Literature Review

Executive Personnel Changes - 3/14/25

El Paso doctor pays close to $500K to settle allegations of hospice healthcare fraud CBS 4 News, El Paso, TX; by David Ibave; 3/10/25 A doctor in El Paso agreed to pay almost half a million dollars on Monday to settle allegations that he was paid off by a hospice center to commit healthcare fraud back in 2021. According to the U.S. Department of Justice, John Patterson M.D. has agreed to pay the United States $468,626 to resolve allegations that he received kickback payments from Nursemind Home Care Inc. to certify patients for hospice care when they were not eligible for these services, submitting false claims to federal healthcare programs.

The 8 new rules of IT leadership — and what they replaceCIO; by Mary K. Pratt; 3/3/25 The technology landscape is rapidly evolving — so too is the way IT chiefs should lead their organizations. Here’s which old rules of IT leadership are no longer relevant and what has replaced them. ... Here, veteran CIOs, researchers, and advisers share the changes they’re seeing, offering a look at the new rules of IT leadership along with the old ones they’ve replaced. 

What's driving change in end-of-life care for February 2025 Teleios Collaborative Network (TCN); podcast by Chris Comeaux; 3/5/25 In this episode, Chris Comeaux and Cordt Kassner, PhD—Publisher of Hospice & Palliative Care Today and CEO/Founder of Hospice Analytics—unpack the latest trends shaping end-of-life care in America.  Drawing on extensive experience and data-driven insights, they spotlight key Hospice headlines, research, and podcasts influencing the Hospice sector.  … Plus, Cordt delivers a masterclass on Hospice technology, offering practical tools and strategies to enhance care delivery.

Nurse leaders can take the lead in promoting civility in the workplace Oncology Nurse Advisor; by Susan Rux, PhD, DNP, RN, FACHE; 2/28/25 Civility, the act of respecting others, especially in situations where disagreement or disparity may arise, occurs by intentionally displaying kindness and empathy. These behaviors help people to understand differences as well as uphold common ground across all social contexts. A stable foundation, afforded through civil actions, serves as a catalyst in achieving environments that promote diversity, equity, and inclusivity — the underpinnings of a culture of belonging. Nurse leaders can play a key role in creating this culture. Contrary to civility, in the healthcare setting, acts of incivility lead to increased levels of staff disengagement and turnover. Researchers have noted that a civil nursing workplace provides a safeguard against numerous professional issues, including but not limited to increased turnover rates, burnout, job dissatisfaction, and stress.

Qualitative analysis through the lens of minority nurses American Nurse; by Sonya Moore, PhD, RN, CRNA; Carolyn Still, PhD, RN; and Siobhan Aaron, PhD, RN; 3/4/25 Many argue that experiences of discrimination, racism, and microaggression (intentional or unintentional) serve as key barriers to the recruitment and retention of diverse nurses. Iheduru-Anderson, who interviewed 30 Black nurses, noted that despite an increase in the number of Black nurses in the U.S. workforce over time, they remain significantly underrepresented in leadership and faculty positions. The study identified several themes that contribute to lack of advancement, including maintaining White comfort, distrust, lack of role models and representation, expectations about leadership roles, and the ineffectiveness of advanced degrees in securing advancement. 

Bayada Home Health Care introduces first Director of Veterans Affairs HomeCare, Pennsauken Township, NJ; 2/28/25  As part of its ongoing commitment to U.S. veterans and their families, BAYADA announced the appointment of U.S. Army Veteran Ally O’Neal to director of Veterans Affairs, BAYADA Hospice. BAYADA created this new position, with the help of O’Neal, to ensure its hospice services are tailored to meet the unique physical, emotional and psychological needs of veterans and their families. As BAYADA director of Veterans Affairs, O’Neal will work collaboratively with clinicians, clinical educators, service providers, community organizations and veteran service agencies to enhance the quality of care and support provided to veteran patients and their families, something dear to O’Neal's heart. 

Forget perks—leadership starts with asking employees what they need Forbes; by Benjamin Laker; 2/25/25 Employee well-being isn’t just a perk—it’s a business imperative. As organizations struggle with high turnover, burnout, and shifting workforce expectations, leaders must rethink how they engage and support employees. Research consistently shows that investing in well-being leads to measurable gains in productivity, retention, and performance. A recent study published by BMJ Leader examined how a structured, data-driven approach to improving workplace culture can yield transformative results—using the well-being initiative at Royal Free Hospital as a case study. ... The program, which was the focus of the BMJ Leader study, incorporated systematic conversations based on the Joy in Work Framework, identifying key challenges and implementing targeted solutions. Following implementation, workplace satisfaction surged by 76%, highlighting the significant impact of addressing staff concerns directly. Employees became more engaged in organizational initiatives, fostering a culture of active participation rather than passive compliance. 

