Unit 538 Handout 1

Staffing needs affect the nursing department’s budget, staff productivity, the quality of care provided to patients and even the retention of nurses (Jooste, 2013). The nurse manager has to explain to the management of the benefits of change in providing adequate staffing all the time. Adequate staffing helps staff retention. Staff retention saves a lot of money in terms of orienting new people to the unit. Safe staffing always helps in the reduction of falls, infection rates, pressure ulcers, decrease hospital stays and death. Flexible and creative scheduling is essential for retaining staff and promoting a positive work climate (Grohar-Murray & Langan, 2011). Adequate staffing with good staffing ratio will help nurses to concentrate on their patient care which may help in a reduction in medical errors and lawsuits to the hospital.

UNIT 524. Facilitate change, in health and social care or children and young people’s settings.

The American Nurses Association supports a legislative model in which nurses are encouraged to create staffing plans specific to each unit. This approach will aide in establishing staffing levels that are flexible and can be changed based on the patients needs, number of admissions to the unit, discharges and transfers during each shift (“Nurse staffing plans,” 2013). This model will assist in keeping the unit staffed appropriately and organized in need of a change during each shift. Without an organized plan like this, a nurse may be required to take on a new admission and already have too big of a workload.

As part of the budget announced February 11, 2014, the federal government proposed changes to the requirements for filing a Section 156 election for closely related groups on form GST25. These changes take effect January 1, 2015.

In addition, nurse managers must make skilled staffing and scheduling decisions to ensure that safe and cost-effective care is provided by caregivers (Yoder-Wise, 2015, p. 256). However, as a nurse manager I would select “to require hospitals to have a nurse driven staffing committee which create staffing plans that reflect the needs of the patient population and match the skills and experience of the staff.” In addition, as a nurse manager, I would also select “for legislators to mandate specific nurse to patient ratios in legislation or regulation” since during the TJC accreditation process, the surveyor reviews the staffing plans developed by the nurse manager for any obvious staffing deficiencies, such as, a shift or series of shifts in which the unit staffing plan is not met (Yoder-Wise, 2015, p.

As the health care administrator, responsible for staffing levels I will conduct and analysis to determine the number staff members required for each department to run efficiently. Upon completion, each employee will be assigned to 8-hour shifts five days per week. Since there will be adequate coverage for each shift that will eliminate the need to have people working over-time which will be a cost saving measure. Now that the staffing levels are ideal this allows patients to receive the necessary medical care which will increase their satisfaction with the health care organization. By having each person working a standard work week without having to do overtime to meet the needs of the department will reduce stress and the possibility of them

There are three staffing models, budget based in which nursing staff is allocated to nursing hours per patient day. Another method is nurse to patient ratio in which the number of nurses per number of patients. Lastly, and I think most importantly is patient acuity in which patient characteristics are used to determine a shift’s staffing needs. My organization uses a combination of methods and taking the overall staffing approach to their specific needs of the unit. There can be concerns about appropriate and safe staffing when only financial approach is taken without considering such as patient acuity, and

Very good your participation. As part of my practice I had the opportunity to witness a shift handover between supervisor and nurse manager who then verifies the population of each department, the staff had in the shift, if there were absences, the category of patients and if necessary reassigned staff from one department to another where there was the need always taking into consideration the competence of the employee to be moved that will be able to provide the service. If absences arises for other shifts the program is verified for possible movement and if not being able to perdiems are approved or overtime but the staff is completed to not affect the service and expose personnel to make mistakes that with good programming can be avoided.

In order to ensure the right amount of distribution of health services each health care organization needs to establish a method to determine what the staff levels need to be in their facility. Staff levels change due to variations of population numbers, age of population, wealth of population, education of population, and whether the population has public or private health benefits. A facility will also need take in account when flu or cold season hits in the winter season, or heat related illnesses in the summer season. In some instances staff levels will need to be changed at a moment’s notice, and no matter what method of staffing is used there needs to be a way to handle the unexpected, and a way to remove the additional staff when no

Staffing is probably the most challenging and certainly the most important to the delivery of patient safety and quality of care. Staffing ensures that appropriate number and level of staff members are available to provide care. Otherwise, surrounding issues will result such as staff dissatisfaction and compromised patient outcomes. The article presents a brief list of strategies on how to cope with short staffing and reference other articles to help manage short staffing.

This warrants international recruitment to be a necessary recruitment process in order to supplement the nursing need in UK.

There would be an adequate number of nurses and physicians available in each health care facility. The number of medical staff needed would be determined based on the prior year’s numbers of staff vs. patients.

They state that diversity within the workforce is one of the main factors which lead and continue to lead to success. Shaw (1998:12) explains the importance of maintaining customer satisfaction and loyalty, “Care passionately for your customers and then they will care for you.” To do this, organisations like Fitness First need to understand their customer’s fully. “Studying customer’s habits can be illuminating and profitable.” Shaw (1998:13) Fitness First look for staff who are committed and passionate towards their work and this will need an effective recruitment and selection procedure. Recruitment policies need to be clear for the applicants so that they are certain they feel this role is for them. “A recruitment policy is simply a statement of intent on the part of an organisation; it outlines the approach everyone is expected to adopt the standards they should achieve in carrying out an organisation’s business.” Foot and Hook (2008:145) This helps the workforce to be part of a team and for everyone to have a full understanding on the organisation’s goals and objectives. A successful recruitment campaign will lure many suitably qualified applicants for the job vacancy. Fitness First use an application form for applicants to apply for a vacancy, the successful applicants will then be interviewed face-to face and this is the final stage of the selection

It is well known that nursing is an integral part of the health care system. In order to provide high-quality health care services it is important to understand the value of adequate nurse staffing.

Online recruitment is a cheap and efficient method by which candidates can be filtered through. Once a CV has been uploaded, CV-matching software places the candidate in a shortlist if appropriate (HRM D.Torr, p.168). Those whose CV’S made the cut will be put through to a