsky, N. E., Rayens, M. K., Stefaniak, K., & Rahman, R. (2013). The effect of nurse manager turnover rate on patient fall and pressure ulcer rates. Journal of Nursing Management, 21(5). 725-732.
ADDITIONAL RESOURCE
According to a survey completed by nurse managers, 62% stated they would resign from their positions within five years, 30% stating stress or burnout for the reason (Warshawsky & Havens, 2014)
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