‘Global problem’: Numerous factors, biases contribute to overtreatment at end of life Healio; by Josh Friedman; 2/26/25 Nathan I. Cherny, MD, has worked all around the world. At every stop — from Australia to Israel, and Memorial Sloan Kettering Cancer Center in between — he has seen people with cancer receive overly aggressive treatment at the end of life. ... In a review published in ESMO Open, Cherny and a cohort of multinational colleagues highlighted numerous reasons why overtreatment occurs among patients approaching the end of life, ... They listed more than 20 contributing factors, including desire for control of the cancer, denial and anger, family pressure and hope preservation. The two factors that contribute most to overtreatment are optimism bias and the “counterphobic determination to treat,” which involves clinicians having a difficult time introducing the suggestion of palliative care revert to offering further treatments, Cherny said. ... Responsibility for decisions does not need to fall solely on oncologists, Cherny added. Palliative care physicians, social workers, chaplains and others can be part of a team to assist patients with their choices. ... The number of patients who are overtreated differs at each institution. “Each institution has its own culture of care,” Cherny said. Editor's note: This article puts forth significant insights for all palliative and hospice clinicians, interdisciplinary teams, and palliative/hospice executive leaders. Apply Cherny's to your referral sources: "Each institution has its own culture of care." Apply these findings to your own palliative and hospice services. 

Keeping cool when debate turns hot: Inaugural global Ethics Center conference features scholarship, presentations on fostering civil, productive dialogue The Harvard Gazette; by Christy DeSmith; 2/24/25 Americans today are wrestling with how to turn down the heat when discussing politically and morally charged topics. Students, professors, and education professionals from around the globe assembled at Harvard this month to chart their way to more productive discussions — and better relations. The inaugural Challenging Barriers to Civil Discourse conference, hosted by the Edmond and Lily Safra Center for Ethics, featured scholarship on fostering open, honest exchanges across deep divides. ... [Dr. Julia] Kolak told of mediating clashes that arose ... when the family of a critically ill patient ... resisted end-of-life care. She works to unearth the principles guiding all parties, without elevating those with medical expertise. “When we treat others as capable of dialogue,” she offered, “it really changes the affective grip of conflict. ... [Jeffrey Dunn] raised the critical question: “What is the long-term goal of this work?” ...

ONA Leadership Column: The next level State Nurses Associations - Oklahoma Nurses Association; by Dean Prentice, DHA, MA, BSN; 2/24/25 What is it going to take to raise the leadership ability of your staff to the next level? One of the many roles you play for your staff is encouraging their professional development. ... The future of nursing will require a well-rounded skill set that goes beyond traditional clinical training. Emotional intelligence, cultural competence, data-driven decision-making, ethical leadership, and resilience are all critical to meeting the challenges of tomorrow’s healthcare landscape. By developing these skills, nurses will not only improve patient outcomes but will also contribute to the evolution of the nursing profession, ensuring it remains relevant, compassionate, and effective in an increasingly complex world. 

Hospice Insights Podcast - Controlling the narrative: A new tactic for auditors and ALJs JD Supra; by Bryan Nowicki and Meg Pekarske; 2/19/25 Hospices that have gone through audits are familiar with certain recurring reasons why auditors deny claims. Two common reasons are the lack of support for a six-month prognosis and the insufficiency of the physician narrative. In this episode, Husch Blackwell’s Meg Pekarske and Bryan Nowicki discuss a new twist on these kinds of denials, and how hospices can strengthen their documentation to try to avoid them.

Home health, hospice CEO average pay tops $400K: report McKnights Home Care; by Adam Healy; 2/19/25 The Hospital & Healthcare Compensation Service’s newly released 2024-2025 Multi-Facility Corporate Compensation Report offered an in-depth look at home health  and hospice executives’ average earnings. The average CEO salary at a multifacility home health and hospice firm was $403,000, with the top 10% earning $603,000 and the bottom 10% making $278,000. Average salaries varied among other C-suite executives, with chief operating officers earning $247,000, top financial executives earning $265,000, and chief medical officers earning $285,000, on average, according to the report.