Aveneu Park, Starling, Australia

PICOT: responding to and caring for the

For nursing staff at Kings County Hospital Center does an
implementation of educational training on cultural competence using
Campinha-Bacote Model of the Process of Cultural competence improve cultural
sensitivity and competency of staff compared to current practice in eight
weeks? 1. Practice Problem   Being one of the largest city hospitals in Brooklyn, Kings
County Hospital Center (KCHC) care for racially diverse populations. One of the
practice problem identified at my practicum site is the deficiency of cultural
sensitivity and cultural competency among staff in responding to and caring for
the unique needs of the individuals with several healthcare needs from various
cultural backgrounds.  Multiple
complaints from the recipients of care (ROC) at KCHC in relation to the staff
being rigid on policies and procedures, not showing respect to the clients’
culture and traditions and unsatisfactory Press Ganey scores had identified
lack of cultural sensitivity in staff as definitely an issue.  Multiple calls to Justice Center in regards
to this issue also brought forth a need for corrective actions.  Meeting the needs of culturally diverse ROC
has always been a challenge and it can only be achieved by preparing the
nurses/health care professionals to become culturally sensitive to the needs of
the clients they care for.  According to
Campinha-Bacote (2011), cultural competence is a “continuous learning process,
that builds knowledge, skills, and capacity to identify, understand and respect
the unique beliefs, values, customs, languages of our clients in a manner that reserves
the dignity of the individuals”.  Crawford, Candlin & Roger
(2017) stated that becoming culturally competent would help to inspire nurses
to communicate effectively with their clients, augmenting therapeutic interactions
and thus improving health outcomes and patient satisfaction and safety. 2. Practice Change One of the
practice changes I am planning to make is the implementation of an educational
training for nurses and other healthcare professionals in improving staff’s
self-assessment and cultural sensitivity and competence, compared to current
practice. The training will be incorporated into orientation curriculum and
mandatory annual in-service thereafter.  
The literature review revealed that cultural competence education is an effective
intervention that empowers staff in delivering culturally sensitive care, which
increases patient satisfaction and improves health outcomes (Govere, &
Govere, 2016).  3. Population The population
for my DNP project will be nursing staff/healthcare professionals at KCHC
ranging from newly hired to seasoned staff.   Because of the rapid growth of diverse
population and increase in health disparities, national attention is
concentrated on training healthcare professionals in providing culturally
competent care (Holden et al. 2014).  According
to Govere, & Govere (2016), governing agencies, professional associations
and accreditation agencies are taking cultural competence as extremely vital
and demanding health professionals to be trained to provide patient-centered
care  4. InterventionThe DNP
project will consist of an evidence-based educational training using Campinha-Bacote Model of the Process of Cultural
Competence, which is intended to increase cultural sensitivity and cultural skill
of staff.  This intervention is within my
locus of control as a nurse leader and it is an evidence-based practice change,
which is not implemented previously in our facility.   5. ComparisonThe project will include the Cultural Competence Training
presentation and subsequent evaluation of the cultural competence training.  I
will be comparing the effectiveness of the training through a pre-test and
post-test format using the tool, Inventory for Assessing the Process of
Cultural Competence Among Healthcare Professionals-Revised (IAPCC-R), which is
a self-assessment tool designed by Campinha-Bacote to gauge the level of
cultural competence among healthcare providers (Campinha-Bacote, 2011).  6. Outcome The desirable outcome of the project is improved cultural
competency and cultural sensitivity of staff. 
The outcome of this project will be measured using Inventory
for Assessing the Process of Cultural Competence Among Healthcare
Professionals-Revised (IAPCC-R).  Literature
review reveals IAPCC-R as being a frequent
choice for research concentrating on health care professionals’ cultural
competency, which revealed statistically
significant improvements in overall cultural competence from baseline to
post-test (Kardong-Edgren, et.al, 2010).   Kardong-Edgren,
et.al, (2010) claimed that IAPCC-R has had a widespread review and
multiple testing and acceptable reliability and validity.  7. TimingAfter the initiation of the project, a change in the outcome is expected
in 8 weeks.   8. Feasibility

The stakeholders at
my facility consider this project and practice change as significant and very
well needed.  The decision makers at KCHC
are very supportive of this project.  This
project is expected to occur within the timeframe of 8 weeks.  

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