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Tahoe Forest PEAK program highlights nurse-led projects, expands to therapy and APPs
Summary
The board heard a presentation on PEAK, a staff career ladder program launched in 2022. Presenters described projects that reduced inpatient falls, improved obstetric outcomes and piloted high‑school medical shadowing; the district plans expansion to APPs and support staff in October.
The Tahoe Forest Health System board heard a detailed update on the PEAK (Professional Excellence, Advancement and Kudos) career‑ladder program at its July meeting, where staff presenters described clinical and community projects and the program's planned expansion.
PEAK was launched in October 2022 and is designed to recognize and reward clinical staff through a points‑based portfolio system that includes categories for caring, competency, family/community work and quality/evidence‑based practice. "My goal really with designing the PEAK program was twofold: 1 was to recognize and reward the nurses and the staff that are already going above and beyond... and number 2 is to encourage the people that are kind of on the fence," said Demara Stone, manager of the education department and PEAK program lead.
Why it matters: The program aims to retain and develop clinical staff, provide professional advancement outside formal promotion tracks, and surface process improvements that affect patient care and staff engagement.
What staff reported: Presenters included PEAK participants who summarized projects and outcomes. Valerie Brust, a night‑shift house supervisor, said her project raised awareness about high fall risk and a "floating safely" education program for staff who move between units; she said audits showed a three‑month stretch with zero inpatient falls. Lilith Anderson, an OB staff nurse, described a nurse‑led quality improvement (QI) project with the California Maternal Quality Care Collaborative to reduce chorioamnionitis and sepsis rates; Anderson said the team created a bundle that reversed an upward trend and that she later participated in a national AWHONN research study and presented at a symposium. Gabrielle Alberti and Anna McGuire described a pilot that brought nine Truckee High School students into hospital departments for structured shadowing, completing onboarding and HIPAA training and rotating through clinical areas as a workforce pipeline experiment.
Program scope and incentives: Stone said the PEAK program currently includes nurses across departments, therapy staff and lab; 37 nurses were in Peak 1, 22 in Peak 2 and 9 working toward Peak 3 at the time of the presentation. Stone said bonuses are tied to levels (e.g., $2,500 for the first peak, $6,000 for the summit) and that the program will add advanced practice providers (APPs) and clinical support staff in October.
Board reaction and next steps: Board members praised the projects and asked about geographic reach; an inquiry whether Incline Village participants were included received confirmation that the program includes Incline. Stone said a multidisciplinary committee will guide the program and quarterly meetings will help refine expansion and recognition activities.
Ending: The board heard the update as an informational item; no action was required. PEAK leaders said they will continue quarterly committee work and prepare expansion materials for October.
