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Nursing Advantages

Shared Decision-Making

Shared Decision Making promotes an organizational model that encourages nurses to have a voice over their professional practice. The model empowers involvement of the nursing staff in decision making, with the purpose of improving staff’s professional practice, work environment and professional development.

Shared decision making promotes partnerships among staff, patient families and providers; with marked results in improved patient and provider satisfaction. Principles include engaging all staff, recognizing that no role is more important than another. Nurses are accountable; taking ownership for decision making and outcomes.

Shared Governance

Nurses and inter-disciplinary employee partners are actively involved in decision making at Memorial Hermann Health 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.

Memorial Hermann The Woodlands Medical Center Shared Governance Councils

  • Clinical Care Leadership Council
  • Clinical Coordinating Council
  • Clinical Inquiry and Excellence
  • Night Council
  • Nurse Safe Staffing Council
  • Nursing Peer Review Council
  • Professional Practice Council
  • TCAB Coordinating Council

Professional Nursing Practice Model

By using a practice model, we ensure that our Professional Nursing Practice Model is consistent regardless of where it takes place within the organization. This is a conceptual framework for nurses and the care they and their interdisciplinary partners provide. The schematic design describes the theory that depicts how nurses practice, collaborate, communicate and develop professionally to provide the highest quality care to their patients, family and community.

Nurses at all levels, across the organization came together through a variety of ways to redesign our PNPM. By consistently applying our practice model components, we minimize the potential practice variations that can create risks, gaps in care, missed or overlooked needs or incomplete care delivery.


Professional 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 TypeFiscal Year Limit
Non-Clinical Associates$1,000
Clinical Associates$1,000
Non-Clinical (Bachelor’s/Master’s/Doctorate)$3,500
Clinical (Bachelor’s/Master’s/Doctorate)$5,000

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

Professional Nurse Advancement Program (PNAP)

The Nursing Professional Nurse Advancement Program (PNAP) at Memorial Hermann Health System provides a framework for the promotion and recognition of excellence in nursing practice. PNAP recognition allows for additional clinical, professional and financial opportunities.

Our PNAP is based on Patricia Benner’s Model: Stages of Clinical Competence – The Novice to Expert Model. This model is based on the Dreyfus model of skills acquisition found in chess players and airplane pilots: novice, advanced beginner, competent, proficient, and expert. Benner’s Model clearly describes the characteristics for each level of skill acquisition.

  • Stage 1: Novice (Graduate Nurse)
  • Stage 2: Advanced Beginner (RN I)
  • Stage 3: Competent (RN II)
  • Stage 4: Proficient (RN III)
  • Stage 5: The Expert (RN IV)

The nursing staff is educated in the necessary disciplines to meet the diversified needs of the patient population served. Education is provided through individualized employee orientation and continuing education and in-service programs under the direction of the Education and Professional Development department, hospital/unit-based councils and management teams. Individual professional nursing development at MHTW is encouraged via the Professional Nurse Advancement Program (PNAP), based on Benner’s Novice to Expert model and a generous tuition reimbursement and/or loan forgiveness program that promotes and supports advanced education.

Partnerships with Schools of Nursing

MH works closely with the Lone Star College System, Sam Houston University, The University of Texas, Texas Woman’s University and others – to expand and enhance their nursing programs. At any given time, 100-125 student nurses are gaining valuable training through clinical practicum. Our nursing clinical placements cover a wide spectrum of specialties that enrich the professional practice of nursing in the community.

Nurse Residency Program (NRP)

The NRP at Memorial Hermann is a comprehensive transition-to-practice program for New Graduate Registered Nurses. The NRP utilizes the Vizient/AACN Nurse Residency Program™ and the Memorial Hermann Clinical Development Specialty Core Curricula. This program will present the new graduate nurse with opportunities that are tailored to their needs.

In March of 2019, Memorial Hermann Health System (MHHS) achieved ANCC Practice Transition Accreditation Program (PTAP) designation with Distinction for our Nurse Residency Program (NRP).

MHTW Clinical Coaches have ranked #1 across the Nation for Vizent NRP satisfaction consecutively. Our NRP retention rate is 100% for the past three cohorts. We host both Clinical Coach initial and re-accrediting training courses each quarter on our campus.

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 Shared Governance Councils.

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 & 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.

Evidence-based Practice & Research

Nursing led Evidence-based Practice (EBP) and Research projects help us to advance health and improve the quality of nursing care. As of summer 2019, there are a total of six nurse led studies currently approved by the IRB for the MHTW campus and over 30 EBP projects underway or in the initial development phase.

The Clinical Inquiry & Excellence Council (CIE) created a pathway from clinical inquiry through publication; utilizing project management software and implementing a “vanity” email for clinical inquiry. The council is strengthening the culture in and around EBP, QI and Research.

With the help of MHHS Nurse Scientist, Joann Mick, PhD, RN-BC, we evolved our EBP infrastructure, providing nine CE courses supporting our culture of clinical inquiry. Some 22 inter-professionals completed Dr. Mick’s EBP program; resulting in 18 EBP projects; now under charter review for further development.