1st lecture practical management (1) (3)

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Dr. Faten Abd-elghani AhmedAssistant professor Nursing Administration

In this presentation the following topics will be covered:

Overall objectives of the Practical Part of Nursing

Service Administration Course.

Schedule of assessment tasks for students during the

semester (practical part)

Introduction to administrative role of the three

nursing managerial levels.

Nursing unit mission, vision and values

Policy and principles of performance appraisal

Objectives of the Practical Part of Nursing Service

Administration Course:

Upon completion of the clinical experience you should be able to:

•Identify the administrative role of the three nursing managerial

levels.

•Identify/criticize unit vision, mission, and values.

•Illustrate policy and principles of performance appraisal.

•Identify different policies used in unit management: patient

admission, discharge, transferee, death and administration of

medication.

•Act as an effective unit manager in different settings.

•Describe how the nurse manager manages her time at a certain

unit.

•Prepare unit schedule using different types of scheduling

•Prepares daily assignment sheet.

•Apply different methods of patient care delivery system.

•Fill certain types of records & reports forms that used in nursing

unit such as patient census record, incident report.

•Use problem solving skills in different situations.

Type of Assessment Tasks

Week Due Mark

Daily ActivitiesThroughout the course

duration15

Attitude & ParticipationThroughout the course

duration5

Quiz 12th wk 10

Final Exam (practical) 16th wk 20

Total 50

Schedule of Assessment Tasks for practical part

Role of the three nursing managerial levels.

Top Managers

Middle Managers

First-Line Managers

Held by persons who manages and directs the overall activities of the Nursing Services Department to carry out the objectives of the organization in providing quality health care to patients.

Responsible for the provision of the optimum standard nursing services and activities in the hospital.

Delegate responsibility and authority to appropriate nursing staff.

Ensure effective communication within the Nursing Service and with other Departments.

Participates in community and governmental health programs.

Represents Nursing in policy development and decision making within the organization.

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1. Top managers (Director of Nursing Services)

2. Middle managers (Nursing Supervisor)

Held by persons to whom authority is delegated by top managers

Directs nursing units’ activities with defined hospital policies and objectives.

Ensure that nursing care is in accordance with agreed standards and safe nursing practice.

Provide leadership, guidance and teaching to nursing staff in accordance with the Hospital and Nursing Department rules, policies and procedures.

Writes monthly nursing report to D.O.N. describing activities on specific units.8

3. First- line managers ( head nurse / unit nurse manager):

Held by persons who direct / supervise the operation of one

unit within a department

This level acts as a link between higher & middle level

managers and non managers ( staff nurses)

They are directly responsible for the actual production of

nursing services & supervising staff performing activities.

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Skill Types Needed by Skill Types Needed by Managerial LevelManagerial Level

The Nursing Division Mission, Vision and Values

Statements

Vision Statement: o An inspirational description of what an organization would like to accomplish in the future. oA vision statement should motivate and inspire employees.EX: We will be the leader in providing highest quality care to our clients and to be recognized as clinical regional referral center for the nurses.

The Mission/Purpose statement: A description of what the organization (or

department) must do to bring vision into reality.

The written expression of the organization’s (or department’s) core purpose, direction and the reason for existence

Each specialty unit has its own specific purpose that contributes to the purpose of the organization.

The following are examples of mission statement:

EX: The Nursing Service at X Hospital is committed to provide quality care, prevent illness, promote health and working with individual, family and community.

EX: The mission of in-service education department is to orient staff to the job and provide educational programs to improve the quality of staff work.

EX: The mission of burn unit is to provide quality-nursing care to patients suffering from burns.

Statement of Values / Philosophy:oIt is a written statement that describes what the organization believes in and how it will behave for accomplishing it’s vision and mission. EX: We believe our services should be equally available to all patients/ community.We believe that patient care must address the physical, emotional, social, and spiritual needs of the individual while respecting a person’s dignity and right to Confidentiality.

Example from Nursing Department of King Fahd

Armed Forces Hospital

•VisionTo be a leading Nursing Department recognized by patients and

staff for excellent and compassionate nursing care.  Nursing

profession will be led by Saudi Nursing Leaders who are recognized

for their ethical and dedicated commitment to the profession.

•MissionThe Nursing Department shall deliver the highest standard of

nursing care to its served population within available resources and

foster an environment for continuing educational development of

nursing staff to facilitate the culture for a center of excellence.

