INVESTIGATING ERRORS AND DETERMINING APPROPRIATE RESPONSES:

THE JUST CULTURE MODEL

We all make mistakes occasionally.  When errors happen in the workplace, how should the employer respond?  Do we discipline an employee for any and every error that occurs?  What is the difference between human error, at-risk behavior, and reckless behavior?  How do these behaviors factor into decisions in the disciplinary process?  To find out, please join us for an informative presentation on March 11, 2010 to learn about the Just Culture model developed by David Marx, JD that is used in aviation and healthcare industries. This model can be applied in many types of businesses and industries.

Born out of a need to promote the reporting of medical errors by employees in the healthcare industry to learn from them and to determine ways of not repeating these errors, a group of healthcare organizations joined together to promote the use of the Just Culture model within healthcare organizations; one that creates a learning culture, fosters an open and fair culture, helps design safe systems, and manages behavioral choices.  The Just Culture model is flexible enough to apply in many industries.

Think about employees who operate machinery and equipment or those who work with chemicals. How about accounting errors?  When do mistakes point to problems in systems and processes?  When do mistakes require disciplinary action?

Our presenter is Theresa Manley, Director of Clinical Operations and the Patient Safety Officer at the Palo Alto Division of the Palo Alto Medical Foundation.  She serves as the Chair of the California Patient Safety Coalition, which represents over 70 healthcare organizations within California. She serves as a consultant and executive coach in various healthcare leadership programs. 

Theresa earned her BS, Nursing from Florida State University and a MBA from St. Mary’s College in Moraga, California in 2001.