Table 1:
Saturation Table from Qualitative Interviews
| Group 1 | Group 2 | Group 3 | Group 4 | Group 5 | |
|---|---|---|---|---|---|
| Interviews #1–3 | Interviews #4–6 | Interviews #7–9 | Interviews #10–12 | Interview #13 | |
|
| |||||
| What’s best for the resident | -Kept abreast of patient conditions -Being on the same page -Educating self -Keep patients in the home |
-Continuity of care | |||
|
| |||||
| Relationships | -NP-DON relationships -NP-NP relationships -Relationship between NP and support services -Relationship with family of residents -Relationship with residents -Working with RN, LPNs, aides |
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|
| |||||
| Teamwork | -Educating staff -Hospice or palliative care -Need to know -Organizational culture -Trust -Recognition -Turf – NP versus MD -Turf – NP versus RNs/LPNs |
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|
| |||||
| Multiple roles per NP | -Seen as a glorified nurse -Being present in the home -NPs treated better -Using RN skills as NP |
-Merged being seen as glorified nurse and using RN skills as NP | |||
|
| |||||
| Legal and practice concerns | -Quality metrics | -Billable time -Bound by federal/state regulations |
-Revised to Bound by federal/state/local regulations | ||
|
| |||||
| Personal Challenges | -Burnout -Do the best we can -Frustraion with care not being given |
-Documentation (standardization, timeliness, poor communication, disparate IT systems, access to IT portals/no login) | |||
|
| |||||
| Institutional Challenges | -Staffing issue -Reliable staff -COVID |
-It was chaos | |||