Objectives: examples•Facilitate continuous quality improvement and promote efficient culture

for nursing services at all times.

•Maintain and motivate a patient focused work environment where staff are

empowered, held accountable and recognized for their high level of

performance.

•Encourage educational activities related to nursing profession, health

promotion and management.

•Ensure that the rights and dignity of patients and their carers are respected

and protected.

•Promote health education to patients, their carers and the community.

•Promote professional conduct, ethics and interest to develop amongst

nursing staff.

•Philosophy/Values

We, at Nursing Department of King Fahd Armed Forces Hospital believe in these values:•Patient-centered care

•Integrity

•Professionalism

•Commitment

•Teamwork

EMPLOYEE PERFORMANCE APPRAISAL

Definition:

Performance appraisal refers to monitoring/evaluation

of staff performance within a period of time to

determine efficiency in delivery of care according to

organizational goals and as required by the standards

of Nursing education and practice.

Probationary evaluation refers to the first 3-6 months of

orientation period for new staff

Responsibilities:

Head nurse/supervisors/nursing director

Purpose:

1- Judgment purposes (administrative decision)

2- Developmental purposes.

A number of techniques are available for use & occasionally more than method can be used:1.Rating scales2.Check-list Technique3.Ranking Technique4.Critical Technique5.Essay Technique6.Management by objective (MBO) Technique

Characteristics of good tool: Utility, Simplicity, Validity, Reliability, Consistency, Stability & Discrimination.

Errors in evaluation ▲Errors related to ambiguous evaluation

standards ▲Halo error▲ Horns error▲ Recency error ▲Leniency error▲Central tendency error

Policy for performance appraisal 1- The Head Nurse is responsible for performance appraisal of his/ her

personnel.

2- All performance appraisals should be done according to the staff job

description.

3- The evaluator should be capable of evaluating performance in an effective

manner.

4- Performance appraisal should reflect the performance of the staff.

5- The result of evaluation process will be the identification of individual

development needs and the creation of a plan by which that development

will be achieved.

6- The manager and staff must sign the evaluation form.

7- The staff can discuss with the nurse director if she is unsatisfied with the

evaluation

During Probationary Period (3-6 months) Head Nurse

is responsible for :

o Making initial contact with the new employee when he / she

arrived on the unit.

o Reviewing skills check list and job description with new

employee.

o Introducing the assigned preceptor and outline his / her

responsibilities in the presence of new employee.

o Having the employee checked off any unfamiliar procedure

prior to end of three (3) to six (6) months probationary period.

On at least two (2) weekly basis, the Head Nurse assess

employee’s performance in the following manner:

1.Review documentation on the medical record.

2.Evaluates care given to assigned patients i.e. observe

employee at bedside, ascertain knowledge of patient

diagnosis, medical and nursing management.

3.Evaluate written plan of care

4.Listen to shift report.

5.Obtain feedback from other staff/ preceptor (if applicable)

Probationary evaluations: - If the result of the new nurses’ evaluation after the 3 months

probationary period is fair or poor, educational plan must be done by

head nurse and nursing supervisor and to be reevaluated by the end

of the year.

-Progress notes are to be signed by Head Nurse and employee. Head

Nurse to place reports in employee’s file.

- Probationary evaluations must be completed and sent to nursing

department within the required time.

- The Assistant Director of Nursing must be kept informed on an-

going basis of any unresolved problems.

Annual Evaluation:

- Annual evaluations must be completed and sent to

Personnel through Nursing Department, at least 2 months

prior to the end of the employee’s service year (as per

hospital / MOH policy). It must be signed by the Head

Nurse and employee before submission.

- Written anecdotal notes, conferences/counseling

sessions are to be kept by the Head Nurse on all

employees throughout the contract year.

- Major conferences/meetings and counseling sessions

must be documented/signed by the employee and Head

Nurse and kept in department file.

- The Assistant Director of Nursing must be informed on

an on-going basis of any unresolved problems.

- Staff Nurse is expected to complete self-evaluation as

required.

- All employees must be notified at least 60/90 days

prior to end of service date, if a further contract will or

will not be offered.

1- Work Experience:

o Experience and work performance

o Interest in work

o Interest and ability to learn

o Efficiency to handle emergencies

2- Personal:

o Appearance

o Accepts correction or not

o General behavior

3- Relation with:

o Head of department

o Colleagues

o Patients

Criteria for Evaluation