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KEY: TRACKS BY DISCIPLINE & AREAS OF INTEREST
A: Clinical Excellence B: Operations & Finance C: Ethics & Leadership D: Thriving Communities
KEY: ABBREVIATIONS FOR CEs
APPROVED: A: credit for Administrators (NAB) | N: CNE offered for Nurses (ANCC)
SUGGESTED: SW*: suitable for Social Work CE | HR*: suitable for Human Resources CE
*view the details on our Continuing Education page for more information on these suggestions
—Click here to view the Concurrent Session Grid—
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SUNDAY, MAY 22
Power Sessions | 3:00 - 5:00 pm
with Bruce Berlin, Founder & Chief Experience Officer, Prioriteams + LeadingAge Texas Members Learn how to implement the 7 Domains of Well-Being in order to overcome the 3 plagues of employees… Helplessness, Loneliness, and Boredom, in order to effectively recruit, retain and engage top talent. Come ready to
discuss, brainstorm, ask questions, and challenge the status quo.
30 years ago, the “culture change” movement began to overcome the 3 Plagues of people living in nursing homes: Helplessness, Loneliness & Boredom. Today, these same 3 plagues exist with the staff serving those
living in senior communities, requiring another “culture change” movement to overcome them so organizations are able to effectively recruit, retain & engage top talent. This movement will require leaders and front-line
staff to make a paradigm shift in the roles and responsibilities of their jobs to become active citizens in their community.
Learning Objectives:
• Understand how the 3 Plagues of Helplessness, Loneliness, and Boredom are impacting staff, resulting in employee disengagement and the current staffing crisis
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How to utilize the 7 Domains of Well-Being model as the framework to meet the 5 critical needs of employees in order to positively impact their work experience and engagement
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Become Shepherd Leaders by learning how to harness their employees’ collective genius and inspiring them to become “citizens” and take an active role in continually enhancing the well-being of residents and
co-workers
Target Audience: All attendees
MONDAY, MAY 23
Here is the session for any leader who has ever contemplated turning in their responsibilities for a tropical paradise and butterfly net. Enduring crises has left our teams and residents exhausted and easily triggered.
They are starving for greater connection, expressed compassion, and confident optimism. The intensity of our current reality requires new tools and strategies to ease the fear, isolation, pessimism, and combat fatigue.
Unleashing hope and higher performance in others requires leveling up our skill at owning the “super” part of “supervision.” Mastering both our words and emotions means never having to hope, wish, or cross our fingers
to create lasting positive change in our organizations.
Designed as a “Train-the-Trainer,” this experience provides multiple opportunities to:
• Minimize the internal doubt and anxiety that shows up during times of intense change and challenge
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Increase your competency at influencing the conversations around you toward hope and harmony over fear and frustration
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Practice the skills necessary to give and receive feedback with openness and appreciation
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Uplift spirits, ignite passions, and encourage greater commitment from others during workplace storms
Come prepared to reacquaint yourself with the enthusiastic, optimistic, and energetic professional who used to stare back in the mirror. You deserve the peace that comes from consistently acting in ways that fully
align with your compassion, convictions, and commitments. Your work life is about to drastically improve, but not without sweat. Strap in!
Target Audience: All attendees
Concurrent Sessions | 10:45 - 11:45 am
The Claims-Based Measures have not had any focus during the years of COVID. We need to uncover the barriers to keeping the residents IN the nursing home and caring for them until a successful discharge to the community and throughout their life.
The Claims-Based Measure specifications will be discussed along with strategies for how to address the root causes of ED visits and hospitalizations. Then how to implement quality improvement to
move the data as well as improve care.
Learning Objectives:
• Define the Claims-Based Measures
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Understand how to identify Claims-Based Measures’ root causes
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Understand how to use quality improvement (QI) tools to effect change
Target Audience: Administrators; Directors of Nursing; Nursing Professionals
The purpose of the presentation is to discuss the opportunities and risks related to various service lines that are becoming more prevalent among SNFs as operators look to provide a more comprehensive care model
to their residents.
This session will look at various service lines that SNF operators are expanding into in an effort to provide more comprehensive care to their residents including dialysis, ventilator units, ancillary
services such as labs and pharmacy, medical services (including telehealth), dental services, ambulance, and ISNPs. We will evaluate the potential opportunities and identify the risks related to them as well as
explore ways in which to minimize such risks.
