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Garry,
Our department is currently measuring patient safety and core measure values on our "dashboard" which we call a balanced scorecard. We track Smoking Cessation for the core measures of AMI, CHF and Pneumonia. We have maintained 100% compliance for a 3 year period. I view this as a measure that demonstrates value of RT.
Within the year, we started scanning name bands to assure patient identifcation and medication when delivering medications as well as confirmation of medication accuaracy. We are part of a health system with 7 other RT departments. We started benchmarking ventilator days (Invasive and NonInvasive). Other benchmarks will come.

Brenda,
Thanks for providing this great information. I would appreciate receiving your department's 'Dashboard' if you are able to share.
Thanks!
Garry

Christopher,
This is exactly the type of information that I'm looking for. In short, what are the ways in which we can document and promote the value of RTs? I'm concerned that the current wave of 'slash and burn' consultants will merely focus on reducing FTEs without recognizing the value of what RTs (and, others certainly) contribute to the success of an organization.
Keep up the great feedback!
Garry

I'm not sure if this is exactly what you're asking about ...
We've initaited quarterly peer evaluations, a staff recognition program, and plan to survey house staff, RNs, and patients and their families, all with the goal of improving RT recognition, clinical practice, and image throughout our facility. The peer evaluation process uses a customized application that allows each staff member to review their objectives for the year, to check the status of or complete required education and compentencies, and to review department communications and peer evaluation results. Each therapist is paired with a Lead and a team of therapists that they most frequently work with. They are held responsible to complete quarterly peer evaluations on each other as well as a cross shift team that they most often mirror. In this manner, each therapist is evaluated about 40-50 times in a year with quarterly reports and any possible concerns are address each quarter. The department manager and clinical specialists are evaluated by the entire staff each quarter.
We also use a customized daily staff assignment application that calculates staffing acuity directly related to the specific respiratory care needs of each patient on our service. In this manner, we can accuratly adjust staffing according to need and reasonably remain within our budget goals for staffing

There is a vast array of measurement tools using "real time" and/or "paper trail" tracking performance, supervisory and/or colleague "shadowing", and patient satisfaction feedback methods. Statistics and performance evaluations are common "dashboard" indicators used by many departments whose quality and accuracy of information can be enhanced by use of "real time" tracking systems. As an RT, I believe our mission to provide healthcare according to our scope of practice including incorporating policy, procedure, and, acceptible standards of care also encompasses the provision of healthcare to our client's/patients satisfaction. I believe our healthcare provision extends above and beyond statistical measurement.