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Roles II > PT Role As Employee > Flashcards

PT Role As Employee Flashcards

1
Q

What is competence

A

Application of knowledge, skills, and behaviors required to function effectively, safely, ethically, and legally within the context of the individual’s role and environment.

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2
Q

What is continuing competence

A

Lifelong process of maintaining and documenting competence through ongoing self -assessment, development and implementation of a personal learning plan, and subsequent reassessment.

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3
Q

How does a therapist demonstrate continued competence

A

Regulatory
- Continued Education Requirements
- No complaints filed to the IDFPR
Workplace
- Peer observation of actual practice
- Competency utilizing specialized equipment
- HIPPA, harassment, ethics, infection control, safety
- CPR, first aid, patient handling
Personal
- Written, oral, or practical assessments of: knowledge, skill, clinical decisional making
- Self assessment tools
- Case studies demonstrating clinical decision-making
- Portfolio demonstrating clinical competence
- Residencies, fellowships, specialty exams, peer reviewed publications, presentations

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4
Q

What statement did Citizens Advocacy Center make about importance of continuing competence?

A

Patients have every right to assume that a health care provider’s license to practice is the government’s assurance of his or her current professional competence, and clinicians themselves would like assurance that those with whom they practice are current and fully competent. Unfortunately this is not the case.

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5
Q

What is the responsibility of a therapist to utilize evidence

A
  1. Core values of accountability, excellence, and social responsibility require therapists to provide the best quality of care
  2. Initiatives of quality reporting requires that patients achieve the largest gains in the shortest period of time - clinical excellence and clinical efficiency.
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6
Q

What is the apta evidence based documents initiative

A

Aims to better enable PTs to consistently use best practice to improve the QOL of their patients and clients.
— Goal is to get rid of unwarranted variation in practice and demonstrate the value of PT services to the health care system

Supports sections in the development of clinical practice evidence-based documents.

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7
Q

What is the APTA outcomes registry

A
  • Requires enrollment from the company
  • Information technology infrastructure that allows seamless communication with the EHR to transfer data.
    Works with a lot of outcome measures like Care tool, NDI, LEFS, KOOS, HOOS
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8
Q

What are clinical practice guidelines

A
  • Clinical practice documents concerning what is known about best practice based on available research
  • These documents are systematically developed statements to assist practioner and patient decisions about appropriate health care for specific clinical circumstances
  • They are intended to improve the effectiveness, safety, outcomes, and efficiency of healthcare
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9
Q

What is burnout

A

Psychological syndrome of emotional exhaustion, depersonalization, and reduced personal accomplishment that can occur among individuals who work with people in some capacity.

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10
Q

what is emotional exhaustion

A

Tiredness, lack of drive, irritability, psychosomatic symptoms, overextended, fatigued

Us lol

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11
Q

What is depersonalization

A

Distancing oneself during interpersonal contact, negative cynical attitudes and feelings about one’s clients

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12
Q

How you you describe low feelings of personal accomplishments

A

Feelings of decreased competence and decreased efficiency

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13
Q

What are the 4 factors associated with burnout

A
  1. Support from supervisors and coworkers
  2. Time and resources
  3. Professional development
  4. Work enviornment
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14
Q

What are the negative effects of burnout

A
  • decreased cog, psych, and physical function
  • psychosomatic complaints
  • compromised immunity
  • alc and drug use
  • negative self concept
  • loss of concern for patients
  • decreased quality of care provided
  • increased risk for error
  • absenteeism
  • increased job turnover
  • decreased morale
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15
Q

What is the health professional wellness hierarchy

A

Basic needs met first: bathroom and lunch breaks, enough sleep

Higher levels needs met next: safety, respect, appreciation, contribution

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16
Q

What are the 6 areas of frustration that can lead to burnout

A
  1. Workload
  2. Control
  3. Reward
  4. Community
  5. Fairness
  6. Values
17
Q

What are strategies at organization level to help with burnout

A
  1. Acknowledge and address problem
  2. Harness the power of leadership
  3. Develop and implement targeted interventions
  4. Cultivate a community of work
  5. Foster wise use of rewards and incentives
  6. Align values and strengthen culture
  7. Promote flexibility and work-life resilience and self care
18
Q

What are strategies at individual level to help with burnout

A
  1. Network connection s
  2. Self awareness
  3. Change conversations
  4. Exercise
  5. Sleep
  6. Reflective writing
  7. Mindfulness and meditations
19
Q

Health practice self-assessment

A

Look at slides 28 and 29 idk if it’s important or not

20
Q

What is moral residue

A

Phenomenon has been described best by Webster and Baylis who said that moral residue is that which each of us carries with us from those times in our lives when in the face of moral distress we have seriously compromised ourselves or allowed ourselves to be compromised

