2June 11, 2013
Improve recruitment strategies for health care
outlining core expectations of nurses with a generic job description; HR Ontarioto work with superintendents to ensureinformation on MOHLTC website is current andup-to-date; recruitment campaigns; and, NursePractitioners in underserved areas.
A general nurse description with core duties and expectations will be created.
HCMs to continue to discuss targeted recruitment of nurses and to ensure thatopportunities for on-line postings, such as on the MOHLTC website are maximized.
Senior Medical Advisor (SMA) to explore opportunities to recruit for physician care whenrecruitment through traditional methods are not successful.
Address staffing capacity:
filling vacant positions and look at adding MCP nursing positions.Examine whether critical care standards can bemet by changed reporting times.
Address staffing capacity within CHC.
Fall 2013. Facilities with no HCM, Spring 2014.
Examining management vacancies that can be assigned to facilities with no HCM tofacilitate implementation of other recommendations, as well as perform managementfunctions in the facility.
Superintendents to examine nursing schedules to see if frequency of missed assessmentscan be addressed by changing shift schedule.
Professional oversight in recruitment:
mandate oversight of CHC in health care managementrecruitment processes.
All health care competitions must have a nurse manager involved in the process fromengagement with central recruitment, to hiring.
In locations without a health care manager, CHC will need to be engaged or will assist inassigning appropriate support.
All recruitment of health care managers in correctional facilities will include involvementof CHC.
Inmates with mental illness:
re-allocate vacantresources to expand complement of mentalhealth nurses.
CHC and local HCMs are engaged in examining opportunities to enhance the complementof mental health nurses on an ongoing basis.
Identifying opportunities to enhance service delivery to mentally ill inmates. Work to becompleted by Professional and Shared Services Unit by
Increased training opportunities for HCMs and
develop curriculum to address uniqueneeds of HCMs, increase knowledge throughconferences and e-learning, facilitate monthlyforums using Adobe Connects and maximizetelemedicine equipment for education.
CHC to identify training and development needs for HCMs to assist Superintendents in thedevelopment of learning plans.
Superintendents to review and develop learning plans for each HCM and supportattendance.
Superintendents to submit summary and report back to the Deputy Minister by
on the status.
Comparative study of efficiencies in health care.
Complete a cross jurisdictional review examining staffing levels, governance, oversight andother best practices.
Report to be submitted to the Deputy Minister in