Knowledge of the job description, coupled by the performance evaluation process, builds the foundation for initial and continued employment for all employees throughout an organization. Once the job description is finalized in writing, it is required that every employee review and sign this document at initial employment and when any modifications are made. The essential functions section of the evaluation is specific to each role and is a portion of the overall performance appraisal process. These essential functions are unique to each role and are derived from the job description. To effectively evaluate nurses’ work performance, the field needs to define nurse’s work more precisely and establish smart ways of measuring the impact (Ladden, 2009). In this writers facility, evaluation of the performance of employees is conducted after the first ninety days of employment and then annually. The annual evaluation process is conducted for all staff throughout the entire month of March. Overall, the probationary period review is effective in that allows new employees to receive feedback on their performance prior to the annual evaluation, which is tied to financial compensation. Having an established month for which all evaluations are due is much easier for leaders to accomplish, staff expectations of timeliness to be met, and insuring the date of completion is met per hospital policy.
Prior to starting the current position, a job description and formal offer letter was provided. Both were required to be signed and returned before relocation expenses would be guaranteed. Due to this position being newly established, the initial job description included input from this writer and was determined t...
... middle of paper ...
...g (The Magnet Model Components and Sources of Evidence, 2008). Keeping this in mind going as a nursing leader is the key to success in the future.
References
Drenkard, K., & Swartaount, E. (2005, November). Journal of Nursing Administration. Retrieved March 15, 2011, from Effectiveness of a Clinical Ladder Program: http://www.LOOK UP
Ladden, M. D. (2009, November). Charting Nursing's Future. Retrieved March 15, 2011, from Perspectives on Pay for Performance in Nursing: Key Considerations in Shaping Payment Systems to Drive Better Patient Outcomes: http://www.rwjf.org_charting_nurses_future.html
Marshall, J. (2006, May 9). HCPro. Retrieved March 15, 2011, from Retain Top Nurses With a Clinical Ladder: http://www.hcpro.com/NRS-59006-3238.html
The Magnet Model Components and Sources of Evidence. (2008). Silver Spring: American Nurses Credentialing Center.
Napp, Carol. (2012). Am. sub. sb 83: Final analysis. Ohio Legislative Service Commission. Retrieved from http://www.nursing.ohio.gov/PDFS/AdvPractice/SB83_Analysis.pdf
For hospitals to reach their peak in the healthcare world they must work to achieve a prestigious credential by the American Nurse's Credentialing Center ( Truth about nursing). In order to receive such a credential, hospitals must fulfill a set of criteria that will take a lot of work and reform within the hospital itself. To receive magnet status hospitals have to express the fourteen forces of magnetism along with the strict list of requirements (Flores, 2007). Magnet status along with everything has its benefits along with its problems. This credential has been researched in depth, and some research feels that certain thing should be changed in order for magnet hospitals to be the best they can possible be. Lastly, there is no doubt that magnet status is of great value because of how it transforms hospitals from great to greater.
The magnet recognition program began in the early 1980s as a stride towards promoting nurse retention in the United States. Administrators, directors, staff nurses, and hospital administration gathered together to discuss the essentials of hospital designation. The original research, gathered in 1983, was targeted to identify successful nurse retention. In 1993, the ANCC approved the standards set forth in previous research to become standardized utilizing the forces of magnetism. The 14 characteristics described by the ANCC as “forces of magnetism” define the structure of excellence within the healthcare environment. McClure & Hinshaw (2002), describe the following 14 characteristics that attract and retain nurses to magnet hospitals: “Quality nursing leadership, organizational structure, management style, personal policies and programs, professional models of care, quality of care, quality improvement, consultation and resources, autonomy, community and health organization, nurses as teachers, image of nursing, interdisciplinary relationships, and professional development”.
K. Lynn Wieck, RN, PhD, FAAN, is the Jacqueline M. Braithwaite Professor, College of Nursing, The University of Texas at Tyler, Tyler, TX, and CEO, Management Solutions for Healthcare, Houston, TX; Jean Dois, RN, PhD, NEA-BC, FACHE, is the System Director for Quality and Nursing, CHRISTUS Health System, Houston, TX; and Peggy Landrum, RN, PhD, is Clinical Professor, College of Nursing, Texas Woman 's University, Houston,
Magnet recognition is awarded by the American Nurses Credentialing Center. To date, over 200 hospitals have achieved the recognition of Magnet Status (Kaplow, 2008). Fourteen characteristics described as the Forces of Magnetism are used to promote what a Magnet hospital provides in terms of care. Examples include quality of care, quality of nursing leadership, quality improvement, and professional models of care. The main aspects of the forces involve having RNs taking on responsibility and leadership to help managers create b...
