PT Role As Employee

Question 1

What is competence

Answer 1

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

Question 2

What is continuing competence

Answer 2

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

Question 3

How does a therapist demonstrate continued competence

Answer 3

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

Question 4

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

Answer 4

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

Question 5

What is the responsibility of a therapist to utilize evidence

Answer 5

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

Question 6

What is the apta evidence based documents initiative

Answer 6

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

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

Question 7

What is the APTA outcomes registry

Answer 7

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

Question 8

What are clinical practice guidelines

Answer 8

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

Question 9

What is burnout

Answer 9

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

Question 10

what is emotional exhaustion

Answer 10

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

Us lol

Question 11

What is depersonalization

Answer 11

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

Question 12

How you you describe low feelings of personal accomplishments

Answer 12

Feelings of decreased competence and decreased efficiency

Question 13

What are the 4 factors associated with burnout

Answer 13

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

Question 14

What are the negative effects of burnout

Answer 14

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

Question 15

What is the health professional wellness hierarchy

Answer 15

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

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

Question 16

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

Answer 16

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

Question 17

What are strategies at organization level to help with burnout

Answer 17

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

Question 18

What are strategies at individual level to help with burnout

Answer 18

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

Question 19

Health practice self-assessment

Answer 19

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

Question 20

What is moral residue

Answer 20

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

Question 21

What are consequences of moral distress

Answer 21

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

Question 22

ways to combat moral distress

Answer 22

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

Question 23

What is moral resiliency

Answer 23

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

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

Question 24

What is relationship between productivity and unethical behaviors

Answer 24

Positive correlation existed between productivity rate and unethical behaviors

Question 25

What are best predictors of unethical predictors

Answer 25

Lack of organizational emphasis on evidence based practice and ethical practice

Question 26

How does moral distress occur

Answer 26

When a professional who has been trained to have Autonomy, authority, and obligation to put their patients above all else meets up against external constraints, organization resistance, or high levels of uncertainty that limit their ability to do what they believe is right. Extrinsic factors noted — difficulty treating due to insurance reimbursement constraints Intrinsic — productivity and scheduling issues, concerns, about the appropriateness of care, billing, and reimbursement coding issues, orgs, being financially focused over patient focused *increased vertical communication, ethics education, and more involvement with policy development were noted for positive change in perception of ethical environments.*

Question 27

Moral injury vs. Burnout

Answer 27

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

Question 28

What is moral injury

Answer 28

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

Question 29

What is compassion fatigue

Answer 29

Considered as a caregiver’s cost of caring - Results when caregivers are exposed to ar repeated interactions requiring high levels or empathetic engagement with distressed patients/clients and their families - Leads toa cute onset of physical, emotional, and work-related symptoms

Question 30

What is reported to have decreased incidence of compassion fatigue

Answer 30

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

Question 31

What does compassion fatigue lead to

Answer 31

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

Question 32

What improves compassion fatigue

Answer 32

Self care reported as most significant preventative measure Education, teamwork, good administrative leadership improve compassion satisfaction, and minimize prevalence of compassion fatigue

Question 33

Compassion fatigue in young clinicians

Answer 33

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

Question 34

What are performance reviews

Answer 34

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

Question 35

Goals of performance reviews

Answer 35

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

Question 36

What is included in performance reviews ?

Answer 36

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

Question 37

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

Answer 37

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

Question 38

Why do professional behaviors matter

Answer 38

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