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Benchmark Assignment Performance Management Plan Proposal HLT 313V

Benchmark Assignment Performance Management Plan Proposal, HLT313V

Benchmark Assignment – Performance Management Plan Proposal

Performance management is, ideally, an ongoing quality-assurance-based process to provide an organization, its employees, regulatory agencies, accreditors, and other stakeholders with a structured means to support and accomplish mutually identified strategic goals and objectives.

Assume the role of a newly-hired risk management officer for a hypothetical new allied health organization in your chosen career field. You and your team will need to develop the organization’s policies.

The first item you will create will be a performance management plan. Using the resources in HIM Briefings or other qualified framework, craft a proposal (1,250-1,500 words) for a performance management plan for the new organization that includes the following: Benchmark Assignment Performance Management Plan Proposal HLT 313V

• Organizational Goals: Provide a statement of the organization’s goals in terms of workplace safety, risk management, or quality improvement. Select one area, and develop five goals for that one area.
• Outline of Organizational Objectives: Outline and provide a brief evaluation of specific objectives that support the organizational goals you previously identified to include the use of a interdisciplinary approach to patient care.
• Rationale: Evaluate the use of the interdisciplinary approach to patient care in the performance management plan. When provisions were planned in order to include this approach effectively.
• Quality and Process Outcomes: Describe the importance of quality and process outcomes within one’s scope of practice.
• Summary of Relevant Performance Measures: Summarize the steps and measures the new organization will adopt to measure performance. Consider (a) how well measures will align with the stated goals, (b) how these measures demonstrate the importance of quality, and the relationship to positive health outcomes, (c) how the measures are able to be controlled by the organization (i.e., how the organization can effect change in this area), and (d) how the measures meet criteria related to reliability and validity, and which are standardized.
• Performance Baseline: Determine a performance baseline for the measures selected. This will enable the organization to conduct comparisons of desired goals versus actual results over time.
• Performance Evaluation: Select one of three commonly accepted methods to measure provider quality and summarize the features and why it applies best to the organization. Refer to the assigned reading, “The Measurement of Health Care Performance: A Primer from the Council of Medical Specialty Societies.”
• Definition of Success: Define what success means to the organization. Now that you have chosen measures to assess organizational performance, identify what success means to the organization; otherwise, you are chasing a moving target. Be explicit in the level of performance you see as acceptable. This will change as an organization grows, but you need to start somewhere in order to get anywhere.

Provide a minimum of three qualified resources from the readings, qualified websites, or the GCU Library in order to complete this assignment successfully.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a rubric. Review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this assignment to LopesWrite. Refer to the LopesWrite Technical Support articles for assistance.

Benchmark Information:
This benchmark assignment assesses the following programmatic competencies:
BS – Homeland Security and Emergency Management
1.4: Evaluate the use of an interdisciplinary approach to patient care.
5.3: Describe the importance of quality and process outcomes within one’s scope of practice.

Benchmark Assignment Performance Management Plan Proposal HLT 313V RUBRIC

Course CodeClass CodeAssignment TitleTotal PointsHLT-313VHLT-313V-O500Benchmark Assignment – Performance Management Plan Proposal200.0CriteriaPercentageUnsatisfactory (0.00%)Less Than Satisfactory (65.00%)Satisfactory (75.00%)Good (85.00%)Excellent (100.00%)CommentsPoints EarnedContent70.0%Organizational Goals10.0%Proposal does not include a discussion of organizational goals.Benchmark Assignment Performance Management Plan Proposal HLT 313VProposal includes a discussion with specific organizational goals, but elements are missing or the submission is otherwise incomplete.Proposal includes a basic discussion with specific organizational goals. Minimal detail and/or support are provided.Proposal includes a complete discussion with specific organizational goals. Proposal incorporates most essential details and provides appropriate support.Proposal includes a clear and thorough discussion with specific organizational goals. Proposal analyzes supporting evidence insightfully and provides specific examples with relevance. Level of detail is appropriate.Outline of Organizational Objectives10.0%Proposal does not include an outline of organizational objectives.

Benchmark Assignment Performance Management Plan Proposal HLT 313V

Proposal includes an outline of organizational objectives, but elements are missing or the submission is otherwise incomplete.Proposal includes an outline and brief evaluation of organizational objectives. Minimal detail and/or support are provided.

Benchmark Assignment Performance Management Plan Proposal HLT 313V

Proposal includes an outline and brief evaluation of organizational objectives. Proposal incorporates most essential details and provides appropriate support.Proposal includes an outline and brief evaluation of organizational objectives. Proposal analyzes supporting evidence insightfully and provides specific examples with relevance. Level of detail is appropriate.Rationale (C1.4)10.0%Proposal does not include an evaluation of the use of the interdisciplinary approach.Proposal includes an evaluation of the use of the interdisciplinary approach, but elements are missing or the submission is otherwise incomplete.Proposal includes an evaluation of the use of the interdisciplinary approach. Minimal detail and/or support are provided.Proposal includes an evaluation of the use of the interdisciplinary approach. Proposal incorporates most essential details and provides appropriate support.Proposal includes an evaluation of the use of the interdisciplinary approach. Proposal analyzes supporting evidence insightfully and provides specific examples with relevance. Level of detail is appropriate.Quality and Process Outcomes (C5.3)10.0%Proposal does not include a description of the importance of quality and process outcomes within the scope of practice.

Benchmark Assignment Performance Management Plan Proposal HLT 313V

Proposal includes a description of the importance of quality and process outcomes within the scope of practice, but elements are missing or the submission is otherwise incomplete.Proposal includes a description of the importance of quality and process outcomes within the scope of practice. Minimal detail and/or support are provided.Proposal includes a description of the importance of quality and process outcomes within the scope of practice. Proposal incorporates most essential details and provides appropriate support.Proposal includes a description of the importance of quality and process outcomes within the scope of practice. Proposal analyzes supporting evidence insightfully and provides specific examples with relevance. Level of detail is appropriate.Summary of Relevant Performance Measures8.0%Proposal does not include a summary of relevant performance measures.

Benchmark Assignment Performance Management Plan Proposal HLT 313V

Proposal includes a summary of relevant performance measures, but elements are missing or the submission is otherwise incomplete.Proposal includes a summary of relevant performance measures. Minimal detail and/or support are provided.Proposal includes a complete summary of relevant performance measures. Proposal incorporates most essential details and provides appropriate support.Proposal includes a clear and thorough summary of relevant performance measures. Proposal analyzes supporting evidence insightfully and provides specific examples with relevance. Level of detail is appropriate.Performance Baseline7.0%Proposal does not identify or include a performance baseline.Proposal identifies a performance baseline, but elements are missing or the submission is otherwise incomplete.Proposal identifies and includes a performance baseline. Minimal detail and/or support are provided.Proposal identifies and includes a performance baseline. Proposal incorporates most essential details and provides appropriate support.Proposal identifies and includes a performance baseline. Proposal analyzes supporting evidence insightfully and provides specific examples with relevance. Level of detail is appropriate.Performance Evaluation8.0%Proposal does not include a discussion of a method of performance evaluation.Proposal includes a discussion of a method of performance evaluation, but elements are missing or the submission is otherwise incomplete.Proposal includes a basic discussion of a method of performance evaluation. Minimal detail and/or support are provided.Proposal includes a complete discussion of a method of performance evaluation. Proposal incorporates most essential details and provides appropriate support.Proposal includes a clear and thorough discussion of a method of performance evaluation. Proposal analyzes supporting evidence insightfully and provides specific examples with relevance. Level of detail is appropriate.Definition and Discussion of Success7.0%Proposal does not include define or include a discussion of success for the organization.

Benchmark Assignment Performance Management Plan Proposal HLT 313V

Proposal includes a definition and/or a discussion of success for the organization, but elements are missing or the submission is otherwise incomplete.Proposal includes a basic definition and discussion of success for the organization. Minimal detail and/or support are provided.Proposal includes a complete definition and discussion of success for the organization. Proposal incorporates most essential details and provides appropriate support.Proposal includes a clear and thorough definition and discussion of success for the organization. Proposal analyzes supporting evidence insightfully and provides specific examples with relevance. Level of detail is appropriate.Organization and Effectiveness20.0%Thesis Development and Purpose7.0%Paper lacks any discernible overall purpose or organizing claim.Thesis is insufficiently developed or vague. Purpose is not clear.Thesis is apparent and appropriate to purpose.Thesis is clear and forecasts the development of the paper. Thesis is descriptive and reflective of the arguments and appropriate to the purpose.Thesis is comprehensive and contains the essence of the paper. Thesis statement makes the purpose of the paper clear.Argument Logic and Construction8.0%Statement of purpose is not justified by the conclusion. The conclusion does not support the claim made. Argument is incoherent and uses noncredible sources.Sufficient justification of claims is lacking. Argument lacks consistent unity. There are obvious flaws in the logic. Some sources have questionable credibility.Argument is orderly, but may have a few inconsistencies. The argument presents minimal justification of claims. Argument logically, but not thoroughly, supports the purpose. Sources used are credible. Introduction and conclusion bracket the thesis.Argument shows logical progression. Techniques of argumentation are evident. There is a smooth progression of claims from introduction to conclusion. Most sources are authoritative.Clear and convincing argument presents a persuasive claim in a distinctive and compelling manner. All sources are authoritative.Mechanics of Writing (includes spelling, punctuation, grammar, language use)5.0%Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice and/or sentence construction are used.

Benchmark Assignment Performance Management Plan Proposal HLT 313V

Frequent and repetitive mechanical errors distract the reader. Inconsistencies in language choice (register) and/or word choice are present. Sentence structure is correct but not varied.Some mechanical errors or typos are present, but are not overly distracting to the reader. Correct and varied sentence structure and audience-appropriate language are employed.Prose is largely free of mechanical errors, although a few may be present. The writer uses a variety of effective sentence structures and figures of speech.Writer is clearly in command of standard, written, academic English.Format10.0%Paper Format          (Use of appropriate style for the major and assignment)5.0%Appropriate template is not used appropriately or documentation format is rarely followed correctly.Appropriate template is used, but some elements are missing or mistaken; lack of control with formatting is apparent.Appropriate template is used, and formatting is correct, although some minor errors may be present.Appropriate template is fully used; There are virtually no errors in formatting style.All format elements are correct.Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style)5.0%Sources are not documented.Documentation of sources is inconsistent or incorrect, as appropriate to assignment and style, with numerous formatting errors.Sources are documented, as appropriate to assignment and style, although some formatting errors may be present.Sources are documented, as appropriate to assignment and style, and format is mostly correct.Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error.Total Weightage100% 

 

Week 5 Required Resources – Benchmark Assignment Performance Management Plan Proposal HLT 313V

McLaughlin and Kaluzny’s Continuous Quality Improvement in Health Care

Read Chapters 12 and 14 from McLaughlin and Kaluzny’s Continuous Quality Improvement in Health Care.

