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12/06
25 members from six facilities responded to the first Online HNA Communications Satisfaction Survey. Members were also able to submit survey reponses in writing to the HNA office.
Many of the suggestions were excellent and will be incorporated within the next year.
The majority of suggestions involved :
1) improved steward system;
2) routine/regular membership meetings at their facilities;
3) improved, more aggressive, and reliable response from their LRS;
4) consistent frequency of LRS walk-throughs of their facilities (one-on-one interactions);
5) email newsletter (mass email communications;
6) education/ information on how to protect themselves from their emloyers;
7) highlight different nursing issues in HNA communications such as patient ratios, acuity systems, nursing safety, horizontal violence, etc.
Data Interpretation
Of the 25 respondents, Kaiser had 38%, Wilcox had 20 %, Kapiolani had 18%, Kuakini had 12%, QMC had 6%, and St. Francis Liliha had 6 %. Only one facility, Kaiser, responded that they knew who their stewards were (80%). The other 5 facilities who responded did not know their stewards. 50% of the respondents were dissatisfied with the communication system (somewhat to very). and 50% were satisfied (neutral to very). 80% of all facilities felt that HNA kept them fairly well informed and that the information was believable to some extent. However, all respondents indicated they wanted more information and that the information must be more timely.
The ACTION newsletter was read by 96% of the respondents but 10% did not read any or all of it. The Majority of repsondents rated the newsletter and website from 4-6. The majority of respondents indicated they wanted their information primariy from meetings at their worksite, their stewards, and their LRS in that order.
The steward system and improved staff interactions with members appears from this preliminary data to be specifically what members want and need from HNA's communications system. Face-to-face interactions are the preferred method of communications with technology following as the second alternative. The respondents found the HNA HOTLINE to be the least helpful method of communication.
Actual Members comments to survey questions #12 & # 20:
- Need better staffing at HNA
- Need facility walk-through by the HNA/UAN organizers
- Monthly facility meetings
- keep up the good work with developing the current communications systems, it can get better
- post minutes of BOD meetings
- membership meetings at workplace
- mass e-mail
- highlight different types of nursing, what they do, issues, concerns, challenges, things useful for daily work of RN in dealing with practice issues
- write articles : patient ratio vs acuity systems; what is really behind nursing shortage? Is it manufactured by employers? Trends of attacks from hospital employers on nursing - how to fight. Not enough talking union on worksite, no shop stewards interviewed
- no recommendations. Something to catch attention of members
- call us back when asking for a return call!!!
- build the steward system so it actually works & the staff works with the stewards and the members. Flyers at least bi-weekly to each facility about their issues. Updates on grievances and working to improve conditions…frequent walk through & talking to nurses by staff & stewards. Monthly steward meetings per facility & quarterly HNA steward meetings for global planning as a union
- The LRS needs to be more aggressive & resourceful about developing the unit rep structure. If LRS is too busy with the Wilcox strike, perhaps UAN staff or other HNA office staff can help Kapiolani.
- Scheduled and announced bargaining unit meetings for all 3 shifts, at least on a quarterly basis.
- Keep the email communications going
16. update of implementation of problems of our contract
17. What is the most concern of the RN and how to cope and solutions?
18. how to get prompt help with problems @work
19. ongoing/continuing personal financial management
20. general grievance #s & outcomes. Not specifically, but overall per bargaining unit
21. general grievances
22. what are the financial situations & future issues
23. Quarterly financial report
24. we the customer of HNA should receive prompt call backs when messages are left to have our calls returned. This has been an ongoing problem. We pay for your services & deserve prompt callbacks. Something needs to be fixed.
25. Knowing my contract & enforcing it
26. please have a corner listing at each hospitals unit chair & reps (w/contract information). Kapiolani does not know which nurses are the chair, unit rep or labor-management committee representatives. PLEASE HELP US WITH THIS INFORMATION ASAP!! It would be great if you could send a flyer to HR for posting in each unit.
27. Explain how the BOD/HOD function and their relationship with the HNA staff
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