Summary: Competency Assessment

After completing the learning assessments for each of the classes I chose to meet National Association of Schools of Public Affairs and Administration’s (NASPAA) five core competencies, I feel as though I have a much more complete vision of what the MPA program is set out to accomplish for me in my academic and professional lives. The various assignments included in this portfolio were included because I feel they best represent my best work in the MPA program. NAASPA’s core competencies, I believe, are the living heartbeat of the MPA program. They include the ability to lead and manage in public governance, the ability to participate in and contribute to the policy process, to analyze, synthesize, think critically, solve problems, and make decisions, the ability to articulate and apply a public service perspective, and the ability to communicate and interact productively with a diverse and changing workforce and citizenry. All five of these competencies are crucial to thinking and planning strategically, manage services, understanding the complexities in, managing, and applying effective administration in all aspects of government.

When it comes to a nursing philosophy, every nurse has their own values, beliefs, and ideals that are different and unique from others. It presents a great challenge when incorporating these ideas into a professional practice. “Professional values are standards for actions accepted by the practitioner and professional group that provide a framework influencing the behavior of the group.” (“Professional Values: The Case for RN-BSN Completion Education,” 2008, p.1). Identifying which values are most important will have a huge

Many assessment tools and interviewing skills are available to the clinical social worker within a mental health setting. This paper will examine one such assessment tool, the competency based assessment, and its applicability in a mental health setting. A comparison will be made between this advanced assessment method and a generalist social work assessment. Interviewing people who have mental health concerns can offer challenges for clinical social workers. Several interviewing techniques that can help with some of these challenges will be outlined.

Therefore, the culture on our unit is to provide safe, quality, and caring service to produce exceptional outcomes for the patients and families; these values are a direct reflection of the institution’s vision for patient care. How the nursing staff perceives organizational culture, manages boundaries, and translates implied values to the patient unit has a direct effect on patient care (Huber, 2014). Meeting the goals of the organization’s mission is demonstrated in my daily nursing processes. I provide patients and families with compassionate care and communication. I take patient advocacy very seriously; I demonstrate respect for patients, colleagues, and community. Furthermore, I find empowerment through teamwork and collaboration, as well as professional growth and

I have a CNOR certification. Therefore, the organization I picked is Competency and Credentialing Institute. It provides CNOR (Certified Perioperative Nurse), CSSM (Certified Surgical Services Manager), CRNFA (Certified RN First Assistant), CNS-CP (Certified Perioperative Clinical Nurse Specialist) and APRN (Advanced Practice Registered Nurse).

51) Supports professional efforts in nursing to achieve a healthier population (e.g., advocating, attending health fairs and promoting principals of the Canada Health Act)

Justice informed the QP "I don't want to go to tutoring I can just wait and go Thursday."

The national nursing shortage is predicted to continue to rise to levels that have not been seen since the 1960’s (Fasoli, 2010). Managers must create an environment that is conducive to employees. The leader needs to promote organizational commitment and retain employees by promoting a positive culture on the unit. Nurses want an environment where they can provide high-quality care to patients and leaders must help facilitate and maintain this environment. Employees also want to feel like their opinions matter to the manager, and they have a say in the future of the unit. Employees do not want to feel like they are not important, or their voices are not being heard.

Using the Criterion-Referenced Competency Test (CRCT) to measure Georgia public schools’ Adequate Yearly Progress (AYP) put pressure on the Atlanta Public Schools and fostered Beverly Hall to use dishonorable tactics to meet the goals of President George W. Bush’s No Child Left Behind Act (NCLB), which required states to conduct annual assessments of student academic achievement to determine financial rewards or penalties for schools and teachers. This act failed to recognize the underlying problems in low-performing public schools, often problems that money could not fix, and had unintended negative consequences such as the “Atlanta cheating scandal.”

The preceptee orientation focuses on three different aspects according to Walker, Burk & Tarka (2010).

Identify a specific instance from your own professional experience in which the values of the organization and the values of the individual nurses did or did not align. Describe the impact this had on nurse engagement and patient outcomes.

Thank you for the discussion of your workplace’s nursing culture. My nursing culture in the facility where I am currently employed, a division of United Health Group, also encourages leadership. However, the organization is unique as culture is defined by five values: integrity, compassion, relationships, innovation, and performance (UnitedHealth Group, 2017). Each of these values are reviewed at a monthly 1:1 session with a manager and are incorporated into the annual evaluation, cash awards, and merit increases.

Huber states that “creative problem solving is the most effective mode of conflict management” (2014, p. 175). Initially, the nurse manager should allow all parties involved an opportunity to explain their position. This projects an authentic interest and commitment to fairness on the part of the manager, as the manager attempts to reframe the conflict into a productive outcome.

The culture of an organization, especially one such as a hospital that involves a lot of different people and their values can greatly increase or decrease the chance of the success of an organization. The hospital doctors, nurses, and other health care workers greatly influence the care of the patient either positively or negatively. Policies and procedures govern the internal making of the regulatory aspects of the patient care. Following policies is a must, and usually leads to the safety of the patient (Jasper, Kangasniemi, Turunen, & Vaismoradi, 2013). The culture of the nursing staff in particular can help influence the retention of nurses, and

It is very important in any professional organization that the values of workers are aligned with that of the organization. In this reference the values of nurses hold a specific importance since it serves humanity and therefore its alignment with its organization is crucial for patient outcomes. Usually the values of any firm depends on things such as networking, educational opportunities provided to its employees, professional and personal growth and so on. Similarly, the values of nursing depend on things such as its technical skills, scientific knowledge and specific human values.