week 8 written assignment: group b final project erin buell, marie hood, nicholas mann, lauren...
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Week 8 Written Assignment: Group B Final ProjectErin Buell, Marie Hood, Nicholas Mann, Lauren Smith, & Erin M. WiesenConcordia University, NebraskaDecember 19, 2014
MissionVery Best Medical Group will improve the health of its patients within our metropolitan community.
To set the standard of excellence in affordable, accessible, and superior health care.
Vision
Values ~ Our Five Pillars
Integrity
Compassion
Excellence
Respect
Teamwork
Our FacilityVery Best Medical Group is a private, for-profit medical clinic that is opening a new 24-hour Urgent Care Clinic with 10 exam rooms.
We offer outpatient services including primary care, laboratory, pharmacy, physical therapy, and social services.
Our StaffVery Best Medical Group employs 40 physicians and over 250 support staff.
We are currently hiring 10 Registered Nurses as Very Best Medical Group is expanding to include a new 24-hour urgent care clinic.
Executive Team
Dr. Gerald Nelson, Sr.
Chief Executive Officer
Annette Schaffer,Chief Operating
Officer
Sally Mayes, MDChief Medical Officer
Jane Carter, RN Clinical Nurse
Manager
Kelly OlsonVice President of
Information Technology & Security
Tomi AlliasVice President of
Marketing & Community Affairs
Wayne CarsonVice President of
Finance and Development
Peter AdrianVice President of
Human Resources
Professional Staff
Physicians40
Nurse-Practitioners/Physician Assistants
20
Registered Nurses/Licensed
Professional Nurses60
Pharmacists/Pharmacy technicians
15
Physical Therapists/Physical Therapy Assistants
15
Laboratory Technicians15
Social Workers5
Clerical Staff120
My PositionI am Jane Carter, RN, Clinical Nurse Manager.
I am responsible for the direction of personnel functions, such as recruiting, hiring, developing, and retaining staff.
I have an integral role in handling disciplinary actions in conjunction with the Human Resource specialists.
Job Description: Registered Nurse Delivers safe, quality health care services
to patients and their families.
Assists the physicians in diagnosing and treating a variety of complaints throughout the illness management process.
Provides appropriate preventive health care services, information, and resources.
Ethical Considerations Compliance Integrity and professionalism Patient care Conflicts of interest Non-discrimination Documentation and reporting Safe environment
Nursing Code of Ethics Standards of nursing practice Ongoing development of training,
education, and research Educational requirements for practice Certification requirements Continuing evaluation of the
effectiveness of the profession
Legal Considerations
Licensure and certification
State and federal laws Scope of practice Compliance Public expectation of
professional standards Individual and
organizational responsibilities
Failure to meet acceptable
standards of care,
competence, and compliance
can lead to litigation.
SWOT Analysis
Training Needs Training covers management related
topics, position-specific topics, and intervention topics.
Organizational development strives to increase effectiveness and adapt to change by analyzing: Plans Processes People
Training Design The ADDIE Model:
Analysis Design Development Implementation Evaluation
This model constantly evaluates training initiatives to check for fit and outcomes.
New Hire Orientation Organizational background Mission, vision, and values Ethical and legal considerations (HIPAA) Employee handbook New employee paperwork
New Hire Orientation Insurance and benefits
Need to know: Parking Entrances Time clock Dress code
Performance ManagementPerformance management is a strategic function that includes the following managerial activities: Setting performance goals Monitoring employee progress toward
goals Designing strategies to create and
sustain improvement Providing ongoing feedback and coaching
Performance Management Identifying recruitment needs Retention of talent Job analysis Setting performance goals Monitoring goal progress Designing improvement strategies Ongoing provision of feedback Goal is to improve employee performance
Performance ManagementSources of Data: Supervisory appraisal Self appraisal Subordinate appraisal Team/peer appraisal Multi-source appraisal
Individual traits Behaviors Results or outcomes
Performance ManagementMethods of Evaluation: Graphic Rating Scale Behavior Anchored Rating Scale Behavioral Observation Scale Ranking Critical Incident Management by Objectives
Performance AppraisalPerformance appraisals are: Required for Joint Commission accreditation Modes of identifying and rating competencies Factors in determining employee and organizational
goals
Multi-source appraisals offer: A 360ᵒ perspective from internal and external sources Rating of traits, behaviors, and outcomes Feedback for position and organizational development
Healthcare Trends Technological Innovation Consumer mindset of patients Focus on quality and evidence-based
medicine Security and privacy New healthcare professionals
Healthcare Trends Information technology and decision
support systems Globalization Demographic changes Prevention and disease management Patient safety
ReferencesAmerican Nurses Association. (2001). Code of ethics for nurses with interpretive statements [PDF document]. Retrieved from http://nursingworld.org/MainMenuCategories/EthicsStandards/CodeofEthicsforNurses/Code-of-Ethics.pdfBratton, J. (2007). Human resource management. Mahwah, NJ: Lawrence Erlbaum Associates.Cohen, S. (2001). Live your mission statement. Nursing Management, 32(8), 13. Fallon Jr., L. F., & McConnell, C. R. (2007). Human resource management in health care: Principles and practice. Sudbury, MA: Jones & Bartlett Learning. Flynn, W. J., Mathis, R. L., Jackson, J. H., & Langan, P. (2007). Performance management in healthcare organizations. Healthcare human resource management (2nd ed., pp. 184-197).Fried, B. J., & Fottler, M. D. (2011). Fundamentals of human resources in
healthcare. Chicago, IL: AUPHA.
ReferencesMacMillan, A. (2014). Importance of performance management process & best practices to optimize monitoring performance work reviews/feedback and goal management. Retrieved from http://www.successfactors.com/en_us/lp/articles/optimize-performance-management.htmlMonster. (2014). Registered nurse job description sample. Retrieved
from http://hiring.monster.com/hr/hr-best-practices/recruiting- hiring-advice/job-descriptions/registered-nurse-job-description-sample.aspxPavlica, H. (n.d.) Week 7 – MPH 548; Performance management [PowerPoint slides]. Retrieved from https://engage.cune.edu/learn/pluginfile.php/29076/mod_page/content/4/Week 7-MPH458.pptxPerformance appraisal: Inpatient nurse practitioner [PDF document]. (n.d.). Retrieved from http://www.napnapcareerguide.com/wp-content/uploads/2013/01/NP-Performance-Appraisal-Sample.pdfWoodside, M., & McClam, T. (2011). An introduction to human services. Belmont, CA: Brooks/Cole, Cengage Learning.