QAPI Program Utilization_Manual

full attention is given to the patient and where self-discovery can be achieved. Health coaching enlists a number of techniques, some of which are listed below 1. Star with what the patient says his goal or problem is relative to his/her health condition. Example: What concerns you the most about your condition? 2. Use open-ended questions. Example: What is the most important thing that home care can do for you related to your health concerns? 3. Uncover any obstacles to patient’s progress. Example: What do you think would help you most to walk 30 minutes a day, 5-6 days/week? 4. Affirm patient’s strengths. Example: You had an excellent idea of having your son call you in the evening to remind you to take your pill 5. Use reflective listening Example: You said that you have shortness of breath when going to the mailbox. Tell me more about this. 6. Summarize the conversation that has taken place. Example: We’ve talked about your concerns re: your shortness of breath and when you have the most difficulty, as well as conserving your energy throughout the day. We also talked about the shortness of breath scale that you agreed to use to describe these occurrences to the nurse. » Competency Assessment (Evidence-based) A competency assessment can be used to support and educate staff, and to prioritize those skills that are important for clinician to master, related to patient populations for which evidence- based care is being provided. Use the evidence to help prioritize skills needed to manage patient populations of particular interest to the agency. It can include these those skills that the agency deems necessary to provide a new service, to engage in a new referral relationship, or to achieve Home Health Compare outcomes, or other quality outcomes measured through a pathway or other process. Consider integrating the competency assessment score(s) or evaluation(s) in the employee’s annual performance appraisal. Competency of visiting staff must be assessed by qualified individuals. 1. Focus on those services, chronic conditions, or outcomes that the agency has determined a priority. 2. Select best practices that support these services, outcomes or patient care. 3. Research evidence-based practice guidelines for skills required. 4. Select those interventions that your staff has difficulty or anticipate difficulty with. 5. Choose 1-2 items that agency deems of highest priority 6. Decide how to measure this skill during the competency assessment. 7. Decide how often that competency testing will be conducted. 8. Review competency items at least annually to determine continued appropriateness for use. »Performance appraisal (Outcome-Based) Using a P4P payment philosophy, develop a performance appraisal that rewards increases for staff contributions to the agency’s achievement of outcomes. The appraisal becomes more objective than subjective. This requires an agency to adopt a philosophy that promotes a culture of quality and to move away from the concept of “raise across the board” mentality. This is much easier to envision in theory than as investing in staff performance for higher returns in a pay-for-performance environment. Successful method: 1. Determine agency categories of performance. Example: Quality, Quantity, Job Knowledge, Customer Service, Attendance, Behavior, Punctuality, and Appearance. 2. Prioritize category importance by deciding the percentage of 100 to give each category. 107