01/07/19

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Heidi Gilbert, RN is the Emergency Department Educator and SANE Program Coordinator at Stillwater Medical Center, Stillwater, OK. She teaches others how they can help save lives by attending classes for ‘Stop the Bleed.’

by Vickie Jenkins, Staff Writer

Meet Heidi Gilbert, RN at Stillwater Medical Center, Stillwater, Oklahoma. Beginning her career in Idabel, Oklahoma, she graduated from RN school in 2003. “I began working in the Emergency Department at SMC and that is where I remain today. I am currently the Emergency Department Educator and SANE (Sexual Assault Nurse Examiners) Program Coordinator at Stillwater Medical Center,” she said.
Stillwater Medical Center staffs ten SANE nurses who are on call 24 hours a day, 365 days a year. Sexual Assault Nurse Examiners are registered nurses who have completed specialized education and clinical preparation in the medical forensic care of the patient who has experienced sexual assault or abuse. A sexual assault nurse examiner can evaluate an adult or post pubescent adolescent (has had her first period) victim whose assault has occurred within the previous 120 hours (5 days).
Heidi is an active member of the Emergency Nurses Association at the state and national level, serving on the ENA National Trauma Committee for the past 4 years, and as OK ENA Secretary for the last year.
“I love the challenge and dynamic environment of working the ED and can’t image myself doing anything else. I’ve briefly worked ICU as a flight nurse, but stretcher-side emergency using has always been my first love,” Heidi stated.
Heidi’s husband is also in emergency medicine. He has been a paramedic for over 20 years, a flight medic for more than 10 years and is currently the regional clinical educator for Air Methods. They have three grown children, at Stillwater Medical Center as well.
Asking Heidi if she had any advice for someone going into the medical field, she replied, “I would tell the new grad nurses to build their ‘toolbox’ as thoroughly as possible. The more tools you have, the better prepared you will be and the better care you can take of your patients. Tools can be tips and tricks from experienced nurses, certifications like ACLS or cross-training to other departments to gain experience outside of their comfort zone. I also think it’s crucial to be respectful of everyone on your team, and expect the same in return. We all have different education levels and scopes of practice, built more letters behind someone’s name doesn’t necessarily make he or she smarter than you, more educated, yes but not necessarily smarter. Everyone has something to contribute and everyone is important, especially in an environment like an emergency department when decisions need to be made fast and lives very much on the line, we reply on each other immensely,” Heidi said.
Heidi is fortunate to work with an amazing team at Stillwater Medical Center ER. SMC has been chosen as a Best Place to Work by Modern Healthcare for 7 years in a row. “I have worked many placed, from tiny EDs to Level One Trauma and there is something special about SMC. The culture the teamwork, you don’t get this everywhere for sure,” Heidi commented. “Like I said before, I can’t image doing anything else,” she added.
Heidi also is a big part of the Stop the Bleed, Save a Life program. Motivated by the 2012 tragedy of Sandy Hook and multiple tragedies that have occurred in the ensuing years, what has become known as the Hartford Consensus was convened together to bring together leaders from law enforcement, the federal government, and the medical community to improve survivability from manmade or natural mass casualty events. The resulting injuries from these events generally present with severe bleeding, which if left unattended, can result in death.
“We held our first class on June 29 and have taught 33 classes and more than 650 students Bleeding Control Basics. We have a core group of nurses with a real passion to teach this life saving education to our community members. Bleeding Control Basics teaches bystanders how to recognize and manage life threatening bleeding by using direct pressure, wound packing and tourniquet application. We have had students ages 7 to nearly 80 years old in our classes,” Heidi stated.
The participants of the Hartford Consensus concluded that by providing first responders, law enforcements and civilian bystanders the skills and basic tools to stop uncontrolled bleeding in an emergency situation lives would be saved. The first responder program has received very good response and is widely used across the country. The next step is to focus on need of civilian bystanders.

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(From left) Diana Sturdevant, Ph.D., R.N., and Teri Round, M.S., R.N.