URL:

https://www.gcumedia.com/digital-resources/jones-and-bartlett/2018/mclaughlin-and-kaluznys-continuous-quality-improvement-in-health-care-custom_5e.php

Performance Management and Measurement

Read “Performance Management and Measurement,” located on the Health Resources and Services Administration website.

URL:

https://www.hrsa.gov/sites/default/files/quality/toolbox/508pdfs/performancemanagementandmeasurement.pdf

Meet HIM Department Goals with a Performance Management Program

Use “Meet HIM Department Goals with a Performance Management Program,” from HIM Briefings (2019) to complete your assignment.

URL:

https://lopes.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=ccm&AN=136952250&site=ehost-live&scope=site

PCMH Accreditation Becomes More Flexible

Read “PCMH Accreditation Becomes More Flexible,” by Terry, from Medical Economics (2017).

URL:

https://lopes.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=ofs&AN=122635935&site=ehost-live&scope=site

The JRCERT Accreditation Process: A Site Visitor’s Perspective

Read “The JRCERT Accreditation Process: A Site Visitor’s Perspective,” by Zelna and Schans, from Radiologic Technology (2017).

URL:

https://lopes.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=ccm&AN=120516430&site=ehost-live&scope=site

Integrating Purpose with a Mission Statement: When Structured and Applied, Quality and Performance Improvement Value Are Created

Read “Integrating Purpose with a Mission Statement: When Structured and Applied, Quality and Performance Improvement Value are Created,” by Kern, from Healthcare Executive (2018).

URL:

https://lopes.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=ccm&AN=132751339&site=ehost-live&scope=site

The Measurement of Health Care Performance: A Primer From the Council of Medical Specialty Societies

Read “The Measurement of Health Care Performance: A Primer From the Council of Medical Specialty Societies,” from Council of Medical Specialty Societies (2015).

URL:

https://cmss.org/wp-content/uploads/2015/07/CMSS-Quality-Primer-layout.final_-1.pdf

Optional – Key Performance Indicators

For additional information, the following is recommended: “Key Performance Indicators,” by Walston, from Organizational Behavior and Theory in Healthcare: Leadership Perspectives and Management Applications (2017)

URL:

https://lopes.idm.oclc.org/login?url=http://library.books24x7.com.lopes.idm.oclc.org/library.asp?^B&bookid=142877&chunkid=542537354&rowid=445

Benchmark Assignment Performance Management Plan Proposal HLT 313V

Becoming a licensed surgical nurse takes at least four years if you are not already a registered nurse. The first step is to earn an associate’s degree, which qualifies you to take the NCLEX-RN exam. After passing the exam, you’ll need to gain two years of hands-on experience working as a registered nurse before you can apply for surgical nurse certification.

If you opt to pursue a Bachelor of Science in Nursing (BSN) instead of an associate’s degree, the entire process will take around six years to become a certified perioperative nurse.

The certification path for registered nurses who want to specialize in surgical nursing involves acquiring the necessary perioperative experience, which can vary depending on the certification. Those who wish to become a Certified Registered Nurse First Assistant (CRNFA) must hold a bachelor’s degree and meet the experience requirements.

Who is a Surgical Nurse?

A surgical nurse, also known as a perioperative nurse, is a registered nurse who specializes in providing care to patients undergoing surgical procedures. They play a vital role in ensuring the safety and well-being of patients before, during, and after surgery. 

What Do Surgical Nurses Do?

Here are some of the key responsibilities of a surgical nurse:

Pre-operative care

• Educating, counseling, and reassuring patients before their surgeries
• Assessing and recording patients’ vital signs and medical histories
• Preparing the operating room by setting up instruments and equipment
• Sterilizing and marking incision sites
• Assisting in setting up intravenous lines and other necessary equipment

Intra-operative care:

• Monitoring patients’ vital signs during surgery
• Assisting the surgical team by passing instruments and supplies
• Maintaining a sterile environment to prevent infections
• Assisting anesthesiologists and nurse anesthetists in monitoring the patient’s anesthesia
• Helping to position the patient according to the surgical procedure
• Resuscitating patients if necessary

Post-operative care

• Transporting patients to recovery rooms or intensive care units
• Monitoring patients’ vital signs and overall condition after surgery
• Administering medications and fluids as prescribed
• Changing dressings and monitoring surgical sites for signs of infection
• Educating patients and their families about post-operative care and recovery

Surgical nurses work closely with surgeons, anesthetists, and other healthcare professionals to ensure that patients receive the highest quality care throughout their surgical journey. Their expertise and attention to detail prevent complications and promote optimal patient outcomes.

Steps to Becoming a Surgical Nurse

Becoming a surgical nurse involves a combination of education, experience, and specialized training. Here’s a detailed guide on how to pursue a career in surgical nursing:

Earn a Nursing Degree

The first step to becoming a surgical nurse is to obtain a nursing degree from an accredited college or university. You can choose an Associate’s Degree in Nursing (ADN) or a Bachelor of Science in Nursing (BSN). While some hospitals hire ADN nurses, most prefer candidates with a BSN, as it better prepares you for the complexities of surgical nursing.

Obtain RN Licensure

After completing your nursing degree, you must pass the National Council Licensure Examination for Registered Nurses (NCLEX-RN). This nationwide exam is a requirement for practicing as a registered nurse in the United States.

Gain Relevant Experience

Most hospitals and surgical centers require nurses to have at least one year of relevant experience before transitioning into a perioperative role. Gain experience in medical-surgical nursing, critical care, or emergency nursing to build a strong foundation for your surgical nursing career.

Pursue Specialized Training

To prepare for a surgical nursing role, consider attending a specialized training program like the “Periop101: A Core Curriculum” offered by the Association of Perioperative Registered Nurses (AORN). This program covers essential topics like anesthesia, surgical draping, and patient and equipment safety.

Obtain Certification

After gaining experience in perioperative nursing, you can demonstrate your expertise and enhance your career prospects by obtaining certification. The Competency and Credentialing Institute (CCI) offers three perioperative nursing certifications:

CNOR (Certified Perioperative Nurse): This certification is designed for surgical nurses with at least two years of perioperative experience and validates their skills and knowledge.

CFPN (Certified Foundational Perioperative Nurse): This credential is intended for surgical nurses with less than two years of experience and provides a foundation for ongoing professional development.

CNAMB (Certified Ambulatory Surgery Nurse): This certification recognizes perioperative nurses’ specialized knowledge and competencies working in ambulatory surgery settings.

Additionally, nurses interested in post-operative care and patient education may pursue the Certified Medical-Surgical Registered Nurse (CMSRN) certification offered by the Academy of Medical-Surgical Nurses. To be eligible, candidates must have an active RN license, two years of med-surg experience, and at least 2,000 hours of practice in the past three years.

By following these steps and continuously seeking opportunities for growth and learning, you can build a rewarding career as a skilled and knowledgeable surgical nurse.

How Much do Surgical Nurses Make?

According to the U.S. Bureau of Labor Statistics, the median annual wage for registered nurses, including surgical nurses, was $77,600 in May 2021. However, surgical nurses with advanced certifications and experience can earn higher salaries, ranging from $80,000 to over $100,000 annually, depending on location, employer, and specialization.

Can you become a Surgical Nurse online?

While you can complete some nursing degree programs online, becoming a surgical nurse requires hands-on clinical experience that cannot be fully replicated online. However, some universities offer hybrid programs that combine online coursework with in-person clinical rotations. After becoming a registered nurse, you can pursue additional online courses or certifications to specialize in surgical nursing.

What is the difference between a Surgical Nurse and a Scrub Nurse? 

A surgical nurse is a broad term that encompasses all nurses who work in the perioperative setting, including pre-operative, intra-operative, and post-operative care. A scrub nurse, also known as an operating room nurse or perioperative nurse, is a specific type of surgical nurse who works directly with the surgical team during an operation. Scrub nurses are responsible for maintaining a sterile environment, preparing and handling surgical instruments, and assisting the surgeon during the procedure.

Do your Surgical Nurse exam qualifications expire?

Most surgical nurse certifications, such as the CNOR (Certified Perioperative Nurse) or CRNFA (Certified Registered Nurse First Assistant), require periodic renewal to ensure that nurses maintain their knowledge and skills. Renewal requirements often involve completing a certain number of continuing education hours and/or retaking the certification exam. The specific renewal period and requirements vary depending on the certifying organization.

Is Surgical Nursing Difficult?

Surgical nursing can be challenging, as it requires a high level of technical skill, attention to detail, and the ability to work well under pressure. Surgical nurses must have a strong understanding of anatomy, physiology, and surgical procedures, as well as the ability to anticipate the needs of the surgical team and respond quickly to emergencies. They also need excellent communication and interpersonal skills to effectively collaborate with other healthcare professionals and provide compassionate patient care. While the demands of surgical nursing can be significant, many nurses find the work highly rewarding and fulfilling.

How many years does it take to become a surgical nurse?

It takes 4-6 years to become a surgical nurse. This includes:

• 2-4 years to earn a nursing degree (ADN or BSN)
• Passing the NCLEX-RN exam
• 1-2 years of experience in general nursing
• Additional specialized training in perioperative nursing, often through a 6-12 month program

Some nurses may take longer if they pursue advanced certifications or a master’s degree. The exact timeline can vary based on individual circumstances, the educational path chosen, and specific employer requirements.

Assignment 6: Perceiving and Believing

Assignment 6: Perceiving and Believing

To relate the material in Chapter Four, “Perceiving and Believing,” to the assigned film. Your paper (3-4 pages) will consist of three sections as follows.

