The National Rehabilitation Hospital is the national provider of rehabilitation services for patients who have acquired physical or cognitive disabilities as a result of accident, injury, or illness. The hospital currently has 109 beds and it began providing rehabilitation services in 1961. Today it continues to provide and develop consultant-led rehabilitation services nationally for Acquired Brain Injury, Amputee and Limb Absence, Spinal Cord Injury and Paediatric patients. Care delivered through the following programmes Spinal Cord System of Care, Brain Injury Programme, Prosthetic, Orthotic, and Limb Absence rehabilitation (POLAR). In addition today, the Hospital provides a broad range of specialties and services as listed below:

Clinical Nutrition / Dietetics

Rehabilitation

Infection Prevention and Control

Clinical Neuropsychology

Dentistry

Nursing

Occupational Health

Occupational Therapy

Outpatients Department

Pharmacy

Physiotherapy

Radiology

Medical Social Work

Speech & Language

Urology

The purpose of the Accessibility Strategy is to provide an overview of how the National Rehabilitation Hospital takes a strategic approach to accessibility by focusing on integrating accessibility into planning/service development, service delivery, research and development and service evaluation. The NRH takes a strategic approach to accessibility by:

· Involvement of service users in service delivery

· Providing information on accessibility to service users and other stakeholders

· Commitment to compliance to accessibility related standards, regulations and best practice;

· Building strong collaborative relationships with key stakeholders such as Health Service Executive, Universities, Voluntary agencies such as Brí, Headway, Ability Ireland, Irish Wheelchair Association, and Spinal Injuries Ireland.

This strategy was developed using input from person served, families, carers, staff, volunteers and other hospital stakeholders. Barriers are identified through various methods including the following:

uSPEQ patient experience survey
Comments & Suggestion Boxes
Safety and Risk Committee, Hygiene/Infection Prevention & Control Committee Meetings
Safety Self-Inspections
Access Audits
Quality Improvement Committee
Department Meetings
Accessibility Committee Meetings
Communications Committee Meetings
Patient's Forum Meetings

The information on barriers is evaluated and prioritized by the Accessibility Committee which meets every two months. Quarterly reports are submitted to the hospital Executive and an annual report to the Hospital Board.

2.0 Mission

"The National Rehabilitation Hospital espouses the values established by the Sisters of Mercy to provide high quality care and treatment to patients irrespective of background or status, but on the basis of need. The hospital, in partnership with the patients and families, endeavours to achieve health and social gain through the effective treatment and education of patients who, following illness or injury, require dedicated interdisciplinary rehabilitation services. The hospital aims to achieve this in a manner that is equitable and transparent in its service delivery, sensitive and responsive to those availing of its services and supportive of the staff entrusted with its delivery".

3.0 NRH Accessibility Strategic Map

3.1 The NRH Accessibility Strategic Map set out the framework for the NRH in the establishing key objectives for the removal of barriers to the delivery of rehabilitation in the hospital. This strategy set out goals that are SMART simple, measurable, achievable, realistic and timely. The strategy set out 8 key themes which form the foundation for the accessibility strategy and ensure the hospital compliance to the CARF Accessibility Standards. Quality framework (PDSA). This strategy was developed through consultation with the Accessibility Committee and with reference to the NRH Strategic Plan.

3.2 Values for the NRH

Patient Centered	Centre of Excellence	Professional
Connected		Best we can be
Innovative		Flexible & responsive

3.2.1 The values are the foundation of this strategy and set out the principal of how NRH team work together.

3.2.2 Being Patient Centred

3.2.3 Being Connected with others

3.2.4 Being Innovative

3.2.5 Being Professional

3.2.6 Being the Best we can be

3.2.7 Being flexible & responsive to changing patient needs

4.0 Accessibility Enablers

4.1 Accessible Organisation

4.2 Finance, governance structures

4.3 Staff & Stakeholders

5.0 Accessibility Themes

5.1 Staff Accessibility Plan

5.1.1 Pre employment

All staff throughout the hospital are unique, with individual needs and requirements. The Occupational Health Department aims to promote the best possible health in the workplace. All staff are asked to attend Occupational Health Department prior to employment to assess any special needs and accommodations they might require. This initial screen is carried out by the occupational health nurse (OHN) .The fitness to work of the employee is assessed in conjunction with the proposed job description. Should any issues be identified by the OHN a further appointment is made for the proposed staff member to attend the Occupational Health Physician. Proposed restrictions and or accommodations are outlined and forwarded to the Human Resources Department. Once employment is commenced the employee is followed up by Occupational Health within the first month.

