Week 8 Written Assignment: Group B Final ProjectErin Buell, Marie Hood, Nicholas Mann, Lauren Smith, & Erin M. WiesenConcordia University, NebraskaDecember 19, 2014

MissionVery Best Medical Group will improve the health of its patients within our metropolitan community.

To set the standard of excellence in affordable, accessible, and superior health care.

Vision

Values ~ Our Five Pillars

Integrity

Compassion

Excellence

Respect

Teamwork

Our FacilityVery Best Medical Group is a private, for-profit medical clinic that is opening a new 24-hour Urgent Care Clinic with 10 exam rooms.

We offer outpatient services including primary care, laboratory, pharmacy, physical therapy, and social services.

Our StaffVery Best Medical Group employs 40 physicians and over 250 support staff.

We are currently hiring 10 Registered Nurses as Very Best Medical Group is expanding to include a new 24-hour urgent care clinic.

Executive Team

Dr. Gerald Nelson, Sr.

Chief Executive Officer

Annette Schaffer,Chief Operating

Officer

Sally Mayes, MDChief Medical Officer

Jane Carter, RN Clinical Nurse

Manager

Kelly OlsonVice President of

Information Technology & Security

Tomi AlliasVice President of

Marketing & Community Affairs

Wayne CarsonVice President of

Finance and Development

Peter AdrianVice President of

Human Resources

Professional Staff

Physicians40

Nurse-Practitioners/Physician Assistants

20

Registered Nurses/Licensed

Professional Nurses60

Pharmacists/Pharmacy technicians

15

Physical Therapists/Physical Therapy Assistants

15

Laboratory Technicians15

Social Workers5

Clerical Staff120

My PositionI am Jane Carter, RN, Clinical Nurse Manager.

I am responsible for the direction of personnel functions, such as recruiting, hiring, developing, and retaining staff.

I have an integral role in handling disciplinary actions in conjunction with the Human Resource specialists.

Job Description: Registered Nurse Delivers safe, quality health care services

to patients and their families.

Assists the physicians in diagnosing and treating a variety of complaints throughout the illness management process.

Provides appropriate preventive health care services, information, and resources.

Ethical Considerations Compliance Integrity and professionalism Patient care Conflicts of interest Non-discrimination Documentation and reporting Safe environment

Nursing Code of Ethics Standards of nursing practice Ongoing development of training,

education, and research Educational requirements for practice Certification requirements Continuing evaluation of the

effectiveness of the profession

Legal Considerations

Licensure and certification

State and federal laws Scope of practice Compliance Public expectation of

professional standards Individual and

organizational responsibilities

Failure to meet acceptable

standards of care,

competence, and compliance

can lead to litigation.

SWOT Analysis

Training Needs Training covers management related

topics, position-specific topics, and intervention topics.

Organizational development strives to increase effectiveness and adapt to change by analyzing: Plans Processes People

Training Design The ADDIE Model:

Analysis Design Development Implementation Evaluation

This model constantly evaluates training initiatives to check for fit and outcomes.

New Hire Orientation Organizational background Mission, vision, and values Ethical and legal considerations (HIPAA) Employee handbook New employee paperwork

New Hire Orientation Insurance and benefits

Need to know: Parking Entrances Time clock Dress code

Performance ManagementPerformance management is a strategic function that includes the following managerial activities: Setting performance goals Monitoring employee progress toward

goals Designing strategies to create and

sustain improvement Providing ongoing feedback and coaching

Performance Management Identifying recruitment needs Retention of talent Job analysis Setting performance goals Monitoring goal progress Designing improvement strategies Ongoing provision of feedback Goal is to improve employee performance

Performance ManagementSources of Data: Supervisory appraisal Self appraisal Subordinate appraisal Team/peer appraisal Multi-source appraisal

Individual traits Behaviors Results or outcomes

Performance ManagementMethods of Evaluation: Graphic Rating Scale Behavior Anchored Rating Scale Behavioral Observation Scale Ranking Critical Incident Management by Objectives

Performance AppraisalPerformance appraisals are: Required for Joint Commission accreditation Modes of identifying and rating competencies Factors in determining employee and organizational

goals

Multi-source appraisals offer: A 360ᵒ perspective from internal and external sources Rating of traits, behaviors, and outcomes Feedback for position and organizational development

Healthcare Trends Technological Innovation Consumer mindset of patients Focus on quality and evidence-based

medicine Security and privacy New healthcare professionals

Healthcare Trends Information technology and decision

support systems Globalization Demographic changes Prevention and disease management Patient safety

ReferencesAmerican Nurses Association. (2001). Code of ethics for nurses with interpretive statements [PDF document]. Retrieved from http://nursingworld.org/MainMenuCategories/EthicsStandards/CodeofEthicsforNurses/Code-of-Ethics.pdfBratton, J. (2007). Human resource management. Mahwah, NJ: Lawrence Erlbaum Associates.Cohen, S. (2001). Live your mission statement. Nursing Management, 32(8), 13. Fallon Jr., L. F., & McConnell, C. R. (2007). Human resource management in health care: Principles and practice. Sudbury, MA: Jones & Bartlett Learning. Flynn, W. J., Mathis, R. L., Jackson, J. H., & Langan, P. (2007). Performance management in healthcare organizations. Healthcare human resource management (2nd ed., pp. 184-197).Fried, B. J., & Fottler, M. D. (2011). Fundamentals of human resources in

healthcare. Chicago, IL: AUPHA.

ReferencesMacMillan, A. (2014). Importance of performance management process & best practices to optimize monitoring performance work reviews/feedback and goal management. Retrieved from http://www.successfactors.com/en_us/lp/articles/optimize-performance-management.htmlMonster. (2014). Registered nurse job description sample. Retrieved

from http://hiring.monster.com/hr/hr-best-practices/recruiting- hiring-advice/job-descriptions/registered-nurse-job-description-sample.aspxPavlica, H. (n.d.) Week 7 – MPH 548; Performance management [PowerPoint slides]. Retrieved from https://engage.cune.edu/learn/pluginfile.php/29076/mod_page/content/4/Week 7-MPH458.pptxPerformance appraisal: Inpatient nurse practitioner [PDF document]. (n.d.). Retrieved from http://www.napnapcareerguide.com/wp-content/uploads/2013/01/NP-Performance-Appraisal-Sample.pdfWoodside, M., & McClam, T. (2011). An introduction to human services. Belmont, CA: Brooks/Cole, Cengage Learning.