21
Q

What are consequences of moral distress

A
  1. Providers become morally numb to these stressful situations
  2. Providers feel the need to demonstrate dissent in ways that result in unprofessional behavior
  3. Provider burnout — either at facility or with the profession.
22
Q

ways to combat moral distress

A
  1. Choosing a facility that has an ethical policy you agree with
  2. Recognizing your advocates
  3. Being aware of appropriate avenues to relay your concerns
  4. Speak about it with appropriate individuals
  5. Discuss even though there is no current “fix” to this situation are policies that could be put into place to prevent this type of situation in the future.
23
Q

What is moral resiliency

A

Ability to deal with an ethically adverse situation without lasting effects of moral distress and moral residue
requires morally courageous action, activating needed supports and doing the right thing

Encompasses capacities aimed at developing self-regulation and self-awareness, buoyancy, moral efficiency, self-stewardship, and ultimately personal and relational integrity

24
Q

What is relationship between productivity and unethical behaviors

A

Positive correlation existed between productivity rate and unethical behaviors

25
Q

What are best predictors of unethical predictors

A

Lack of organizational emphasis on evidence based practice and ethical practice

26
Q

How does moral distress occur

A

When a professional who has been trained to have Autonomy, authority, and obligation to put their patients above all else meets up against external constraints, organization resistance, or high levels of uncertainty that limit their ability to do what they believe is right.

Extrinsic factors noted — difficulty treating due to insurance reimbursement constraints
Intrinsic — productivity and scheduling issues, concerns, about the appropriateness of care, billing, and reimbursement coding issues, orgs, being financially focused over patient focused

increased vertical communication, ethics education, and more involvement with policy development were noted for positive change in perception of ethical environments.

27
Q

Moral injury vs. Burnout

A
  • Impact of daily practice is a main motivation for moving the concept of moral injury from single ethical incéndienos or post-war situations to healthcare.
  • Burnout — some claim is lined to a root of the problem being at the individual level and lack of resilience while moral injury has a root of the problem in a broken system that, due to its business model, has prioritized profit over healing.
28
Q

What is moral injury

A
  • Stress of consciousness emerges when external constraints force us to prioritize tasks over human dignity, causing ethical insensitivity or ambivalence among healthcare workers.
29
Q

What is compassion fatigue

A

Considered as a caregiver’s cost of caring

  • Results when caregivers are exposed to ar repeated interactions requiring high levels or empathetic engagement with distressed patients/clients and their families
  • Leads toa cute onset of physical, emotional, and work-related symptoms
30
Q

What is reported to have decreased incidence of compassion fatigue

A
  1. Higher levels of sleep
  2. Higher emotional intelligence
  3. Emotional management
  4. Higher level of compassion satisfaction and improved self-care
31
Q

What does compassion fatigue lead to

A

Physical (headache, GI issues, sleep disturbances), emotional (mood swings, irritability, depression, poor concentration, judgement), and work related (avoidance of particular situations/patients, decreased ability to feel empathy, lack of meaning in work) that can impact both professional and personal lives of healthcare workers.

32
Q

What improves compassion fatigue

A

Self care reported as most significant preventative measure

Education, teamwork, good administrative leadership improve compassion satisfaction, and minimize prevalence of compassion fatigue

33
Q

Compassion fatigue in young clinicians

A

Civic-minded professional that focuses on social responsibility demonstrated significantly lower burnout and higher compassion satisfaction in three cohorts of PT graduates in US.
*reflective service learning and community engagement activities may assist in the development of these skills.

34
Q

What are performance reviews

A
  1. Formal feedback process, often required of most facilities
  2. Will happen at least yearly for you as an employee
  3. May happen multiple times in your first year
  4. Gives you an idea on your performance for the past year
  5. Employers will often utilize performances reviews to help determine raises and promotions.
35
Q

Goals of performance reviews

A
  1. Provide feedback
  2. Clearly communicate expectations
  3. Open up dialogue with employees
  4. Provide opportunity to discuss goals for coming year
36
Q

What is included in performance reviews ?

A

Knowledge base as a therapist
Technical skills as a therapist
Documentation
Professionalism
Productivity
Communication, interpersonal skills
Goals/competency attainment
Performance areas in workplace value structure/mission attainment

37
Q

What can you look at as a new PT for guidance for professional behaviors

A

Core values
Code for ethics for the PTs
Guide for professional conduct
Feedback from CPI on professionalism and professional behaviors
Colleagues — what is the professional network system like

38
Q

Why do professional behaviors matter

A
  • Significantly impact our professional relationships with patients
  • Impact on patient outcomes
  • Impact on physicians referring to facility
  • Impact on team moral
  • Non-professional behaviors has significant legal and ethical implications

Roles II (13 decks)

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