• Introduction Paragraph (2 pts.)
• Briefly summarize the film in five sentences or less.
• Thinking (6 pts.)
• What was the event that inspired the film
• What caused the event
• What was the response
• How did different points of view include factual reports, inductive inferences, evaluative judgments
• How do perceptions and beliefs of others influence awareness of our “lenses?”
• Conclusion Paragraph (2 pts.)
• Briefly explain how the text relates to the reader in Chapter Four, “Perceiving and Believing.”

ORDER THROUGH BOUTESSAY

• What was the event that inspired the film
• What caused the event
• What was the response
• How did different points of view include factual reports, inductive inferences, evaluative judgments
• How do perceptions and beliefs of others influence awareness of our “lenses?”
• Conclusion Paragraph (2 pts.)
• Briefly explain how the text relates to the text in Chapter Four, “Perceiving and Believing.”

Chapter 4

Things aren’t always what they seem! This “Mae West Room” in the Salvador Dali Museum illustrates the complex and surprising nature of perceiving and making sense of our world. How do we develop clear and accurate perceptions of the world that are not biased or slanted toward one perspective?

Perceiving is actively selecting, organizing, and interpreting sensations: selecting to pay attention to, collecting sensations into a design or pattern, and interpreting what this pattern or event means.

Experiences shape our perceptions. We view the world through our unique lenses, which shape and influence our perceptions. We construct beliefs based on our perceptions. We construct knowledge based on our beliefs. Thinking critically involves understanding how lenses influence perceptions, beliefs, and learning.

Thinking is how you make sense of the world. By believing in an active, purposeful, and organized way, you can solve problems, work toward your goals, analyze issues, and make decisions.

Your experience of the world comes to you by means of your senses: sight, hearing, smell, touch, and taste. These senses are your bridges to the world, making you aware of what occurs outside you; the process of becoming aware of your world through your senses is known as perceiving.

In this chapter, you will explore how your perceiving process operates, how your perceptions lead to the construction of your beliefs about the world, and how your perceptions and your beliefs relate to your ability to think effectively.

In particular, you will discover how you shape your personal experience by actively selecting, organizing, and interpreting the sensations the senses provide. We each view the world through a pair of individual “eyeglasses” or “lenses” that reflect our past experiences and unique personalities.

As a critical thinker, you want to become aware of the nature of your lenses to help eliminate any bias or distortion they may be causing. You also want to become aware of the lenses of others so that you can better understand why they view things the way they do.

At almost every waking moment of your life, your senses are bombarded by many stimuli: images to see, noises to hear, odors to smell, textures to feel, and flavors to taste. The experience of all these sensations at once creates what the nineteenth-century American philosopher William James called “a bloomin’ buzzin’ confusion.” Yet to us, the world usually seems much more orderly and understandable. Why is this so?

First, your sense equipment can receive sensations only within certain limited ranges. For example, animals can detect many sounds and smell that you cannot because their sense organs have broader ranges than yours.

A second reason you can handle this sensory bombardment is that from the stimulation available, you select only a small amount on which to focus your attention. To demonstrate this, try the following exercise.

Concentrate on what you can see, ignoring your other senses. Focus on sensations you were unaware of and then answer the first question. Concentrate on each of your other senses in turn, following the same procedure.

1. What can you see? (e.g., the shape of the letters on the page, the design of the clothing on your arm)

2. What can you hear? (e.g., the hum of the air conditioner, the rustling of a page)

3. What can you feel? (e.g., the pressure of the clothes against your skin, the texture of the page, the keyboard against your fingers)

4. What can you smell? (e.g., the perfume or cologne someone is wearing, the odor of stale cigarette smoke)

5. What can you taste? (e.g., the aftereffects of your last meal)

Compare your responses with those of the other students in the class. Do your classmates perceive sensations that differ from the ones you perceived? If so, how do you explain these differences?

As you perform this simple exercise, it should become clear that for every sensation you focus your attention on, countless other sensations are ignored.

You would be completely overwhelmed if you knew everything is happening at every moment. By selecting certain sensations, you can make sense of your world in a relatively orderly way. The activity of using your senses to experience and make sense of your world is known as perceiving.

Benchmark – Population Health Policy Analysis Essay NUR 550 Example

Diabetes affects more than 30 million Americans and costs the country more than “$327 billion per year” (Cefalu, 2018). Diabetes has a significant impact on people’s lives, resulting in increased medical costs, lost productivity, premature deaths, and decreased quality of life. Diabetes is not going away, and the patient population has grown. Unfortunately, so has the cost of the life-saving drug insulin.

Rising insulin costs, an essential medication that has more than tripled in price, are making life difficult for diabetics. Some are even forced to choose between buying their medications and paying for other necessities, putting their health at risk in the short and long term. The question is, why has a medication that was invented in the 1920s and has seen few changes become increasingly expensive, and what can we do to help offset those costs?

History of Insulin

The discovery of insulin in 1922 marked a major breakthrough in medicine and therapy in patients with diabetes.  Long before the discovery of insulin, it was hypothesized that the pancreas secreted a substance that controlled carbohydrate metabolism. For years, attempts at preparing pancreatic extracts to lower blood glucose were unsuccessful due to impurities and toxicities.

It was Frederick Banting, an orthopedic surgeon, who first isolated the pancreatic islet extracts from the pancreatic duct of dogs (Quianzon, n.d.).  Relatively few changes have happened to insulin since its invention, save for the introduction of some preservatives that enabled it to act longer.  Finally, in 1982 we were able to ‘create’ a human analogue of the insulin, and there have been no real changes since (Quianzon, n.d.).

Improving Access

In the spring of 2017, the American Diabetes Association (ADA) Board of Directors convened an ‘Insulin Access and Affordability Working Group’ (Working Group) to determine the full scope of the insulin affordability problem.  Their main goal was to recommend “strategies, and to provide high-level direction to the ADA related to this issue” (Cefalu, 2018).   One major finding of the Working Group was that the average price of insulin nearly tripled between 2002 and 2013 in the United States, yet other countries pay significantly less.

In fact, “Americans pay more than 10 times as much for insulin as Canadians do, according to a commentary published in the Nov. 7 issue of the New England Journal of Medicine, despite a single vial of current analog insulin only costing around $3 to $6 to make” (Healthday, 2019).  Because of this, lawmakers in the US are trying to stop ‘price-gouging’ and regulate the costs of insulin.

Addressing the Issue

In an era when healthcare is extremely expensive, there are many opinions on how involved our federal government should be in bringing drug prices down. However, there is one particular drug-pricing crisis that many can agree needs to be addressed sooner rather than later: the insulin crisis. New legislation in Washington and Colorado cap the price of insulin at $100 per 30-day supply, and several federal bills have also been introduced.

While none of the bills specify how they make this work, they have created a law “cap[ping] the total amount that a covered person is required to pay for a covered prescription insulin drug at an amount not to exceed one hundred dollars per thirty-day supply of insulin, regardless of the amount or type of insulin needed to fill the covered person’s prescription” (Roberts et al, 2019).

Implications

If we don’t put an end to unnecessarily high insulin costs, many more people will lose the fight against diabetes, succumbing to problems associated with a lack of insulin. While these measures suggest there’s finally some attention and progress on the issue of insulin price gouging, there are several significant things to consider: Colorado and Washington are just two states, and people with diabetes live in all over the US, and these caps only apply to people who have health insurance coverage.  For people without insurance, or those living outside of the states, mentioned,  they continue to face high costs with no clear end in sight.

While much of the cost of diabetes appears to fall on insurers (especially Medicare) and employers (in the form of reduced productivity at work, missed work days, and higher employer costs for health care), in reality such costs are passed along to all of society in the form of higher insurance premiums and taxes, reduced earnings, and reduced standard of living.

Patient Advocacy

As an APRN we are responsible for ensuring that our patients receive the best care possible.   This includes providing them with the different ways they can get access to their medications.   Until there is a ‘universal’ health care and coverage program, then we have to be  ready to help patients find things like rebates, coupons, sponsorships, etc for their more expensive medications – medications like insulin.  Directing patients to the these programs can help them mitigate the costs of their disease and improve quality of life.

Conclusion

“Insulin is a flashpoint in the drug-pricing debate, and it’s still an ongoing issue. It’s a relatively unique product that will require special solutions because so many people rely on it to ensure they can live day to day,” said commentary co-author Dr. Aaron Kesselheim, a professor of medicine at Harvard Medical School (HealthDay, 2019).

Dramatic improvements in how we treat diabetes have transformed the lives of patients, but this innovation isn’t enough if patients can’t afford their insulin and other medicines at the pharmacy.  While the bills introduced are a start, we still have a long way to go.

Benchmark – Population Health Policy Analysis Essay NUR 550 References

• American Diabetes Association. (1 Jun. 2018.) “Economic Costs of Diabetes in the U.S. in 2017.” Diabetes Care. American Diabetes Association. Web. 30 Jan. 2020. Https://care.diabetesjournals.org/content/41/5/917
• Beran, David. (1 Jun. 2018.) “Why Are We Failing to Address the Issue of Access to Insulin? A National and Global Perspective.” Diabetes Care. American Diabetes Association. Web. 30 Jan. 2020. <https://care.diabetesjournals.org/content/41/6/1125>
• Cefalu, Wiliam.( 1 Jun. 2018.) “Insulin Access and Affordability Working Group: Conclusions and Recommendations.” Diabetes Care. American Diabetes Association, Web. 30 Jan. 2020. Https://care.diabetesjournals.org/content/41/6/1299
• Healthday. (2019). Why Are Insulin Prices Still So High for U.S. Patients? Retrieved January 30, 2020, from US News & World Report website: https://www.usnews.com/news/health-news/articles/2019-11-07/why-are-insulin-prices-still-so-high-for-us-patients
• Quianzon, Celeste C. (n.d.) “History of insulin.” pubmed Central (PMC). Taylor & Francis, Web. 30 Jan. 2020. Https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3714061/
• Roberts, Arndt, Caraveo, Coleman, Galindo, G., Gonzales-Gutierrez, … Bridges, P. (2019.). House Bill 19-1216.  Retrieved from https://leg.colorado.gov/sites/default/files/2019a_1216_signed.pdf

NUR-550 Benchmark – Diverse Population Health Policy Analysis

Description:

Choose a current or proposed health-care policy aimed at providing equitable health-care services to a diverse population. Create a 12- to 15-slide PowerPoint presentation discussing the health care policy and how it improves access to quality, cost-effective health care for a specific population. Create 100-250 word speaker notes for each slide. Add extra slides for the title and references.