Program to Provide Nursing Home Leadership Training


Nationally, Oklahoma has one of the highest rates of staff turnover in nursing homes – 68 percent — a statistic that affects the quality of care that residents receive.
To address that problem, the Fran and Earl Ziegler University of Oklahoma College of Nursing is creating the Long-Term Care Leadership Academy, a training program that aims to develop leadership skills through education and mentoring for staff members at nursing homes across Oklahoma. The goal is that a resulting culture change will improve staff retention and the care that residents receive.
The program is funded by a nearly $400,000 grant from the Civil Money Penalties program, administered by the Oklahoma State Department of Health. When nursing homes are fined, that money goes to the Centers for Medicare and Medicaid Services, and part of it returns to the Oklahoma State Department of Health, where it can only be used for quality improvement projects that help residents of nursing homes.
“Improving the nursing home workplace culture by developing staff leadership skills is an important determinant of quality care for nursing home residents,” said Gary Loving, Ph.D., RN, interim dean of the OU College of Nursing.
Recent studies have shown staff turnover to be more important to nursing home outcomes than staffing or skill mix. Nationally, certified nursing assistants have the highest turnover rate at 51.5 percent, followed by registered nurses at 50 percent and licensed professional nurses at 36 percent. With an overall staff turnover of 68 percent, Oklahoma’s nursing homes lose significantly more employees than the national average of 43.9 percent. In addition, Oklahoma’s Medicaid reimbursement for nursing homes is one of the lowest in the nation, which adds to the difficulty of retaining good staff.
“It is extremely difficult to work on improving the quality of life and care of residents without adequate staff,” said Diana Sturdevant, Ph.D., RN, of the OU College of Nursing. “High turnover depletes limited resources and reduces productivity because of the added costs of hiring and training new employees.”
Sturdevant is leading the Long-Term Care Leadership Academy with OU College of Nursing colleague Teri Round, M.S., RN. The curriculum is being developed by incorporating evidence-based practices and the expertise of college faculty and nursing home experts.
The program will be geared toward three levels of nursing home employees. Level one consists of the director and assistant director of nursing and the administrator. Level two includes RNs and LPNs who have direct leadership responsibilities of co-workers. Level three consists of certified nursing assistants and their roles in affecting the quality of life and improved care for residents.
Four face-to-face regional meetings will be provided, with one day for each level’s education. The fourth day will be a half-day period for all three levels to practice the skills they’ve learned. Program topics include communication and teamwork, giving and receiving delegation, generational differences, person-centered care, culture change, co-worker engagement, retention and succession planning.
Leadership skills will be an important focus for nursing home supervisors, Sturdevant said. Nursing homes typically employ RNs as directors and assistant directors of nursing, and LPNs as charge nurses. They usually do not receive leadership training as part of their academic education.
“They often lack skills in conflict resolution, effective communication and inclusiveness,” Sturdevant said. “Many use an authoritative approach with top-down communication that does little to facilitate teamwork.”
Following the Long-Term Care Leadership Academy, staff members will continue to be mentored. They also will undertake projects designed to support culture change and to meet a need specific to each nursing home. Projects will potentially address antibiotic stewardship, infection prevention, antipsychotic medication reform and others.
“The OU College of Nursing faculty and staff have expertise in leadership training, development and implementation of quality improvement processes and systems change,” Round said. “We are excited to work with nursing home staff members across Oklahoma on meaningful ways they can retain staff and create a better culture for both employees and residents.”

Changing Lives for the better, together.
It is what we do. And, it is who we are. Join us!
At Hillcrest, our goal is to Change Lives for the better, together. Hillcrest Hospital – South provides state-of-the-art technology in an easy-to-navigate community setting.
Our 180-bed facility offers a wide range of inpatient and outpatient services, including maternity, cardiology, emergency, orthopedics and surgery.
Hillcrest Hospital – South is committed to evidence-based medicine and our results speak for themselves.
HILLCREST IS CURRENTLY HIRING NURSES!
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· CVOR ICU Nights
· Cath Lab SDU Nights
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• Excellent Benefits
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• Opportunities For Advancement
• Tuition Reimbursement
Apply at www.hillcresthospitalsouthjobs.com
or call HR at 918-294-4866 if you have any questions.
Hillcrest Hospital South
8801 S. 101st East Ave.
Tulsa, OK 74133

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Kelli Peters, RN, is the Emergency Department Team Manager at Integris Deaconess Hospital. Kelli believes helping a patient and their family get through a medical emergency is a privilege.

