In 2015, we organised the 1st Ulm Nursing Management Congress at what was then the RKU, which attracted a great deal of national attention. Since then, it has been held every two years at the RKU. The Nursing Management Congress addresses managers in the healthcare sector, nursing scientists, nursing educators, experts, students, carers and interested parties alike to engage with this topic.

By presenting concepts of excellence from different sectors and countries, the aim is to focus on the exchange of knowledge. Speakers include nursing directors, nursing scientists, managing directors and employees in the healthcare sector.

Thanks to the close cooperation with Neu-Ulm University of Applied Sciences and the Baden-Württemberg Cooperative State University, our employees also have the opportunity to further their education and develop their leadership skills through a degree programme. This opens up new career paths. Almost one in five nursing staff at the RKU has now completed a degree or is studying nursing part-time at a university. The RKU supports its employees both financially and ideally.

The Magnet concept, which was developed in America in the 1980s, is regarded as a seal of quality and the American gold standard for hospitals. The programme focuses on transformational leadership, structural empowerment of nursing, exemplary professional practice, new knowledge, innovation and improvement and facts and figures, empirical outcomes and participation in global issues. It is also about interdisciplinary collaboration - for excellent patient care.

In the 1980s, there was a widespread nursing staff shortage in the US, from which some clinics were spared, with low turnover and consistently high quality of patient care. In order to compare what differentiated these hospitals from other hospitals (with staff shortages), the American Academy of Nursing conducted a large study involving over 160 American hospitals.

Of the hospitals analysed, 41 hospitals had a higher quality of care and were more successful in recruiting staff. The study investigated why they had such a magnetic attraction for patients and staff. The so-called "14 Magnet Strengths" were identified and a model for application was developed - the concept of the Magnet Hospital was born.

The ANA (American Nurses Association) developed an accreditation process for the ANA (American Nurses Association) through the ANCC(American Nurses Credentialing Centre). There are now more than 540 Magnet-certified hospitals worldwide.

We are delighted to participate in the Magnet4Europe study and thank our carers for joining us on this journey to excellence in care. Magnet4Europe is a study on the organisational transformation of hospitals and is funded by the EU Commission as part of the Horizon 2020 programme for research and innovation. The study runs until December 2023.

The "Magnet Hospital" quality seal recognises hospitals, particularly in the USA, for their quality of care. As part of the Magnet4Europe study, the Magnet® model will be evaluated in Europe with regard to changes in the working environment, effects on the quality of patient care and the well-being of medical and nursing staff in hospitals.

We are proud to be part of it! Cross-national research and evaluation are a success for the nursing profession. We are therefore looking forward to meeting our colleagues and wish the participants a good exchange!

The study covers five European countries and is funded by the EU. Campus North is one of a total of 19 hospitals in Germany taking part from 2020.

Objectives:

• Improving the mental health of nurses and doctors
• Improve patient outcomes and safety by redesigning the working environment based on the Magnet principles

Each participating hospital in Europe will be assigned a certified Magnet clinic in the USA as a twin partner. Over two years, the partners will work together, form forums, exchange ideas and act as a learning unit. The North Campus will regularly exchange information with the Billings Clinic, our twinning partner in Montana, USA.

This study is the largest initiative to date to improve the working environment in Europe. Further information can be found at www.magnet4europe.eu

In 2022, a delegation from the RKU visited its twinning partner Billings Clinic in the USA as part of the "Magnet4Europe" study. During their visit, the team led by Director of Nursing Helene Maucher and Managing Director Matthias Gruber gained exciting insights into the American corporate culture and experienced first-hand how colleagues implement the shared governance working model with participatory decision-making.

They brought back with them easily realisable ideas that improve patient safety and motivate employees. Many projects on the way to becoming a magnet hospital are already underway at the RKU.

Magnet facilities live a culture that is reflected in interprofessionalism, self-determination of care, innovation, excellent treatment quality and an unrivalled reputation with an attractive effect on staff and new prospective customers.

We see the implementation of the Magnet® concept as an opportunity to further develop our nursing culture and promise ourselves

• A professional and supportive environment for care: working conditions that help to give carers more openness, courage, creativity, personal responsibility and more freedom with regard to their work.
• Excellent patient outcomes
• A broad internal and external perception: Magnet® recognition for nursing excellence influences the reputation of our organisation.
• Gaining and maintaining a competitive advantage in regional markets
• an influx of patients and qualified staff.

Evidence of effectiveness: The Magnet programme is based on quality indicators and nursing standards and has very good evidence of effectiveness.

• Improved patient outcomes (increased patient satisfaction, decreased mortality rates, decreased pressure ulcers, decreased falls, increased patient safety and improved quality of care)
• Lower burnout rate among carers
• Lower vacancy and fluctuation rates
• Improved relationships between nurses and doctors
• Increased employee satisfaction
• Improved employee safety
• Improved care management & continuous further development of the management culture
• Cost savings