Include the following in your presentation:

1. Describe the policy
2. Discuss the diverse population that will be affected by this
3. Explain how the policy is designed to improve cost-effectiveness and health care equity for the diverse
4. Discuss why the policy is financially sound and explain how the policy incorporates the nursing perspective and relevant ethical, legal, and political Provide rationale to support your explanation.
5. Describe what state, federal, global health policies, or goals the policy is related to and explain the degree to which each helps achieve equitable health care for the diverse
6. Discuss advocacy strategies for improving access, quality, and cost-effective health care for the diverse population
7. Discuss the professional and moral obligation of master’s prepared nurses to respect human dignity and advance the common good through working to promote health and prevent disease among diverse populations from a Christian

• You are required to cite eight peer-reviewed sources to complete this assignment. Sources must be published within the last 5 years and appropriate for the assignment criteria and nursing content.
• Refer to the resource, “Creating Effective PowerPoint Presentations,” located in the Student Success Center, for additional guidance on completing this assignment in the appropriate style.
• While APA style is not required for the body of this  NUR 550 assignment, solid academic writing is expected, and documentation of sources should be presented using APA formatting guidelines, which can be found in the APA Style Guide, located in the Student Success Center.
• NUR 550 assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
• You are required to submit this Health Policy Analysis Essay NUR 550 assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.

Benchmark Information

This benchmark assignment assesses the following programmatic competencies:

MBA-MSN; MSN-Nursing Education; MSN Acute Care Nurse Practitioner-Adult-Gerontology; MSN Family Nurse Practitioner; MSN-Health Informatics; MSN-Health Care Quality and Patient Safety; MSN-Leadership in Health Care Systems; MSN-Public Health Nursing

• Examine financially sound health care policy that incorporates the nursing perspective and relevant ethical, legal, and political

• Determine advocacy strategies for improving access, quality, and cost-effective health care for diverse

• Integrate appropriate state, federal, and global health policies and goals into the design of equitable health care for
• Examine the professional and moral obligation of master’s-prepared nurses to respect human dignity and advance the common good through working to promote health and prevent disease among diverse populations from a Christian

Benchmark – Future Scope, Role, and Professional Obligations

Benchmark – Future Scope, Role, and Professional Obligations

Advanced registered nursing graduates are entering the profession at dynamic time when roles and scope of practice are shifting based on developments in legislation and policy in response to the evolving needs of the health care system Benchmark – Future Scope, Role, and Professional Obligations. Professional nursing organizations play an important role in making sure the perspectives of advanced registered nurses are heard, and in supporting nurse specialties in their efforts to expand their scope of practice and their full participation throughout the health care system.

For this assignment, you will conduct research on the current scope of practice for your specialty and efforts that are being made to expand that scope and the role of the advanced nurse in positively influencing the health care system. Write a 1,250-1,500-word paper that includes the following:

 

A discussion of the scope of your future role as an advanced registered nurse, including any regulatory, certification, or accreditation agencies that define that scope.

A discussion of three professional nursing organizations that you think are most influential in advancing the scope and influence of advanced nursing. Of these organizations, evaluate the one that you would most like to join. How do its goals and mission fit in with your worldview and philosophy of care? How might membership in this organization improve your practice? Benchmark – Future Scope, Role, and Professional Obligations

A discussion of a controversial or evolving issue that is most likely to affect your scope of practice or role in the next few years. How do you think this issue could influence the profession and other stakeholders, and why does it matters to the advanced registered nurse?

You are required to cite five to 10 sources to complete this assignment. Sources must be published within the last 5 years and appropriate for the assignment criteria and nursing content.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion. Benchmark – Future Scope, Role, and Professional Obligations

You are required to submit this assignment to LopesWrite. Please refer to the directions in the Student Success Center.

My speciality is – Nurse Educator

I will upload the rubic for this project

Course CodeClass CodeAssignment TitleTotal PointsNUR-513NUR-513-O502250.0CriteriaPercentageUnsatisfactory (0.00%)Less than Satisfactory (80.00%)Satisfactory (88.00%)Good (92.00%)Excellent (100.00%)Content70.0%The Scope of Your Future Role as an Advanced Registered Nurse, Including Any Regulatory, Certification, or Accreditation Agencies That Define That Scope20.0%A discussion of the scope of the future role as an advanced registered nurse, including any regulatory, certification, or accreditation agencies that define that scope, is not included.A discussion of the scope of the future role as an advanced registered nurse, including any regulatory, certification, or accreditation agencies that define that scope, is present, but it lacks detail or is incomplete.A discussion of the scope of the future role as an advanced registered nurse, including any regulatory, certification, or accreditation agencies that define that scope, is present.A discussion of the scope of the future role as an advanced registered nurse, including any regulatory, certification, or accreditation agencies that define that scope, is clearly provided and well developed.A comprehensive discussion of the scope of the future role as an advanced registered nurse, including any regulatory, certification, or accreditation agencies that define that scope, is thoroughly developed with supporting details.Benchmark – Future Scope, Role, and Professional ObligationsThree Professional Nursing Organizations Identified as the Most Influential in Advancing the Scope and Influence of Advanced Nursing15.0%A discussion of three professional nursing organizations identified as the most influential in advancing the scope and influence of advanced nursing is not included.A discussion of three professional nursing organizations identified as the most influential in advancing the scope and influence of advanced nursing is present, but it lacks detail or is incomplete.A discussion of three professional nursing organizations identified as the most influential in advancing the scope and influence of advanced nursing is present.A discussion of three professional nursing organizations identified as the most influential in advancing the scope and influence of advanced nursing is clearly provided and well developed.A comprehensive discussion of three professional nursing organizations identified as the most influential in advancing the scope and influence of advanced nursing is thoroughly developed with supporting details.Benchmark – Future Scope, Role, and Professional ObligationsEvaluate the Professional Organization That Is Most Appealing, Including How Its Goals and Mission Fit in With Worldview, Philosophy of Care, and Ability to Improve Practice (5.3)15.0%An evaluation of the professional organization that is most appealing, including how its goals and mission fit in with worldview, philosophy of care, and ability to improve practice, is not included.An evaluation of the professional organization that is most appealing, including how its goals and mission fit in with worldview, philosophy of care, and ability to improve practice, is present, but it lacks detail or is incomplete.An evaluation of the professional organization that is most appealing, including how its goals and mission fit in with worldview, philosophy of care, and ability to improve practice, is present.An evaluation of the professional organization that is most appealing, including how its goals and mission fit in with worldview, philosophy of care, and ability to improve practice, is clearly provided and well developed.A comprehensive evaluation of the professional organization that is most appealing, including how its goals and mission fit in with worldview, philosophy of care, and ability to improve practice, is thoroughly developed with supporting details.A Controversial or Evolving Issue That Is Most Likely to Impact Scope of Practice or Role in the Next Few Years, Including How This Issue Could Influence the Profession and Other Stakeholders and Why It Matters to the Advanced Registered Nurse15.0%A discussion of a controversial or evolving issue that is most likely to impact scope of practice or role in the next few years, including how this issue could influence the profession and other stakeholders and why it matters to the advanced registered nurse, is not included.A discussion of a controversial or evolving issue that is most likely to impact scope of practice or role in the next few years, including how this issue could influence the profession and other stakeholders and why it matters to the advanced registered nurse, is present, but it lacks detail or is incomplete.A discussion of a controversial or evolving issue that is most likely to impact scope of practice or role in the next few years, including how this issue could influence the profession and other stakeholders and why it matters to the advanced registered nurse, is present.A discussion of a controversial or evolving issue that is most likely to impact scope of practice or role in the next few years, including how this issue could influence the profession and other stakeholders and why it matters to the advanced registered nurse, is clearly provided and well developed.A comprehensive discussion of a controversial or evolving issue that is most likely to impact scope of practice or role in the next few years, including how this issue could influence the profession and other stakeholders and why it matters to the advanced registered nurse, is thoroughly developed with supporting details.Benchmark – Future Scope, Role, and Professional ObligationsRequired Sources5.0%Sources are not included.Number of required sources is only partially met.Number of required sources is met, but sources are outdated or inappropriate.Number of required sources is met. Sources are current, but not all sources are appropriate for the assignment criteria and nursing content.Number of required resources is met. Sources are current, and appropriate for the assignment criteria and nursing content.Organization and Effectiveness20.0%Thesis Development and Purpose7.0%Paper lacks any discernible overall purpose or organizing claim.Thesis is insufficiently developed or vague. Purpose is not clear.Thesis is apparent and appropriate to purpose.Thesis is clear and forecasts the development of the paper. Thesis is descriptive and reflective of the arguments and appropriate to the purpose.Thesis is comprehensive and contains the essence of the paper. Thesis statement makes the purpose of the paper clear.Argument Logic and Construction8.0%Statement of purpose is not justified by the conclusion. The conclusion does not support the claim made. Argument is incoherent and uses noncredible sources.Sufficient justification of claims is lacking. Argument lacks consistent unity. There are obvious flaws in the logic. Some sources have questionable credibility.Argument is orderly, but may have a few inconsistencies. The argument presents minimal justification of claims. Argument logically, but not thoroughly, supports the purpose. Sources used are credible. Introduction and conclusion bracket the thesis.Argument shows logical progressions. Techniques of argumentation are evident. There is a smooth progression of claims from introduction to conclusion. Most sources are authoritative.Clear and convincing argument that presents a persuasive claim in a distinctive and compelling manner. All sources are authoritative.Mechanics of Writing (includes spelling, punctuation, grammar, language use)5.0%Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice or sentence construction is used.Frequent and repetitive mechanical errors distract the reader. Inconsistencies in language choice (register) or word choice are present. Sentence structure is correct but not varied.Some mechanical errors or typos are present, but they are not overly distracting to the reader. Correct and varied sentence structure and audience-appropriate language are employed.Prose is largely free of mechanical errors, although a few may be present. The writer uses a variety of effective sentence structures and figures of speech.Writer is clearly in command of standard, written, academic English.Format10.0%Paper Format (Use of appropriate style for the major and assignment)5.0%Template is not used appropriately or documentation format is rarely followed correctly.Template is used, but some elements are missing or mistaken; lack of control with formatting is apparent.Template is used, and formatting is correct, although some minor errors may be present.Template is fully used; There are virtually no errors in formatting style.All format elements are correct.Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style)5.0%Sources are not documented.Documentation of sources is inconsistent or incorrect, as appropriate to assignment and style, with numerous formatting errors.Sources are documented, as appropriate to assignment and style, although some formatting errors may be present.Sources are documented, as appropriate to assignment and style, and format is mostly correct.Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error.Benchmark – Future Scope, Role, and Professional ObligationsTotal Weightage100%

Benchmark PSY 402 Memory and Brain Mechanisms Paper

Benchmark PSY 402 Memory and Brain Mechanisms Paper

This paper aims to understand how the brain and memory processes are intertwined and how certain techniques can improve these processes. In an essay of 1,000-1,250 words, discuss how memories are formed and maintained in the brain through the actions of neural circuitry.