PASSION IN NURSING
SAFETY IS PARAMOUNT: THE FOUNDATION OF EVERYTHING WE DO

by Vickie Jenkins – Writer/Photographer
Meet Kelli Peters, RN, Emergency Department Team Manager at Integris Deaconess Hospital. Kelli attended Oklahoma City Community College and has been a nurse for nine years. “My first job was working as a Staff RN and then a Supervisor for the Surgical Specialty Unit at OU Medical Center,” she said. “I’ve spent the last four years at Integris Deaconess.”
Kelli’s father was a missionary and Kelli spent her childhood growing up in Japan. “When I was thirteen years old, my family moved to Oklahoma where I have lived ever since.”
What qualities make a good nurse? “A GOOD nurse must have authentic compassion and empathy. A GREAT nurse communicates those qualities with their behavior,” Kelli replied.
Kelli says that the biggest reward she receives from being a nurse is watching other people succeed and teaching them something new; making a difference in the lives of others.
What is your biggest challenge? “As Team Manager, there is one answer and that is STAFFING,” she said with a laugh. “Personally, it is finding that work/life balance. It is easy to get caught up in the needs of work. Healing a person isn’t always easy but helping a patient and their family get through a surgery, illness or a medical emergency is a privilege. It’s an honor and a calling,” she answered.
The person that influenced Kelli more than anyone was her grandmother. These are the words that she shared with Kelli. ‘Everyone has their own strengths and things they are good at. We can all serve God, country, humanity in our own way.’ “My grandmother told this to me constantly and that is the reason I am a nurse today. Caring for others is my passion.”
During Kelli’s clinicals, she had several mentors. “I was lucky enough to get paired with an RN on the adult Surgical Specialty unit at OUMC. I had such a fantastic time and learned so much from watching her take care of others and that is when I knew that was where I wanted to work. I was lucky enough to be hired on as a Nurse Partner during my last year of nursing school and those nurses taught me more than I could have imagined. They taught me how to be my best professional self but it was also okay to let my humanity show. They taught me how to laugh and cry with the patients and their families. They taught me that while it was important to master time management it was also vital to take the time to sit down next to our patients and just listen,” Kelli said. “I will always admire those people that helped me.”
“About 18 months ago, I was approached about becoming the Safety Coach Champion for the hospital. I was vaguely familiar with this program but my interest was immediately sparked because of my love for safety. To me, safety is paramount; it’s the foundation of everything we do. We practice medicine and we practice nursing. A lot of what we do now is because of mistakes and lessons others had to learn. Now, we have the Safety Coach Program. I knew that we needed Safety Coaches from every single department in the hospital. Safety Coaches reinforce safety everywhere all the time. So, we armed these volunteer Safety Coaches with information and tools to use on how to approach people, how to communicate, how to be more effective, and how to influence others, making safety a priority in their department. Suggestions were approved and improvements were made. The more our Safety Coaches felt listened to, the more involved they became. More people began to volunteer, holding the position of Safety Coach. Our ideas grew. One voice, one safety concern changed things for the entire hospital. I love this program and safety is my passion, by working together and keeping safety in the center of what we do, we can make best practices into common practices,” Kelli stated.
What daily words do you live by? “What is the safest thing you can possible do?” Kelli replied with a smile. “If you are ever in a situation as a nurse and you are not sure what you should do, ask yourself that question and the answer will reveal itself,” she added.
Kelli is an outstanding nurse with a great personality. She was fortunate enough to receive the 2018 Oklahoma Hospital Association Spirit award for spirit of passion and dedication in December for Integris Deaconess.