Learning Objectives:
• Understand the changing landscape of SNF service lines
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Understand the opportunities present in such business lines and in what context they may be beneficial
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Understand the risks present in such business lines
Target Audience: Administrators; Directors of Nursing; Executive Directors; Finance/CFOs; Operations/COOs
with Christopher Ridenhour, GFN, Trainer/Educator, Inspired2Results | Opening Keynote Speaker
Welcome to an honest and safe experience about all aspects of Diversity, Equity and Inclusion without blame, shame, or guilt.
The trouble started on the very first day of employment. Do you remember Human Resources encouraging us to bring our “whole selves” to work during New Team Member Orientation? We obliged by showing up with
our worldviews, life-histories, perspectives, passions, and personalities as part of the package (or is it “baggage”?). We ALL have issues and blindspots! It comes with being human.
If only our past professional experiences and common sense were enough to create the teamwork necessary to ensure the mental and physical safety of the residents and everyone else in the building serving
the residents, across all levels and positions. A workplace environment defined by value and appreciation for ALL, is not only possible, but critical for our survival. The quality of resident care rests solely on
our success at harmonizing the hundreds of differing beliefs and behaviors, and individual cultures.
Welcome to an honest and safe experience about all aspects of Diversity, Equity and Inclusion without blame, shame, or guilt. How confident are you in your ability to understand and manage tricky situations
with others whose life-story diverges, wildly, from your own? Are there differences among us that matter more than others? Are there similarities that don’t matter as much?
As a 20-year healthcare professional and national diversity trainer, you can expect the stories and tools that promise immediate change and a new understanding. I’m seeking partners, participants, explorers,
and skeptics who are honest enough to admit to ever feeling, even slightly, uncomfortable when dealing with any aspect of “difference.”
The ideal participant for this experience meets any or all the following criteria:
• Wants greater Retention, Engagement, and Teamwork
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Has a desire to be a better leader, coach, or team member
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Believes we should all get along
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Loves those they serve
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Hungry for more professional and personal peace
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Lives in America
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Is human
As your honest friend and tour guide, I want you to feel supported and coached as we tackle the conversations which often divide. Real talk. Real tools. Real connection.
Target Audience: All attendees
This session explores effective dementia training for current and future healthcare workers to increase care partnering skills, job satisfaction and retention.
With the rise in number of people living with dementia in our nation and the complexity of the disease the need for effective dementia care professionals is imperative. This program explores barriers
and resolutions to effective dementia training, recommendations and best practices in facility-based training and examines innovative collaborative learning models in dementia education.
Learning Objectives:
• Examine the need, barriers and resolutions for effective dementia training for all staff in senior living communities
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Identify evidence-informed dementia care training programs and their effectiveness in staff satisfaction and retention
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Illustrate collaborative program opportunities with future and current healthcare professionals
Target Audience: Administrators; CEOs & Other C-suite; HR Professionals; Social Workers
Concurrent Sessions | 1:45 - 2:45 pm
with Ryan Blue, Quality Clinical Specialist, QRM
Learn how to identify and address swallow deficits in the absence of an SLP as a multi-disciplinary professional within your scope of practice.
This training will empower you through education and examples on how to more fully address your patient's swallowing deficits as an OT, PT, and Nurse or Nurse's Aide. This will be done through
detailed goal writing examples and step by step exercises the multi-disciplinary team will learn how to conduct, complete, and implement into their patient's plan of care. You'll learn the Swallow Awareness
Protocol which can be dispatched as a framework in distressed facilities lacking onsite or remote SLPs who historically have addressed your population's dysphagia concerns.
Learning Objectives:
• Understand your discipline's unique role and scope of practice in addressing dysphagia related concerns
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How to establish goals and document within scope of practice to address dysphagia concerns for non-SLPs
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Understand how to operationalize and implement the multi-disciplinary Swallow Awareness Protocol (SAP)
Target Audience: Activity Professionals; Administrators; Directors of Nursing; Nursing Professionals; Rehab Professionals
with Brad Straub, Executive Vice President & Stuart Jackson, Senior Vice President of Client Services | Greystone
This session will educate C-suite executives on the benefits of a task-based strategic plan
Now more than ever, organizations need to be as focused on the long-term as they are on the short-term. How is your organization preparing to meet the needs of tomorrow’s seniors and do you have the appropriate
scale, resources, and competitive advantages to do so? Discover how a strategic plan can not only help reaffirm your growth goals, but also identify opportunities and create specific tactics for implementation.
