The North Dakota Nurse
Table of Contents
Introducing New Leadership Meet NDNA's New President, Dr. Beth Sanford! Meet NDNA's New President-Elect, Dr. Shila Blend! NDNA Board of Directors 2025
New Members This Quarter
Announcing Awards and Recognitions 2025 Awards and Recognitions 2025 Below are the NDNA Awards and Recognition 2024 recipients which were presented on September 12, 2024
Advocacy Nurses Day at the Legislature NDNA's 2025 Advocacy Priorities
In Remembrance of Nurses 2023-24
Nursing News BURNOUT. When is it time for a change? Private Duty Nursing: Understanding Private Duty Nursing PFAS Toolkit: Comprehensive Clinical Guidance for Addressing PFAS Exposure in Patients WORKAROUNDS: How nurse leaders can minimize their risks
LPN's - Join NDNA!
Sponsorship Sponsorship Opportunities for 2025
Upcoming Events Mark Your Calendar!
Student Articles Importance of Proper Education for Intravenous Insertions: A Study of Nursing Students Code Blue: Literature Review Pain Reassessment
Nursing Students Thank You Student Subscribers!
Join ANA & NDNA Today! Join ANA & NDNA
January 2025

The North Dakota Nurses Association (NDNA) is the only professional organization representing all nurses in North Dakota. The mission of NDNA is to advance the nursing profession by promoting the professional development of nurses, fostering high standards of nursing practice, promoting the safety and well-being of nurses in the workplace, and advocating on health care issues affecting nurses and the public.

Introducing New Leadership
Meet NDNA's New President, Dr. Beth Sanford!

Dr. Beth Sanford graduated with her BSN and MSN in Rural Health Nursing with a specialization in Nursing Education from the University of North Dakota. Most recently, Beth completed her DNP in Public Health and Policy from Rasmussen University, focusing on vitamin D translational research.

She has worked as a Hospice Nurse, a Migrant Health Nurse, a Public Health Nurse, a Community Health Educator, and a Nurse Manager in Long-Term Care and Memory Care. These roles shaped her love for vulnerable and underserved populations, as well as for primary prevention. She has enjoyed volunteering with incarcerated and homeless teens in the US and Canada as well as orphans in Mexico and rural populations in the Amazon.

In the winter of 2021, she wrote and, with two nurse legislators in North Dakota (Karen Rohr, PhD, RN and Kristin Roers, MSN, RN), championed SB2145: The Essential Caregivers Act in North Dakota, which was passed into law. Beth is passionate about cultivating a spirit of inquiry and developing the attitude of being a life-long learner in students, nurses, and healthcare professionals at all levels of practice.

She enjoys her time on the Board of Directors for the NDNA, advocating for the nurses of North Dakota and disseminating evidence-based practice to its members.

Meet NDNA's New President-Elect, Dr. Shila Blend!

Shila Blend, PhD, MSN, RN-BC is currently employed with the State of North Dakota as the Health Information Technology Director, who is responsible for overseeing the North Dakota Health Information Network, the health information exchange for North Dakota.

She is currently a member of the federal Health Information Technology Advisory Committee. She is a board-certified cardiac vascular registered nurse and received her Doctor of Philosophy in Nursing with a Health Systems focus from the University of Colorado Anschutz Medical Campus and her Master of Science in Nursing from the University of Mary, and Bachelor of Science in Nursing from MedCenter One College of Nursing.

Shila brings more than a fifteen years of experience leading people and projects in the healthcare space, including patient care, implementation of healthcare technology and statewide programs. Her leadership experience includes significant stakeholder engagement with state, local and tribal partners as well as health care associations, emergency management and legislative members. Shila has served as adjunct faculty for University of Mary's graduate nursing program.

She is a systems thinker passionate about improving nursing and our rural health care systems.

NDNA Board of Directors 2025

President -  Beth Sanford, DNP, RN

President-Elect - Shila Blend, PhD, MSN, RN-BC

Vice President of Finance - Richelle Johnson, DNP, RN

Director of Membership -  Amy S. Lee, DNP, RN, CNE

Director of Education and Practice - Ashley DeMakis, MSN, RN

Director of Advocacy - Penny Briese, PhD, RN, CHSE

Director at Large - Sarita Wanner, BSN, RN

Affiliate Member Representative (LPN) - OPEN POSITION

NDNA Staff:

Executive Director - Sherri Miller, BS, BSN, RN

New Members This Quarter

Allison Adelman - Fargo
Jeramey Anderson - Fargo
Esther Ankumah - Fargo
Yashu Basnet - Fargo
Sarah Berg - Nortonville
Teresa Bren - Dickinson
Melissa Broneske - Argusville
Katie Carlson - Fargo
Dani Dallmann - Bismarck
Jessica Duppong - Glen Ullin
Renee Granada - Minot
Brenda Gunderson - Fargo
Marissa Hermanson - Jamestown
Barbara Hintzen - Fargo
Jane Indergaard - Fargo
Fedna Jean-Francois - Minot
Twila Johnson - Bismarck
Jessica Johnson - Fordville
Jayme Jonasson - Osnabrock
Gigi Kollie - Fargo
Boe Kuch - Mandan

Krystal Kurtz - Fargo
Carrie Lewis - Minot
Chelsey Lorenz - Bottineau
Gillian Lundall-Heyd - Turtle Lake
Deborah Mellott - Fargo
Lilian Nyangoto - Minot
Lilian Odemba - Fargo
Meredith Olafson - Fargo
Mikayla Pfaff - Bismarck
Ginger Robertson - Bismarck
Angelica Shanley Meine - West Fargo
Tara Simmonds - Fargo
Cheryll Simmons - Sheldon
Jami Streyle - Fargo
Krisa Stroot - Fargo
Tiffany Teegarden - Hunter
Teri Thiel - Minot
Bonnie Vangerud - Fargo
Donna Wacker - Turtle Lake
Cameron Wheeler - Minot AFB
Brenda Wiesner - West Fargo

Announcing Awards and Recognitions 2025
Awards and Recognitions 2025

Recognition can lead to a culture of gratitude and trust. It builds teamwork, innovation, and a desired healthy work environment which can all tie to patient outcomes. The below will be presented at the NDNA Annual Membership Meeting in October.

HONORARY RECOGNITION -- May be conferred on an as-needed basis on one member for recognition of continued commitment and contribution to the nursing

profession.

OUTSTANDING NURSE OF THE YEAR -- May be conferred on an as-needed basis on one member for an outstanding accomplishment or service of benefit to the profession which occurred during the prior year.

HALL OF FAME AWARD -- May be conferred on an as-needed basis to a registered nurse who has made a historically significant contribution of long-lasting importance to the practice of nursing in North Dakota.

Rising Star Award - A nurse in the first two years of practice that exhibits leadership and professionalism in their field of nursing.

Advocacy Award - Excellence in advocating for the nursing profession and mentoring others to become advocates. This could include through public policy or other advocacy such as through media/presentations.

RECOGNITION OF FRIEND OF NURSING AWARD- Shall be conferred on non-nurses for recognition of significant assistance to the nursing profession. Letter(s) of appreciation shall be sent to all nominees.

RECOGNITION FOR OUTSTANDING MEDIA COVERAGE OF THE NURSING

PROFESSION - Shall be conferred on members of the media who produce an outstanding nursing related article, news story or video presentation.