Saint Francis Hospital Muskogee
$20,000 sign-on bonus for experienced RNs.*
As a Saint Francis Hospital Muskogee nurse, you can enjoy the best of both worlds:
a friendly, small community and the resources of Oklahoma’s largest healthcare provider.
And, now through January 31, enjoy a $20,000 sign-on bonus.*
Less than an hour from Tulsa, Muskogee features outstanding cultural and natural attractions, including numerous lakes and state parks that offer boating, skiing, golfing, fishing and every other type of outdoor family recreational activity.
Why now is a great time to join our team:
• $20,000 sign-on bonus and relocation assistance for experienced RNs*
• Great benefits, including paid time off, tuition assistance, medical and dental insurance, retirement plans, onsite childcare, adoption benefits and more
• We are a qualified not-for-profit organization, so you may be eligible for federal student loan forgiveness**Saint Francis Health System includes:
• Saint Francis Hospital
• The Children’s Hospital at Saint Francis
• Warren Clinic
• Heart Hospital at Saint Francis
• Saint Francis Hospital South
• Laureate Psychiatric Clinic and Hospital
• Saint Francis Hospital Muskogee
• Saint Francis Hospital Vinita
• Saint Francis Cancer Center
• Saint Francis Home Care Companies
• Saint Francis Glenpool
To learn more about nursing opportunities at Saint Francis Hospital Muskogee, please call Melissa at 918-558-8028.
Learn More http://bit.ly/2QDqlDq
Saint Francis Hospital Muskogee
*Applies to registered nurses in select patient units with at least two years of nursing experience. Four-year work commitment required. Limited time only—program ends January 31, 2019.
**View program details at studentaid.ed.gov.
EOE Protected Veterans/Disability

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Lead author Lee Jennings, M.D

A new research study co-authored by an OU Medicine physician shows that a comprehensive, coordinated care program for people with dementia and their caregivers significantly decreased the likelihood that the patients would enter a nursing home. The study also shows that the program saved Medicare money and was cost-neutral after accounting for program costs.
The research, conducted at the UCLA Alzheimer’s and Dementia Care Program, was designed to evaluate the costs of administering the program, as well as the health care services used by program participants, including hospitalizations, emergency room visits, hospital readmissions and long-term nursing home placement.
“The most striking finding was that patients enrolled in the program reduced their risk of entering a nursing home by about 40 percent,” said lead author Lee Jennings, M.D., assistant professor at the University of Oklahoma College of Medicine. Jennings began the project while on faculty at the Geffen School at UCLA and finished it after arriving at Oklahoma.
The study was published Dec. 21 in JAMA Internal Medicine.
The research focused on the UCLA Alzheimer’s and Dementia Care Program. In the program, people with dementia and their caregivers meet with a nurse practitioner specializing in dementia care for a 90-minute in-person assessment and then receive a personalized dementia care plan that addresses the medical, mental health and social needs of both people. The nurse practitioners work collaboratively with the patient’s primary care provider and specialist physicians to implement the care plan, including adjustments as needs change over time. A total of 1,083 Medicare beneficiaries with dementia were enrolled in the program and were followed for three years. The study compared them to a similar group of patients living in the same ZIP codes who did not participate in the program.
There were no differences between the two study groups in hospitalizations, emergency room visits or hospital readmissions. However, cost was another important element of the study. Participants in the program saved Medicare $601 per patient, per quarter, for a total of $2,404 a year. However, after program costs were factored in, the program was cost-neutral and might result in savings in other health care systems. That was good news to the study’s authors.
“The findings of this study show that a health care system-based comprehensive dementia care program can keep persons with dementia in their homes and in the community without any additional cost to Medicare,” said the study’s senior author, David Reuben, M.D., Archstone Professor of Medicine and chief of the UCLA Division of Geriatrics at the David Geffen School of Medicine at UCLA.
Jennings added that individuals with dementia typically have not received good-quality care. “Part of the reason,” she said, “is that the care takes a significant amount of time, which primary care physicians don’t have in abundance. In addition, pharmacologic treatments for dementia are limited, which makes community resources all the more important for both patients and caregivers. However, community programs tend to be underutilized.”
The intervention featured in the study addresses those issues directly. The assessment looks not only at what the patient and caregiver need, but also at their strengths, such as financial security, family assistance and proximity to community resources. It is designed to be interdisciplinary and to address the needs of both patients and caregivers.
“This study aligns with similar studies of collaborative care models for other chronic diseases, such as heart failure,” Jennings said. “It underscores that we need to be thinking differently about how we provide care to persons with chronic illnesses, like dementia. This study shows the benefit of a collaborative care model, where nurse practitioners and physicians work together to provide comprehensive dementia care.”
Founded in 1910, the University of Oklahoma College of Medicine trains the next generation of healthcare professionals. With campuses in Oklahoma City and Tulsa, the College of Medicine offers the state’s only Doctor of Medicine degree program and a nationally competitive Physician Assistant program. For more information, visit oumedicine.com/collegeofmedicine.
OU Medicine — along with its academic partner, the University of Oklahoma Health Sciences Center — is the state’s only comprehensive academic health system of hospitals, clinics and centers of excellence. With 11,000 employees and more than 1,300 physicians and advanced practice providers, OU Medicine is home to Oklahoma’s largest physician network with a complete range of specialty care. OU Medicine serves Oklahoma and the region with the state’s only freestanding children’s hospital, the only National Cancer Institute-Designated Stephenson Cancer Center and Oklahoma’s flagship hospital, which serves as the state’s only Level 1 trauma center. OU Medicine’s mission is to lead healthcare in patient care, education and research. To learn more, visit oumedicine.com.

