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Show University of Utah Health Moran Eye Center Griffin Jardine, MD; Christian Seiter; Amy Henderson, LCSW; Lisa Ord, LCSW PROGRESS TO DATE: Established an in-house physician coach, wellness grand rounds and resident lecture series, Monthly R&R lunch meetings for faculty and staff, monthly newsletter, & resident administrative time. ROADBLOCKS & BARRIERS: Subtle pushback on initiatives individuals felt were not going to be of benefit. What became clear is that wellness looks different to each individual. Our reaction to this has been to come up with multi-angled speakers & topics when addressing wellness. VALUABLE LESSONS LEARNED (1) Wellness is a very charged, complex topic that means something different to each individual, (2) Administrative & clinical staff are often suffering the most from the effects of burnout or PROJECT VISION from the shockwaves of faculty burnout, and need to be included in the discussion and targeted initiatives. Project Insights AFFECTING THE CULTURE & CONVERSATION AROUND WELLNESS We at the Moran Eye Center have chosen to focus on interventions that decrease the bureaucratic sources of stress as well as improve individual resiliency and awareness of wellness. Historically, there has been a great emphasis on creating a culture of wellness thanks to the leadership of our chair, Dr. Randall Olson. That said, physicians and staff often neglect their individual personal well-being, so we have worked to improve upon that existing culture. BASELINE ANALYSIS & INVESTIGATION IMPROVEMENT DESIGN & IMPLEMENTATION The University-wide burnout survey initially showed a high rate of burnout at the Moran (50%), but the sample size was small and felt inconsistent with the working environment we were seeing. We sent an abbreviated version of the survey from our chair, which had much greater participation and showed burnout rates of less than 10%. Our improvements can be divided into two targeted audiences: Given these two surveys, we decided to focus on increasing awareness and provide strategies for coping with the highest ranked causes of burnout: 1) Meaningful use requirements, 2) Electronic Health Record, and 3) Lack of control of work/work environment. Resident Wellness Activities Faculty/Staff Wellness Activities • Wellness Lecture Series: including off• Grand Rounds Lecture Series: topics have included site meeting for breakfast, medical wellness, mindfulness, Epic optimization and improv teaching skills in empathy, physician coaching. communication, and mindfulness. • Moran Monthly Restore & Rejuvenate (R&R): 15• Administrative Half-Days: just initiated, minute open invitation group meeting for faculty provide residents scheduled time off and staff led by LCSW Amy Henderson on to take care of personal health mindfulness, meditation, breathing techniques, etc. matters, appointments, and • ‘Wellness For U' Newsletter: Different wellness topics administrative tasks. discussed monthly. See example below. Images 1 & 2: Resident Wellness Activity; Image 3 (right): Wellness Newsletter GOALS 1 Reduce University survey reported burnout at Moran from 50% to 25% by December 31, 2017 by: • Increasing awareness and providing strategies through targeted wellness grand rounds and lectures. • Improving mindfulness by increasing attendance to R&R lunch meetings of Moran faculty and staff from 0 to 25 by November 2017. • Decreasing resident burnout by introducing resident administrative time into schedule and wellness lectures. RESULTS 1 50% 40% 30% 20% 10% 0% Moran Burnout 50% Goal 2016 • Positive reception & attendance of grand round targets on Epic optimization, mindfulness and physician coaching. 18% • Attendance at R&R has steadily increased to 26 at the last group with requests to increase to twice a month. 2017 • Resident administrative time launched November 2017. RESILIENCY CENTER | MORAN EYE CENTER |
