May 2026 Honoree
Cardiopulmonary Care Unit
Nurses: • Ti Miherete, RN • Erin Campbell, RN • Iyana Pearso, RN • Chandler Oxendine, RN • Lee Miller, RN • Tiara Patron, RN • Coung Nguyen, RN • Keri Bradford, RN • Patrice Robinson, RN • Karen Avino, RN • Jessica Von Gehr, RN • Felistus Kiplagat, RN • Mary George, RN • Haddy Adjei, RN • Zariayah Steward, RN • Anahita Sighe, RN • Izabela Czejklo, RN • Krystle Charles, RN • Sonya Washington, RN • Dara Woodrum, RN • Megan Lynch, RN • Christina Mergler, RN • Adriana Fulton, RN • Techs: • Percival Amargo, PCT • Chemeka Graves, PCT • Lisa Robinson, PCT • Cameron Deaver, PCT • John McHugh, PCT • Jessica Kidwell, PCT • Valencia Strange, PCT • Matthew Boyd, PCT • Andrenia Bullock, PCT • Tavia Clarke, PCT • Lartiqua Jones, PCT • Jimmy Campos, PCT • Jefahra Sands, PCT • Unit Secretaries: • Luz Ramirez • Anthony Cortez • Leaders: • Johanna Reyes, BSN, RN, CEN - Nurse Manager • Jennifer Gorman, BSN, RN, CMSRN - Assistant Nurse Manager • Lexi Kerlin, BSN, RN - Clinical Unit Leader • Cara Hailey, BSN, RN - Clinical Unit Leader • Melissa Morgan, RN - Clinical Unit Leader • Taylor Smith, RN - Clinical Unit Leader
I am deeply honored to nominate the CPC Team for the DAISY Team Award.
What this team has accomplished over the past year is nothing short of extraordinary. Their journey is not simply one of improved scores, but of heart, resilience, teamwork, and a deep commitment to making every patient feel seen, heard, and cared for.
In Quarter 1 of 2025, CPC’s nursing communication top box score averaged 70.18% at the 6th percentile. In Quarter 2, they improved to 74.8% at the 18th percentile. By Quarter 3, they had risen to 82.40% at the 70th percentile, and in Quarter 4, they sustained strong performance at 80.43% in the 55th percentile.
Now, in Quarter 1 of 2026, they stand at an incredible 87.62% top box score at the 93rd percentile.
To go from the 6th percentile to the 93rd percentile in one year reflects far more than process improvement—it reflects a team that chose to rise together.
Behind these numbers are nurses and caregivers who intentionally changed the way they show up for patients. They embraced a bedside shift report that focused on including the patient and families in conversations, the use of plain language, and making medication education more meaningful and understandable.
In doing so, they did more than improve communication—they built trust. They made patients feel included, respected, and genuinely cared for during some of the most vulnerable moments of their lives.
What makes this team especially deserving is the culture they have built while doing this work. Even in the midst of rebuilding and significant staffing vacancies, they have remained committed to excellence.
They have created an environment that is welcoming, kind, compassionate, and grounded in accountability. This is a team that wants to do well—not for recognition, but because they truly care. They support one another, challenge one another, and celebrate one another.
That spirit is felt not only by the team, but by the patients and new nurses who walk into their environment. That culture has also made CPC a place where new nurses feel safe to learn, grow, and stay, evidenced by the many ACE RNs who have chosen CPC as their home, along with Tier 1 and Tier 2 nurses who have and continue to want to contract with us.
Their warmth, teamwork, and support have helped create a unit where people feel they belong.
Through Unit-Based Council and initiatives like Project Admissions, they have continued to look for ways to strengthen collaboration and ensure no one carries the burden alone.
Project Admissions is an initiative on CPC where team members are assigned a role to assist with throughput and admissions in an effort to further improve teamwork and collaboration, as well as meet the goal of decreasing admission order-to-arrival-to-unit times. This resolution was fostered through CPC's Unit-Based Council, which shows the team's commitment to meeting organizational goals and finding solutions to barriers faced.
Even while navigating challenges, they continue to show up with heart, determination, and a willingness to go above and beyond.
It has been an incredible privilege to witness the growth of this team.
The CPC Team has not only improved outcomes, but they have also transformed their culture and elevated the human experience of care.
They embody what the DAISY Team Award represents: compassion, collaboration, excellence, and the kind of care that leaves a lasting impact.
They are profoundly deserving of this recognition.
What this team has accomplished over the past year is nothing short of extraordinary. Their journey is not simply one of improved scores, but of heart, resilience, teamwork, and a deep commitment to making every patient feel seen, heard, and cared for.
In Quarter 1 of 2025, CPC’s nursing communication top box score averaged 70.18% at the 6th percentile. In Quarter 2, they improved to 74.8% at the 18th percentile. By Quarter 3, they had risen to 82.40% at the 70th percentile, and in Quarter 4, they sustained strong performance at 80.43% in the 55th percentile.
Now, in Quarter 1 of 2026, they stand at an incredible 87.62% top box score at the 93rd percentile.
To go from the 6th percentile to the 93rd percentile in one year reflects far more than process improvement—it reflects a team that chose to rise together.
Behind these numbers are nurses and caregivers who intentionally changed the way they show up for patients. They embraced a bedside shift report that focused on including the patient and families in conversations, the use of plain language, and making medication education more meaningful and understandable.
In doing so, they did more than improve communication—they built trust. They made patients feel included, respected, and genuinely cared for during some of the most vulnerable moments of their lives.
What makes this team especially deserving is the culture they have built while doing this work. Even in the midst of rebuilding and significant staffing vacancies, they have remained committed to excellence.
They have created an environment that is welcoming, kind, compassionate, and grounded in accountability. This is a team that wants to do well—not for recognition, but because they truly care. They support one another, challenge one another, and celebrate one another.
That spirit is felt not only by the team, but by the patients and new nurses who walk into their environment. That culture has also made CPC a place where new nurses feel safe to learn, grow, and stay, evidenced by the many ACE RNs who have chosen CPC as their home, along with Tier 1 and Tier 2 nurses who have and continue to want to contract with us.
Their warmth, teamwork, and support have helped create a unit where people feel they belong.
Through Unit-Based Council and initiatives like Project Admissions, they have continued to look for ways to strengthen collaboration and ensure no one carries the burden alone.
Project Admissions is an initiative on CPC where team members are assigned a role to assist with throughput and admissions in an effort to further improve teamwork and collaboration, as well as meet the goal of decreasing admission order-to-arrival-to-unit times. This resolution was fostered through CPC's Unit-Based Council, which shows the team's commitment to meeting organizational goals and finding solutions to barriers faced.
Even while navigating challenges, they continue to show up with heart, determination, and a willingness to go above and beyond.
It has been an incredible privilege to witness the growth of this team.
The CPC Team has not only improved outcomes, but they have also transformed their culture and elevated the human experience of care.
They embody what the DAISY Team Award represents: compassion, collaboration, excellence, and the kind of care that leaves a lasting impact.
They are profoundly deserving of this recognition.
Thank you for your exceptional compassion, advocacy, and dedication to your patients. You truly make a difference.
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