Nomination Form

Below are the NDNA Awards and Recognition 2024 recipients which were presented on September 12, 2024

Honorary Recognition:

Becky Rickford

Nominated by Ali Gellner (IP/QAPI Coordinator at Dakota Regional Medical Center, Griggs County Care Ctr): "Becky serves as our MDS nurse at the Griggs County Care Center in Cooperstown, ND. Becky comes to work with a fire and drive to ensure residents are being well cared for. While most people think of MDS as a desk job, this is not the case for Becky. She is not afraid to take a deep dive into a problem we may be having, get to the root of the issue, and follow through until our process has improved. She takes extra time to ensure the residents feel seen and heard and always has an open-door policy for both resident and other staff members who may need to talk. This spring, Becky decided she was going to start taking residents outside for a short walk during her 15-minutes breaks. The smiles and looks of pure joy on the residents' faces when they go outside with Becky are priceless. Many would not use their extra time to give back to others, but Becky does. Many residents stop by her office door every morning because they know they will be greeted with a smile and a good morning. She is also a wonderful resource for new nurses and other staff members at the care center. She is willing to take the time to educate and help them with anything she can. Through it all, Becky remains humble - she is never too busy to help with a call light and will drop everything she is doing to help a resident or staff member with a need they may have. The profession needs more nurses like Becky - I am so grateful that she is a part of our team. I am honored to recognize her caring and compassionate spirit and nominate her for this award."

Non-Nursing Recognition - Friend of Nursing:

Shelle Aberle

Nominated by Rebbekah McPherron: Shelle Aberle works at Baptist Health & Rehab in marketing. She is the point of contact for the international nurses that Baptist hires through worldwide services. She communicates with them for months prior to their arrival, often they have spouses and children, getting them all acclimated and ready to get off that plane into America for the first time. She helps them with all their paperwork, social security cards, American phone plans, housing, community tours and more to get them comfortable with their new environment. She created a communication forum to share the great opportunities in the community, state and nation -- wanting these new to America nurses to love it so much here that they will stay. She even assisted one nurse that was expecting a baby -- aided in getting set up with an OB doctor and all that goes along with that. She helped another family get their home schooled daughter connected with other children in the community and is even assisting another family with the legal process of bringing their adopted child into the country. She helps their spouses find jobs in the community. While this is not nursing profession wide--- it is dozens of nurses she has touched the lives of -- making a huge impact.

__________________________________________________________________

Hall of Fame:

Maria Berglund

Nominated by her daughter, Linn Zander: Many of us cannot remember a time when we did not have Maria Berglund's steady, caring hands to help guide us. She has been a nurse for over five decades and is still an active part of the Mckenzie County Medical Facility in Watford City today at 79 years old.

Maria knew she wanted to be a nurse when she was only five years old when she had to have surgery for a ruptured appendix. She stayed at Minot's Trinity Hospital for nearly 2 weeks and was cared for by the compassionate nurses during her stay. She said, "That hospital stay really inspired me to be a nurse and showed me how much we truly need nurses to care for people when they are sick."

She attended nursing school at St. Luke's, Nursing School in Fargo and finished her degree at Sisters of Mercy Nursing School in Devils Lake in 1968. Her first nursing job was at the Bethel Nursing Home in Stanley, North Dakota, and when she didn't have to work at the nursing home, she took care of her grandfather at their family farm near Stanley. In her early 20's she joined the Peace Corp and worked as a staff nurse for almost three years in Washington DC. She helped with the training programs and enjoyed every moment, "I helped with the East African training program and just loved it! We were able to help those less fortunate."

Maria has always been ahead of her time with nutrition and knowing that 'food' is medicine. She picked chamomile from the North Dakota prairies for healing tea and knew the medicinal properties of fruits and vegetables. Her children, Chris and Linn, remember growing up taking vitamins in the 1970's and 80's and they joke how 'sugar' was not allowed in the house. "If we wanted something sweet, we had to add honey to our cheerios," remembers her daughter, Linn, "She was always adamant about eating healthy when we were kids."

She is known as a "very caring nurse" --- competent, engaged, experienced and loved by so many. In her 50 plus years in the medical field she has worked in multiple specialties including hospital care, family practice, surgery, internal medicine, and she was the Director of Nursing at a nursing home. But, her favorite nursing job of all has been working with Medical Director, Dr. Gary Ramage, along with her dear friends at the McKenzie County Clinic for the past 20 years. When asked when she's going to retire, she says she wants to keep working as long as she can, "My work is my happy place and enjoy our patients so much. I feel like I'm contributing and truly helping people."

According to Dr Ramage, there is no one quite like Maria and there are many things that make her a good nurse, "For the last 20 years, Nurse Maria has worked with me and there are just so many good things to say about her. We are all so proud of her accomplishments and she is most deserving of this award. We have 5 minutes built in at every patient visit for a chat with her! Her compassion, skill and commitment are unmatched. She knows who needs to be seen right away and when she says ' I've worked them in this afternoon', it happens! In fact, Central Scheduling has deferred to one nurse in the system.. and that is Maria! She makes everyone and everything around her better and does it all with grace and diligent old style Nurse Character! She even signs her name "The Ol' Nurse"! Patients bring her candy and vegetables, doctors look on with amazement, nurses smile and wonder if some day they too will be so loved and admired like Maria. The "Ol' Nurse "will be remembered in the North Dakota Nursing Hall of Fame as one of the VERY BEST!"

Advocacy
Nurses Day at the Legislature
Hundreds of Nurses and Student Nurses at the Capitol January 29th!

When:  Wednesday, January 29, 2025 | 9:15 AM-3:00 PM CT

Where:  Heritage Center and State Capitol

Full agenda is listed below.  The exact agenda is subject to change.

NDNA's 2025 Advocacy Priorities

In Remembrance of Nurses 2023-24
Nursing News
BURNOUT. When is it time for a change?
Dr. Penny Briese, RN, CHSE, PhD - NDNA Director of Advocacy

Waking up in the morning, you still feel exhausted. Your body aches, your head is pounding, you have an upset stomach, and you are already dreading the day ahead. You feel disconnected from your work, yet you run through the "to do" list for the day and realize that you will not have enough time to accomplish everything because you are actually doing the work of two people and have been repeatedly told that there is no money in the budget to hire any more staff...

You begin to wonder why you ever went into nursing in the first place.

Does this sound familiar to you? Can you feel it at a visceral level? This is burnout and it is a very real thing in all areas of nursing today. According to a survey report from the ANA Nursing Resources Hub (2024), nearly two-thirds of nurses experience burnout during their careers, especially young nurses under the age of 25. Some of the reasons for nurse burnout include working long hours, often being understaffed, and caring for increased numbers of critically ill patients; professional nurses are still reeling from the effects of the COVID-19 pandemic which saw record numbers of patient deaths. As a nurse educator, I was contacted by many of my graduated and newly licensed nurses who were in crisis, asking "Why didn't you prepare us for this?" The truth is that nobody could have prepared the healthcare workforce for the pandemic. And having to work without proper PPE added an additional layer of stress to an already difficult situation, leading to nurses leaving the profession in droves. According to the National Council of State Boards of Nursing (2023), approximately 1000,000 RNs left practice during the pandemic and projections indicate that another 900,000, or nearly one-fifth of the RN workforce, are planning on leaving by the year 2027, many of them under the age of 40. LPNs and LVNs have seen a similar trend, with nearly 34,000 leaving the workforce since the pandemic struck.

But it is not just bedside nurses who are feeling burned out. The shortage of nursing faculty is a "significant global issue affecting the nursing profession" (Aldhafeeri and Alanazi, 2024, p. 1). The authors of this qualitative study found that nurse educators are dissatisfied with the "unexpected journey" of academia, which includes a "lack of role clarity" and "lack of preparation". Faculty participants felt they were not sufficiently orientated or trained properly for the work expected over and above teaching. Other sources of discontent were low pay, heavy workload, lack of support by management/administration, and favoritism in the workplace. Again, I have met many nursing faculty who have expressed many of these same issues as the reason why they became burned out and left the teaching profession. And without teachers, how will we train new nurses?