5.1.2 Ergonomic Assessment

Manual handling training is mandatory for all hospital employees. An individual ergonomic assessment is offered to all staff as part of this training. All reasonable accommodations are put in place in the event that a disability is identified at this stage.

5.1.3 Pregnancy

At Induction all female staff are asked to make their pregnancies known to their line manager as early as possible. A pregnancy risk assessment is then carried out by the line manager and the employee of their working area. The risk assessment is forwarded to Occupational Health Department and is followed up appropriately. Depending on the job description, pregnancy risk assessment and health of the pregnant employee, appropriate accommodations are made on an individual basis.

Where there may be health and safety issues in the pregnant staff member's job or work environment, the Hospital will ensure that appropriate safeguards are put in place. When the Hospital has been informed by an employee covered by this Act, of their condition, the Hospital will are obliged to conduct a health and safety risk assessment, to identify

any possible risks. If, following a risk assessment, a risk has been identified the following

measure should apply:

Elimination of the risk.
If this is not feasible, moving the staff member to other safe, suitable work.
Where neither of the above is feasible the staff member will be granted Health & Safety Leave.

5.1.4 Post Injury

All staff who receive an injury at work are followed up by the Occupational Health Department. Any staff member with an occupational back and neck injury is reviewed as soon as is reasonably practicable by the Occupational Health Physician. Each staff member is treated on an individual basis and treatment plan commenced. Accommodations such as reduced hours, physiotherapy treatment in the NRH, restricted duties may be put in place and reviewed as deemed necessary by the Occupational Health Physician.

5.1.5 Post Illness

All staff who are out of work for more than four weeks through illness are assessed by the Occupational Health Department before returning to work. An individualised programme is put in place to follow up each staff member as appropriate. Phased return to work programmes are also used which again are personalised to the staff member's needs. Staff who develop ongoing work related medical conditions are referred to the relevant specialist service and advice is sought on adaptations necessary to accommodate their needs.

5.1.6 Retirement age

Once a staff member reaches the age of 65 "fitness to work" assessments are carried out annually or at renewal of contract, on any staff member continuing to work in the NRH to ensure that their individual requirements are met.

5.1.7 Accommodation of staff

Records related to all staff accessibility issues are maintained in the Occupational Health Department.

The following are a list of examples of ways in which staff needs are addressed in terms of accessibility to work:

· Agreement of flexible working hours and planned review of same

· Discharge working hours from home

· Allocated car parking space

· Adapt/accommodate work role

· Training of line manager

· Liaison with Deaf Hear for work place assessment and recommendations

· Sign language interpreter employed for meetings

5.1.8 Employment Assistance Programme

The employee Assistance Programme (EAP) provides a confidential and professional support and advisory service to assist employees who are experiencing personal or work related difficulties which require short term additional support, above and beyond that available within the Occupational Health Department.

The EAP is administered by a professionally qualified external provider who has the back-up of an external referral network should the employee require specialist advice or support. Any staff member wishing to avail of this service should contact the Occupational Health Department directly.

Employees should be assured that referrals to EAP are on a voluntary basis and the service is strictly confidential. Employees should also be advised that availing of the EAP will not have an adverse impact on their career prospects. Referral to the EAP Service is only possible through Occupational Health.

5.1.9 Health Surveillance

Routine health surveillance is carried out in areas were staff may be susceptible to acquiring work related health injuries. This included blood screening, spirometry and audiometric testing. Health surveillance is also offered via a yearly questionnaire to staff who discharge in excess of 50% of their hours between the hours of 11pm and 7am.

