The mission of the Logan Health School-Based Mobile Unit is to reach communities that may not have a dedicated nurse or a place to provide care.
“Students succeed when they are at their healthiest, and this mobile unit represents a significant step in delivering quality health care directly within the school environment,” said Brittany Coburn, NP, director of the School-Based Health Center program.
The mobile unit will be a primary care provider's office. The program was created to help further our rural communities surrounding Logan Health. It was to help provide services and accessibility to healthcare. Hi, I'm Rebecca Milligan, I'm a family nurse practitioner with Logan Health school based Health Center. Our services are available for teachers, students and faculty of the schools, but we are also open for surrounding community members. We are able to transport from one school to the next. School within minutes we are able to be mobile and that's the joy of being able to move a clinic from one location to the next. Logan Health is here to serve. We are here to take care of our community and we are a growing community, so we need to get out to those smaller communities to help provide high quality patient care.
PhD student investigating the impact of nature based interventions • EDI Enthusiast • Health & Well-being champion • English/Spanish speaker • Project Manager • Critical thinker • Open to new challenges- let’s connect!
The below words are from the article, based on the available evidence from the summary part ‘What can be done?’:
A decade ago, research into organisational behaviour in the NHS concluded:
“The NHS exhibits too high a level of collective ego defences and protection of its image and self-esteem, which distorts its ability to address problems and to learn. Organisations and the individuals within them can hide and retreat from reality and exhibit denial; there is a resistance to voice and to ‘knowing’”.
This is exacerbated if the concern raised by BME staff is about racism or bullying. In Too Hot To Handle? (2024) our report found racially minoritised staff face common responses when raising concerns about race equality. These include:
denial
reluctance or refusal to acknowledge race as an issue
a lack of empathy
In addition, there are common shortcomings in race-related investigations.
These findings correlate with findings from a number of Employment Tribunals we reviewed where BME staff had successfully sued NHS employers over their treatment when raising concerns, notably the successful landmark claim by Michelle Cox, a Black nurse manager, who whistle blew about the treatment of patients and was victimised for doing so.
We suggest NHS organisations can create a culture freer from race discrimination by:
developing an appetite for ‘race talk’ and setting standards of behaviour that challenge ‘everyday’ racism
developing greater levels of comfort in staff speaking out about racism and ensuring concerns are acted on without retaliation
acting on the early warning signs of racism by tackling racism more informally and being proactive when evidence would suggest there might be a problem
imparting the skills that all staff need to get closer to genuine anti-racist practice, with particular development needed for boards, leaders, and professionals whose roles directly uphold the values of their organisations.
Crucially, there needs to be a learning culture where staff can be confident they will be heard, listened to, and their concerns acted on, without risk of resultant detriment. The culture and behaviours – the organisational deafness – of those with authority is the prime obstacle.
This is even more so with BME staff.
Boards need to end the protection and recycling of individuals engaged in race discrimination.
Doing so will make a very significant contribution to patient care and safety, alongside a recognition of the detrimental impact of unchallenged racism on NHS staff of BME heritage. We urge you to make explicit recommendations about this issue, far too long the subject of avoidance, denial, and collusion to the detriment of patient care and safety, organisational effectiveness, and staff health and wellbeing.
Consultant on workforce culture. Nominated 2021 and 2022 as one of the top UK HR influences by HR Magazine
In case you missed it last week, here's evidence from myself and Joy Warmington to the Health and Social Care Select Committee. We argue there's a clear link between how staff are treated and patient care:
https://lnkd.in/eaBW7ay3
Delays in approval of reauthorization and Teaching Health Center (THC) funding has caused programs to take extreme measures impacting current and future health care workforce. Congressional reauthorization and renewed appropriation are essential to preventing closure of these programs. Read the Forefront article: https://bit.ly/4aVtDu7
📢 Introducing our latest CHCF Blog series! 📢
🔍 Dive into the heart of California's health care system as we bring you the first-hand experiences of those on the front lines of the Medi-Cal unwinding process.
