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Memorial Hermann Advantages

Five Pillars of Patient Care

High standards of patient care and outstanding quality at each of our hospitals is achieved by following a strategic plan for patient care the supports the practice of nursing. Our Five Pillars of Patient Care form the foundation for all areas of nursing:

Leadership

Create an environment of excellent leadership from nurse manager to chief nurse.

Evidence-based Practice

Encourage nurses to research best practices for patient care and help them provide a high level of care based on that research.

Education

Provide each nurse with convenient educational tools and opportunities that enable them to remain current in their profession. Offer a variety of resources – from providing the highest tuition reimbursement program in the city to mentoring and other opportunities, including the free CEs provided in the CE•Q Magazine.

Technology

Implement the latest technology for patient care, including computers, as well as the latest in advanced infusion pumps and monitors and more. Throughout the System, all hospitals have the latest technology to provide consistent quality of care. In fact, we have been named a Most Wired health system by Hospital & Health Networks magazine for three consecutive years.

Work Environment

Create a nurturing, caring and fun environment in which to work. Reward and recognize nurses for outstanding outcomes and delivering exceedingly high-quality care.

Shared Governance

Nurses are actively involved in decision making at Memorial Hermann System Hospitals. The shared governance model provides a framework that ensures shared decision making processes. At the heart of this model are the patient and family. Staff is involved in unit-specific decision making processes.

ANCC Magnet Status

In 2010, Memorial Hermann The Woodlands was granted Magnet® status by the American Nurses Credentialing Center’s – this is the top nursing excellence honor and only about 6% of hospitals in the U.S. have a Magnet® designation.

Our Nursing Team Leadership

NURSING DIRECTORS:

Tamara L. Herschmann M.S.N., C.N.O.R.
Perioperative Services

Cheryl Shay, B.S.N., N.E.-B.C.
Medical-Surgical/IMU/Observation

Wendy Mead, B.S.N., C.C.T.
Cardiopulmonary and Respiratory Therapy

Mary Hersey, B.S.N., R.N.C.
Women’s and Newborn’s Services

Elizabeth Kutchback, B.S.N., R.N.C.-N.I.C.
Children's Services

Rachel Cameron, M.S.N., C.E.N.
Emergency and Trauma Services

Janis Hammond, M.S.N.
Intensive Care Units

Linda Kuitert, B.S.N.
Case Management

William V. Bader, M.B.A., B.S., R.N., C.P.H.Q.
Quality

Jody Collins, M.S.N.
Education/Staff Development and Magnet Program

NURSING MANAGERS:

Karen Betts, B.S.N.
Jacquelyn Bogard, B.S.N.
Leigh Brown, B.S.N.
Michelle Brown, B.S.N., F.A.A.C.M.
Lori Eckenrode, B.S.N., R.N.C.
Robert Griffin, B.S.N.
Belinda LaTouche, B.S.N.
Tess Limsiaco, B.S.N., C.P.A.N.
Kathleen Resnick, M.S.N., N.E.-B.C.
Daphne Roque, B.S.N., F.A.A.C.M.
Kimberly Runge, M.S.N., N.E.-B.C.
Angela Steen, B.S.N., C.E.N.
Elaine Stewart, M.S.N., C.N.O.R.
Vicki Tucker, B.S.N., R.N.C.
James Weinman, M.S., B.S.N., C.E.N.
Emefa Yador, M.S.N., M.H.A.
Kaki Young, B.S.N., C.C.R.N.

Approach to Wellness

Out of concern for the physical, spiritual, psychological and social well being of its employees, Memorial Hermann assesses health risks, offers interventions and provides incentives to promote employees' health and wellness.

Staff Development

System Orientation and Culture Day

Memorial Hermann strongly believes in providing each new employee partner with a timely and quality introduction to the System's culture, history purpose and values. This is accomplished in part by requiring that each new employee partner spend his or her first day at work in Culture Day. This program bring new employee partners from different facilities together in a central location and exposes them to what makes the Memorial Hermann Healthcare System such a unique and special place.

Clinical Orientation

Following the completion of Culture Day, nurses report to their assigned facilities, where they receive additional orientation related to their specific hospital/division and unit. Nursing orientation is individualized to the nurse’s level of experience. Unit-based coaches assist with clinical orientation, focusing on competence, patient care content and unit culture.

Tuition Reimbursement

Memorial Hermann encourages employees to enhance their careers through educational advancement. The intent of tuition reimbursement is to enable employees (on your own time) to meet your career goals in a manner that both supports your needs and adds value to the System. It is the employee's responsibility to read and understand the Tuition Reimbursement policy.

*Key Points:

All full-time, part-time and supplemental employees are eligible for tuition reimbursement. However, your supervisor or director will have to verify that you meet all behavioral and performance expectations to qualify.
You must apply online via Employee Self-Service
Fiscal Year 2010/2011 and Exception Limits:

 

Degree Type

Fiscal Year 2011 Limits

Fiscal Year 2011 Exception Limits

ADN

$2,000

$2,000

BSN

$3,500

$4,000

MSN

$3,000

$4,000

Clinical Non-Nursing (BS)

$3,500

$4,000

Clinical Masters (MS)

$3,000

$4,000

Non-Clinical (BA)

$1,000

$2,000

Non-Clinical (MBA)

$1,000

$2,000

*Please contact your HR representative if you have any questions regarding tuition reimbursement.

Clinical Ladder

The Nursing Clinical Ladder at Memorial Hermann The Woodlands provides a framework for the promotion and recognition of excellence in nursing practice. Promotion allows for additional clinical, professional and financial opportunities. To access the Clinical Ladder application packet for The Woodlands, please click HERE.

Partnerships with Schools of Nursing

MH works closely with the Lone Star College System, The University of Texas, Texas Woman’s University and others – to expand and enhance their nursing programs. At any given time, 70 – 100 student nurses are gaining valuable training through clinical practicum. Our nursing internships cover a wide spectrum of specialties that enrich the professional practice of nursing in the community.

Quality and Innovation

Transforming Care at the Bedside

Clinical staff supports a climate of clinical excellence by involvement on the unit and hospital-wide councils. Utilizing the Transforming Care at the Bedside (TCAB) approach, the unit councils involve staff in unit-specific decision making processes. This information is shared via the Professional Staff Nurse Council.

Computerized Documentation

By documenting online through the Advanced Care4 application, we allow collaboration and communication of the interdisciplinary care team and make the patient’s chart always accessible – anywhere, anytime. Advanced Care4 also establishes the foundation for the implementation of eOrdering, which allows the use of evidence-based knowledge at the point-of-care to assist our physicians in providing the best possible clinical outcomes for our patients.

Patient Safety

All employee partners participate in breakthroughs in patient safety programs. Tools are designed to build and sustain an organizational culture that will create a safe environment for patients, families and staff.

Memorial Hermann collaborates with the Institute for Healthcare Improvement and more than 3,000 healthcare systems across the country to employ best practice safety interventions that save lives. Under the 5 Million Lives Campaign banner (formerly the 100,000 Lives Campaign), the System has implemented initiatives to prevent injuries and mistakes.

Employee Safety

Memorial Hermann strives to provide an environment free of physical and environmental hazards while protecting the safety and welfare of patients, visitors, volunteers, medical staff and employees.

Center for Clinical Innovation and Research

The Memorial Hermann Research Mission is to improve the health of the community through clinical discovery and development of new, breakthrough treatments for our patients.