5.1.10 Eye Screening

Eye screening is available upon request for all staff who routinely use a VDU.

5.1.11 Dignity at Work

The NRH recognises the right of all employees to work in an environment free from any bullying and harassment. It is the Hospital's policy that every employee is treated in a fair and respectful manner that supports dignity, productivity and self-esteem. We are committed to ensuring that the dignity of our employees whilst in our employment is maintained. In this

regard, the Hospital accepts and fully endorses the comprehensive policy entitled

"Dignity at Work". The Human Resources Department plan to roll out training on Dignity at Work, Multiculturalism and have suggested incorporating Disability Awareness also in this. It is planned to roll out training by Q4 2012, budget allowing.

5.1.12 Equality Awareness Training

As an equal opportunity employer, The NRH treats all of our employees and potential employees equally, irrespective of gender, marital status, family status, sexual orientation, religion, age disability, race or membership of the Traveller Community, in terms of recruitment and selection, pay, conditions, training, work experience and opportunities for career progression. The Hospital is also committed to ensuring an environment free of discrimination, thus promoting harmonious relationships in the workplace.

5.2 Patient Accessibility Plan

All patients throughout the hospital are unique, with individual needs and requirements. Special needs and accommodations will be met by NRH in order to provide services to patients. We also note the significant efforts made over the past number of years in the elimination of barriers:

5.2.1 Architectural Barriers

5.2.1.1 Audit 2012/2013

The main building of the hospital was audited in 2010 with the majority of the action items complete. An area of the hospital will be chosen for auditing in 2012/2013. The area chosen will have direct impact on the accessibility of patients and visitors to physical hospital environment.

5.2.1.2 Training

The accessibility committee will support the training of two staff members in the area of access auditing in 2012. One of these staff members will be from the technical services department which will enhance the future proofing approach in terms of accessible environments. The continued aim to have a minimum of two staff members with access auditing training in the organisation.

5.2.1.3 New Developments Consultation

The accessibility committee will be consulted in all new developments within the NRH in an effort to ensure accessibility is acknowledged. The accessibility committee will have a formal link with the Health Planning Team in an advisory capacity for the development of the New Hospital Project and any re orgnaisation of existing buildings to be included as part of the project.

5.2.1.4 Sensory Impairment

To enhance the availability of hearing loop systems in the organization.

To enhance the use of the building by those with visual impairment through updates and management systems as advised by the NCBI.

5.2.1.5 Comments and Suggestions

To actively address (where feasible/possible) and record the outcomes of comments and suggestions that relate to area of accessibility.

5.2.2 Attitudinal Barriers

5.2.2.1 National Accessibility Week

The NRH will host an event during National Accessibility week to highlight issues relating to accessibility in conjunction with other organisations and the Local Authority

5.2.2.2 Cinema club

Cinema club is run monthly with a focus on films that often feature issues in relation to disability.

5.2.2.3 Talktime

The Accessibility committee will host one Talktime per year to focus on topics relating to disability such as, sensory impairment.

5.2.2.4 Include accessibility in induction

The function and role of the accessibility committee will be included in the corporate induction of the hospital. Disability Awareness Training via e-learning will be required to be completed by all new starters.

5.2.2 5 Legislation

The committee will keep up to date with all changes to legislation that effect those with Disabilities and the built environment.

5.2.3 Financial Barriers

TO INSERT INFORMATION

Provide RIAI list of approved builders – Plan consultation day in NRH

Use of the NRH Foundation Grant scheme

Solution

Timeframe for Removal (measure)

Outcome

5.2.4 Communication Barriers

Placing open, effective, two-way communication as a core feature of our day to day activities within the National Rehabilitation Hospital is vital to identifying and overcoming communication barriers as part of our accessibility ethos within the hospital.

The NRH Communications Committee have developed and continually monitor systems to improve effective communications for patients, staff and all stakeholders of the hospital. These include a hospital information CASCADE system and Comments and Suggestions system. Our aim, as part of the Accessibility Strategy, is to reduce and overcome any barriers to open, effective communications at NRH, on a continuous basis.