The problem appears, in part, to lie on nurse leaders. According to the American Organization for Nursing Leadership (AONL) (2024), the primary challenges nurse leaders faced in 2023 revolved around "staff recruitment and retention (69%); financial resource availability (34%), and workplace violence, bullying, incivility (24%)" (p. 3). Two of these issues appear to be closely related for when bullying and workplace incivility are allowed to go unchecked it can be very detrimental to the overall camaraderie of the facility, leading to nurses leaving.

So when do you know it is time for a change? Some of the signs are when you have repeatedly asked for support and have not received it, or if you are receiving conflicting instructions from multiple nurse leaders (Nelson, 2018). Finding yourself facing daily ethical dilemmas is another sign; if your values no longer align with those of the organization, you need to decide if staying is worth it. Boredom and low pay are also factors to consider, as is a lack of promotion. As previously stated, poor or even abusive leadership will lead people to seek employment elsewhere, even at lower pay; there is no set price for being respected. The loss of passion for the work is another sign. Many nurses find themselves wanting to do "something completely different that makes them want to get up in the morning again." (Nelson, 2018, para. 10). And finally, if you leave work feeling deflated, crying, or if you are losing sleep because of your work situation, then perhaps it is time for you to re-evaluate your situation.

So as ironic as it may sound, sometimes leaving a job is what is best. Note that I do not say leaving HEALTHCARE, because we need all nursing hands on board! But in the end, it is YOUR mental health that is of the utmost importance. "Being unhappy at one's job can be overwhelming. It overtakes your life, your thoughts, and your emotions. But there could be dozens of reasons why that unhappiness is coming through, and there are a dozen reasons why you should walk away. In nursing, it might be hard to move on from your current job. But in certain circumstances, it just might be the right move." (Nelson, 2018, para. 1).

Article references 

American Organization for Nursing Leadership (AONL). (2024). Nursing leadership insight longitudinal study. https://www.aonl.org/system/files/media/file/2024/01/AONL-Longitudinal-Nursing-Leadership-Insight-Study-5-Report_v5_0.pdf

ANA Nursing Resources Hub. (2024). What is nurse burnout? How to prevent it. https://www.nursingworld.org/content-hub/resources/workplace/what-is-nurse-burnout-how-to-prevent-it/

National Council of State Boards of Nursing. (2023, April 13). NCSBN research projects significant nursing workforce shortages and crisis. BMC Journal, 23:506. https://www.ncsbn.org/news/ncsbn-research-projects-significant-nursing-workforce-shortages-and-crisis

Nelson, L. (2018, January 3). 10 signs that it is time to leave your nursing job and what to do next. https://nurse.org/articles/identifying-when-to-move-on-from-current-job/

Private Duty Nursing: Understanding Private Duty Nursing
A Vital Service in North Dakota's Healthcare Landscape
Beverly Unrath

As North Dakota continues to evolve in its approach to personalized healthcare, one area gaining significant attention is private duty nursing (PDN). Unlike traditional nursing roles, private duty nursing offers patients individualized, one-on-one care in their homes. For registered nurses (RNs) and licensed practical nurses (LPNs), this growing field provides an opportunity to build deep connections with patients while delivering comprehensive care tailored to each person's unique needs.

What is Private Duty Nursing?

Private duty nursing involves long-term, continuous care delivered to clients in their own homes, typically for individuals who have complex medical needs or chronic conditions. Unlike the shorter visits made by home health nurses, private duty nurses often provide care for extended hours, ranging from a few hours a day to full 24-hour shifts.

Patients in private duty nursing often include those with serious medical conditions like traumatic brain injuries, spinal cord injuries, chronic illnesses, or pediatric patients with congenital conditions. 

This form of care offers an alternative to hospitalization or institutional care, allowing patients to remain in a familiar environment while receiving the high-level medical attention they need.

In North Dakota, Dakota Home Care stands out as a trusted provider of private-duty nursing services. Offering personalized care plans and compassionate, skilled nursing, they ensure patients receive the attention they need to maintain their health and quality of life in the comfort of their homes.

What Does Private Duty Nursing Involve?

In private duty nursing, nurses are responsible for a wide range of care activities, including:

  • Administering medications and managing medical equipment, such as ventilators, feeding tubes, or catheters.
  • Monitoring vital signs and maintaining detailed health records.

  • Providing wound care and helping with mobility or physical therapy exercises.

  • Offering support with daily living activities, such as bathing, feeding, and dressing.

  • Working closely with physicians and family members to develop and adapt care plans.

The relationship between the nurse, patient, and family is crucial in this setting. Nurses often form close bonds with their patients, allowing for more personalized care and a better understanding of each patient's medical and emotional needs. Dakota Home Care fosters these vital connections by supporting their nurses with the tools and training needed to provide exceptional care.

Pediatric Private Duty Nursing: Specialized Care for Young Patients

A rapidly growing area of private duty nursing in North Dakota is pediatric care. Pediatric private duty nurses (PDNs) provide long-term, in-home care to medically fragile children who have complex health needs, including those who require ventilators, feeding tubes, or round-the-clock monitoring due to congenital disorders or chronic illnesses. These children may have conditions such as cerebral palsy, muscular dystrophy, or genetic disorders, all of which require continuous nursing care.  Pediatric PDNs play a crucial role in supporting both the child and their family, providing skilled medical care while helping parents navigate the emotional and logistical challenges of raising a child with significant health issues.

The goal of pediatric private duty nursing is to keep children at home, where they can thrive in a familiar environment surrounded by family while receiving the care they need to remain stable and healthy. In North Dakota, Dakota Home Care is a leader in pediatric private duty nursing, offering specialized services tailored to the unique needs of young patients.

It's a rewarding career path, allowing nurses to witness the development and progress of their young patients over time while offering essential support to families. Their compassionate approach helps families manage complex medical situations while ensuring children can grow and thrive at home.

The Role of Private Duty Nurses in North Dakota

As the demand for personalized care increases across the state, private duty nurses are becoming essential members of the healthcare workforce. Their ability to manage complex medical cases at home reduces the burden on hospitals and long-term care facilities, while offering patients and their family's peace of mind. Dakota Home Care plays a critical role in this growing field, providing comprehensive private duty nursing services that meet the needs of both rural and urban communities.

For nurses considering a shift toward more personalized care, private duty nursing offers both professional growth and the ability to make meaningful, lasting contributions to patients' lives. It's a chance to engage in a fulfilling career path that provides autonomy, flexibility, and the reward of making a significant impact on a patient's health and well-being.

Private duty nursing is a vital component of North Dakota's healthcare landscape, and as more nurses enter the field, the potential to improve patient outcomes continues to grow. Dakota Home Care stands as a beacon of quality and compassion in this sector, making it an excellent resource for families seeking care or for nurses considering a career in this rewarding field.

For more information about private duty nursing or opportunities with Dakota Home Care, visit www.dakotahomecare.com or call (877)691-0015 for personalized guidance.

PFAS Toolkit: Comprehensive Clinical Guidance for Addressing PFAS Exposure in Patients
LR
Leka Rob
CC
Cara Cook

Per- and Polyfluoroalkyl Substances (PFAS), commonly known as "forever chemicals," are a class of over 12,000 synthetic compounds used in a variety of industrial and consumer products, including non-stick cookware, stain-resistant fabrics, firefighting foams, and food packaging. Due to their chemical structure, PFAS are resistant to breaking down in the environment, leading to widespread contamination in soil, water, and air.