Learning Objectives:
• Learn from real-life case studies how strategic planning can put your organization in the optimal place for growth
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Identify the right kinds of questions to ask yourself, your board, and other stakeholders during the process
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Discover how putting an actionable strategic plan in place can drive growth in your organization
Target Audience: CEOs & Other C-suite; Finance/CFOs
In this session, you will learn the qualities of a resilient leader, test yourself to see how resilient you are, and develop an action plan to become more resilient and advance your career.
Resilient leaders are some of the greatest leaders, identified by their ability to persevere through the tough times and maintain energy levels under pressure. Resilient leadership helps people manage disruptive
changes in an organization and adapt to challenges. Resilience is the capacity to not only endure great challenges but to get stronger in the midst of them.
Learning Objectives:
• Upon completion of this program the participant will be able to describe What is Resilience
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Upon completion of this program the participants will be able to name the Seven Traits of a Resilient Leader
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Reflect on their strengths, identify goals, and develop an action plan to become more resilient and advance their career
Target Audience: Administrators; CEOs & Other C-suite; Dining Services; Directors of Nursing; Executive Directors
This session will educate the Administrator on the various types of therapy contracts under PDPM and making sure the incentives are aligned.
As healthcare reimbursement continues to evolve
and become more complicated, it is more important than ever to have a strong understanding of the nuance of your therapy contract. Prior to PDPM, most operators had a standard therapy contract consisting of
a cost per minute based on the Rehab RUG rates and a percentage of the MCB CPT code. With the implementation of PDPM, operators have seen a variety of contract models ranging from a management model, a percentage
of either the therapy or facility PDPM rate, tiers/levels or the good old cost per minute.? Are you considering going in-house and what support would that require? Is your Therapy Contract still meeting your
needs? will explore the various models and provide the Administrator with the information to make an educated decision on selecting the best model that meets your facilities needs and more importantly your resident’s.
Learning Objectives:
• Understand the pros and cons of the various therapy contract models
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Evaluate their therapy provider and ensure their contract is still meeting the facility needs
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Demonstrate an informed understanding on what would be required to transition therapy services inhouse
Target Audience: Administrators; CEOs & Other C-suite; Finance/CFOs; Operations/COOs
with Karen Welsh, MA CCC-SLP, RAC-CT, RAC-CTA, Senior Director of Clinical Outcomes, Functional Pathways This session will focus on strategizing best practices for understanding both where some of the key QM’s are derived and how to improve them with your facility teams.
As our
industry starts emerging from the PHE, it’s time to take a hard look at our quality measures and the metrics available to the public on Care Compare. In a time when staffing can be a challenge, it’s
important now more than ever, to have plans in place to ensure quality care as viewed through Care Compare is delivered and captured accurately. Objectives related to fall prevention, skin integrity,
short and long stay outcomes, and rehospitalizations will all be topics of discussion and examination.
Learning Objectives:
• Identify quality measures on Care Compare impacting your Star Rating
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Formulate 3 strategies for improving quality measures in your facility
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Analyze outcome measures for your therapy team for short and long stay metrics
Target Audience: Administrators; Directors of Nursing; Nursing Professionals
This session will educate and engage participants in thoughtful discussions regarding employment law in senior living.
The session will provide an overview of the state and federal
employment laws that are most relevant to senior living and long-term care providers. Using the State of Texas’s "Especially for Texas Employers" as a resource and guide, the session will examine legal
issues specific to (1) pre- and early employment, (2) ongoing employment, and (3) work separation and post-employment. Each segment of the session will include Q&A or a case study exercise about
relevant employment issues (e.g., how to handle an unemployment claim that arises from an employee who was terminated for refusing to follow the employer’s mandatory COVID-19 vaccination policy).
Learning Objectives:
• At the conclusion of this session, participants will better understand the legal landscape relating to common pre-employment and early employment issues
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At the conclusion of this session, participants will better understand the legal landscape relating to wages, hours, discrimination complaints, and other issues relevant to existing employees
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At the conclusion of this session, participants will be able to better understand the legal landscape relating to work separation and post-employment issues
Target Audience: Administrators; CEOs & Other C-suite; Executive Directors; HR Professionals; Operations/COOs
Address issues related to turnover of DONs in long-term care and to identify interventions to increase retention and recruitment in facilities in Lubbock, Texas.
Describe the
roundtable approach to addressing turnover among directors of nursing in long-term care. Discuss the program implementation of the nurse leader roundtable. Discuss data analysis and results of implementation
of the nurse leader roundtable.
