Sustainable Quality and Financial Outcomes
We work with you to develop and implement strategies that align clinical operations with your organization’s strategic vision and goals.
In the COS Blended Learning System, COS provides the program structure; course content developed and maintained by clinical and education experts, enhanced by hospital input; and online faculty. The hospital provides direct oversight and guidance for the Learner particularly skill/competency demonstration and sign-off.
Clinical Operation Solutions Team for each hospital consists of a COS Executive and online COS Faculty.
COS Executive - works with the hospital’s leadership team to ensure successful Programs. Quarterly meetings, either web-based or onsite, are scheduled to review Program status. The COS Executive is always available for hospital leadership and additional meetings are scheduled as needed.
COS Faculty – is assigned to each Learner and is responsible for interacting with and guiding the Learner throughout the Program. The COS Faculty member partners with the Onsite Coordinator, Manager, Preceptor and others to ensure a meaningful learning experience for each nurse. Using the leading-edge COS cloud-based platform, COS Faculty are available to help the nurse successfully complete assigned Modules, Simulations, Competencies and other experiences. They interact with the nurse in a variety of settings including Cohort Meetings, Virtual Office Hours and email communications.
Onsite Hospital Team consists of hospital's executive team, Onsite Coordinator, Department Manager, Preceptor/Mentor, Clinical Expert/Nurse Educator and others as identified.
The Onsite Coordinator – functions as the hospital’s COS Liaison, provides Program oversight, and is responsible for the quality of the onsite experience. The Onsite Coordinator partners with COS Faculty to ensure each Learner is progressing as planned. The Onsite Coordinator and COS Faculty work together, using dashboards to monitor Learner progress, in order to promptly make Program corrections and to intervene as needed with Learners and other team members.
Department Manager – is key to the successful integration of the Learner and the Learner’s new skills and knowledge into the care team, extremely valuable in creating a Lifelong Learning environment.
Preceptor - might be assigned to a Learner in any COS Program that has defined Competencies. They would be the person primarily responsible for verifying completion of Competencies by the Learner. Functions would likely include role model, educator, facilitator, and evaluator for a specific Learner.
Mentor - might be assigned to a Learner in any COS Program. Most often this occurs in Transition-to-Practice Programs when the Preceptor’s work is finished and the nurse has been deemed competent to practice independently. Mentors work with the nurse in a less formal way than the Preceptor, meeting occasionally, providing guidance and council throughout their time together.
Clinical Expert / Nurse Educator - may be identified for any COS Program. They would most often be associated with Competency Validation as the reviewer. They may also be involved in customizing the COS Program for the specific hospital. An example would be the Wound Care Nurse identifying hospital protocol and products to be added to COS module for that hospital. The Wound Care Nurse as Clinical Expert would create the material to be added to the COS course. COS Faculty would then publish that material in the COS module.
COS has developed evidenced-based programs delivered in a cutting edge virtual classroom that are accessible any time on all devices. Program courses are collections of learning modules, virtual simulations, and competency assignments. Learners are engaged in conversation using email coaching, web discussions, virtual office meetings, and more.
Learn about COS 6 Guiding Principles:
Based on the 2015 report, Assessing Progress on the IOM Report The Future of Nursing and to support the work of the Action Coalitions, our program qualities and course content are designed to achieve maximum benefit for the patient, the staff, and the hospital.
Supports your new graduate's transition from novice to competent, professional nurse and Improves their confidence and competence.
* Improve RN Recruitment *
* Decrease Turnover *
* Decrease Overtime & Bonus Pay *
* Decrease Dependency on Contract Labor *
Helps your new nurses gain the necessary knowledge, skills, and behaviors needed to become effective team members.
Supports new nurses as they integrate
into your healthcare culture.
* Improve RN Recruitment *
* Improve Retention *
Combats the nursing shortage in many specialties by developing your own nursing staff.
Supports your nursing staff as they learn a new nursing specialty in a new nursing unit.
Encourages growth opportunities in your hospital.
* Discourage Turnover *