Use at least four scholarly resources to address the following questions:

1. Theoretically, how is working memory similar to and different from long-term memory?
2. How are memories formed in the brain (using neural circuitry), and how are they maintained?
3. When is it adaptive to remember, and in what ways may it be adaptive to forget?
4. Given what we know about brain mechanisms in memory, are our memories accurate? Explain your answer using information on how memories are stored in the brain.
5. How can knowledge of the brain and memory systems help individuals suffering from memory problems (e.g., poor memory, amnesia, PTSD)?
6. Compare age and environment’s role in how memories are formed and maintained.

CLICK HERE TO ORDER Benchmark PSY 402 Memory and Brain Mechanisms Paper

Prepare this assignment according to the guidelines in the APA Style Guide in the Student Success Center. An abstract is not required.

This assignment uses a rubric. Please review the rubric before beginning the assignment to familiarize yourself with the expectations for successful completion.

You are required to submit this assignment to LopesWrite. Refer to the directions in the Student Success Center.

This benchmark assignment assesses the following programmatic competency: 1.3: Compare biological and psychological explanations of the brain and its functions, and 2.3: Apply critical thinking skills in solving problems related to behavior and mental processes.

Benchmark PSY 402 Memory and Brain Mechanisms Paper Benchmark Article Review

Benchmark PSY 402 Memory and Brain Mechanisms Paper Details:

For this assignment, select a peer-reviewed journal article reaboutroblem-solving, decision-making, or an intelligence theory discussed in class (e.g., fluid or crystalline intelligence, primary/secondary reinforcers, biases, or effective problem-solving strategies).

The article must meet the following criteria:

1. The article must be from a peer-reviewed journal.
2. The article must be obtained from the GCU Library.
3. The article must be a research study rather than a literature review (i.e., the article has to have methods, results, and discussion sections).
4. The article must utilize a cognitive or behavioral theory, model, or effect.
5. This article review aims to get you to think critically about an area of cognition or learning. After reading your chosen article, address the following questions. Use subheadings to differentiate between the various aspects of your review. Remember, APA guidelines can be found in the APA Style Guide, located in the Student Success Center.

Benchmark PSY 402 Memory and Brain Mechanisms Paper Major Findings/Conclusions:

1. Be sure to include the major findings of the study.
2. What conclusions did the researchers draw from the data?

Implications for the Field of Psychology (how the findings could be used/applied in the field):

1. Include how the study results can be applied (e.g., why are the study findings important?). These may be the implications the authors put forth or your ideas (be sure to cite if they are not).
2. How would psychology/education/counseling professionals benefit (learn) from the findings?
3. How might the results improve knowledge or application in the field? What should psychology professionals “take away” from the findings?

Method/Participants:

1. Describe the basics of how the study was conducted. What procedures were used?
2. Who were the participants?

Strengths/Limitations of the Study:

1. Include at least one strength AND one limitation you saw in the study.
2. Explain why you believe each is a strength or limitation. Hint: study findings are not “strengths” in and of themselves.

The article review should be 1,000-1,250 words. Include a minimum of three scholarly articles.

Prepare this assignment according to the guidelines in the APA Style Guide in the Student Success Center. An abstract is not required.

This assignment uses a rubric. Please review the rubric before beginning the assignment to familiarize yourself with the expectations for successful completion.

You are required to submit this assignment to LopesWrite. Please refer to the directions in the Student Success Center.

This benchmark assignment assesses the following programmatic competency: 4.4: Explain the importance of maintaining knowledge of current trends in psychology.

NUR 621 Benchmark – Staffing Matrix And Reflection

NUR 621 Benchmark – Staffing Matrix And Reflection

The purpose of this assignment is to prepare students to make staffing decisions based on sound financial management principles and compliance guidelines.

Scenario: You are the nurse leader of a  30-bed medical-surgical unit and have to account for all staffing,  including any discrepancies Benchmark – Staffing Matrix And Reflection. Using sound financial management principles, complete the “NUR-621 Topic 8: Staffing Matrix” in the provided Excel template.

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After completing the matrix, compose a 1,000-1,250-word reflection answering the following questions:

1. Why is it important to use a staffing matrix in your healthcare setting?
2. Briefly describe your staffing matrix. How many FTEs (full-time equivalent) on the staffing roster are required to cover daily needs? What units of services or work measurement did you use and why? What financial management principles did you use to determine your staffing matrix?
3. Explain how you adjusted your staffing based on changes in the patient census. Benchmark – Staffing Matrix And Reflection
4. You receive your financial report for the month. You have used more FTEs than what was budgeted for your census. How will you make up the variance? How would you reallocate resources to make up for the variance and still comply with guidelines?

Include two to four peer-reviewed references in your essay, including the textbook.

Prepare  this assignment according to the guidelines found in the APA Style  Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

NUR-621 Topic 8: Staffing MatrixCensus30292827262524Direct CaregiversScheduled HoursShift LengthNumber of StaffDay ShiftRNNAHealth Unit CoordinatorNight ShiftRNNAHealth Unit CoordinatorAlso Read:

HCA 459 Entire Course Discussion

Critically analyze some aspect of a personality theory

Module 1: The Keys to Persuasion

Assignment: Malingering and Addiction in the Treatment of Sleep Disorders

Discussion: Probability and Probability Distributions

 

Strategic Plan Recruiting and Supporting Teachers

Institutions rely heavily on strategic plans to adequately prepare and implement projects. Strategic plans can be used for organization-wide or department-wide decisions depending on the organizational needs. They have run vital activities such as budgeting, staffing, gathering resources, and organization expansion. Strategic plans are dynamic and change based on the needs and current circumstances requiring strategic plans. Staffing is one of the major activities in an organization because hiring the right staff determines the success of any institution, and support for new employees determines employees’ retention and integration into the institution. This paper develops a strategic plan to help a district school, Sunshine ISD in Houston, Texas, recruit and support new teachers.

Getting Ready for Success

Vigorous recruiting and supporting staff after recruitment improves their integration into the facility and eliminates error-making. The institution does not have a strong recruiting plan; thus, the recruiting and support process does not guarantee the best quality staff and staff support. Recruiting is a resource-intensive activity, but it is carried out once in a long time when the process is vigorous and the best staff are hired and retained (DeFeo & Tran, 2019).

The expected outcomes are creating a diversified and qualified staff team, ensuring staff is acquitted and comfortable in the facility, cultivating a moral school environment, and promoting the staff’s personal and professional growth and development. The objectives guiding the strategic plan are ensuring effective interventions in determining the specific staffing needs of the facility, regulatory requirements (maximum and minimum number of teachers and gender balance), and the quality of teachers required (years of experience and level of training).

It is important to lay out strategies to meet staffing requirements before the plan’s implementation. DeFoe and Tran (2019) note that change should be justified, meaning that data should be collected to validate the need for hiring and support the strategic plan. Other support interventions such as financial needs, directional strategies, leadership strength, and capacity for the new change should be evaluated. The school must have adequate resources for the strategic plan or a source of funds before preparing for the implementation. In the current world, institutions often hire other organizations and provide their details. These institutions then perform the recruitment on behalf of the facility, cutting costs and time it costs the school to hire staff (Tanjung, 2020). 

Peer orientation programs are also widely implemented interventions where fellow teachers are appointed to help others get acquitted with the institution. The deputy school principal will lead the process change, and the dean of students, department heads, deputy principal, and board members will be on the strategic planning committee. The committee will solely make decisions, while the department heads will create the requirements for students in their various departments. The deputy principal will be responsible for drafting the strategic plan and communicating with the board members and other stakeholders, such as recruiting agencies. The deputy will also gather written feedback from all these stakeholders.

Stakeholder Engagement

Institutional The stakeholders of interest are the department heads, school leaders, recruiting agency, board of management, parents, and students. The stakeholders in the team will thus select and appoint a leader/chairperson to the recruitment board to ensure it is within the legal requirements of groups in schools. They will add roles to the members as they deem fit. The stakeholders selected are based on their roles in the strategic plan. According to Kujala et al. (2020), stakeholders’ selection is a crucial step that helps identify and engage personnel responsible for implementing and overseeing activities in any project. The stakeholders selected should all thus have an active role in the change and should be the best-fit professionals for the roles. Parents’ and students’ satisfaction with teachers and their conduct and performance will be integral to evaluating the strategic plan.

The department heads will majorly outline their departments’ requirements, such as staff adequacy, to influence the selection. They will regularly update the board because these needs keep changing. They will also select teachers to mentor and orient the new hire teachers into the organization and oversee the orientation activities. The board members and school leaders (principal and deputy principal) will protect the school’s interest by balancing the needs of the departments with the available organizational resources because they better understand the organization’s state.

They will oversee orientation programs for the new teachers by availing resources such as audits and checklists. Holmes et al. (2019) note that learning institutions should evaluate their staff and regularly evaluate their needs to ensure they meet them and prevent high turnover rates that affect school performance and continuity. The external stakeholders are the recruiting agencies. Most of these agencies are familiar with recruitment requirements of virtually all fields, including learning institutions and schools. The agency will execute the recruitment.

Articulating Mission, Vision, and Values

The third stage in the strategic planning process entails considering the organizational activities’ directional strategies, mission, vision, and values. These directional strategies have a bearing on virtually all organizational activities, including recruiting and staff support. For example, the school is built on Christian faith, and thus, in recruiting, the institution may be oriented to employ more Christian staff or those who believe and uphold the Christian worldview.

