Evaluating Nurse's Performance Analysis

I am pleased to state that I have been a registered nurse for forty years. At this moment, I continue working in nursing while pursuing my Bachelor of Science in Nursing degree. My intended month of completion is October 2012. My experience in nursing education has motivated me to continue my education and pursue a Masters degree in a nursing related field commencing in 2013. Thus, in terms of my career planning, my education is a crucial part to my professional development. Extending and deepening one's education, especially within the career field of one's choice, can only bring upon additional professional opportunities as well as opportunities for personal growth. My career planning includes building upon my decades of experience in obstetrics, my particular area of specialty, expertise, and passion, with the assistance and addition of higher education. I believe in terms of career planning, my strengths include foresight, preparation, internal motivation, and focus.

There is also the challenge of having to become involved with quality improvement aspect because it involves having to deal with diverse aspects of the quality related to the patient. The accomplishments can come about in the sense when the head nurse would start recognizing the subordinate working under him/her (Cummings, 2013). This would make the subordinates feel that they are being appreciated owing to which they would start working in a more efficient manner. The skills required to support the performance role is to be able to be willing to work for extra hours. This way, the subordinates would take inspiration from the head nurse regarding work and may look up to him/her and might turn up early for work as

An important element of the appraisal process is the setting of targets and objectives for the next period. An employee cannot be expected to perform well if they do not have a clear understanding of what is expected.

A. Nurse sensitive indicators are factors that are directly impacted by nursing.  There indicators fall into three categories; structure, process and outcomes of nursing care.  The structure indicators are the organizational piece of nursing care. These relates to the amount of staff on duty at a given time, how many RN's are on duty and experience level of the staff. For example, evidence indicates institutions with a higher number of RN’s possessing a Bachelor Degree in nursing result in improved patient outcomes. The process indicators measure nursing care such as patient assessment, patient care and intervention. These are the organizational policies and procedures of nursing.   The patient outcomes are indicators directly related to

By measuring nursing sensitive indicators hospital wide and collecting this information, quality patient care in hospitals can be advanced due to the administrators knowing which areas of practice nurses need to improve. All organizations, including hospitals have institutional cultures, these cultures can potentially have a positive or negative effect on desired outcomes. In the case of hospitals this would be the quality of patient care. If the institutional culture of nurses in the hospital promotes negligence in care, lack of respect for patient autonomy, or poor prioritization, the nursing sensitive indicators should reveal it as for example: negligent care would lead to higher rates of falls and complications acquired during the patient stay.

Employee Appraisals All the activities mentioned above should take place on an ongoing basis. The formal appraisal interview, normally held on an annually, is a great forum to discuss progress in each of these areas.

Nursing sensitive indicators include the configuration, process and outcomes of nursing care. The configuration of nursing care concludes the nursing staff, their nursing skills, and the level of education that each nurse holds. The process of nursing care concludes the nursing assessments, intervention and implimentation. The outcome of nursing care either positive or negative depends on the quantity and quality of the care provided to the patients by the nursing staff ("Nursing world," 2013)

Another target for the nurse manager to perform is to maintain quality improvement in his or her unit in each feature. According to Hurst, Moore & Clark (2011), “Nurse managers who are strong advocates for developing a healthy work environment may be viewed as risk-takers. The workplace is an important setting for the nursing leader to address the mental, physical, social, and economic welfare of employees” (pp 1). This explains that the nurse manager initially communicates with her workers and has a good relationship as manager-employee relationship and directs the concerns and problems directly in order to deliver a confident setting to work efficiently. So that, the quality improvement will be sustained which will improve the proper care delivery.

The aim of this assignment is to explore the four stages of APIE, explaining their importance in nursing, as well as identifying possible problems within the stages, in relation to the videos of Joe. These issues will then be anaylsed using theory, to create possible explanations and consequences for the behaviour and actions shown by Joe and the nurses.

The purpose of this BSR project is to assess the nurse’s performance during their handoff report and develop some strategically possible solutions that may improve a patient quality of care, safety, and satisfaction. Communication plays such an important role between nurses and patients to emphasize that an “Effective workforce planning and policymaking require better data collection and an improved

The study will implement an independent groups design to evaluate the differences in performance between graduate nurses

American Nurses Association (ANA) Standards of Professional Performance explains how all registered nurses do their work and activities consistently according to their professions that promote the wellbeing of their patients and communities (ANA, 2010a). The standards provide a mechanism to patients that they are been taken good care of and that the nurses know exactly what to do so as to provide high-quality care and the measures are in place to determine whether nursing care meets the standards. These activities are related to performance like ethics, quality of practice, education, communication, resources, leadership, environmental health, professional practice evaluation, and evidence-based practice and research. Registered nurses are responsible for their professional actions to themselves, their patients, their peers, and the community at large.

Bottlenecks in processes can and often do exist in any organization and workplace setting, including in nursing settings. The bottlenecks identified in this case are delivery of service, staff buy in, leadership role, and follow through; though these are all problems for learning and development processes in the nursing unit they are not all equal in their prevalence or their effects. In order to effectively manage the different bottlenecks and the potential remedies for these bottlenecks, accurate and meaningful measurements of certain quantitative aspects of the nurse setting and the identified problems must be accomplished. Statistical analysis is one way to accomplish this measurement and assign varying degrees of significance, attention, and resources to the different areas of concern that arise in this case. In this way, statistical analysis can lead directly to practical action meant to improve knowledge and practice in the nursing unit, not simply providing esoteric and or large-scale interpretations of past data.

Performance improvement projects should always consider the impact, positive or negative, on others in the organization (Nassar, 2007). The interconnectedness of complex healthcare organization is an important consideration before any action is taken by one department. The implementation of this standardized nursing shift report process will likely have an impact on the organization as a whole and will affect various departments in different ways. The nursing informatics department currently provides nursing PRN effectiveness documentation data approximately once monthly. During the initial implementation stage of this process, the nursing informatics department will be asked to provide updated at least weekly, and more often in possible, so

I think you did the typical job with sophomore students during that lab experience. It is essential that graduate students assist sophomore nursing students through lab experiences so that sophomore students can obtain and improve nursing skills, knowledge, and communication skills. Nursing students do not have the same level of performance during nursing practice. Some of them learn and understand the content of the topic during the first view or demonstration, but some students need to do nursing practice more than one time to understand the steps of assessment technique correctly. I think you evaluated them via relevant way. As you identified, it was formative and informal kind of evaluation because it occurred during instruction.