Learning Objectives:
• Describe what a nurse leader roundtable is
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Identify most common issues that lead to director of nursing turnover
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Understand limitations of nurse leader roundtable participation and implications for practice moving forward
Target Audience: Administrators; Assisted Living Staff; Directors of Nursing; Nursing Professionals
with Karen Camacho, MBA, BSN, RN-BC, CPHIMS, Manager, Product Escalations,
PointClickCare The purpose of this session is to encourage the adaptation of a treatment framework that not only emotionally supports the individuals in your care, but the individuals who care for them.
With the advent of COVID-19, there is much emphasis on equipping long-term and post-acute care (LTPAC) residents and patients with tools and techniques to help navigate the mass trauma associated
with COVID-19. These methods include Trauma Informed Care (TIC), an organizational structure and treatment framework that involves understanding, recognizing, and responding to the effects of all types
of traumas. With an emphasis on psychological, and emotional safety, TIC is a mandate of the Phase III Requirements of Participation for LTPAC organizations. The trauma-informed framework helps survivors
of trauma rebuild a sense of confidence, control, and empowerment. And while this framework was built to support the needs of LTPAC patients, trauma is widespread, affecting residents and their families,
as well as care providers. Historically, this group of providers is not considered in the context of trauma. Despite this lack of consideration, providers are at great risk for compassion fatigue and
negative outcomes from the impact of trauma compounded by the pandemic.
In this session, we will explore how expanding the TIC framework to care providers can address compassion fatigue among
nurses, as well as improve the overall mental health of staff.
Learning Objectives:
• Determine the prevalence and impact of trauma on your staff
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Analyze the six principles of TIC
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Generate strategies that address the six principles of a TIC for nurses, staff, and caregivers
Target Audience: Assisted Living Staff; Directors of Nursing; Executive Directors; HR Professionals; Nursing Professionals
TUESDAY, MAY 24
Networking Sessions | 9:30 - 11:00 am
In this session, Tara will use a set of tools, anecdotes, case studies/research to develop a talk that speaks to the need of cultivating a work-life balance.
Address the problem:
• 77% of full-time employees experience burnout
• $190B per year is spent to address psychological and physical effects of burnout
• Before COVID 26% of Americans took work home
• Since COVID many have not been able to make a clear separation between home and work
Learning Objectives:
• Participant will identify their core values and understand the importance of living in balance
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Participant will learn time management basics
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Participant will hear concepts regarding responsibilities, deadlines, routine, intentionality, and self-care
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Participant will identify accountability partners
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Participant will create a short-term mission statement
Target Audience: Administrators; Directors of Nursing; Nursing Professionals
with Brandon Powell, Managing Director; Rich Scanlon, Sr. Managing Director | Ziegler
The “old adage” in senior living is that if you are not growing you are falling behind. 2020 was a difficult year for providers as many strategic initiatives were replaced by a focus on maintaining the health of residents/employees and the survival of the organization. The demographic wave has not abated and there will be significant opportunities for well-positioned providers who plan for growth. This session will highlight the strategies that your organization should consider and review case studies that will highlight successful growth strategies as well as those that have been “sub-optima.”
Successful senior living providers of the future will be those who are able to grow, diversify and recognize evolving primary market area trends before any others. Growth is generally the #1 item on the agenda of “C Suite” executives
– but it needs to be done right!!!!
Learning Objectives:
• Understand the conventional and “unconventional” strategies that senior living providers have used to promote growth and why some have failed
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How to create a “strategic growth fund”
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How to maintain “alignment” once a growth strategy is adopted
Target Audience: CEOs & Other C-suite Professionals
Discover the impact that Ambiguous and Anticipatory Grief has on individuals and determine ways to overcome each of them.
This course will discuss Ambiguous and Anticipatory Grief
and the impact it has on individuals. Talking about ambiguous and anticipatory grief can be very difficult and exhausting, but we can help ease the pain of both by simply acknowledging them in ourselves
and others.
Learning Objectives:
• Define ambiguous and anticipatory grief, specifically how it relates to families with a dementia diagnosis
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Discuss ways to overcome ambiguous and anticipatory grief
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Examine the emotional impact of ambiguous and anticipatory grief
Target Audience: Assisted Living Staff; Chaplains/Pastoral Care; Nursing Professionals; Social Workers; All attendees
Activity Professionals can utilize leadership theory to help improve the life of residents, volunteers, and other staff and increase their own job satisfaction.