The school’s vision is to empower students to acquire, value, and articulate knowledge and skills to support their lifelong learning and contribute to the global community’s development. The mission is to provide high-quality education and safe child care based on the Christian faith in a respectful, inclusive, and supportive environment as a foundation for lifelong learning. The school’s values are respect, trustworthiness, commitment, honesty, humility, and tolerance. These directional strategies will guide the recruitment and support interventions.

The gap analysis shows that the institution lacks adequate teachers and support for these new teachers to meet the vision and mission. In most instances, the teachers are also not adequately supported to meet the needs outlined. The recruited teachers often do not display the school’s requirements to conduct, and there is a high turnover rate as most teachers are discontinued or quit, citing environmental pressure. The goal is to match the directional strategies with organizational needs. The target is to ensure that an adequate number of teachers are hired and that these teachers reflect the values required by the institution. Another target is to ensure that staff employed are supported and amalgamated into the organizational culture and portray the results that will support the achievement of the directional strategies.

Assessing the Environmental Needs

This last step entails conducting a SWOT/TOWS analysis to determine the environmental factors and how they can be leveraged or avoided to ensure quality outcomes. One major threat to the school is well-performing schools in the neighborhood. Parents are drawn to results and values, and institutions with better performance in the area will be preferred over the school. One of the major opportunities is the availability of many professional teachers and numerous recruiting agencies that can help match the school’s needs with the available labor force. The teachers are also educated, with masters and Ph.D. degrees in their respective areas. Another opportunity is that the school is Christian faith-based, encourages inclusion, and receives students from all cultures and faith. The school is thus revered due to the morality it upholds in its students.

One of the internal strengths of the school is its strong financial background. The school has access to resources that can help hire staff and oversee the orientation and support program. For a school, the orientation resources are few, including monetary remuneration for the mentors and record keeping, which can be easily managed using school resources. A major weakness of the school is its current average performance. The school is not at its peak performance, and strategies such as hiring new staff are required to address the weakness. Another weakness is the perceived lack of support from the leaders. See et al. (2020) note that a lack of organizational leadership support is one of the major problems leading to a high turnover in facilities. Other weaknesses include the lack of a strong leadership structure that can oversee staff recruitment and integration, necessitating a recruitment agency. The opportunities and strengths will help overcome the weaknesses and threats to contribute to the overall school growth.

Conclusion

Staff recruitment and support are integral processes in achieving institutional goals and objectives. This strategic plan focused on improving the hiring process and supporting new staff. Stakeholder selection is important to project success because it helps identify the best-fit professionals to perform the roles at hand. External stakeholders supplement organizational work and thus play vital roles in organizational success. The strategies outlined, such as utilizing an external agency, will help ensure the recruitment process is flawless and meets the organizational needs.

Benchmark – Staffing Matrix And Reflection References

DeFeo, D. J., & Tran, T. C. (2019). Recruiting, Hiring, and Training Alaska’s Rural Teachers: How Superintendents Practice Place-Conscious Leadership. Journal of Research in Rural Education, 35(2). https://doi.org/10.26209/jrre3502

Holmes, B., Parker, D., & Gibson, J. (2019). Rethinking teacher retention in hard-to-staff schools. Contemporary Issues in Education Research (CIER), 12(1), 29–34. https://doi.org/10.19030/cier.v12i1.10260

Kujala, J., Sachs, S., Leinonen, H., Heikkinen, A., & Laude, D. (2022). Stakeholder engagement: Past, present, and future. Business & Society, 61(5), 1136-1196. https://doi.org/10.1177/00076503211066595  

See, B. H., Morris, R., Gorard, S., & El Soufi, N. (2020). What works in attracting and retaining teachers in challenging schools and areas? Oxford Review of Education, 46(6), 678-697. https://doi.org/10.1080/03054985.2020.1775566 

Tanjung, B. N. (2020). Human resources (HR) in education management. Budapest International Research and Critics in Linguistics and Education (BirLE) Journal, 3(2), 1240-1249. https://doi.org/10.33258/birle.v3i2.1056

Benchmarking: Xerox Corporation Paper

Introduction

In the 70s and the early 80s, Xerox Corporation was one of the leading copier companies in the world. However, towards the 1990s, the company began to lose significant market share to Japanese and American copier firms. Numerous mistakes by the firm such as the managements’ failure to give direction and the firm’s failure to observe market trends cost it its position at the top. The biggest failure on the part of Xerox Corporation was to ignore new entrants that came in with more efficient models. These factors saw the company lose market share and profits to these new entrants. To bring back the company to its former glory, the management instituted sweeping changes through benchmarking.

Xerox Corporation Benchmarking

John T. Kearns became the CEO of Xerox Corporation in 1952. Kearns quickly discovered that his Japanese competitors effortlessly undercut Xerox’s prices because they produced copiers at 40-50% less than that of Xerox. Kearns decided to learn how he could bring back Xerox to profitability by using benchmarking. The CEO introduced a program called ‘Leadership through Quality’ as a strategy to revitalize the company.

Through benchmarking, the company’s CEO found that his company took twice as long to avail the company’s product to the market compared to his Japanese competitors. Other results that the CEO of Xerox found out through benchmarking are that the Japanese competitors could manufacture, ship, and sold units for the same amount that it cost Xerox on manufacturing only (Riva, & Pilotti, 2019). Secondly, Xerox products had more defects per part, about 30 times that of its competitors. Besides, the company had more engineers, about five times that of its competitors, yet the competitors’ were more efficient and profitable. With all these problems, it would take Xerox Corporation about five years to catch up with its competitors.

The course of Action and Current Status

Faced with the reality of the situation, Xerox Corporation began to collect critical data-based practices from the best-performing companies in its industry. The management analyzed and evaluated each practice to identify the improvement opportunities each presented. In particular, the company identified ten critical aspects on marketing alone that were further fine-tuned into 67 sub-categories that became targets for improvement (Intrisano et al., 2017). Besides marketing, Xerox also targeted other critical areas for improvement that included quality improvement, supplier relation and development, safety, efficiency, and lean operations.

Between the late 80s and the early 90s, Xerox Corporation began to reap from best practices it implemented from benchmarking. For example, by 1991, the company had reduced defects of its machines by an impressive score of 78 per 100 machines. Besides, sales units within the country improved from 152% to 328% indicating positive growth and profitability. By the late 1990s, Xerox Corporation became the only company in the world to win the three-most prestigious quality awards (Kozena, M., & Kocvarova, 2017). By the 2000s, Xerox Corporation became the leading copier firm that other firms worldwide looked up to for benchmarking. Leading companies like Toyota, Citicorp, IBM, Ford, and General Electric have joined hands with Xerox to the International Benchmarking Clearinghouse to promote benchmarking across the world.

Conclusion

Xerox Corporation turned around its losing streak in the 80s through benchmarking. The company identified several best practices from leading firms and incorporated them into its operations. Through benchmarking, Xerox Corporation rose to become one of the leading firms that successfully used benchmarking to turn failure into success.

References

• Intrisano, C., Micheli, A. P., Calce, A. M., & Di Nallo, L. (2017). Economic and Financial Benchmarking as a Strategic Planning Tool. International Journal of Economics and Financial Issues, 7(6), 175. http: www.econjournals.com
• Riva, A., & Pilotti, L. (2019). The strategy and the evolution of benchmarking methodology: the case of Rank Xerox-Fuji. Economia Aziendale Online-, 10(2), 273-291. https://doi.org/10.13132/2038-5498%2F10.2.1960
• Kozena, M., & Kocvarova, L. (2017). Evaluating Company Performance Through The Use Of Benchmarking. In 4th International Multidisciplinary Scientific Conference on Social Sciences and Arts Sgem 2017, 3(), 279-286. DOI: 10.5593/sgemsocial2017/13/S03.036

NHS-FPX6004 Benchmark Underperformance Dashboard Metrics Example

Benchmark Underperformance Dashboard Metrics Example

Benchmark Underperformance Dashboard Metrics Example

Benchmark Underperformance

Name

Institution

Benchmark Underperformance

Healthcare dashboards are crucial in determining the organization’s performance and indicators of quality. Dashboards and reports on performance provide critical information on how well the organization is performing on different fronts Benchmark Underperformance Dashboard Metrics Example. A digital dashboard such as Mercy Medical Center is sharable and can be used in outlining gaps in performance and implementing the necessary interventions to improve health care organization performance and quality of care.

Understanding benchmark underperformance as highlighted in local, state, and federal government policies and benchmarks will ensure effective quality improvement and improved outcomes in care Benchmark Underperformance Dashboard Metrics Example. This paper is an evaluation of Mercy Medical Center (Shakopee, MN) dashboard to outline areas of underperformance and suggest ethical action towards meeting set benchmarks.

Evaluation of Dashboard Metrics

After evaluation of the dashboard, several aspects have been noted with the patient records and trends in the organization. Two major areas of concern can be seen in this data; low HgbA1c tests and foot exam rates Benchmark Underperformance Dashboard Metrics Example. The highest number of foot exam rates indicated in the dashboard was 73 in 2019 Q1 and this declined to only 3 in Q4 of the same year (Vila Health, n.d.). HgbA1c test rates have also declined notably from 123 in 2019 Q1 to only 6 in Q4 (Vila Health, n.d.).

These tests are important in monitoring glycemic control as well as diabetes complications and hence the decline in testing rates presents a major health concern Benchmark Underperformance Dashboard Metrics Example. The tests are considered crucial in preventing diabetes complications and hence decline in the rates of tests shows poor outcomes.

When comparing these two areas of assessment with the state and national benchmarks, it is evident that they fail to meet the benchmark for both state and national outcomes. The numbers provided in the dashboard have not indicated percentages hence a major assumption made here is that the highest number is the total of diabetes patients. Assuming that the total number of patients is 123, only 6 (48.7%) received the HgbA1c tests in Q4 2019 compared to the national benchmark of 79.5%.