Meet Christopher Gomez, an outreach and enrollment manager at Northeast Valley Health Corporation, who shares the real-world challenges and triumphs faced by patients during Medi-Cal re-enrollment.
🏥 Serving the underserved in the San Fernando and Santa Clarita Valleys, Northeast Valley Health Corporation is a beacon of hope for many. Christopher's insights are invaluable as we explore ways to streamline the re-enrollment process and ensure uninterrupted care for all Californians.
Stay tuned for more articles that shine a light on the perspectives of government agencies, community organizations, and the heroes working tirelessly to keep healthcare accessible for all.
👉 Read the full article here. #HealthCareForAll#MediCalhttps://lnkd.in/eDskwwne
The constraints that matter for CHCs are constraints on the funding of Community Health Centers. No training design such as Teaching CHCs can help as long as Medicaid pays less than costs of delivery for this 50% of Medicaid patients.
No training intervention can overcome CMS with 1.4 trillion a year voted against basic, cognitive, office, basic health access services. These distort MD DO NP PA and RN away from lowest valued CHC and other practices predominantly Medicare, Medicaid, Dual, and other worst paying health insurance plans. All of the HRSA tens of billions are no match for the 1.4 trillion a year from CMS.
Poor support translates to team members too few and team members with numerous dimensions of deficits in experience and continuity.
All specialties are complex and all need most and best team members to share that complexity. Primary care and other basics are denied most and best and the CHCs that do have higher complexity have the fewest and least by design. Most and best team members are required and are denied by the financial design.
No training design can overcome concentrations of the worst public and private health insurance plans
HRSA and CHCs and most Americans most behind are not valued, especially regarding basic health access.
I have studied basic health access for decades. More types of graduates, massive expansions, special schools and programs, and pipelines are all training interventions that have all failed for 40% of Americans most behind, for CHCs, and for others with worst quality health insurance that directly or indirectly reduce access to care.
Delays in approval of reauthorization and Teaching Health Center (THC) funding has caused programs to take extreme measures impacting current and future health care workforce. Congressional reauthorization and renewed appropriation are essential to preventing closure of these programs. Read the Forefront article: https://bit.ly/4aVtDu7
Check out the recording from our Primary Care 101 Webinar to learn the basics of primary care in Texas and what the Texas Primary Care Consortium does to improve access to care and policies that further the health and well-being of Texans. https://lnkd.in/gd-y-jS8
We are proud to present Oregon Primary Care Association’s 40th Anniversary Annual Report, commemorating four decades of dedication to transforming primary care in Oregon. Inside, you’ll find a timeline of key health equity moments and an in-depth look at our strategic plan for the next three years.
You'll also find information on our new cost-saving initiatives, an innovative legislative outcome that began in our peer groups, and updates on our special programs - Alternative Payments and Advanced Care Models (APCM), Oregon AIDs Education and Training Center (AETC), and the Oregon Network of Community Health Centers (the Network).
Check out the report for all this and more on how we're honoring our community roots as we continue to cultivate health equity. We are proud to present Oregon Primary Care Association’s 40th Anniversary Annual Report, commemorating four decades of dedication to transforming primary care in Oregon. Inside, you’ll find a timeline of key health equity moments and an in-depth look at our strategic plan for the next three years.
https://loom.ly/S9iBvNo
Continuing education keeps you up to date on the latest information. Let our home health & hospice experts provide your team with education in a workshop setting, via webinar or at your organization’s headquarters.
Complimentary Education
ADR Preparedness: Avoid the Ostrich Approach
July 25, 2024 - 12:00-1:00pm CST
Presented by Brenda Beggs, Chief Clinical Officer and Chris Gallarneau, Senior Education Consultant
Register Now - https://loom.ly/08_Ps10#homecare#homehealth#hospice#askmaclegacy#homehealthcare
Lead Technical Engineer at Logan Health
3moSo proud to have been apart in standing this up.