Exposure to PFAS is a growing public health concern, as these chemicals accumulate in the human body over time, contributing to a range of serious health conditions. Research has linked PFAS exposure to health effects including (National Academies of Sciences, Engineering, and Medicine, 2022):

  • Increased risk of kidney and testicular cancer

  • Liver damage and elevated cholesterol levels

  • Thyroid disease and hormonal imbalances

  • Decreased vaccine response in children

  • Hypertension and preeclampsia in pregnant individuals

  • Impaired immune function and developmental issues

The widespread contamination of drinking water systems, agricultural areas, and consumer products has made it increasingly important for healthcare professionals to understand how to assess, manage, and educate patients on PFAS exposure. To address this need, the Alliance of Nurses for Healthy Environments (ANHE) has developed a PFAS Guidance for Clinicians Toolkit specifically designed to guide clinicians in recognizing and responding to PFAS exposure in their patients. The toolkit offers evidence-based clinical guidance and resources to support healthcare professionals in managing PFAS-related health risks.

Key Features of the PFAS Toolkit:

  1. PFAS Exposure Assessment Questionnaire: A comprehensive questionnaire to help clinicians assess a patient's risk of PFAS exposure based on occupation, geographic location, and consumption of potentially contaminated food or water. This tool is critical for identifying individuals who are at the highest risk and need further testing or monitoring.

  2. Clinical Testing Recommendations: PFAS testing is currently limited to a select number of chemicals, and the toolkit provides guidance on which PFAS blood tests are available and how to interpret the results. It includes a list of laboratories that can process these tests, including Eurofins, AXYS Analytical, and Quest Diagnostics, which offer reliable methods for PFAS detection. While testing helps determine the body burden of PFAS, it does not predict future health outcomes, so the toolkit also advises on how to communicate test results effectively to patients.

  3. Follow-Up Care and Monitoring: The toolkit outlines recommendations for follow-up care based on PFAS exposure levels, including:

    • Regular screenings for testicular and breast cancers.

    • Liver function tests for patients with elevated PFAS levels due to their association with liver damage.

    • Blood pressure monitoring for pregnant patients, as PFAS exposure is linked to preeclampsia.

    • Lipid panels for monitoring cholesterol levels, especially in pediatric patients exposed to high PFAS levels.

  4. Patient Education and Risk Reduction Strategies: Educating patients on how to reduce their exposure to PFAS is essential. The toolkit provides resources on:

    • Filtering drinking water with NSF-certified filters designed to remove PFAS.

    • Avoiding consumer products known to contain PFAS, such as non-stick cookware and grease-resistant food packaging.

    • Understanding local advisories on the consumption of fish and wildlife from contaminated areas.

  5. Advocacy and Policy Recommendations: The PFAS Toolkit also highlights the importance of advocacy in protecting public health from PFAS. It encourages healthcare providers to stay informed about regulatory developments, including the EPA's proposed regulations (2024) for setting maximum contaminant levels for PFAS in drinking water, which will be enforceable starting in 2025. Nurses and other healthcare professionals are urged to advocate for stronger protections and to support community efforts to reduce PFAS exposure.

Call to Action for Clinicians

As nurses and healthcare providers, we are on the frontlines of addressing the health impacts of environmental toxins like PFAS. By utilizing the PFAS Toolkit, clinicians can better assess patient exposure risks, provide tailored guidance, and advocate for stronger environmental health protections. Whether you work in primary care, public health, or specialty practices, understanding PFAS exposure is critical for protecting the health of our communities.

To access the ANHE PFAS Toolkit and integrate its clinical guidance into your practice, visit: https://bit.ly/4eH1FVr.

Article references 

National Academies of Sciences, Engineering, and Medicine. (2022). Guidance on PFAS exposure, testing, and clinical follow-up. The National Academies Press. https://doi.org/10.17226/26156.

Environmental Protection Agency. (2024). Key EPA Actions to Address PFAS. Environmental Protection Agency. https://www.epa.gov/pfas/key-epa-actions-address-pfas

WORKAROUNDS: How nurse leaders can minimize their risks
Nurses Service Organization

Nurses must contend with many competing demands during a typical shift (delivering care to patients, educating families, communicating with other members of the healthcare team, to name just a few), often causing them to seek ways to compress everything they must do into a short time frame.

In these situations, it can be tempting to engage in "workarounds", subverting policies, procedures, and even standards of care to pick up precious minutes. The goal is a worthy one --- more time with patients. But workarounds are potentially dangerous to patients and nurses, with some leading to serious consequences such as harm to patients and subsequent legal actions against nurses --- and the organizations that employ them.

Nurse leaders and healthcare administrators can protect nurses, themselves, and their organizations from legal jeopardy by understanding the nature of workarounds and creating an environment that minimizes them.

Causes of workarounds

Debono and colleagues provide this useful definition of workarounds: "Observed or described behaviors that may differ from organizationally prescribed or intended procedures in which workers 'circumvent' or temporarily 'fix' an evident or perceived workflow hindrance to meet a goal or to achieve it more readily." In essence, a workaround occurs when a nurse takes action that deviates from established policies and procedures to accomplish the work they need to do --- delivering patient care.

Nurses may engage in workarounds when they encounter barriers to their ability to deliver care. Time is a frequently cited barrier, but many causes lie behind this one word. In a scoping review, Debono and colleagues categorized factors contributing to workarounds as organizational (such as insufficient staffing, productivity pressures), work process (such as new technology not matching workflow), patient-related (such as the need to ensure patients receive timely care, or policies not in the best interest of the patient), individual clinician (such as fatigue), and social and professional (such as poor communication between clinicians). A key factor to remember is that in most cases, nurses engage in the behavior because they feel it is important to overcome obstacles and deliver needed care to patients.

Workarounds can be viewed on a continuum. For example, they can be innovative when, perhaps, a more efficient workflow is identified. On the other hand, they can be harmful, resulting in patient morbidity and mortality. (Deutsch notes that in addition to immediate danger to patients, workarounds make it less likely that an underlying problem will be identified and addressed.) Certainly, some workarounds pose less potential harm to patients than others, but in general, workarounds are something to be avoided because of patient safety risks.

Avoiding workarounds

Nursing and other organizational leaders can take several steps to reduce workarounds (see sidebar).

Engage in dialogue. Leaders and staff should collaborate when implementing new technology or practices to ensure they fit into nurses' workflow. A systematic review found that workarounds most frequently occurred when new technology was implemented and when medications were administered.

Leaders also should regularly ask staff about problems in workflows and to share any workarounds they have engaged in. It can be helpful to observe care directly, since nurses may not be conscious of workarounds they use. Be aware of situations particularly vulnerable to workarounds, such as when a new process is implemented. In addition to considering the reason for the workaround, those that do not put patients in harm's way should be evaluated to see if they could result in positive practice changes.

Promote a culture of safety. Leaders need to communicate to staff that the primary goal of the organization is to deliver safe, quality patient care. While that may be stating the obvious, too often nurses perceive that the goal is to complete all the work in the allotted time; this message is reinforced when organizations don't provide needed support such as adequate staffing.

 Reducing workarounds

  • It may not be possible to eliminate workarounds, but the following strategies can reduce them.
  • Engage in dialogue before implementing new technology and practices to determine how they fit into current workflow.
  • Ask staff to share workarounds and the reasons for them.
  • Promote a culture of safety and a just culture.
  • Ensure adequate staffing and supplies.
  • Provide sufficient equipment and a user-friendly EHR.
  • Educate staff about workarounds, including the normalization of deviance. 