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Louise Colbaugh is 90 years young. She’s has volunteered her time for more than nineteen years at St. Anthony Hospital/Hillcrest and three more at Community Hospital in Oklahoma City.
“I retired from Tinker AFB after 20 years of employment. I knew I wanted to do something with my extra time other than staying home and taking care of my family. I met a volunteer at my exercise class. I talked with her and decided that was what I wanted to do. This was something that might benefit others as well as me.” said Colbaugh.
When asked what her most rewarding experience as a volunteer would be she said “I believe what gives me the most reward, other than helping people, is when someone says “thank you for being a volunteer”.
She added that she volunteers because it gives me a sense of purpose, and keeps me from being lonely.
“I highly recommend volunteering, you can set your own days and times that you are available to work. You can work as many days and as many hours that you are comfortable with- it is a very rewarding experience.
Lousie recently celebrated her 90th birthday at Community Hospital.

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Q. My husband and I are in marriage counseling and recently learned that after eight years of marriage we NEVER talked about our EXPECTATIONS for each other. How did we manage to overlook this?
There are some couples who are required to take pre-marital counseling before getting married by some ministers and/or churches. A discount can be obtained on the marriage license if counseling is received. These are situations that push people into an opportunity for some much needed “getting to really know you” counseling before the I DO’S.
Otherwise people generally find counseling on their own when they just can’t take it any more.
One of the biggest culprits of marital strife is unfulfilled expectations.Many couples never define their expectations before marriage. This is an interesting fact. Would you buy a car and not have some clear expectations for what you want it to do. Would you apply for a job without having some exceptions for what you will be doing.
Recently Donna and Brian came in for marriage counseling. Brian was frustrated with Donna’s tight hold on the finances. He said he worked hard and when he wanted to buy something Donna had to approve it. He felt like Donna was his mother.
Donna said she never wanted to manage the finances. It just kind of fell into her lap. Brian did not want to do it. And she was concerned with the way Brian would spend fun money first and then focus on the bills. She wanted the bills paid first.
Their expectations about managing the finances had never been discussed. Both resented the other. So for the first time in their eight year marriage they were actually discussing their expectations about several things.
Expectations need to be stated. They can not always be met. But two people who are planning a life together need to have this discussion. Many of the resentments and discord are directly related to not having a clear understanding of the expectations.
Mind reading 101 is not offered in most college curriculum’s. Wives say, “Why do I need to tell him how he can help me, can’t he see it?” Husbands say, “She knows I love her, why do I have to always say it?”
What screws us up in life is the picture in our head of how it is supposed to be.