Based on scholarly
research and dissertations, this presentation will discuss several different types of leadership theory. Each will be connected to peer-reviewed studies of how the application of the leadership styles led
to decreased turnover, improved morale, decreased citations, and improved quality of life for residents. The current presentation will provide application of leadership theory within the community for both
leadership of staff/volunteers and leadership roles activity directors play with residents.
Learning Objectives:
• Identify and differentiate between types of leadership
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Adapt behaviors to positive leadership theory
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Show evidence of success to their teams to improve the leadership strategies in their communities
Target Audience: Activity Professionals; Chaplains; Social Workers
Concurrent Sessions | 11:15 am - 12:15 pm
Join us to learn about Know Your Neighbor through an interactive scenario activity that puts the process steps to work. Attendees will use the scenario to brainstorm challenges, available resources, methods of outreach and engagement.
The Texas Health and Human Services Commission Age Well Live Well (AWLW) campaign promotes a simple message to engage Texans at any age in healthy aging behaviors. The AWLW campaign provides
resources under three focus areas: Be Healthy, Be Connected and Be Informed. As part of AWLW, the Know Your Neighbor campaign was developed during the pandemic to provide neighbors with easy, safe methods
to reach out to older adults, especially people who may be living alone. Social isolation is rapidly becoming a priority health concern due to its negative impacts on health and well-being. This campaign
encourages safe social connection and engagement with older neighbors to establish and maintain new relationships while reducing the risks of isolation and loneliness.
Learning Objectives:
• By the end of this presentation, attendees will hear about social isolation, loneliness and how connection can help
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By the end of this presentation, attendees will be able to identify the Know Your Neighbor campaign and other resources used to help meet the need of older Texans
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By the end of this presentation, attendees will brainstorm creative methods for reaching and creating connections with older Texans
Target Audience: Activity Professionals; Administrators; Housing Professionals; HR Professionals; Social Workers
As LPC providers evaluate the strategic question of how to provide residents with a continuum of care and whether that includes on-campus nursing care, there are a number of logistical implications that
must be considered, including impact on organizational, financial, accounting, regulatory, and disclosure requirements.
Many Life Plan Communities (“LPCs”) originally started as a nursing
care center and then added senior housing, assisted living, and recently memory care. Over the years, the nursing care center shifted from providing primarily custodial care to restorative care, eligible
for Medicare reimbursement and direct admits of non-LPC patients from the hospital. This was a strong economic model for several decades, but recently the challenges to comply with increasing regulation,
operate with declining reimbursement, retain staff, implement technology and EMR, and maintain market share are causing LPC providers to rethink the role and necessity of a licensed nursing facility
on their campus. The pressures impacting the nursing care sector have been exacerbated by opportunities to provide more complex medical care within licensed assisted living and memory care. As LPC providers
evaluate the strategic question of how to provide residents with a continuum of care and whether that includes on-campus nursing care, there are a number of logistical implications that must be considered,
including impact on organizational, financial, accounting, regulatory and disclosure requirements.
Learning Objectives:
• Review challenges and market trends related to SNF sector
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Discuss the role of nursing care within LPC and strategic options both on and off campus
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Identify potential organizational, financial, accounting, regulatory and disclosure requirements and consequences
Target Audience: Administrators; Board members; CEOs & Other C-suite; Executive Directors; Operations/COOs
This session will help long-term care providers present an effective, cogent defense against disputed survey allegations via the informal dispute resolution process.
From time to time, facilities will experience unfair or inaccurate survey allegations. The informal dispute resolution process affords facilities an opportunity to correct the public record and avoid excessive penalties, but complicated
rules and strict deadlines can block providers from getting the relief they deserve. In this session, we'll discuss procedural and substantive tactics to give your facility the best shot at a good outcome
in an informal dispute resolution.
Learning Objectives:
• Identify how to calculate IDR deadlines and maximize the amount of time a facility has to put together its argument
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Identify which alleged deficiencies are or are not likely to be overturned in an IDR, and which alleged deficiencies are most impactful
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Confidently prepare effective defenses against survey allegations
Target Audience: Administrators; CEOs & Other C-suite; Directors of Nursing; Executive Directors; Operations/COOs
with Sarah Friede, Vice President, Recruitment Services; Ericka Heid, SPHR, VP, Human Resources | Health Dimensions GroupIn a post-Covid world, attracting and retaining employees will be even more difficult.
Statistics show 1 in 4 people is currently looking for a new job. Join us in this session
to discuss strategies for attracting and retaining employees.