The state benchmark for Minnesota is 78.0% hence HgbA1c tests fall below both benchmarks (AHRQ, 2020). Similarly, in foot examinations, only 3 (24.4%) were examined in 2019 Q4 which falls below the national benchmark of 84.0% and Minnesota benchmark of 84.1% (AHRQ, 2020). Benchmark Underperformance Dashboard Metrics Example Therefore, when compared with the state and national rates, testing for diabetes-related complications at Mercy Medical fails to meet the required benchmarks.

The benchmarks against which this performance is compared are based on the National Healthcare Quality and Disparities Reports by the Agency for Healthcare Research and Quality (AHRQ). The agency derives the measures from top-performing states to compare achievable benchmarks with the performance of the rest of the country (AHRQ, 2020). These comparisons are used as part of the AHRQ agenda for continuous improvement and the Centers for Medicare and Medicaid Services (CMS) incentives to states and hospital organizations.

The data on Mercy Medical Center’s Dashboard also presents several areas of uncertainty where more information would help. For example, data on new diabetes patients is incomplete since the dashboard does not indicate the total new numbers in previous quarters. Similarly, the numbers of practitioners and facilities reported do not have comparators hence one cannot accurately tell whether the resources are adequate for the practice. More information on acuity and utilization level for the staff and facilities respectively would help in assessing the adequacy of resources in the organization. Benchmark Underperformance Dashboard Metrics Example

Challenge in Achieving Acceptable Performance

Several challenges may be experienced in achieving acceptable performance and for Mercy Medical Center, resources may be one of the biggest challenges Benchmark Underperformance Dashboard Metrics Example. The identified performance gaps include decline in testing and examination rates for patients with diabetes. Improvement in these performance areas would require more education and outreach to patients with diabetes.

Resources required for such an intervention include community education and facilitation resources as well as training finances required for the training processes. Benchmark Underperformance Dashboard Metrics Example

The high demands for resources and finances would thus present a challenge for the organization in improving current performance. Lack of resources means that the medical center does not provide enough education to the community and hence fewer people get tested and examined for diabetes complications Benchmark Underperformance Dashboard Metrics Example. The assumption made in this analysis is that the organization does not have a current diabetes education program in Shakopee, MN.

 Specific Target for Improvement

The dashboard presents many areas of improvement which medical center can focus its efforts to produce better results and achieve the best overall improvement in quality outcomes. Areas of improvement can be chosen based on severity of the issue, number of affected patients, financial impact, and stakeholders involved in the process Benchmark Underperformance Dashboard Metrics Example. A crucial area of improvement is the testing and evaluation of diabetes and diabetes-related conditions.

According to the American Diabetes Association (2017), early detection of diabetes complications can aid in reducing the progress of the condition and hence significantly improving the quality of life for the patients Benchmark Underperformance Dashboard Metrics Example. Eye examination, foot evaluation, and HgbA1c tests are crucial areas of improvement since they enhance the quality of care for patients with diabetes and hence produce better health outcomes.

Another area of improvement that can be outlined in the medical center is the staffing levels. Although the dashboard does not clearly indicate gaps in staffing rates at Mercy Medical Center, staffing is one of the crucial areas of improvement that healthcare organizations in general should consider. This is because staffing levels and burnout rates are correlated with the quality of care and patient satisfaction (Gillet et al., 2018).

Staffing levels also affects a huge number of stakeholders starting with the patients, staff, and even the management. It is thus justifiable that the organization should focus on improving staffing levels hence enhancing care quality and outcomes Benchmark Underperformance Dashboard Metrics Example. The proposed improvement should thus focus on proactive diabetes care as well as staffing levels to improve care quality and reduce underperformance gap. Benchmark Underperformance: Dashboard Metrics Example

Suggested Actions for Performance Improvement

Based on the evaluation, it becomes evident that ethical action should be implemented to enhance the quality of care in Mercy Medical Center. The proposed ethical action is two-pronged. The first approach is to carry out patient education on diabetes care for reducing complications. This education program will target the community in general and also focus on diabetic patients specifically.

Community-targeted diabetes education reduces diabetes complications and adherence to treatment plan (Kwan et al., 2020). The education project could include community-based programs and in-clinic education approaches. The action is considered ethical because it increases patients’ health knowledge and will increase self-care and continuity in diabetes management. Benchmark Underperformance Dashboard Metrics Example

The second aspect of care improvement is assessing staffing needs and improving current staffing levels to support quality improvement. Staffing needs can be assessed through an overview of nurse acuity and provider: patient ratios in the organization. The staffing needs assessment will then be followed by a recruitment and training program to equip the organization with the relevant staff resources required to deliver high quality care.

The impact of this project will be positive quality-wise and will also benefit staff and patients. Better staffing levels will reduce burnout and increase job satisfaction while providing the relevant expertise and workforce for quality care and improvement Benchmark Underperformance Dashboard Metrics Example. Therefore, combining staffing improvements with diabetes education will significantly improve the quality of care and performance at Mercy Medical Center.

Benchmark Underperformance Dashboard Metrics Example Conclusion

The dashboard analysis is useful in determining areas of underperformance and pinpointing the need for improvement in the health care organization. This deliverable has shown that Mercy Medical Center could improve the quality of care by enhancing patient knowledge about diabetes-related examinations and tests. Also, improved staffing levels are useful in facilitating overall care quality improvement. The dashboard analysis provides a basis for care improvement and enhances quality outcomes by justifying interventions in the health care organization. Benchmark Underperformance Dashboard Metrics Example

Benchmark Underperformance Dashboard Metrics Example References

1. Agency for Healthcare Research and Quality (AHRQ). (2020). Minnesota: Diabetes Quality Measures Compared to Achievable Benchmarks. National Healthcare Quality and Disparities Reports. https://nhqrnet.ahrq.gov/inhqrdr/Minnesota/benchmark/table/Diseases_and_Conditions/Diabetes
2. American Diabetes Association. (2017). 10. Microvascular complications and foot care. Diabetes Care, 40(Supplement 1), S88-S98. https://doi.org/10.2337/dc17-S013
3. Gillet, N., Fouquereau, E., Coillot, H., Cougot, B., Moret, L., Dupont, S., … & Colombat, P. (2018). The effects of work factors on nurses’ job satisfaction, quality of care and turnover intentions in oncology. Journal of Advanced Nursing, 74(5), 1208-1219. https://doi.org/10.1111/jan.13524
4. Kwan, B. M., Dickinson, L. M., Glasgow, R. E., Sajatovic, M., Gritz, M., Holtrop, J. S., … & Waxmonsky, J. A. (2020). The Invested in Diabetes Study Protocol: a cluster randomized pragmatic trial comparing standardized and patient-driven diabetes shared medical appointments. Trials, 21(1), 65. https://doi.org/10.1186/s13063-019-3938-7
5. Vila Health. (n.d.). Dashboard and Health Care Benchmark Evaluation. Capella University. https://media.capella.edu/CourseMedia/nhs6004element17010/wrapper.asp

Benchmark Underperformance: Dashboard Metrics Example Instructions

Choose one of the following two options for a performance dashboard to use as the basis for your evaluation:

Option 1: Dashboard Metrics Evaluation Simulation

Use the data presented in your Assessment 1 Dashboard and Health Care Benchmark Evaluation activity as the basis for your evaluation.

Note: The writing you do as part of the simulation could serve as a starting point to build upon for this assessment.

Option 2: Actual Dashboard

Use an actual dashboard from a professional practice setting for your evaluation. If you decide to use actual dashboard metrics, be sure to add a brief description of the organization and setting that includes:

• The size of the facility that the dashboard is reporting on.
• The specific type of care delivery.
• The population diversity and ethnicity demographics.
• The socioeconomic level of the population served by the organization.
• Benchmark Underperformance Dashboard Metrics Example

Note: Ensure your data are Health Insurance Portability and Accountability Act (HIPAA) compliant. Do not use any easily identifiable organization or patient information.

To complete this assessment:

1. Review the performance dashboard metrics in your Assessment 1 Dashboard and Health Care Benchmark Evaluation activity, as well as relevant local, state, and federal laws and policies. Consider the metrics that are falling short of the prescribed benchmarks. Note: The writing you do as part of the simulation could serve as a starting point to build upon for this assessment.
2. Write a report for a senior leader that communicates your evaluation of current organizational or interprofessional team performance, with respect to prescribed benchmarks set forth by government laws and policies at the local, state, and federal levels. In addition, advocate for ethical and sustainable action to address benchmark underperformance and explain the potential for improving the overall quality of care and performance, as reflected on the performance dashboard.
3. Make sure your report meets the Report Requirements listed below. Structure it so that it will be easy for a colleague or supervisor to locate the information they need, and be sure to cite the relevant health care policies or laws when evaluating metric performance against established benchmarks.
4. Benchmark Underperformance Dashboard Metrics Example

Report Requirements

The report requirements outlined below correspond to the scoring guide criteria, so be sure to address each main point. Read the performance-level descriptions for each criterion to see how your work will be assessed. In addition, be sure to note the requirements for document format and length and for supporting evidence.

• Evaluate dashboard metrics associated with benchmarks set forth by local, state, or federal health care laws or policies.
  • Which metrics are not meeting the benchmark for the organization?
  • What are the local, state, or federal health care policies or laws that establish these benchmarks?
  • What conclusions can you draw from your evaluation?
  • Are there any unknowns, missing information, unanswered questions, or areas of uncertainty where additional information could improve your evaluation?
• Analyze the consequence(s) of not meeting prescribed benchmarks and the impact this has on health care organizations or teams.
  • Consider the following examples:
    • Organizational mission and vision.
    • Resources.
      • Staffing.
      • Financial: Operational and capital funding.
      • Logistical considerations: Physical space.
      • Support services (any ancillary department that gives support to a specific care unit in the organization, such as pharmacy, cleaning services, dietary, et cetera).
    • Cultural diversity in the community.
    • Staff skills.
    • Procedures and processes.
  • Address the following:
    • What are the challenges that may potentially contribute to benchmark underperformance?
    • What assumptions underlie your conclusions?
• Evaluate a benchmark underperformance in a heath care organization or interprofessional team that has the potential for greatly improving overall quality or performance.
  • Focus on the benchmark you chose to target for improvement. Which metric is underperforming its benchmark by the greatest degree?
  • State the benchmark underperformance that is the most widespread throughout the organization or interprofessional team.
  • State the benchmark that affects the greatest number of patients.
  • Include how this underperformance will affect the community that the organization serves.
  • Include the greatest opportunity to improve the overall quality of care or performance of the organization or interpersonal team and, ultimately, to improve patient outcomes, as you think about the issue and the current poor benchmark outcomes.
• Advocate for ethical and sustainable action(s), directed toward an appropriate group of stakeholders, needed to address a benchmark underperformance.
  • Who would be an appropriate group of stakeholders to act on improving your identified benchmark metric?
  • Why should the stakeholder group take action?
  • What are some ethical actions the stakeholder group could take that support improved benchmark performance?
• Organize content so ideas flow logically with smooth transitions.
  • Proofread your report, before you submit it, to minimize errors that could distract readers and make it more difficult for them to focus on the substance of your evaluation and analysis.
• Support main points, assertions, arguments, conclusions, or recommendations with relevant and credible evidence.
  • Be sure to apply correct APA formatting to source citations and references.
  • Benchmark Underperformance Dashboard Metrics Example

Report Format and Length

Format your report using APA style.