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The American Nurses Association (ANA), which represents the interests of the nation‘s 4 million registered nurses, extends a resounding congratulations to nurses for maintaining the #1 spot in Gallup’s annual honesty and ethics poll. The American public, for the 17th consecutive year, rated nurses the highest among a host of professionals, including police officers, high school teachers and pharmacists.
“Every day and across every health care setting, we are on the frontlines providing care to millions of people. Nurses’ contributions to health care delivery, public health challenges, natural disaster relief efforts, research, education, and much more, are unmatched and invaluable,” said ANA president Pamela F. Cipriano, PhD, RN, NEA-BC, FAAN. “These results are a testament to nurses’ impact on our nation.”
According to the poll, 84 percent of Americans rated nurses’ honesty and ethical standards as “very high” or “high.” The next closest profession, medical doctors, was rated 17 percentage points behind nursing.
“As the largest group of health care professionals, nurses are leaders and change agents from the bedside to the boardroom,” said Cipriano. “This past June, nearly 300 nurses from 45 states conducted 277 scheduled visits with members of Congress and staff and were instrumental in the passage of critical legislation to help combat the opioid crisis. Nurses are a consistent and powerful voice in advocating for access to high quality, affordable health care for all. ANA empowers nurses to leverage their expertise and the diversity of the profession to influence changes that will best serve the needs of all people.”

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The 12th Annual Faith Community Nurses’ Association Conference title is “When Disaster Hits: The Role of the Faith Community.” The conference will educate the Faith Community Nurse and church leaders to organize and build capacity for the church to respond to local and regional disasters. Disaster is a “given” in Oklahoma. Faith Communities are affected directly and indirectly by these disasters. The message of Psalm 57, Have mercy on me, my God, have mercy on me, in you I take refuge. I will take refuge in the shadow of your wings until the disaster has passed, sets the stage for reflecting and mobilizing resources when disaster hits. This conference will provide resources, contacts and information needed to assist congregants during times of disaster and the opportunity for participants to network and to build relationships with nurses and health ministers interested in Faith Community Nursing.
Registration for the one-day FCNA OK Member $60 for payments received before 2/8/19. 2/9-2/22 $85; 2/22 and later $105. Non FCNA OK Member $90 for payments received before 2/8/19. 2/8-2/22 $120; 2/22 and later $135. Nursing students $60. Clergy $65 for payments received before 2/16/18. 2/9-2/22 $90; 2/22 and later $110. Refunds before 2/8/19 less $20 deposit. No refunds after February 8, 2019. FCNA OK is approved as a provider of continuing nursing education by the Kansas State Board of Nursing. This course is approved for 8.25 contact hours applicable for APRN, RN, LPN, or LMHT relicensure. Kansas State Board of Nursing provider number LT0298-0316, KAR 60-7-107 (b)(3)(C).
For registration and brochure, see the FCNA website, downloads page: www.fcnaok.org or register at www.surveymonkey.com/r/LNG3BBV and pay by www.PayPal.me/FCNAOK or contact fcnaok@gmail.com.

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The Oklahoma Medical Research Foundation is accepting applications for its 2019 Sir Alexander Fleming Scholar Program. Application deadline is Feb. 1.
The eight-week summer program allows the state’s top science students to enhance their research skills by gaining hands-on experience in a lab setting alongside world-class scientists.
High school seniors, as well as college freshmen, sophomores and juniors, are eligible to apply. Students must be 16 or older to qualify. Students must be Oklahoma residents at the time of high school graduation to be eligible. Once selected, Fleming Scholars are paid and may be eligible for housing.
The application process includes submission of a long-form essay, letters of recommendation and academic transcripts.
“This is a chance to experience research in way a classroom can’t emulate,” said OMRF Human Resources Specialist Heather Hebert, who coordinates the summer program. “Students benefit tremendously from this experience, and our scientists also see meaningful contributions from their work in the lab.”
The program is named for Nobel Prize-winning scientist Sir Alexander Fleming, who discovered penicillin and also dedicated OMRF’s first building in 1949.
Since the inception of the program in 1956, nearly 600 Oklahoma students have had the opportunity to work in state-of-the-art labs at OMRF. Two current OMRF vice presidents, Rodger McEver, M.D., and Judith James, M.D., Ph.D., started their research careers as Fleming Scholars.
“This program provides a unique look at research and has helped plant the seeds for many successful careers in science, medicine and beyond,” said OMRF President Stephen Prescott, M.D. “It’s truly a one-of-a-kind experience and a rare opportunity at this stage in a student’s academic journey.”
For application information, visit omrf.org/fleming.

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