Learning Objectives:
• Identifying Cultural Fit in Attracting Talent
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Having the Right Package to Attract and Retain Talent
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Critical Elements of Hiring, Onboarding, and Retaining Talent
Target Audience: HR Professionals; Marketing/PR Professionals
Concurrent Sessions | 2:30 - 3:30 pm
Participants will understand how therapy, restorative, and activities can be utilized simultaneously, as well as identify appropriate data points to measure and validate the clinical and operational impact, and will understand what tools may be beneficial to ensure success.
We will review and provide examples of incorporating therapy, restorative, and activities to drive improved clinical and operational metrics. The model of care is applicable to AL, IL, and
SNF settings. We will review traditional and newer, innovative, models of care and service delivery. This will include the provision of evidence-based approaches to therapy and restorative services
as well as creative "wellness" approaches within activities. We will also review operational tools used to simplify the delivery to ensure and validate impact. We will also share real examples of
the outcomes we have seen with this approach
Learning Objectives:
• Participants will understand how therapy, restorative, and activities can be utilized simultaneously
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Participants will identify appropriate data points to measure and validate the clinical and operational impact
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Participants will understand what tools may be beneficial to ensure success
Target Audience: All attendees
A recent survey conducted by CLA, takes a deep dive into the current trends of LPCs with commentary from CLA on how to progress.
Access to labor has continued to provide challenges
for LPCs. With labor accounting for as much as 70% of operating costs, operators need to stay diligent around the local market trends.
Technology is likely going to transform the competitive
landscape for LPCs. How can your organization prepare for the new wave of technology and ensure a seamless transition for not only residents but management.
Learning Objectives:
• Understand the current and future landscape of LPCs and how your organization can be prepared
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Understand what key areas to focus on for their LPC
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Understand how the bottom line can be impacted by the shift in supply and demand
Target Audience: Administrators; CEOs & Other C-suite; Executive Directors; Finance/CFOs; Operations/COOs
with Regina McKenzie, Regional Director of Operations, TMC
It’s important to take steps that help shape and strengthen your culture in positive ways and align it with your organization’s values and goals in order to attract and retain the best talent.
Every organization develops a company culture, whether you realize it or not. It is the sum of what you and your teams think, say, and do as you work together. It’s important to take steps
that help shape and strengthen your culture in positive ways and align it with your organization’s values and goals in order to attract and retain the best talent.
Learning Objectives:
• Define 2 of the 6 elements of workplace culture to improve upon
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Evaluate and revise recruitment engagement
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Develop a retention strategy
Target Audience: Administrators; CEOs & Other C-suite; Executive Directors; HR Professionals; Operations/COOs
with Brittany Austin, National Director of Health and Wellness; Karen Welsh, Director of Clinical Outcomes | Functional Pathways
This session teaches attendees how to implement wellness programming to residents, particularly those in long-term care settings, and enhance existing services.
Activities
programming is found in every type of retirement community; however, wellness is typically only seen in assisted and independent living. This session focuses on the importance and value of bringing
wellness concepts to the long-term care setting to enhance the leisure activities already being provided. Wellness is meant to increase resident and staff engagement, prevent functional declines,
and expand the breadth of how we provide comprehensive dimensions of care for residents.
Learning Objectives:
• Identity what wellness is and establish the framework to incorporate wellness components into a long-term care activity program
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Redefine the mindset on what wellness looks like, who the target demographic is, and why it’s beneficial to provide these services to residents
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Understand the value and purpose of wellness programming and learn how these services can enhance existing offerings, increase length of stay, and promote continuity of care. Resources
for evaluating an existing program will also be reviewed
Target Audience: Activity Professionals; Administrators; Executive Directors; Operations/COOs
Concurrent Sessions | 3:45 - 4:45 pm
This session will provide the healthcare practitioner with valuable knowledge on the components required to ensure quality and reimbursable clinical documentation.
On
October 1st, 2019, the Patient Driven Payment Model (PDPM) was first introduced to skilled nursing professionals with the intent to focus on quality versus quantity of services. This reimbursement
model improves the accuracy and appropriateness of payments for classifying patients into payment groups based on specific and data-driven patient characteristics. And although. how SNF providers
are being reimbursed has changed, the importance of quality documentation to support such services has not.
It is more important than ever that healthcare professionals remain highly
skilled in their ability to document a holistic view of the patient, their plan of care, progress, and outcomes. Comprehensive and accurate documentation is vital to quality patient care and
reimbursement.
“Keys to Quality Clinical Documentation” will review the purpose of documentation, general rules, and specific supportive documents, reviewers are seeking to validate
that the services provided were skilled, required skilled services, and are reimbursable under the Medicare guidelines.
