COVID-19 Staff Vaccination Ambassadors
We want to recognize and applaud those nursing homes that have a current COVID-19 staff vaccination rate of 75% or greater. This is a major accomplishment and something to celebrate. To our COVID-19 Staff Vaccination Ambassadors, we applaud you! If you have not completed the Great Plains QIN Staff Vaccination Inquiry Form or have updated numbers, please submit. We will continue to update this page as new information becomes available. **All information is self-reported.
North Dakota Nursing Homes
Eventide - Sheyenne Crossings
We did a lot of education leading up to our initial vaccine clinics. We did hang up signs in the building talking about common myths of the vaccines and discussing reasons why staff should get the vaccine, but I truly believe it comes down to talking with your staff 1:1. I had many meetings with staff and discussed their personal concerns, thoughts and feelings about the vaccine and provided them with education and resources for them to do additional reading tailored to their specific concerns. We attended numerous shift reports and department meetings and really just talked about how important the vaccine is to the health and safety of the residents and our employees. Once we started getting employees to agree to get the vaccine, others who were hesitant started encouraging their co-workers and it really was a domino effect. I continue to talk with people who have not yet chosen to get the vaccine and talk about what fears they still have. We have continued to get more staff to take the vaccine every week and just keep encouraging and educating. We are currently at 90% of our staff vaccinated with more staff planning to get the vaccine next week. I think the difference for us was addressing vaccine concerns on a personal level. We addressed their fears and tailored responses and education to what each individual was worried about and what each individual had to gain from getting the vaccine. We were very persistent in our education and didn’t let an initial no stop us from continuing to approach employees and encourage them to rethink their position.
Hatton Prairie Village
We didn’t do just one thing that really made the difference. We provided lots of information about the vaccine; talked about the positive things that will/could happen with high vaccination rates; talked individually with employees hesitant about the vaccine; encouraged employees to talk with their own doctors and had our Medical Director, who employees trust and respect, put out a statement to employees saying the vaccine is 100,000 times safer than getting COVID-19.
St. Gerard's Community of Care
Staff education and requiring education prior to signing a declination sheet. For those not immunized, we require continued use of higher level of Personal Protective Equipment (PPE) compared to those who took vaccine, etc.
Northwood Deaconess Health Center
We offered lots and lots of education. We explained benefits and risks and stressed that the benefits out weighed the risks. Truthfully, as time passes, more staff have been willing to get the vaccine. We feel with the single dose vaccine option, we might we a slight increase also.
South Dakota Nursing Homes
Bethany Home Brandon
Education has been very important. Our Medical Director held a Q&A with our staff and recorded it so we could send it to our other staff members who could not attend. It focused on FAQs for the vaccine and some misinformation that had been circulating. We also share vaccine information from the CDC with staff members who have questions. Frequent follow-up with staff is also another tactic that has worked for us. Respectfully asking staff who have declined frequently has convinced them to change their minds. Leadership accepting and advocating for the vaccine has also been important. We also started a reward program that all staff are entered in based on our percentage of staff who receive the vaccine. With each new benchmark we have another drawing for a new reward. The method that has been most effective is just keeping a part of daily conversation so staff understand its importance and how it can impact our resident’s lives.
Eastern Star Home of South Dakota, Inc.
We were honest and open concerning worries about the vaccine.
We did not had any special tricks or tips that helped. The main thing we did was having all of our leaders make known that they were planning to get vaccinated during the early phases of education to staff. We started education and answered questions long before the vaccine was available to our facility. When there were concerns that were seen on social media, we presented facts from reliable sources. We weren’t pushy and made sure everyone knew they did not have to get the vaccine if they did not want it. We have an older population of employees that work here as well that were more open to getting the vaccine to protect themselves.
Medicine Wheel Village
Our employees have access to Indian Health Services (IHS) Vaccinations.
St. William's Care Center
We strongly encouraged staff to get vaccinated to protect themselves, the residents and their families, but ultimately left the decision up to them. We had to wait until the Pfizer vaccine was available for some of our high school students.