Potter, P.A. & Perry, A.G. (2009). Fundamentals of Nursing (7th ed.). St. Louis, Mo.: Mosby Elsevier.
There is a shortage of all health care professions throughout the United States. One shortage in particular that society should be very concerned about is the shortage of Registered Nurses. Registered Nurses make up the single largest healthcare profession in the United States. A registered nurse is a vital healthcare professional that has earned a two or four year degree and has the upper-most responsibility in providing direct patient care and staff management in a hospital or other treatment facilities (Registered Nurse (RN) Degree and Career Overview., 2009). This shortage issue is imperative because RN's affect everyone sometime in their lifetime. Nurses serve groups, families and individuals to foster health and prevent disease.
Some aspects of the nurse’s job have been made easy and facilitated with the aid of other well trained professionals within their working environments. According to the American Nurses Association (ANA) (2012), registered nurse’s performance has greatly improved over the years as a result of their coordination and partnership with the health care system with other health care providers. As a result, registered nurses are today seen to occupy important leadership positions in the healthcare system and they participate when they are making decisions for patients as well as for other
Potter, P.A., Perry, A.G., Stocker, P.A., & Hall. (2017). Fundamentals of Nursing (9th ed.). St. Louis, MO:
The nursing leadership problem is there are not enough bachelor prepared nurses to staff hospitals nationwide, because Magnet hospitals have a goal to have 80% of nurses in the hospitals to have a four year Bachelor of Science in nursing degree by the year 2020 (Sarver, Cichra, & Kline, 2015). This problem of the shortage of nurses stems from the baby boomers retiring and needing more medical care. So to offset the need for nurses, more two year programs for nurses have begun around the area to increase the nurse population to accommodate the baby boomers. The problem is leading to the nurses who are working short staffed becoming dissatisfied with their job and jumping around from hospital to hospital causing high turnover rates
Low nurse staffing levels are an issue hospital-wide at St. Vincent Healthcare, particularly observed during my management hours with a House Supervisor. A responsibility of a House Supervisor is to ensure efficient utilization and allocation of nurses among the floors, so I have had the opportunity to thoroughly discuss and personally observe a variety of causes and consequences of low staffing with my preceptor. A primary reason for inadequate staffing appears to be due to finances; along with making patient safety a continuous priority, St. Vincent Healthcare must strive for good financial outcomes as well. There are certainly challenges that arise in maintaining a balance between providing adequate staff to deliver safe patient care and delivering services at lower costs. Other causes of low staffing are employee conflicts, management and/or leadership discrepancies, heavier patient loads/higher acuity patients, floating to other units, or decreased job ...
Thousands of nurses throughout the nation are exhausted and overwhelmed due to their heavy workload. The administrators do not staff the units properly; therefore, they give each nurse more patients to care for to compensate for the lack of staff. There are several reasons to why
The Institute of Medicine has released a report that discusses the future in nursing. The IOM has developed four key messages that outline the barriers that need to be overcome, so that nurses can work effectively and to their fullest ability.
In healthcare it is very important to have strong leaders, especially in the nursing profession. A nurse leader typically uses several styles of leadership depending on the situation presented; this is known as situational leadership. It is important that the professional nurse choose the right style of leadership for any given situation to ensure their employees are performing at their highest potential. Depending on which leadership style a nurse leader uses, it can affect staff retention and the morale of the employees as well as nurse job satisfaction (Azaare & Gross, 2011.) “Nursing leaders have the responsibility to create and maintain a work environment which not only promotes positive patient outcomes but also positively influences teams and individual nurses” (Malloy & Penprase, 2010.) Let’s explore two different leadership styles and discuss how they can enhance or diminish the nursing process.
Nursing is expected to have a total US shortage of 923,629 nurses by 2030 with 207 nurses per 100,000 populations; in 2012, nursing school programs rejected an estimated 79,000 eligible applicants due to shortage of professional educators, faculty sites, low capacity of admission spaces and budget restriction (Anderson, 2014). Health Care professionals are gradually considering other career change as they are becoming more overwhelmed by the intricacy of colossal laws that are implemented under new ACA reform. With the new ACA legal requirements in effect statewide, the nurses ar...