Learning Objectives:
• Improve the healthcare practitioner’s knowledge of what qualifies as skilled clinical documentation
•
Discuss key components related to documentation under the PDPM reimbursement model
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Understand the importance of IDT collaboration and communication for MDS completion
Target Audience: Administrators; Directors of Nursing; Nursing Professionals
with Cal Roberson, Mentor/CIO, CalTech
Come away with actionable items to help when evaluating/vetting a new vendor!
Has the recent worker shortage impacted your ability to hire quality and capable individuals?
Are budgeting constraints leading to additional challenges? In this session, Cal Roberson, CIO/Mentor at CalTech, will dissect the pitfalls to avoid when selecting outsourced vendors. Additionally,
the impact of the worker shortage and budgeting challenges that compound the situation will be addressed. Walk away from this session with actionable items to take back to your organization when
it comes to the evaluation process of vetting a new vendor.
Learning Objectives:
• Learn how to take the proper amount of time when vetting a new vendor
•
Learn how to determine if the vendor is a good fit for the organization
•
Learn how to determine when it is time to exit the agreement
Target Audience: Business Office Staff; CEOs & Other C-suite; Finance/CFOs; Operations/COOs
Describe the definition and characteristics of what the meaning of post-pandemic means when hiring candidates in the workplace and learning new ways to prepare for recruiting challenges faced in
the workplace.
Employers who are desperate to fill jobs have posted a record-high number of job openings while there are a reported 8.6 million people considered out of work in the
U.S. and nearly 10 million job openings, employers struggle to compete for talent and record number workers continue to quit their jobs. This presentation will help identify common mistakes made
when hiring in the post-pandemic phase, identify talent using specific questions that help differentiate a pool of candidates, and methods to help retain employees once the ideal candidate is
identified.
Learning Objectives:
• Describe the meaning of post-pandemic when relating to characteristics in the workplac
•
Learn and Identify crucial mistakes made when hiring in the post-pandemic phase. Common mistakes are desperate hires, ignoring red flags, not hiring qualified candidates and rushing
the process
•
Identify, Create and implement strategies to retain employees in a post covid world of uncertainties in the workplace
Target Audience: All attendees; Hiring Managers and Corporate Support Staff
This session explores effective techniques for combating infantilization and inertia to growing Elder-led, Eden-aligned communities in all levels of care.
The eldercare
industry has an ageism problem-- but the growing popularity of elder-centered Lifestyles techniques and approaches is already beginning to help. This presentation will identify ways in which
the Activity Director/Department can push their community's cultures to recognize the leadership and dignity of the Elders who live there. From empowered Resident Councils at all levels from
resident-led activities and projects, to replacing child-like activities with age-appropriate ones, and more, the Lifestyles Department can and must lead the effort to eliminate ageism in its
own community.
Learning Objectives:
• Participants will be able to assist their Resident Councils in becoming a powerful force of resident influence and communication
•
Participants will identify resident leaders in their own communities who may be able to lead or co-lead activities
•
Participants will be able to identify activities on their calendar which are more suitable for children and come up with alternative adult-appropriate activities
Target Audience: Activity Professionals; Chaplains/Pastoral Care; Executive Directors; Social Workers; Everyone is involved in Lifestyles - anyone interested may attend!
WEDNESDAY, MAY 25
with Denise Boudreau, MHA, LNHA, DriveWe all come into the aging services field wanting to make a difference in the lives of others, but after a few years we find ourselves feeling more tired than inspired! In this unique and powerful presentation,
you’ll discover the astonishing underlying cause of the fatigue that so often turns the most idealistic and well-intentioned staff into part of the problem. You’ll find out how doing the right thing,
in every sense of the word, will fill your community, build your reputation and have the hearts of your staff brimming with the love and enthusiasm that led them into aging services in the first
place. You’ll take an exhilarating round trip from tired to inspired and return to your workplace with new ideas and concepts, and a simple but amazingly effective system to raise and sustain everyone’s
energy.
Learning Objectives:
• Participants will understand the importance of sustaining organizational changes that will improve the resident and staff experience
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Participants will identify actionable steps to reduce the level of disengagement in their organization
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Participants will discover what factors contribute to aging services staff losing their enthusiasm and pride after they enter the field
Target Audience: All attendees
Breakout Sessions | 10:30 - 11:30 am
with Dr. Kathleen Weissberg, MS, OTD, OTR/L, CMDCP, CDP, National Director of Education, Select Rehabilitation
This session reviews and reports results of focus groups conducted with post-acute providers to hear experiences related to deconditioning; key contributing factors; strategies employed during pandemic to engage IDT in addressing decline; strategies in categories of technology, loneliness/activity, outcome measures, and others beneficial for continuing in a post-pandemic world; and best practice guidelines related to health, wellness, and recovery from trauma.