5.2.4.1 Signage and Wayfinding

It has been clearly identified that that there is a major issue with regard to inadequate Signage and Wayfinding systems, both within the NRH hospital building and its campus, and with regards to directional road signage to the hospital.

Solution (a) :-

Directional road signage to the National Rehabilitation Hospital is inadequate. Representatives of the hospital are engaging with Dún Laoghaire County Council with a view to having the route to the National Rehabilitation Hospital from the main roadways and motorway exits clearly signposted.

Timeframe: TBC – Road signage – dependent on agreement with DLRCC

Outcome: Improved signage to NRH within a 10km radius of the hospital

Signage and wayfinding within the hospital building and externally on the campus needs to be improved to enable patients, visitors and new staff members to easily find their way around the building and the site. Improved signage and wayfinding can also be incorporated into patients' orientation exercises as part of their rehabilitation programme.

Solution (b)

An independent Accessibility Consultant has been engaged by the hospital to develop a proposal for Signage and Wayfinding incorporating internal requirements and also signage for the whole external site. The hospital will engage in a tendering process in order to achieve the Most Economically Advantageous Tender for the project.

Timeframe: By end 2012 – Temporary Signage Solution

TBC – Permanent Hospital Signage Solution - Dependent on new major capital project development.

Outcome: In the short term, temporary signage will be installed. In the longer term, signage and wayfinding will be incorporated into the new hospital project.

5.2.4.2 Health Literacy

According to the National Adult Literacy Agency (NALA) 25% of adults in Ireland have low literacy levels. With reference to healthcare information, this can increase to as high as 50% of adults having difficulty understanding the information they have been given or questions they are being asked. As rehabilitation is an educational and therapeutic process, it is vital that we produce relevant information in a variety of clear, accessible formats, such as printed and electronics formats.

Solution:-

The NRH Health Literacy Campaign is included in the hospital's Communications Strategy. This involves developing all internal and external communications in line with relevant accessibility guidelines, for example, National Adult Literacy Agency (NALA), National Council for the Blind in Ireland (NCBI), National Disability Authority (NDA), Accessibility Guidelines, and other such agencies.

Timeframe: The NRH Health Literacy Campaign will be launched in Q4, 2012.

Outcome: Awareness of Health Literacy will be raised in the hospital and the relevant guides available for use by all staff who are compiling content for patient and staff information literature, leaflets, booklets, notices or any material for printing purposes or for use on the NRH Website.

5.2.4.3 Events hosted at NRH

For every event being held in or hosted by the hospital, an Events Checklist is completed covering all relevant details including costings, insurance and other details. With regard to Access, the checklist also requests that any special requirements are brought to the attention of the event organiser. This may include dietary, or accessibility requirements including physical access and communication (interpreter, sign-language interpreter or hearing loop system).

Solution:-

Based on information received, the hospital makes the necessary arrangements to address any accessibility requirement in advance of the event.

Timeframe: Completed.

Outcome: NRH Events Checklist is designed to elicit additional accessibility requirements of any attendees in terms of physical access or communication.

5.2.4.4 Technology and Communication

There are many technological solutions currently available to enable us to overcome barriers to effective communication – from electronic information points, to social networking, to assistive technology solutions for our patients.

As part of the hospital's Communications Strategy (2013-2016), Information Technology will feature as one of the main areas to explore regarding possible solutions to reducing barriers to accessible information at NRH and to ascertain solutions that may be appropriate and feasible within the resources available at NRH.

Monitoring of the NRH website, its functionality and accessibility takes place on an ongoing basis, and any relevant revisions or improvements addressed as they arise.

Clinically based barriers to communication are dealt with on a case by case basis as part of patients' individualised rehabilitation programme. Therefore, particular barriers/solutions outlined below are due to non-clinical issues.

Solution (a)

Electronic Information Points will be sourced, quotations requested and on the recommendation of the Accessibility and Communications Committees, an agreed proposal will be submitted to the Executive Committee for approval to purchase a number of these for use in the main areas of the hospital.

Timeframe: Q1 2013.

Outcome: Installation of Information Points in agreed areas of the hospital, space and bandwidth permitting.