Another component of a safety culture is a just culture, where there is open communication and a blame-free environment. Errors should be investigated with the goal of identifying root causes, rather than assigning blame. Steven Spear, a senior fellow at the Institute for Healthcare Improvement, suggests that when an error occurs because of a workaround, helpful questions include: What went wrong? What got in my way? Why did it get in my way? What can I --- what can we --- do differently going forward that will address the causal factors and remove the bad experience?

Hold staff accountable. A just culture does not preclude holding staff accountable for their actions. Nurses who engage in reckless behaviors should be counseled and disciplined. A behavior is considered reckless when the person consciously engages in it while knowing that there is substantial and unjustifiable risk. Leaders can work with human resources departments to establish procedures to follow in these situations.

Provide needed resources. Nurses will engage in workarounds when they don't have the resources they need to care for patients. These resources include adequate staff, equipment, and supplies. For example, a study found that understaffing during the COVID-19 pandemic led to greater use of safety workarounds.

Provide education. Education about the potential dangers of workarounds should include reasons for it and the importance of speaking up when the nurse feels a workaround is necessary. It also can be helpful to discuss normalization of deviance. When someone chooses to use a workaround and no negative consequences occur, there is the tendency to repeat the workaround and drift away from the standard of behavior, resulting in deviance that can result in harm.

Ensure a user-friendly electronic health record (EHR). Cumbersome EHRs are a frequent source of workarounds, which can lead to patient harm, including medication errors. For example, a study found that 46 percent to 64 percent of nurses used workarounds related to EHRs. Including staff when selecting an EHR and soliciting their input on a regular basis to detect ways the EHR can be made more user-friendly can help reduce workarounds.

Protecting patients, nurses, and organizations

While sometimes helpful in illuminating ways processes can be improved, workarounds more often result in an increased risk of patient harm. This harm can lead to legal action for caregivers, leaders, and organizations. By minimizing workarounds, nursing leaders can help keep patients safe and reduce the risk of liability.

Article references 

American Association of Post-Acute Care Nursing. Resident safety and nurse workarounds. 2022. https://www.aapacn.org/article/resident-safety-and-nurse-workarounds/

Andel SA, Tedone AM, Shen W, Arvan ML. Safety implications of different forms of understaffing among nurses during the COVID-19 pandemic. J Adv Nurs. 2022;78(1):121-130. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8450811/

Debono DS, Greenfield D, Travaglia JF, et al. Nurses' workarounds in acute healthcare settings: A scoping review. BMC Health Serv Res. 2013;13:175. https://link.springer.com/article/10.1186/1472-6963-13-175

Deutsch ES. Workarounds: Trash or treasure? Pa Patient Saf Advis. 2017;14(3). http://patientsafety.pa.gov/ADVISORIES/Pages/201709_Workarounds.aspx

Institute for Safe Medication Practices (ISMP). The differences between human error, at-risk behavior, and reckless behavior are key to a just culture. ISMP Medication Safety Alert! Acute care edition. June 18, 2020;25(12). https://www.ismp.org/resources/differences-between-human-error-risk-behavior-and-reckless-behavior-are-key-just-culture

Lee S, Lee M-S. Nurses' electronic medical record workarounds in a tertiary teaching hospital. Comput Inform Nurs. 2021;39(7):367-374. https://journals.lww.com/cinjournal/Abstract/2021/07000/Nurses__Electronic_Medical_Record_Workarounds_in_a.6.aspx

McCord JL, Lippincott CR, Abreu E, Schmer C. A systematic review of nursing practice workarounds. Dimens Crit Care Nurs. 2022;41(6):347-356. https://journals.lww.com/dccnjournal/Abstract/2022/11000/A_Systematic_Review_of_Nursing_Practice.11.aspx

Spear S. Solving workarounds. Institute for Healthcare Improvement. n.d. https://www.ihi.org/education/IHIOpenSchool/resources/Pages/Activities/SteveSpearSolvingWorkarounds.aspx

Wright MI, Polivka B, Odom-Forren J, Christiann BJ. Normalization of deviance: Concept analysis. ANS Adv Nurs Sci. 2021;44(2):171-180. https://journals.lww.com/advancesinnursingscience/Abstract/2021/04000/Normalization_of_Deviance__Concept_Analysis.8.aspx

Disclaimer: The information offered within this article reflects general principles only and does not constitute legal advice by Nurses Service Organization (NSO) or establish appropriate or acceptable standards of professional conduct. Readers should consult with an attorney if they have specific concerns. Neither Affinity Insurance Services, Inc. nor NSO assumes any liability for how this information is applied in practice or for the accuracy of this information. Please note that Internet hyperlinks cited herein are active as of the date of publication but may be subject to change or discontinuation.

This risk management information was provided by Nurses Service Organization (NSO), the nation's largest provider of nurses' professional liability insurance coverage for over 550,000 nurses since 1976. The individual professional liability insurance policy administered through NSO is underwritten by American Casualty Company of Reading, Pennsylvania, a CNA company. Reproduction without permission of the publisher is prohibited. For questions, send an e-mail to service@nso.com or call 1-800-247-1500. www.nso.com.

Sponsorship
Sponsorship Opportunities for 2025

Over the past few years, the North Dakota Nurses Association has successfully organized Nurses Days at the Capitol, Fall Conferences in Bismarck, and Research Conferences in Fargo, with the generous support of sponsors. These events have allowed us to provide education, research, and advocacy to a wide audience of nurses, student nurses, and other healthcare professionals across the state, and we are incredibly thankful for the support.

We are seeking organizational sponsorships and vendor booth exhibitors to help us continue our mission. In addition to specific sponsorship packages for events, we offer an exclusive Platinum Sponsorship package that covers all NDNA conferences and events for a year. This comprehensive package includes prominent recognition throughout each event, prominent company logo placement on event materials, announcements, emails, website, and social media postings, as well as a featured article or announcement in our quarterly publication that reaches all nurses in North Dakota. It also includes two complimentary registrations for all NDNA events and prominent exhibit booths.  There are a variety of other packages that may fit your organization.

We hope you'll be willing to consider partnering with us.  You can read the details and complete the registration here: sponsorship registration online

More information on our upcoming conferences:

Please feel free to reach out to our Executive Director, Sherri Miller director@ndna.org, if you have any questions about the exhibitor and sponsorship opportunities.

The North Dakota Nurses Association (NDNA) is the only professional organization representing all nurses in North Dakota. The mission of NDNA is to advance the nursing profession by promoting the professional development of nurses, fostering high standards of nursing practice, promoting the safety and well-being of nurses in the workplace, and advocating on health care issues affecting nurses and the public.

Upcoming Events
Student Articles
Importance of Proper Education for Intravenous Insertions: A Study of Nursing Students
EB
Erin Brown
MF
Megan Ferg
AG
Anna German
CK
Caden Kurokawa
NS
Nora Sementsov

Intravenous (IV) insertion is a fundamental aspect of patient care, particularly in critical settings where timely and effective administration of fluids and medications is essential. However, achieving successful IV access can be particularly challenging in populations with difficult intravenous access (DIVA) and among novice nurses, such as nursing students. This literature review explores key themes in IV therapy, focusing on the impact of proper education, nursing students' confidence, simulation-based learning, the introduction of ultrasound-guided IV insertion, and the evaluation of DIVA scoring systems.

Review of Literature

Resources used for this literature review were compiled from the search database Cumulative Index in Nursing and Allied Health Literature (CINAHL) to gather information based on our problem and supportive data. We used keywords including intravenous starts, nursing students, teaching, and simulation-based learning. All resources are peer-reviewed and have been published within the last five years, only published in English. Artificial Intelligence (AI) tools were used to assist in gathering relevant information and generating ideas for this literature review. All content generated was critically reviewed by the authors to ensure accuracy, coherence, and relevance to the research topic (Open AI, 2024).

