Total workers’ compensation costs so far this year.
Based on historical claim information over 10 incident years, that includes preventable incidents of workplace violence.[1]
People are getting hurt. Hospitals are underperforming. Patients are suffering.

Of violent acts in hospitals are against nurses.[2]
Claims of lost time over five incident years—including preventable incidents of workplace violence.[3]
The cost of a single fine that one hospital faced.[4]
  1. 2016 Health Care Workers’ Compensation Barometer Report, Aon, 2016
  2. Indiana University Health, “Protecting the Nursing Workforce through an Aggression Prevention Team and Behavior Alert Response,” 2016 ANCC National Magnet Conference; data in right-hand panel relates to IU Health’s Academic Health Center Methodist Hospital (Level 1 trauma center, 787 beds, 100,000 + annual; ED visits). BLS​
  3. 2016 Hospital Workers’ Compensation Benchmark Study, Beecher Carlson, 2016
  4. OSHA News Release - Region 2, OSHA, 2014

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How St. David's South Austin Medical Center Reduced Code Purples by 23%: Interview With Chief Nursing Officer Dr. Sally Gillam

Bob Durand, Emergency Management Specialist, Kaiser Permanente

At this HCA Healthcare facility in Tennessee, staff use CPI to improve their skills and confidence and reduce injuries. General manager and CPI Certified Instructor Michael Davison says, “CPI empowered our staff to make better decisions in high-anxiety situations.” And it shows in patient satisfaction: While the facility has reduced challenging patient behaviors, they've also improved their HCAHPS score.

According to nursing manager Sheila Mason, her facility chose CPI training to help develop staff skills and confidence in managing behaviors and to meet regulatory compliance. The results? Hillcrest has met their goalsand reduced injuries, liability, and staff turnover, all while increasing their HCAHPS score.

At this busy urban hospital, patient feelings of safety have increased from 17.5% to 72.4%. CPMC has also seen a decrease in staff members who require medical treatment because of incidents with patients.

“CPI has helped our staff be more cohesive as a team,” says Myra Altom, Director of Teaching Family Services at Arkansas’s Methodist Family Health, a group home providing quality, compassionate psychiatric and behavioral healthcare to children and families throughout Arkansas. The home has also reduced challenging/disruptive behaviors by over 50% since implementing CPI de-escalation techniques. 

“CPI training has increased our staff’s confidence in their ability to provide a safe, therapeutic, and caring environment. It has also given staff an improved understanding of crisis development, along with interventions that are helpful in de-escalation.”

According to Archie Hebert, a nursing officer at Louisiana’s Genesis Behavioral Hospital, “CPI improved staff de-escalation skills, improved overall safety, and has become ingrained in our training.” The hospital has decreased the use of physical restraint and seclusion by 100% since implementing CPI training.

Stress, swelling ED visits, and violence led Chief Nursing Officer Dr. Sally Gillam to implement CPIand conduct a quality improvement study to measure her hospital's results.

Want results like these? Contact us to receive a free consultation to learn how CPI training could do the same for you.

Sorry to see you go!

Before you go, you might like this recent article about proactively addressing workplace violence in hospitals. It’s an evidence-based dive into the continuum of disruptive and assaultive behaviors—and effective strategies for addressing them—that you can use to start building a meaningful culture of safety at work.

We’d love to hear from you if you find it helpful—remember, everybody in your hospital deserves Care, Welfare, Safety, and Security℠.