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BCPR Module 1 > BCPR Module 1 > Flashcards

BCPR Module 1 Flashcards

(47 cards)

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1
Q

OTPF-4

A

Articulate OT’s distinct perspective and contribution to promoting health/participation through engagement in occupation

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2
Q

OTPF Purpose

A

1) describe central concepts that ground OT practice
2) build a common understanding of basic tenets and vision of profession
3) NOT a taxonomy, theory, or model of OT

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3
Q

Domain

A

1 of 2 OTPF sections
Outlines professions purview and areas of established knowledge/expertise
(occupations, contexts, performance patterns, performance skills, client factors)

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4
Q

Process

A

1 of 2 OTPF sections
Actions taken when providing services (client centered, focused on engagement in occupations)
(Evaluation, intervention, outcomes)

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5
Q

Outcomes

A

End result of OT process
Describes what clients can achieve through OT intervention
Two types: Measurable and Experienced

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6
Q

Measurable Outcomes

A

Used for intervention and d/c planning

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7
Q

Experienced Outcomes

A

Client realized effect of engagement in occupation via return to desired habits, routines, roles, and rituals

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8
Q

Benefits of measuring outcomes

A

Learning
Improved perfomrance
Demonstration of superior outcomes
Preparation for value-based payment

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9
Q

Reliability

A

Degree to which an instrument can provide consistent results, on different occasions, across different contexts

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10
Q

Validity

A

Degree to which an instrument measures the construct it intends to

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11
Q

Sensitivity

A

Ability to measure change in a state (relevant and meaningful to decision maker - can be small)

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12
Q

Responsiveness

A

Ability to detect/measure a meaningful/clinically important change in clinical status over time

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13
Q

Skilled Level of Care

A

Medical record must support that expertise and knowledge of a qualified clinician was necessary and was provided

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14
Q

Documentation Requirements per CMS

A

Unique professional contribution for:
1) Why did they req treatment/education/training?
2) What specialized treatment/education/training was provided?
3) How did the pt benefit from specialized knowledge applied by clinician?

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15
Q

Medical Necessity

A

Must be specific and effective for pt’s condition
Amount/frequency/duration of services planned/provided must be reasonable
Must be necessary for treatment of condition

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16
Q

Medical Necessity Documentation

A

1) clearly describe pt’s condition before/during/after therapy
2) show the pt significantly benefited
3) progress was sustained and of practical value when measured against condition at start of treatment

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17
Q

Maintenance Program

A

Medicare will reimburse for development of program

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18
Q

Maintenance Program Goals

A

Maximize/retain functional status achieved with therapy
Assure pt safety within their home
Train pt/CG in maintenance activities
Prevent further decline in pt’s condition

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19
Q

Maintenance Program Key Documentation

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A

Was the pt/CG compliant with previously established program?
Was the pt unable to complete the program? Why?
Are there any new significant medical/functional issues noted since d/c from prior therapy that required revision of program?

20
Q

5 Pillars of Vision 2025

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A

Effective
Leaders
Collaborative
Accessible
Equity, Inclusion, Diversity

21
Q

Diversity

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A

Unique attributes, valued, and beliefs that make up an individual
Increased diversity of staff has been linked to increased creativity/efficiency
SES, race, sex, ethnicity, age, disability, sexual orientation, gender ID, religious beliefs

22
Q

Equity

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A

Ensures everyone has access to the same opportunities
*Acknowledges the unequal starting place between members and strives to correct imbalance
*Not same as equality

23
Q

Equality

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A

Ensures that everyone receives the same benefit
Not same as equity

24
Q

Inclusion

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A

Acceptance/support of diversity wherein the uniqueness of beliefs, values, and attributes is welcomes, valued, leveraged for maximum engagement
*To support diversity, inclusion must be actively pursued

25
Cultural Competence
Ability to understand/effectively interact with people of all cultures Being replaced by cultural relevance, cultural sensitivity, cultural humility
26
Cultural Humility
Emphasized humble and empathetic communication with clients, reduced reliance on bias/implicit assumptions Emphasized active listening/openness to the other cultures Stresses importance of self-reflection in our interactions with others
27
Interprofessional Collaborative Practice
When multiple health workers from different professional backgrounds work together with pts, families, carers, and communities to deliver highest quality of care
28
Interprofessional Education Collaborative (IPEC)
Values/ethics for IPP Roles/responsibilities Interprofessional communication Teams/teamwork
29
Collaborative Intraprofessional Education
Brings OT/OTA students into collaborative educational experiences to develop knowledge, skills, and teamwork necessary for current-day practice
30
Interprofessional Education
Occasions when students from 2+ professions learn about/from/with each other to improve collaboration and quality fo care GOAL: improving patient-centered care
31
Therapeutic Use of Self
Planned use of his/her personality, insights, perceptions, and judgments as part of the therapeutic process
32
OTPF-4 Cornerstones
Core values and beliefs rooted in occupation Knowledge of and expertise in the therapeutic use of occupation Professional behaviors and dispositions Therapeutic use of self
33
AOTA Code of Ethics
Provide aspirational core values that guide OT personnel toward ethical course of action in professional/volunteer roles Delineates ethical Principles and enforceable Standards of Conduct that apply to AOTA members *Informs your practice, research, and education to help OT/OTA/OTS face complex ethical problems
34
Ethics Commission
Responsible for developing the Ethics Standards for the profession which apply to OT personnel at all levels/societal roles Body of the Representative Assembly (RA) Extends beyond service recipients to include professional colleagues, students, educators, businesses, community Roles: education, enforcement
35
Leadership Theory: The Great Man
Leaders are born, not made DEBUNKED
36
Leadership Theory: Trait Theory
ID traits that make a good leader Problem: too many traits
37
Leadership Theory: Skills Theory
ID skills that make good leader Technical, people, conceptual skills
38
Leadership Theory: Style Theory
Autocratic/demanding, democratic
39
Leadership Theory: Supervisory
Drawn from Expectancy Motivation Theory Supposes that a follower's performance is related to the extent to which he/she believes that his/her actions will lead to specific outcomes Path-Goal Theory Transactional Leadership Theory
40
Leadership Theory: Path-Goal Theory
Leaders increase personal payoffs for subordinates for goal attainment Make path to payoffs easier by reducing obstacles, thereby improving performance
41
Leadership Theory: Transactional Leadership Theory
Promise rewards/benefits to subordinates for meeting work goals Leaders and subordinates agree through transactions on what will lead to reward/how to avoid punishment
42
Leadership Theory: Strategic Theory
Drawn from organizational behavior Leaders are able to motivate follower to commit to/realize performance that exceeds their own expectations Transformational leadership theory Situational leadership theory
43
Leadership Theory: Transformation Leadership Theory
Achieve change by expressing value associated with outcomes Articulating a vision of the future, resulting in commitment, effort, and improved performance Encouragement and inspirational
44
Leadership Theory: Situational Leadership Theory
Leaders adopt style that best fits the development level of their subordinates' competence/commitment Contingency: change the leader to fit the situation
45
Leadership Theory: Servant Leadership
Leaders should be attentive to the concerns of followers and empathize with/nurture them by empowering/helping them develop their personal capacities Servant leader is a servant first Environment of trust
46
Advocacy
Act of speaking up/workin on behalf of the interests of another person, group, cause AOTA advocates on behalf of clients and the profession in daily practice
47
AOTPAC
Voluntary, nonprofit, nonpartisan, unincorporated Goal: further legislative aims of AOTA by attempting to influence selection/nomination/election/appointment of Federal public office

BCPR Module 1 (6 decks)

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