All environments serving residential elders have been stressed to secure resident safety while continuing to provide care. Moving into successive phases of pandemic and recovery, it is critical
that leaders have an eye on the future—in ‘rebounding’ residents, staff, and themselves. An essential step is to critically examine populations for effects of physical, cognitive, and social/emotional
deconditioning and begin building a plan of action for reconditioning. Additionally, leaders need to recognize signs or trauma in staff and residential elders and devise plans to address this.
Anticipating there may not be a firm post-pandemic ‘finish line’ where we return to pre-pandemic operations, this session discusses hybrid models of reconditioning presented in emerging
literature to achieve goals of wellness. The session reviews and reports results of focus groups conducted with post-acute providers to hear experiences related to deconditioning; key contributing
factors; strategies employed during pandemic to engage IDT in addressing decline; strategies in categories of technology, loneliness/activity, outcome measures, and others beneficial for continuing
in a post-pandemic world; and best practice guidelines related to health, wellness, and recovery from trauma. The roadmap provided addresses isolation and quarantine and will remain pertinent for
other situations that arise long after COVID is in the rearview mirror.
Learning Objectives:
• Describe the physical and cognitive impact the COVID pandemic and related isolation has had on older adults
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Explore strategies to address and mitigate functional, cognitive decline, and trauma related to disaster/pandemic, quarantine, and isolation
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Hear from peers the practical strategies they have employed to address and prevent decline and trauma from occurring in residents and staff as they navigated the pandemic
Target Audience: Administrators; Directors of Nursing; Nursing Professionals; Therapy Professionals
with Denise Boudreau, MHA, LNHA, Drive | Closing Keynote Speaker
Ever wonder what your team members are saying about your organization when you aren't around? It’s not what you think!
All environments serving residential elders have been stressed to secure resident safety while continuing to provide care. Moving into successive phases of pandemic and recovery, it is critical that leaders have an eye on the future—in
‘rebounding’ residents, staff, and themselves. An essential step is to critically examine populations for effects of physical, cognitive, and social/emotional deconditioning and begin building a
plan of action for reconditioning. Additionally, leaders need to recognize signs or trauma in staff and residential elders and devise plans to address this.
Benefit from the insightful
feedback of thousands of employees who have shared what goes right in their organization, and what could go better. Guaranteed the same bright spots and downsides can be found in your own organization
and that they are impacting your customers’ experience as well as your bottom line! Once you find out the secrets, learn the essential actions to address them and positively impact satisfaction,
engagement, finances and clinical outcomes and your bottom line.
Learning Objectives:
• Identify the importance of engaged employees to the organization’s key metrics
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Discover the most common bright spots and drawbacks in organizations as identified by thousands of employees and residents
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Apply actionable recommendations shared by the presenters and fellow attendees in their own organization
Target Audience: All attendees
with Amanda Goldman, Healthcare Industry Sales Strategist; Maria DeNicola, Non-Commercial Business Solutions Specialist | Gordon Food ServiceThis interactive session will provide an overview of our 5-generation workforce, along with some practical tips and ideas to improve recruitment & retention.
If there
is one constant that we have all learned as leaders within our industry over time, it is that change will continually occur. With frequent change happening, especially in the past two years, it is
imperative to understand how to successfully recruit, engage and retain our team members. With five generations in the workforce today, we need to know what drives them, motivates them, and encourages
them to do their best each & every day. What leader doesn’t want a happier, dynamic, more productive workplace, while maintaining a focus on business, innovative trends, and a positive workplace
culture? This session will cover methods for how to find, keep, and harness improved employee recruitment, retention, morale and productivity. Please join us for this interactive presentation and
walk away with some practical tips & ideas to utilize within your organization.
Learning Objectives:
• Understand the workplace needs, wants & aspirations of each generation, and how to successfully integrate them within their organization
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Increase overall workplace communication & productivity in order to elevate employee engagement, inspire team members, and attract new candidates
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Identify best practice strategies for recruitment, retention & inclusion for each generation and different cultures
Target Audience: CEOs & Other C-suite; Dining Services; Executive Directors; HR Professionals
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