Position Description ch14
Provides Written Guidelines-->Describes roles and responsibilities of specific position w/n the orgnization.
What's in Position Descriptions? (five) ch14
Responsible for the provision of direct pt care to all age groups.
Must have current cert in advanced cardiac life support (ACLS)
Required to accurate assess and prior. pt care needs and DELEGATE care appropriately to paraprofessionals (LPN/LVN's and EMT'
Steps to Selecting Staff (Six) ch14
A. Position Advertised must be REJUSTIED
B. ADVERTISE postion
C. PRE-Interview Process (Complete app, review desc, and salary
D. Mangars Focus (interview)-- Set applicant at eases, tour unit, intro staff, show room, equip, proc. for med, supplies; review
Three Areas of Orientation for DEVELOPING STAFFch14
A. Orientation to the Organization (structured, applicable to all employees)
B. Nursing Orientation (structured, applicable to staff nurses, policies, and procedures, competencies, validated, cert issued, review forms)
C. Unit Orientation (structured, don
Developing Staff CONTINUED DEVELOPMENT concepts (four) ch14
Largely unstructured (struc when take classes Ex. cc course, acls,pals,iabp)
Employee can determine how and when to cont. dev. beyond basic compet
Pos. feedback and Coach is crit during orient process
90 Day performance Appraisal (timely fb allow manager
Performance Appraisals ch14
Individual Eval of Work Perform
Recieve best at time CLOSEST to incident
Informal and Formal Appraisal
Anecdotal Notes
Coaching (feq and reg interact bw manager and employee w/n goal of optimum performance level)
Continuing Education ch14
Class is being offered to further education but not required
Inservice Education ch14
Mandated by the hospital (required)
Formal Appraisal Examples ch14
Written at reg intervals, meet organizations and external regulatory organizations standards
Informal Appraisal Examples ch14
Simple as praising the individual for performance recognized, compliment from a family memeber.
How soon should you have a Performance Appraisal?ch14
90 DAYS!
Performance Tool ch14
The tool is not important, feedback is
Documents Progress of Lack of Progress
Critical for Disciplinary Actions
Area of Responsibility w/n Performance Tool Examples. ch14
Assess/Dx
- COmpletes admission assessment w/n 12hrs of admission
-Documentation reflects cont assesss per (neuro check follow cath lab)
-Inititates plan of care according to critical path
-provide safe environment
Curriculum Vitae ch14
Everything on it LONGER
Includes Cont Education Courses (may limit last 5yrs)
Never delete anything off of it.
keep up annual
Resume ch14
Prof Goals (obj) Entry level pos
Educ
Experience
Responsibilities
lic and cert info
research
publications
professional membership, offices held, and committee appoint
honors and awards
comm services
references
Health Care System are what?ch14
businesses that are economically driven.
The goal of health care system is to provide...ch14
increase quality care at a DECREASE price
Who is the Nurse Manager?ch14
the key individual who leadership directly impacts how the HCS (business) does. EX; team leader, N. Manager, N. Director
They play a major role in assisting the new graduate in acquiring the compled role of professional nurse.
Position Description (Role Concepts)ch14
in HR
(STANDARD YOU ARE HELD ACCOUNTABLE TO)
provides written guidelines, describing roles, and rsponsibilities of specific position w/n the organization.
INCLUDES: Functions- WHAT YOU DO, Obligations, Responsibilities- COMPETENCY BASED (ACLS CERT W/N 1st
Variables to Consider when creating a master Schedule?
a.
b.
c.
d.
e. (EX: day shitt 2/3 but must work the other 1/3 nights)
f.
Fixed FTE's
Employees scheduled to work no matter what the vol of activities
usually salaried positions
EX: N. Manager, CNS, Educator
Variable FTE's
...
Scheduling Definition
...
Scheduling Goal
...
Solutins for Dealing w/Staff Variables
1. increasing staff FTE's (add more on=wrong)
2. Floating Staff (most COST EFFECTIVE WAY)
3.Use of agency (very COSTLY)
4. Mandatory Overtime( not common in OK)-required to wk over 40 hr of full shift
Constructing the Schedule
...
Three Methods of Schedule Prep
1. Get together and compare who is short of staff the look hosp wide
2. Works in a small unit and small staff (please just even this schedule out)
3. Centralized Scheduling- Usually requires computer software. keep pushing buttons till something works
Labor Costs/Unit of Service
SImple measures, that compares budgetary salary costs/budgetary vol of ser
(sometimes in up with more labor cost than money brought in. So must go in a see what problem is.)
Variance Report (low and high productivity)
Variance report
...
reasons for low productivity
...
reasons for high productivity
...