Lack of Education and Experience

Through this literature review, it was determined that a lack of education on IV insertions can have significant implications for patient care and safety. In healthcare settings, particularly in critical care units, the ability to properly insert and maintain IV access devices is essential to avoid complications such as phlebitis and hematomas (Kanaley et al., 2023). Studies have highlighted that healthcare workers, including nurses, often do not receive sufficient training on proper IV insertion techniques. This deficiency can lead to an increased risk of infections, catheter dislodgment, and poor patient outcomes (Sharma et al., 2023). Intensive training programs that focus on best practices, such as site selection, catheter fixation, and aseptic technique, have been shown to improve outcomes significantly. For example, a quality improvement project demonstrated that following the implementation of such education, there was a marked improvement in the maintenance of peripheral and central venous catheters, reducing risks associated with improper care (Sharma et al., 2023).

The lack of clinical experience in IV insertions during nursing education can also contribute to the lack of education. Simulation-based learning, while effective in many aspects, may not fully prepare students for the realities of clinical settings; thus, clinical experience is needed. In addition, according to Onder and Sari (2021), a lack of proper knowledge, experience with IV insertions, and fear of complications and mistakes may result in anxiety and a lack of confidence among nursing students. Many students struggle with IV insertions due to limited hands-on clinical practice. Incorporating simulation techniques, such as hybrid simulations, which use both mannequins and training arms, has been found to improve student knowledge and confidence in IV therapy (Onder & Sari, 2021). However, without continuous reinforcement in real-life clinical situations, these skills may not be fully retained. Consequently, healthcare facilities must ensure that ongoing education and opportunities for practice are available to both new and experienced nurses (Uzelli Yilmaz & Sari, 2021).

Simulation-Based Training

Proper simulation-based training techniques for IV insertion involve a combination of both theoretical and hands-on practice to ensure nursing students develop the necessary psychomotor skills in a safe and controlled environment. Techniques such as hybrid simulations, utilizing both mannequins and training arms, provide students with a more realistic experience for IV insertions. The inclusion of moulage (the application of simulated wounds or complications) adds visual and tactile realism, allowing students to better identify potential complications and improve their clinical reasoning skills. This approach enhances the fidelity of the training, ensuring that students practice with proper technique for IV insertion and improve their clinical assessment skills. Studies have shown that students who participate in these hybrid simulations exhibit higher levels of self-confidence and satisfaction, as well as better performance in both simulated and clinical environments compared to those receiving traditional low-fidelity training (Onder & Sari, 2021; Uzelli Yilmaz & Sari, 2021). Furthermore, when pre-briefing and debriefing stages were used with simulation, it was found to benefit the development of IV insertion skills among students (Onder & Sari, 2021). Nevertheless, when simulation-based training is reinforced with hands-on clinical practice, it can increase IV insertion skills and confidence among nursing students.

Alternative Techniques to Aid in IV Insertions

The article by Godfrey and Gallipoli (2024) focuses on the introduction of longer-length peripheral intravenous catheters (LPIVC) under ultrasound guidance to address the challenges associated with difficult intravenous access (DIVA) in hospital patients. The difficult intravenous access (DIVA) score was developed as a predictive tool to identify patients likely to experience challenges during IV insertions. The DIVA scoring system evaluates several factors, including the patient's age, vein visibility, and vein palpability. A DIVA score of four or higher suggests a 50% increase in the likelihood of first-attempt failure (Kanaley et al., 2023). By using this score, nursing students can anticipate the need for additional resources, such as an experienced nurse, specialized vascular access teams, or ultrasound guidance, to improve the chances of successful first-time IV insertion (Kanaley et al., 2023). Furthermore, prolonged venous access, obesity, coagulation issues, and emergencies can lead to increased difficulty during IV insertions, which encourages the use of LPIVCs (Godfrey & Gallipoli, 2024). Among patients with a determined DIVA score of four or higher, LPIVCs can be implemented as a resource to IV insertion.

The first-stick success rate for peripheral intravenous (IV) catheter insertions using traditional vein palpation techniques is reported to be around 66.0% (Godfrey & Gallipoli, 2024). This is notably lower compared to the 95.0% first-stick success rate achieved with longer-length peripheral intravenous catheters (LPIVCs) under ultrasound guidance (Godfrey & Gallipoli, 2024). Ultrasound guidance is particularly useful in cases where traditional techniques may fail or where the patient's condition makes venous access more challenging. The LPIVC under ultrasound guidance led to fewer failed attempts, reducing patient distress and improving overall satisfaction. It also decreased nursing time and clinical waste, while being more economical. Knowing indications for an increased DIVA score plays a significant role in successful IV insertions by providing nursing students with the insight to make decisions on when an IV insertion is within their scope or if LPIVCs are indicated to achieve successful IV insertion.

Conclusion

The review of the literature underscores the critical importance of comprehensive education and training in IV insertion for nursing students. Adequate preparation through simulation-based learning, coupled with hands-on clinical experience, significantly enhances students' confidence and competence in IV insertions. Simulation techniques, particularly hybrid simulations with high fidelity, play a crucial role in bridging the gap between theoretical knowledge and practical application. Additionally, the introduction of advanced techniques such as ultrasound-guided IV insertion, and the use of the DIVA scoring system have proven to be valuable tools in managing challenging cases and improving patient outcomes. By integrating these educational strategies and technological advancements, healthcare institutions can better equip nursing students to perform IV insertions effectively; ultimately, leading to safer patient care and reduced procedural complications. Continued investigation into education and practice opportunities remains essential to ensure that future nursing students are proficient in this vital aspect of patient care.

Article references 

Godfrey, J., & Gallipoli, L. (2024). Introducing an ultrasound-guided longer length peripheral IV catheter for patients with difficult venous access. British Journal of Nursing, 33(7), S4--S8. https://doi.org/10.12968/bjon.2024.33.7.S4

Kanaley, R. L., Gillette, C., Schriefer, J., Gottfried, J. A., & Bramley, J. (2023). Evaluation of the difficult intravenous access (DIVA) scoring in hospitalized pediatric patients. British Journal of Nursing, 32(2). https://research.ebsco.com/c/euwmr4/viewer/html/54tvsiegp5

Onder, H. E., & Sari, D. (2021). Simulation-based teaching is effective in developing peripheral intravenous catheterization skills. International Journal of Caring Sciences. 14(11), 309-318. https://www.internationaljournalofcaringsciences.org/docs/33_onder_original_14_1.pdf

OpenAI. (2024) ChatGPT (version 4). [Large language model] https://chat.openai.com/. Retrieved September 06, 2024.

Sharma, R., Gandhi, K. A., Biswal, M., Kaur, K., Sahni, N., & Yaddanapudi, L. (2024). Effect of intensive training and education of health care workers on the maintenance bundle of venous access devices in critically ill patients at a tertiary care academic hospital. American Journal of Infection Control, 52(1), 41--45. https://doi.org/10.1016/j.ajic.2023.07.002

Uzelli Yilmaz, D., & Sari, D. (2021). Examining the effect of simulation-based learning on intravenous therapy administration knowledge, performance, and clinical assessment skills of first-year nursing students. Nurse Education Today, 102,104924. https://doi.org/10.1016/j.nedt.2021.104924

Code Blue: Literature Review
SD
Sam DeJardine
BK
Brennan Kelly
BM
Brooklyn Morrison
AQ
Abigail Quenzer
MR
Morgan Reiser

The efficacy of code blue events in hospital settings is critically dependent on the promptness and precision of the medical response team. With approximately 200,000 in-hospital cardiac arrests occurring annually in the United States, survival rates remain suboptimal, hovering between 15-30% (Spitzer et al., 2019). These figures underscore the urgent need for improved resuscitation practices. This literature review aims to evaluate existing research on the factors that impact the effectiveness of code blue responses, focusing on communication, role delineation, and education. By synthesizing the current literature, our goal is to inform future research and practical interventions in the nursing profession to enhance patient outcomes during code blue events. The question that guided our research is "To what extent are semester three nursing students competent in critical areas of a code blue scenario such as communication, role delineation, and clinical reasoning." Artificial Intelligence (AI) tools were used to assist in gathering relevant information and generating ideas for this literature review. All content generated was critically reviewed by the authors to ensure accuracy, coherence, and relevance to the research topic (Open AI, 2024).