Solution (b)

Currently the areas of on-line education, and temporary intranet (internal website for staff) solutions are under consideration.

Timeframe: Q4 2012 - An agreed proposal for on-line education and temporary intranet prepared for submission to the Executive Committee.

Outcome: Ensuring the public website is kept current and accurate, and provides relevant information for patients, families, colleagues and all members of the public who have an interest in accessing information about rehabilitation.

Solution (c)

A proposal for NRH to work collaboratively with the IADT to participate in a weekly on-line broadcast / podcast is under consideration. The target audience for the programme includes current patients, past patients, families and staff members; however as it would be on-line, the programme would also be accessible to the general public from a link on the NRH Website. The topics could include either health-related or non health-related items, of interest to the target audience, based on research and feedback.

The feasibility of Social Media as an accessible communications tool for NRH will be explored also.

Timeframe: Dependent on receipt of IADT formal proposal.

Outcome: Additional forum for patients, families, staff, potential staff and the general public to access information about NRH and associated topics or agencies.

5.2.4.5 Sign Language Champions

Liaise with relevant NRH staff members, Heads of Departments and Sign Language Interpreting service providers with a view to recruiting Sign Language Champions within the existing staff complement.

Timeframe: End 2012.

Outcome: An established system to ensure that communication barriers relating to persons with hearing impairment are addressed within the NRH.

5.2.5 Employment Barriers

In order to develop an accessibility ethos within the organisation it is necessary to ensure that access and assistance require an enabling context where staff and management are committed to principles of equality that allows everyone to flourish. Employment practices must, at a minimum, satisfy the requirements of equal treatment. Proactive measures are necessary to facilitate the employment of people with disabilities to ensure an environment is provided in which employees can carry out their duties without barriers. People with disabilities can either be disabled by their environment and/or society or enabled by these factors to participate fully on equal terms with non-disabled people. It is up to service providers to ensure that the environment in which they operate and the systems they create do not act as a barrier to people with disabilities. The following barriers have been identified and ongoing measures are in place to resolve these barriers.

5.2.5.1 Recruitment & Selection

Solution: -

1) Promote a positive disability culture within recruitment and selection procedures and promote NRH as an employer open to recruiting people with disabilities

Outcome - Human Resources Measures in place and will be continually reviewed.

· In accordance with and subject to the provisions of the Employment Equality Act, all recruitment and promotional posts in the National Rehabilitation Hospital are open to all suitable applicants. The National Rehabilitation Hospital accepts that diversity in all grades is desirable and is opposed to any discrimination on grounds of Sex, Marital Status, Family status, Sexual orientation, Religious belief, Age, Disability, Race or Membership of the travelling community in its recruitment and promotion policies.

· Advertising currently states that the Hospital "is an equal opportunity employer" and recruitment methods, documentation and all associated publicity material contains nothing of a discriminatory nature and encourages applications from all potential candidates.

· Selection is based on merit and ability and those who are successful shall demonstrate their suitability for appointment according to predetermined job-related selection criteria which will be consistently applied throughout the recruitment process.

· Equality of opportunity will also include accommodating, where possible, the special needs of individuals to facilitate their participation in the recruitment and selection process.

2) All application forms for positions to include a section requesting applicants to indicate if they have a disability or require particular assistance at interview

Outcome - Human Resources Measures in place currently.

3) Provide relevant assistive technology at recruitment and selection stage or other assistance as required

Outcome - On request of potential candidates, the Human Resources Department will endeavor to facilitate where possible the use of assistive technology or other aids and appliances if feasible to do so.

4) Ensure all NRH buildings are accessible for people attending interview

Outcome - Appropriate measures are in place to support access by people with disabilities to services. All interviews are usually arranged in the Meeting Rooms, Admin Block 3 and 4 or the Board Room, Admin Block 3. These areas have a wheelchair parking space with a ramp in place. The corridors are also wide to accommodate wheelchairs, power chairs etc. Wheelchair toilets are accessible in both Admin Blocks 3 & 4.