Position Description ch14
Provides Written Guidelines-->Describes roles and responsibilities of specific position w/n the orgnization.
What's in Position Descriptions? (five) ch14
Responsible for the provision of direct pt care to all age groups.
Must have current cert in advanced cardiac life support (ACLS)
Required to accurate assess and prior. pt care needs and DELEGATE care appropriately to paraprofessionals (LPN/LVN's and EMT'
Steps to Selecting Staff (Six) ch14
A. Position Advertised must be REJUSTIED
B. ADVERTISE postion
C. PRE-Interview Process (Complete app, review desc, and salary
D. Mangars Focus (interview)-- Set applicant at eases, tour unit, intro staff, show room, equip, proc. for med, supplies; review
Three Areas of Orientation for DEVELOPING STAFFch14
A. Orientation to the Organization (structured, applicable to all employees)
B. Nursing Orientation (structured, applicable to staff nurses, policies, and procedures, competencies, validated, cert issued, review forms)
C. Unit Orientation (structured, don
Developing Staff CONTINUED DEVELOPMENT concepts (four) ch14
Largely unstructured (struc when take classes Ex. cc course, acls,pals,iabp)
Employee can determine how and when to cont. dev. beyond basic compet
Pos. feedback and Coach is crit during orient process
90 Day performance Appraisal (timely fb allow manager
Performance Appraisals ch14
Individual Eval of Work Perform
Recieve best at time CLOSEST to incident
Informal and Formal Appraisal
Anecdotal Notes
Coaching (feq and reg interact bw manager and employee w/n goal of optimum performance level)
Continuing Education ch14
Class is being offered to further education but not required
Inservice Education ch14
Mandated by the hospital (required)
Formal Appraisal Examples ch14
Written at reg intervals, meet organizations and external regulatory organizations standards
Informal Appraisal Examples ch14
Simple as praising the individual for performance recognized, compliment from a family memeber.
How soon should you have a Performance Appraisal?ch14
90 DAYS!
Performance Tool ch14
The tool is not important, feedback is
Documents Progress of Lack of Progress
Critical for Disciplinary Actions
Area of Responsibility w/n Performance Tool Examples. ch14
Assess/Dx
- COmpletes admission assessment w/n 12hrs of admission
-Documentation reflects cont assesss per (neuro check follow cath lab)
-Inititates plan of care according to critical path
-provide safe environment
Curriculum Vitae ch14
Everything on it LONGER
Includes Cont Education Courses (may limit last 5yrs)
Never delete anything off of it.
keep up annual
Resume ch14
Prof Goals (obj) Entry level pos
Educ
Experience
Responsibilities
lic and cert info
research
publications
professional membership, offices held, and committee appoint
honors and awards
comm services
references
Health Care System are what?ch14
businesses that are economically driven.
The goal of health care system is to provide...ch14
increase quality care at a DECREASE price
Who is the Nurse Manager?ch14
the key individual who leadership directly impacts how the HCS (business) does. EX; team leader, N. Manager, N. Director
They play a major role in assisting the new graduate in acquiring the compled role of professional nurse.
Position Description (Role Concepts)ch14
in HR
(STANDARD YOU ARE HELD ACCOUNTABLE TO)
provides written guidelines, describing roles, and rsponsibilities of specific position w/n the organization.
INCLUDES: Functions- WHAT YOU DO, Obligations, Responsibilities- COMPETENCY BASED (ACLS CERT W/N 1st
Variables to Consider when creating a master Schedule?
a.
b.
c.
d.
e. (EX: day shitt 2/3 but must work the other 1/3 nights)
f.
Fixed FTE's
Employees scheduled to work no matter what the vol of activities
usually salaried positions
EX: N. Manager, CNS, Educator
Variable FTE's
...
Scheduling Definition
...
Scheduling Goal
...
Solutins for Dealing w/Staff Variables
1. increasing staff FTE's (add more on=wrong)
2. Floating Staff (most COST EFFECTIVE WAY)
3.Use of agency (very COSTLY)
4. Mandatory Overtime( not common in OK)-required to wk over 40 hr of full shift
Constructing the Schedule
...
Three Methods of Schedule Prep
1. Get together and compare who is short of staff the look hosp wide
2. Works in a small unit and small staff (please just even this schedule out)
3. Centralized Scheduling- Usually requires computer software. keep pushing buttons till something works
Labor Costs/Unit of Service
SImple measures, that compares budgetary salary costs/budgetary vol of ser
(sometimes in up with more labor cost than money brought in. So must go in a see what problem is.)
Variance Report (low and high productivity)
Variance report
...
reasons for low productivity
...
reasons for high productivity
...