Culture Change Update:
Several members of the group discussed what they and their organizations are doing around culture change.

Jennifer Martin (OMPRO) discussed their new initiative called Leading Edge Network.  This Network is currently looking for nursing homes that are interested in taking the lead in establishing a strong culture of person-centered care.  This falls into their 8th scope of work and is part of a nationwide effort to have culture change into nursing home settings and beyond.  It is unclear at this time to see how this program can, and will, integrate with other culture change activities.

Linda Kirschbaum (OHCA) discussed their advocacy and technical assistance training.  Their program is called Quality 1st and so far 82% of their members have signed up.  These buildings understand their need to be accountable to the public and those that they serve.

Margaret Cervenka (The Alliance) discussed how they are going to be spending the next two years developing, and teaching, key concepts around culture change support and education.  They too are asking their members to take the Quality 1st challenge.

Terri Harvath (OHSU/Hartford Center) discussed how their Best Practice Initiative at PCC has been funded for the next 5 years.  They are also looking at the current nursing curriculum to see if it contains information on culture change beliefs and practices.

Suanne Jackson (OTAC) discussed the Better Jobs Better Care program.

Joanne Rader (Pioneer Network) gave a historical perspective of the network.  More resident directed care has resulted in the dialogue changing around long term care where people are talking more about the positive, instead of the negatives. The Network wants to do grants and demo projects in the future.

Steering Committee Update:
Linda Dreyer discussed what activities the steering committee has been doing over the past several months.  She went over material from the June 2nd meeting i.e. the mission and value statements, and the steering committee application process.

Pioneer Institute Update:  During this section several members who attended the Institute gave an overview of their session and what they have done since.

Ratification of the Mission/Value Statement:  
Linda Dreyer lead a discussion about the current Mission/Value statement.  The group ratified the statements for now with the understanding that they are not set in stone and can be wordsmithed later.  The newly formed communication subcommittee will be working on this as one of their projects.

Terri Harvath gave a brief introduction/overview as to the different subcommittees that were being formed.  After lunch people would gather in their areas of interest and meet to discuss six month and one year goals.

EDUCATION COMMITTEE
This was divided into three groups; staff education, transforming practice and inter-organizational communication across sites.

Staff education will focus on resources; inservices; videos; case studies; tools and exercises that health care providers can use to educate their staff on culture change activities.  Transforming practice will focus on identify areas to start change; identifying evidence to support the need for change such as best practice papers and recruiting test sites.  Inter-organizational communication will focus on mentoring and coaching; workshops; presentations and train the trainer presentations for care providers.

OUTREACH COMMITTEE
This subcommittee will focus on getting the word out to the public; speakers bureaus; and a web site.

POLICY/SYSTEM COMMITTEE
This subcommittee will focus on policy and system changes; will look at what is happening in Oregon currently in terms of evaluation, assessment, regulations that support culture change and workforce issues.

TOOLS FOR CULTURE CHANGE.  
After lunch the group engaged in a language exercise.  This exercise was to help people become aware of the language they are currently using and to get us to think about how to speak about elders and the care we provide them.

A second exercise, a case study, on risk (safety) vs quality of life.  One of the values that MOVE supports is the fact that risk taking is a part of life.  What is needed is a dialogue regarding safety vs quality of life.  This case study helped to bring to life certain issues; who gets to decide what risks and who get to decide what risks can be taken by whom?  Both of this issues, safety and quality of life, are powerful compelling issues.

ENDING INSIGHTS
It was decided that the sharing of information, stories and to find out what other people are doing is very helpful.  Meetings will be one full day on a quarterly basis.  Another message was to empower your staff and clients.  Engaging your staff and clients is crucial and that culture change takes time.  We need to define how to do it-not fix it and then move forward.