Relationships Between Studies

All of the studies reviewed share common themes of communication, nursing education, roles during a code, and clinical reasoning and how these impact patient outcomes during code situations. These themes were identified as problems that need to be improved in code blue scenarios, and the literature that was reviewed describes ways that these common themes can be enhanced to increase positive patient outcomes. Code blue response effectiveness further supports the need for structured communication and clear role delineation in emergency situations. Implementing a systematic approach to role assignment during code blue events significantly improved the time for critical interventions, such as defibrillation and medication administration. According to Ekwantoro et al. (2020), lack of communication creates a situation in which any mistake while providing care could occur. This research reinforces the findings of the other reviewed studies by emphasizing the critical role that clear communication and structured roles play in improving patient outcomes during emergencies.

DeGroot and Callis (2023) and Spitzer et al. (2019) discuss that better role delineation during code blue events can lead to clarity and efficiency, further reducing nurses' challenges in these high-pressure situations. Their studies suggest that clearly defined roles and responsibilities, reinforced through physical identifiers such as role delineation badges, can significantly improve teamwork and communication during a code blue (DeGroot and Callis, 2023; Spitzer et al., 2019).

Clinical reasoning is a complex, multidimensional process that involves identifying relevant data to develop a patient diagnosis and an appropriate care strategy with an evaluation component (El Hussein and Hirst, 2023). Simulation knowledge has been shown to reduce uncertainty and anxiety in clinical reasoning. Furthermore, De'Cunha et al. (2021) describes how simulation experience can aid nursing students with problem solving skills in a fast-paced scenario, which elevates student's confidence in a safe environment without the risk of patient harm.

Limitations in Research

Limitations among studies often included small sample sizes of less than 100 participants (De'Cunha et al., 2021; DeGroot and Callis, 2023; Ekwantoro et al., 2020; Spitzer et al., 2019), lack of real code situations to study (DeGroot and Callis, 2023; Spitzer et al., 2019), and the COVID-19 pandemic limiting study parameters (DeGroot and Callis, 2023; El Hussein and Hirst, 2023). Research consistently highlights gaps in the knowledge and preparedness of nurses during code blue events, particularly among new graduates. Despite implementing Advanced Cardiovascular Life Support (ACLS) training programs, many nurses report feeling unprepared to respond effectively during a code blue (Spitzer et al., 2019). In addition, the literature of DeGroot and Callis (2023) alongside Spitzer et al., (2019) identified a limitation when attempting to find information on code blue situations in patients' charts. During the evaluation of data it was found that there was inconsistent, inaccurate or incomplete charting which limited the information that was available to evaluate in these studies (DeGroot and Callis, 2023; Spitzer et. al., 2019).

Inconsistencies in Literature

Inconsistencies among these studies include issues during the COVID-19 pandemic, some studies focusing largely on males and some largely on females, and some focusing on nursing students while others focused on practicing nurses. For example, DeGroot and Callis (2023), stated that their pre-survey took place before COVID-19 and their post-survey took place during the pandemic, which caused gaps in the research. Additionally, El Hussein and Hirst (2023), state that their research was inconsistent due to the COVID-19 pandemic limiting access to in-person libraries. Furthermore De'Cunha et al., (2021) studied primarily female student nurses with 87.7% and DeGroot and Callis (2023) studied primarily male patients with 72%. Another inconsistency is that Spitzer et al., (2019) studied nursing students and Ekwantoro et al., (2020) studied practicing nurses.

Education Recommendations

Based on these findings, more research is needed on code blue scenarios for nursing students. One of the goals is for nursing students to understand in what situation they should call a code blue. It is important that nursing students know what assessment data is needed before calling a code blue and how to effectively communicate the need for a code team to arrive. Another goal is that the students will understand their roles in calling the code blue and communicating with their cohorts and the code blue team. The students must understand what roles are necessary in every code blue situation and what roles the students will play in the simulation.

Conclusion

In conclusion, the central problem addressed in the literature is the need for more effective communication, role clarity, and structured training during code blue events in hospital settings as well as for students in nursing school. These deficiencies lead to delayed interventions, increased errors, and poorer patient outcomes. These studies provide valuable insights into the utility of simulation as an educational tool for nursing students, importance of proper communication and role delineation among healthcare team members in a code situation, and how clinical reasoning and critical thinking can impact a positive patient outcome.

New graduate nurses are often overwhelmed in these high stress situations, which is reduced with simulation-based training that increases communication skills, role expectations, and roles in code blue situations. Given the critical role nurses play in responding to cardiac emergencies, incorporating simulation-based training into nursing curricula is imperative for improving patient safety and outcomes. By incorporating simulation based training for nursing students it can provide them with a minimal risk environment to practice and build confidence in high-risk skills and fast-paced situations.

Article references 

D'Cunha, R. J., Fernandes, S. F., and Sherif, F. (2021). Utility of simulation as a teaching tool for nursing staff involved in code blue management. Indian Journal of Critical Care Medicine, 25(8), 878-880. https://www.ijccm.org/doi/pdf/10.5005/jp-journals-10071-23912

DeGroot, D., & Callis, A. (2023). Role delineation of the code blue team: A quasi-experimental study during COVID-19. Journal of Emergency Nursing, 49(2), 287--293. https://doi.org/10.1016/j.jen.2022.11.013

Ekwantoro, Putra, K. R., & Setyoadi. (2020). The influences of nurses' communication toward Code Blue team activation decision-making at hospitals. International Journal of Nursing Education, 12(4), 159-163. https://research.ebsco.com/c/euwmr4/viewer/pdf/4isug72fin

El Hussein, M. T., & Hirst, S. P. (2023). High-fidelity simulation's impact on clinical reasoning and patient safety: A scoping review. Journal of Nursing Regulation, 13(4), 54--65. https://doi.org/10.1016/s2155-8256(23)00028-5

OpenAI. (2024) ChatGPT. (May 24 version) [Large language model] https://chat.openai.com/. Retrieved September 18, 2024.

Spitzer, C. R., Evans, K., Buehler, J., Ali, N. A., & Besecker, B. Y. (2019). Code blue pit crew model: A novel approach to in-hospital cardiac arrest resuscitation. Resuscitation, 143, 158--164. https://doi.org/10.1016/j.resuscitation.2019.06.290

Pain Reassessment
RB
Riley Ball
KB
Kennedy Blackburn
CE
Caralina Edmund
KE
Kamydyn Embler
RK
Rebecca Kubler
DS
Dara Sulaimon
Ashley Demakis, MSN, RN

Pain Reassessment

Effective pain management is critical to patient care, particularly in high-pressure environments such as emergency departments (EDs), surgical care units (SCUs), heart and kidney units (HKUs), and intensive care units (ICUs). Despite its importance, pain reassessment and documentation often need to meet ideal standards, impacting patient outcomes and satisfaction. The significance of pain management in these settings cannot be overstated, as a timely and accurate reassessment of pain directly influences the effectiveness of pain interventions and overall patient well-being. However, nurses frequently encounter barriers such as high patient acuity, staffing shortages, and inconsistent protocols that hinder optimal pain management.