5) Ensure best practices on recruitment and selection procedures are in place and comply with relevant equality legislation as it relates to the employment of people with disabilities

Outcome - Our Human Resource Management policies, procedures and practices support and facilitate the employment of people with disabilities.

6) The current HR Recruitment and Selection Procedures incorporate this.

Outcome - Our Equal Opportunities/Diversity policy also covers this section.

5.2.5.2 Achieving 3% Target

Solution: -

1) Continue to achieve the 3% employment target compliance as set out in the Disability Act 2005

Outcome - Current percentage is unknown. Rose Curtis currently working on a Disability Register of staff which can establish the current percentage. Linkage with FAS's register of people with disabilities will need to be made in order to facilitate the employment of people with disabilities

On previous occasions, when suitable opportunities have arisen, the Human Resources Department has made contact Bri, IWA or SIAA with details of a post and job description to see if they might know any prospective suitable candidates e.g. receptionist post previously.

5.2.5.3 Staffing

Solution: -

1) Ensure reasonable accommodations are made to meet the needs of employees with disabilities

Outcome -

· Adjust work stations as required.

· Ensure sufficient workspace and easy access to printers/photocopiers is available.

· Storage presses and Filing Cabinets can be reset to appropriate heights and can be arranged with the Technical Services Department.

· Headsets can be bought in for the use of the telecommunications.

· Screen magnifications can be arranged via the ICT Department.

· Offices, Meeting Rooms and Toilets should have easy access.

· Ergonomics assessments can be carried out to assess the suitablility of ones work stations.

· Staff can be accommodated with reduced hours in the past,

· Suitable PPE can be ordered, i.e. prescription goggles if required for a staff member.

· It may be possible to have access to Grants for adaptations if necessary.

2) Acquiring a Disability while in employment.

Outcome - It is important to maintain constant communication with the staff member. There should be a formal return-to-work planning process and programme introduced which may involve the following:

· The job must be appropriate to the staff member's abilities. The HR department can revisit the job description and make available alternative assignments and try to facilitate any reasonable accommodations.

· It may be necessary to modify an employee's job or work site if required.

· There may be an option for reduced hours or limited responsibilities.

· It would be necessary to monitor a staff members progress and work assignments.

· Ongoing linkage with the staff member's and their medical practitioner regarding any medical restrictions.

5.2.5.4 Training

Solution: -

1) Provide sign language training for front line staff and promote the availability of skills

Outcome - To be considered?

2) Induction Training

Outcome -

· Data currently available in print and electronic format. Other formats could be introduced if necessary i.e. Braille.

· Consideration to be given to wheelchair users when doing the Tour of the Hospital alternate routes may be necessary with easy access to lifts and ramps.

· For staff with Learning Difficulties we could arrange to pace the induction to suit the individual and their particular needs.

· Sign Language Interpreters can be made available for staff members if required.

5.2.5.5 Assessments

Solution: -

1) Undertake an assessment and audit of staff requirements for assistive technology and introduce as required

Outcome - This could be done once we have established the numbers of disabled staff currently and on recruitment.

5.2.6 Environmental Barriers

5.2.6.1 Storage of Equipment

LH to insert.

5.2.6.2 Transition Living Facilities

LH to insert.

5.2.7 Transportation Barriers

Transport Subgroup to be established to undertake the following tasks:

Undertake audit of all motorised transport used by patients for admission, weekend leave and discharge in all programmes
Undertake review audit of NRH transport used in 2011
Undertake review audit of NRH use of private ambulances, taxi services and voluntary or private transport companies
Undertake audit of the challenges in the transportation of patient equipment
Review public transport services to NRH (including use of 'demonstration bus')
Review documentation including:
Produce comprehensive transport report with recommended actions
Review transportation around NRH and use of volunteers

5.2.8 Community Integration

5.2.8.1 Information available to patients on Community Integration

Regional Resource Pack developed by Spinal Injuries Ireland accessible via the NRH website.

5.2.8.2 Therapeutic Recreation Service

LH to insert

5.2.8.3 Accessible website

RN to insert

5.2.8.4 Emergency preparedness at home for individuals with disabilities

How and where is this information communicated?

