Purposes of Peri-anesthesia Care Unit

Anesthesia Care by Nurses Its Purposes and Importance

Purposes of Peri-anesthesia care includes importance and involvement nursing care of in health care.

Purpose Of The PACU

    The PACU is designed and staffed for the intensive observation and care of patients after a procedure that required anesthesia. Criteria for inclusion in the PACU must be clearly described and exceptions to the policy must be explicitly delineated.

    The impact on the staffing and use of recovery beds for a variety of services has created a particular concern: the use of the recovery unit to perform special procedures or to monitor patients who have undergone special procedures, such as: B. Cardiac catheterization, arteriography or other special radiological tests, and electroshock therapy. 

    A more recent development is the use of PACUs for patients in the intensive care unit (ICU) or telemetry or emergency room when beds are not available in those hospital rooms. The shortage of hospital beds has also turned the PACU into a holding area for surgical patients. Specific policies and procedures must address any special procedures performed in the room and the care of these non-surgical patients.

Nursing Employees

    Nursing staff must be qualified nurses providing direct patient care. Each unit should also have a clinical nurse for orientation and training needs and for direct patient care experience. The clinical nurse specialist also performs in research and consulting roles. Vocational or practical nurses licensed in the area may be employed to assist the professional nurse, but must be supervised by a registered nurse at all times. Some units use

    Professional or practical nurses as members of their transport teams. Unlicensed support staff must be under the direct supervision of a registered nurse.

    Nursing students are not to be employed as PACU staff. Students are assigned to PACU primarily for observation. Any patient care provided by nursing students should only be under the direct supervision of a permanent nurse. Private duty nurses or “floaters” should not be used for recovery unit staff unless they have been specifically trained and have up-to-date recovery skills.

Continued Employment Of Nursing Staff In The PACU

    Much information is now drawing our attention to the existing nursing shortage, which will only worsen over time. This deficiency has many facets. One factor is the upcoming retirement of baby boomer nurses. At the same time, fewer nurses are graduating and the demand for nurses is increasing. At the same time, many colleges and universities have recently seen an increase in the number of nursing applicants only to be turned away due to a lack of qualified nursing educators.

    Nursing as a whole has begun to deal with the decline in the number of its practitioners. A hospital bed has also transformed the PACU into a waiting room for surgical patients. Specific policies and procedures must address any special procedures performed on the ward and the care of these non-surgical patients that fit within the nursing profession. Some believe that austerity measures in the health sector, which led to layoffs a few years ago, have discouraged some young people from taking up jobs with an uncertain future. 

    Other articles cited abuse by doctors, low wage limits, inflexible work schedules, and forced overtime as key factors. The expanded possibilities of female students are also taken into account. Today's female students have more options than the baby boomers did. These options have attracted some of the young people to other professions. Recruitment in nursing and in certain hospitals is a hotly debated topic. Once peri-anesthesia nurses are hired, retaining these experienced workers becomes a major challenge. Some research has found that nursing manager leadership behavior had the greatest impact on hospital nurse retention .

    The retention of qualified nurses is increasingly becoming a priority for nursing administration. In exit interviews, nurses cite an unhealthy work environment as a reason for leaving the workplace. There are still problems in dealing with the nursing staff

    Other factors related to job satisfaction and retention included flexible work schedules, reasonable salary scales, and shared leadership. The manager creates and controls flexible working hours and a common governance philosophy. Managers need to reconsider traditional beliefs that nurses should work fixed shifts. The 7:00 a.m. to 3:30 p.m. shift is a thing of the past.     

    A creative manager works with nursing staff to accommodate individual work schedules. The mother who has to take her children to the school bus before work may prefer to work from 8:00 a.m. to 5:00 p.m. to 4:30 p.m. instead of the traditional opening times of 7:00 a.m. to 5:00 p.m. m. to 3:30 p.m. m. For mothers or fathers who work the night shift, a 5:00 p.m. applies. m. to 1:00 a.m. m. may be better suited to accommodate childcare issues. Introducing a 10-hour shift or a split shift helps fill the gaps. Creative staffing solutions are key to employee retention and employee satisfaction.

    It is the manager's responsibility to create an environment conducive to the growth and development of employees. A 1982 survey conducted by the American Academy of Nursing identified nursing variables that attracted and retained high-quality nurses. These variables include nursing autonomy and personal and professional satisfaction and nursing practice, which resulted in two outstanding performances. 

    As a result of this survey, the Magnet Recognition Program was created to recognize healthcare organizations that demonstrate excellence in nursing. Centers that strive to be recognized as magnet centers have found that the nurses employed at the center provide quality patient care. Nurses who believe they have the necessary support and resources to provide quality patient care are more likely to be satisfied in the workplace.