Synthesis of Evidence

  This literature review explores the challenges, interventions, and outcomes of pain management and reassessment across different healthcare environments, seeking to answer the question: What are the key challenges and effective strategies in enhancing pain reassessment and management practices in nursing, and how can these be implemented to improve patient outcomes across diverse clinical settings? While various interventions have shown promise in enhancing pain reassessment practices, ongoing challenges highlight the need for further research to develop sustainable and context-specific solutions. The synthesis and drafting of this literature review also leveraged artificial intelligence (AI) to assist in organizing and generating content, highlighting the increasing role of technology in academic writing and research.

Challenges and Barriers to Effective Pain Management

Pain reassessment is essential to evaluate the effectiveness of treatment and ensure that pain relief measures are adequate. Barriers to effective pain management include high nurse-to-patient ratios, staff inexperience, and systemic inefficiencies. Lee et al. (2021) highlighted how high nurse-to-patient ratios in South Korean EDs delayed pain reassessment and analgesic administration. Herrera (2024) supports these findings by detailing how busy assignments, high patient acuity, and unclear policies contribute to low compliance with pain reassessment protocols. The study's focus on time constraints and the need for standardized reassessment timeframes reveals a critical gap in addressing the root causes of non-compliance.

Similarly, Olsen, Rustøen, & Valeberg (2020) found that while pain management algorithms improve standardization in ICUs, unclear directives for reassessment hinder effectiveness. These challenges underscore the need for interventions to streamline pain reassessment processes and improve compliance with established protocols.

Interventions to Improve Pain Reassessment

Various interventions have been implemented to enhance pain reassessment and documentation rates. For instance, Wissman et al. (2020) conducted a quality improvement project in a teaching hospital's ED, which utilized focus groups, daily audits, and weekly newsletters. These interventions successfully increased pain reassessment rates from 36.2% to 62.3%, demonstrating the effectiveness of continuous feedback and education in improving clinical practices. Their findings mirror Lee et al. (2021), who identified that experienced nurses were more likely to reassess pain promptly. Both studies demonstrate the vital role of staff education and engagement in improving reassessment rates.

Focus groups, in particular, were instrumental in engaging nursing staff and addressing barriers to pain reassessment. Including nurses in developing these interventions fostered a sense of ownership and commitment to improving pain management practices. Daily audits provided immediate feedback on individual performance, while weekly newsletters reinforced the importance of consistent pain reassessment (Wissman et al., 2020). These interventions are supported by Campbell et al. (2024), who developed consensus guidelines for rural pain clinics, ensuring consistent pain assessments using tools like the Numerical Rating Scale (NRS) and Oswestry Disability Index (ODI).

Similarly, Herrera (2024) introduced nurse-driven reminders and a trigger program dashboard in SCU and HKU. The SCU achieved a 50% compliance rate, demonstrating the potential of targeted reminders in improving documentation practices. However, the HKU did not achieve the goal compliance rate, suggesting that interventions must be tailored to specific unit needs and challenges.

The Role of Educational Programs

Education is vital in improving pain management practices, especially in resource-limited settings. Prempeh et al. (2020) demonstrated that an introductory educational course on pain assessment significantly improved ICU staff's pain management practices in a tertiary hospital in a low-to-middle-income country. Educational interventions were equally effective in developed settings, with Lee et al. (2021) and Wissman et al. (2020) explaining that continuous education and focus groups improved adherence to pain reassessment protocols. This consensus highlights the global importance of training in promoting effective pain management.

Nursing Staff Factors Influencing Pain Management

The quality of pain management is significantly influenced by nursing staff factors such as nurse-to-patient ratios and workforce experience. Lee et al. (2021) found that higher nurse-to-patient ratios were associated with longer analgesic administration times, highlighting the importance of adequate staffing for timely pain management. Additionally, experienced nurses were more likely to reassess pain, suggesting that experience is crucial in high-stress environments.

Gaps and Inconsistencies in the Literature

The literature also identifies significant gaps, particularly in the long-term sustainability of pain management interventions. For instance, while the interventions studied by Wissman et al. (2020) led to immediate improvements, the long-term impact on pain reassessment practices remains unclear. Similarly, the low response rate in the study by Olsen et al. (2020) raises questions about the generalizability of their findings. These gaps suggest a need for further research to explore these interventions' sustainability and broader applicability.

Conclusion

The literature review underscores improving pain reassessment and documentation practices in hospitals. Successful interventions, such as quality improvement projects and educational programs, demonstrate the potential to enhance compliance and patient care. This literature review addresses the question: What are the key challenges and effective strategies in enhancing pain reassessment and management practices in nursing, and how can these be implemented to improve patient outcomes across diverse clinical settings? Future research should focus on developing sustainable solutions, evaluating the long-term impact of educational interventions, and using pain management tools in clinical environments. Addressing these gaps by educating nursing students on the importance of pain reassessment will improve pain management practices and ultimately improve patient outcomes.

Article references 

Campbell, S., Knox, K., Lazarus, S., & Maye, J. (2024). Consensus guidelines for assessment and comprehensive outcomes evaluation in rural pain clinics. Pain Management Nursing, 25(4), 338--345. https://doi.org/10.1016/j.pmn.2024.03.006

Herrera, D. (2024). Improving nursing pain score reassessment documentation. Pain Management Nursing, 25(2).https://doi.org/10.1016/j.pmn.2024.02.022

Lee, S. R., Hong, H., Choi, M., & Yoon, J. Y. (2021). Nursing staff factors influencing pain management in the emergency department: Both quantity and quality matter.

International Emergency Nursing, 58, N.PAG. https://doi.org/10.1016/j.ienj.2021.101034

Olsen, B. F., Rustøen, T., & Valeberg, B. T. (2020). Nurse's Evaluation of a Pain Management Algorithm in Intensive Care Units. Pain management nursing: official journal of the American Society of Pain Management Nurses, 21(6), 543--548. https://doi.org/10.1016/j.pmn.2020.05.006 

OpenAI. (2024). ChatGPT (Version 4) [Large language model]. Available from https://chat.openai.com.

Prempeh, A., Duys, R., De Vaal, A., & Parker, R. (2020). Pain assessment and management: An audit of practice at a tertiary hospital. Journal of Interdisciplinary Health Sciences, 25, Article a1281. https://doi.org/10.4102/hsag.v25i0.1281

Wissman, K. M., Cassidy, E., D'Amico, F., Hoy, C., Vissari, T., & Baumgartner, M. (2020) Improving pain reassessment and documentation rates: A quality improvement project in a teaching hospital's emergency department. Journal of Emergency Nursing, 46(4), 505--510. https://doi.org/10.1016/j.jen.2019.12.008

Nursing Students
Thank You Student Subscribers!
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A big thank you to our amazing student subscribers! We're so glad you're part of our community. NDNA looks forward to the NSAND Convention being held in Minot January 31-February 1!

To become a student subscriber, visit: https://www.nursingworld.org/membership/student-nurses/

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Alfonso Dormu - West Fargo

Isatu Massaqoui - Fargo

Jane Muchai - Fargo

Aissata Diabate - Fargo

Sonnie Samolu - Fargo

Justina Zor - Fargo

Robert Parsons - Jamestown

Esther Simon - Fargo

Tara Stevens - Fargo

Samantha Prentice - Devils Lake

Candice Hammond - Fargo

Jocelyn Garza - Minot

Charlotte Mbiozing - Fargo

Chloee Kaatz - West Fargo

Naomi Thomas - Fargo

Rebecca Kubler - Minot

Tanuja Kafle - Fargo

Sushmita Shrestha - Fargo

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