Accreditation Decision: Preliminary Denial of Accreditation
Decision Effective Date: February 17, 2007
This organization is not in full compliance with all applicable standards.
Requirements for Improvement:
Home Care
-An ongoing, proactive program for identifying and reducing unanticipated adverse events and safety risks to patients is defined and implemented.
-The director named on the CLIA certificate establishes policies and procedures that define the context in which waived test results are used in patient care, treatment, and services.
-Measure, assess, and if appropriate, take action to improve the timeliness of reporting, and the timeliness of receipt by the responsible licensed caregiver, of critical test results and values.
Hospital
-The leaders measure and assess the effectiveness of the performance improvement and safety improvement activities.
-Undesirable patterns or trends in performance are analyzed.
-An ongoing, proactive program for identifying and reducing unanticipated adverse events and safety risks to patients is defined and implemented.
-Newly constructed and existing environments are designed and maintained to comply with the Life Safety Code®.
-The hospital maintains fire-safety equipment and building features.
-The hospital develops and implements activities to protect occupants during periods when a building does not meet the applicable provisions of the Life Safety Code®.
-Medical equipment is maintained, tested, and inspected.
-The hospital maintains, tests, and inspects its medical gas and vacuum systems.
-Medications are properly and safely stored.
-Medication orders are written clearly and transcribed accurately.
-The hospital evaluates its medication management system.
-Initial assessments are performed as defined by the hospital.
-The hospital has a complete and accurate medical record for patients assessed, cared for, treated, or served.
-The hospital collects data to monitor its performance.
-Designated qualified staff accept and transcribe verbal or telephone orders from authorized individuals.
-The leaders develop and implement plans to identify and mitigate impediments to efficient patient flow throughout the hospital.
-Standardize a list of abbreviations, acronyms, symbols, and dose designations that are not to be used throughout the organization.
-Measure, assess, and if appropriate, take action to improve the timeliness of reporting, and the timeliness of receipt by the responsible licensed caregiver, of critical test results and values.
-Label all medications, medication containers (for example, syringes, medicine cups, basins), or other solutions on and off the sterile field.
-Mark the operative site as described in the Universal Protocol
-The organized medical staff reviews and analyzes all relevant information regarding each requesting practitioner’s current licensure status, training, experience, current competence, and ability to perform the requested privilege
26 comments:
Sorry to remove the post above...it was very long and had a lot of the html stuff in it.
Here is a link:
"Hospital may lose license after ER lobby death"
http://www.msnbc.msn.com/id/19375461/
Okay, but I looked and it appears to this layman that IF Doloresco had told the community what areas were in trouble, then we would have known to stay away from the place with heart trouble????
Is that right????
Sharp site. Really cool! Gives hope. You oughta advertise it.
--Joey
Note to Joey--
Where would you advertise? Can you imagine how much the local paper hates this blog for reporting so many tyhings they hide from the public?
Why not Piedmont Shopper? We wouldn't know about it except somebody at my kid's school had the flyer you put out. There's got to be a better way.
--Joey
Did you see the ads for Morehead and Annie Penn in Sunday's Register & Bee.
They are really rubbing DRMC's face in it .
I for one am embarrassed to work there.(DRMC)
I think it's time to stop the worrying and fueding and leave this pitiful mess behind.
I understand, me too
It is a shame and embarassment of which sole responsibility lies with Lifepoint.
The nurses, ancillary staff, and other departments have continued to dedicate themselves to providing the best care possible with very limited resources and staff.
There is a solution.
unionnurse.blogspot.com
Jeez, unionnurse, can't you leave the commercialization off the blog? None of us are advertising our services or businesses here. Sentinal Event, are we now making it a commercial site??
It would be like other hospital companies like HMA or CHS coming on teh blog and saying you do have a voice...sell DRMC to us!
Well said! Let's try to fix this without ANOTHER group of outsiders (the union) getting involved!!
Solutions are few and far between. People on this blog struggle to find solutions to tslk about. The only real one is to run Lifepoint out of here. Ironically, the union must be seen as one solution. In Germany, in the Thirties, it is only because conditions were so horrible that a monster like Hitler could rise. Unions indeed are awful creatures, created every time by people like the Bank Boys, the mill owners and now Lifepoint. It's a natural step.
If you are going to say all that, you really should point out that it is the crushing of the human spirit by the greed and arrogance and indifference of the Boys at the Bank and LifePoint execs that prepares the ground for growing something like a union.
We were told another horror story about Danville Regional at church. They said the newspapar has quit running letters because they are trying to get the ads back. I wonder about that. I think the since of outrage has passed, not because things are better but because most people are avoiding the place or have given up.
Giving Up: That's all Lifepoint wants in order to create a quiet, captive market.
To anti-union: The ground is prepared. The people are ready. And if the uunion should succeed, it will be another brutal yoke slung about the necks of working people in this sad, sick city, as we sit and await our next utility rate hike and wonder where these so called leaders found $8 million to give to Target. As long as you are breathing and can lift a hand, as long as you have the tiniest resource l;eft in some small inheritance, the people at Barkhouser and American National Bank will be standing there to slice off one more ounce of flesh.
A lot of these comments are coming from people who don't know squat about Danville Regional. If the union is brought on and a true secret vote is held, people will join it is heartbeat.
I think that unionnurse has made some very valid points. I say let the union come and the nurses can decide for themselves.
Very well said...
Unionnurse I think that your comments have shed a new light on some issues and that is giving us all another way to think about this whole shameful mess. If a union is what it will take to help alleviate some of the pain than so be it....
Actually...If a union is present, then the members lose the ability to make single decisions..they have to go through the union rep and engage in "collective bargaining"---something to think about...
Be careful what you ask for. You might get it!!!
Well the only single decision we are able to make now is do we stay or do we go. Nurses are not involved in making staffing decisions. Lifepoint is very content to continue to allow nurses to care for more and more patients without being held accountable for the unsafe conditions. No matter how much we complain that we are taking care of too many patients, Lifepoint execs continue to tell us we have to take more or risk being disciplined. So how fair is that to the patients or staff? When you are a patient in the hospital do you want your nurse taking care of 8-12 other patients as well? I would think not.
But wait, we already have "relatively high expense levels, especially in terms of man-hours"
.......meaning you better get used to "your nurse taking care of 8-12 other patients".
"Actually...If a union is present, then the members lose the ability to make single decisions..they have to go through the union rep and engage in "collective bargaining"---something to think about..."
A good point...by inviting a union, is decision making power given from one external entity to another? How much more input into the decision process would nurses at DRMC have than they do now? Or would it all be done by proxy with little control over the outcome?
Decision making power would be transferred from hospital administration, who has none of our interests at heart, to a collective bargaining unit selected by us. During the contractual stage, the collective bargaining unit would present the demands of the nurses in the union and work with the hospital administration to meet those demands. Examples of our demands could include minimum staffing ratios, use of a reasonable acuity tool, whistleblower protection, pay increases with reasonable yearly raises, and benefit increases.
Unions are not bad, but they are only as good as the members who form them. If the members are apathetic to the cause then the union can only do so much to help.
The patients and nurses at DRMC would greatly benefit from the protection of a union.
The nurses on Tele are consistently taking care of 6-8 patients. When we try to reason with the AD in charges all we get is "we have to empty out the ED", end of discussion. There is no one to stand up for us. What are we suppose to do and what would Union involvement do for us at the moment this is happening? And BTW, Ruth does nothing to help us.
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