Currently the information is contained in the Patient Information Book and is one of the SCSC Programme education topics. A new process in the SCSC Programme of 'signing off' on individual educational topics to ensure that the patient has understood the material will be piloted from September to December 2012.

Everyone is advised to prepare for emergency events and such preparation may be particularly important for those with reduced mobility or hand function. Emergencies usually occur with little or no warning and include a whole range of events including fire, flooding, evacuation of buildings, as well as power cuts and severe weather conditions. Being prepared means that you are more likely to remain calm and respond well in the event of an emergency occurring.

Some of the following tips are worth considering:

- Create a personal support network.

- Maintain a Portable Profile.

- Prepare a Summary checklist for personal disaster preparedness.

- Medications.

- Be safe at home.

- Be safe at work.

- Be prepared.

- Create an emergency supply kit.

- Be familiar with services.

- Prepare Personal Emergency Egress Plans (PEEPS).

How does NRH represent our Patient Groups with the Emergency Services.

The SCSC Programme has had dialogue with the Dublin Fire Brigade Training Centre and the patient information was reviewed by the Chief Training Officer. Suggested offered by the Chief Training Officer were incorporated into the Patient Education Programme information material

5.2.8.5 The Improvement of Accessibility within the Dun Laoghaire Rathdown Area

To create links with the Local Authority and to represent the NRH on the Disability Consultation Group in order that the needs of those served by the NRH are considered in local planning.

5.2.8.6 Guidelines for levels of Attendant Care for People with Spinal Cord Injury.

Development of Guidelines

The aim of this National Clinical Guideline is to provide assistance in assessing and delivering the attendant care needs of people with spinal cord injury, so they can manage their impairments. The guideline also promotes greater levels of functional independence, social participation and community reintegration. The guideline will be of particular benefit to healthcare professionals and healthcare providers, but they will also be of interest to people with Spinal Cord Injury and their families. The level of care recommended in this guideline is for a "typical" person with a spinal cord injury, who lives independently in the community, in an appropriately modified environment.

Publication and distribution.

During the course of the project the Advisory Committee which produced the Guideline made the decision to submit the guideline for consideration by the National Clinical Effectiveness Committee (NCEC). The intention in doing this is to establish the standing of the guideline on a national basis. In May 2012 the NCEC revised its submission framework and the guideline will not now be submitted before the August 2012 deadline but will be submitted for the next NCEC submission date. Following consideration by the NCEC the document will then be disseminated as planned. This will either as a NCEC guideline or as an NRH recommendation guideline.

The Guideline for Levels of Attendant Care for People with Spinal Cord Injury is also likely to be incorporated as one component of the guidelines of the spinal cord injury work stream of the HSE Rehab Medicine Programme

Usefulness of the document for Health & Social Care Professionals and Patients and Families.

As part of the quality assurance piece in compiling the Guidelines the document was externally reviewed, nationally and internationally by both persons living with spinal cord injury, healthcare professionals and service providers. Although particular changes were suggested the overwhelming feedback to the document was extremely positive.

5.2.9 Other

Solution

Timeframe for Removal (measure)

Outcome

Thomas Chambers' website

Total Pageviews

Wednesday, September 26, 2012

Fw: National Rehabilitation Hospital Accessibility Strategy January 2012– December 2015

1.0 Introduction

2.0 Mission

3.0 NRH Accessibility Strategic Map

4.0 Accessibility Enablers

5.0 Accessibility Themes

5.1 Staff Accessibility Plan

5.2 Patient Accessibility Plan

5.2.1 Architectural Barriers

5.2.2 Attitudinal Barriers

5.2.3 Financial Barriers

5.2.4 Communication Barriers

5.2.4.1 Signage and Wayfinding

5.2.4.2 Health Literacy

5.2.4.3 Events hosted at NRH

5.2.4.4 Technology and Communication

5.2.5 Employment Barriers

5.2.6 Environmental Barriers

5.2.7 Transportation Barriers

5.2.8 Community Integration

5.2.9 Other

6.0 Conclusion:

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