• Use the APA Style Paper Tutorial [DOCX] to help you in writing and formatting your report. Be sure to include:
  • A title and references page. An abstract is not required.
  • Appropriate section headings.
• Your report should be 3–5 pages in length, not including the title page and references page.

Supporting Evidence

Cite 4–6 credible sources from peer-reviewed journals or professional industry publications to support your analysis of challenges, evaluation of potential for improvement, and your advocacy for ethical action.

Dashboard and Health Care Benchmark Evaluation

Dashboards and other reports can provide crucial information about how well an organization is meeting benchmarks set by local, state, and federal laws and policies. Healthcare organizations need to be able to use this information to determine the most effective strategies for quality and performance improvement. This activity asks you to review a diabetes dashboard and fact sheet used by Mercy Medical Center, a Vila Health affiliated hospital, and determine where the organization is falling short.

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Scatterdesk

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Public Health Dashboard – Diabetes

New Patients Last Quarter by Race

• African American – 17 (3 percent)
• American Indian – 73 (13 percent)
• Asian – 34 (6 percent)
• White – 355 (63 percent)
• Other – 11 (2 percent)
• Blank/Declined – 73 (13 percent)

New Patients Last Quarter by Gender

• Male – 214 (38 percent)
• Female – 347 (62 percent)
• Blank/Declined – 2

New Patients Last Quarter by Age

• 20 or younger – 118 (21 percent)
• 21-39 – 51 (9 percent)
• 40-64 – 214 (38 percent)
• 65+ – 180 (32 percent)
• Blank/Declined – 0

Q1 2019Q2 2019Q3 2019Q4 2019Q1 2020Q2 2020Q3 2020Q4 2020Eye Exam5048604262485864Foot Exam6058427075504862HgbA1c6048604272587864

Fact Sheet

Mercy Medical Center (Shakopee, MN)

Mercy Medical Center is one of the region’s top choices for high quality health care. Don’t just take our word for it, though. Here are some of the accolades we’ve received:

• Highest Safe Surgery Rating by a consumer advocacy magazine.
• Healthgrades Outstanding Patient Experience Award.
• Shakopee Ledger Top 20 Workplaces 2020 and 2021.
• Women’s Choice Award for the Best Hospital for Patient Experience in Emergency Care.

Shakopee Demographics

FemaleMaleTotal Population18,23517,95736,192< 2021-4445-64> 6512,12614,7326,0992,371WhiteAsianHispanic – LatinoOtherAfrican AmericanTwo or more racesAmerican Indian28,537 (76 percent)3,822 (10 percent)2,890 (7 percent)1,661 (4 percent)1,601 (4 percent)1,016 (4 percent)433 (1 percent)

Shakopee Ledger

Top 20 Workplaces 2020 & 2021

20102021Hospital Rooms (All Private)62 (70 licensed)85 (93 licensed)Medical/Surgical Rooms3356Special Care Unit88Family Birth Rooms1717Children’s Care Pediatric Rooms44Operating Rooms5 and 1 C – Section8 and 1 C – SectionEmergency Room Treatment Bays1621Endoscopy Rooms222021Physicians433Volunteers (15 — 94 years old)200Inpatient Admissions5,735Surgical Procedures4,627Births1,328Emergency Room Visits29,893Urgent Care Visits9,586Outpatient Encounters119,535Physical, Occupational, Speech/Language Therapy Visits28,636Pediatric Therapy Visits11,987Sleep Center Visits783Radiology Procedures59,335Cardiac Rehab Visits7,158Cardiopulmonary Visits19,676Cancer Center Visits7,781

Now that you’ve reviewed the data answer the following questions:

What are the biggest areas of concern with regards to the information in Mercy Medical Center’s Public Health Dashboard – Diabetes?

Your response:

This question has not been answered yet.

While there are a few areas of concern present in the diabetes public health dashboard, the two biggest areas of concern are the declining HgbA1c exams and the low foot exam rate. Both of these tests are important tests to help identify potential diabetes related complications early. Benchmark Underperformance Dashboard Metrics Example

Some areas that are not concerns, or there is not enough data to say for sure are as follows

The number of eye exams has fluctuated over the last two years. It is about 6 times what it was in first quarter of 2018. and it is four to nine times more than the foot and HgbA1c exams. It could probably be better, but it is not one of the biggest areas of concern.

With regard to the data on new diabetes patients, this dashboard has no information on the total number of new patients in previous quarters. So the new patient numbers cannot definitively be called an issue based on the data available.

Looking at the statement regarding patients aged 20 or younger, similar to the new patient statement, there is not enough data within this dashboard to label it as one of the biggest areas of concern.

Select one of the underperforming metrics. Why and how would improving this metric contribute to the overall success of Mercy Medical Center? Benchmark Underperformance Dashboard Metrics Example

Your response:

This question has not been answered yet.

There is no one right answer for this question. When looking for areas to improve within a care setting it is important to consider factors such as:

• The severity of the issue.
• The number of patients affected.
• Any financial impacts.
• Stakeholders involved.
• Measureable outcomes.
• Benchmark Underperformance Dashboard Metrics Example

By building an objective, evidence-based case around these considerations, in addition to any legal or regulatory factors, it is possible to reach a good decision about improvement projects to pursue.

Benchmark Underperformance Dashboard Metrics Example Conclusion

In this activity, you had the opportunity to review various dashboards and other reports in order to evaluate Mercy Medical Center’s performance against local, state, and federal requirements. Use the information you acquired here as well as external research into appropriate standards to complete your course assignment. Benchmark Underperformance Dashboard Metrics Example

Juggling nursing school with a job proves challenging yet financially essential for many students lacking external support. Attempting full-time employment on top of rigorous clinical rotations and didactic courseloads pushes limits for even the most dedicated learners. Finding optimal work arrangements that accommodate academic priorities becomes vital to prevent burnout. 

Discover how structuring strategic shift schedules, upholding boundaries, and embracing time-saving techniques help learners balance intensive programs and career growth.

Can You Work While In Nursing School?

Yes, working stays possible in nursing school, but it requires supreme organization, self-care, and flexibility, maximizing earning hours without compromising grades or program completion. While no universal formulas guarantee success, proactive planning, priority management, and resource utilization help many nursing students work competitively.

Working During Nursing School

Most BSN students cannot afford to abandon income streams entirely while completing nursing programs. Many enroll as second-career students needing sustained incomes, health benefits, and family support through existing jobs. Other younger prospects find summertime savings inadequate, covering tuition, clinical supplies, testing fees, living costs, and technology needs across high-demand curriculums.

Letting financial instability sabotage education options makes little sense when reasonable working accommodations are integrated. But blindly overcommitting work hours risks poor academic performance too. Finding reasonable balances works best.

Best Work Schedule for Nursing School

Select scheduling allowing reliable income generation without missing critical nursing student obligations works optimally for learners managing both roles.

Fulltime Day Shift Work Schedule: 36 hours

Maintaining consistent, evenly distributed 36-hour day shift weeks allows for attending daily classes and local clinical rotations when available. Group project meetings also stay manageable depending on shift start/end times. This schedule allows some flexibility for changing school demands. However, long shifts require applying time and self-care strategies to protect sleep. You can also have a night shift schedule to align with your classes.

Part-time Day Shift Weekend Work Schedule: 24 hours

Clustering longer shift blocks exclusively on weekends creates ample free days and evenings for attending school and studying after work. The flip side means surrendering family and social time fully on weekends at work. Successfully separating contexts prevents school and work from overlapping. This schedule best suits dedicated students lacking kids or local social ties needing weekend attention.

The Challenges of Working a Full-Time Job While in Nursing School

Students working full hourly quotas while completing rigorous nursing curriculums encounter steep challenges, including:

Time Management

Packed class, clinical, work, and commute schedules mandate meticulous planning, balancing competing demands without sacrifices. This juggle proves difficult initially before establishing firm boundaries.

Physical and Emotional Fatigue

Long shifts on the feet coupled with mental healthcare strain before heading to school reliably trigger enormous cumulative fatigue over weeks. Managing energy levels and preventive self-care becomes essential.

Academic Pressure

Pre-licensure nursing programs load intensive foundational content spanning sciences, technical skills, and critical thinking, requiring copious studying. Working full-time easily distracts attention from academics.

Clinical Rotations and Shift Work

Rotating clinical shifts assigned at the last minute provides little control or predictability when managing hourly job schedules. Being perpetually available while rotating days and nights means no days “off.”

Maintaining a Social Life

Heavy work-life imbalance strains personal relationships needing attention. Isolation and burnout manifest quickly.

How to be Successful at Working Full-Time in Nursing School

Utilize the following reliable techniques to reconcile better working whole duty while attending rigorous nursing programs:

Effective Time Management

Block schedules meticulously plotting school, work, study sessions, self-care, errands, and family time using planners and phone alerts. Account for commute and preps within time budgeting.

Open Communication

Inform instructors, preceptors, managers, and family of student-employee status, prompting accommodations if feasible. Network for backup support coverage.

Self-Care

Prioritize proper sleep, nutrition, exercise, and mental health interventions to manage heightened stress levels proactively. Burnout prevention equals survival.

Utilize Support Systems

Access college academic advising departments for provided guidance like tutoring, counseling, or disability resources when applicable. Join student-worker forums too.

Set Realistic Expectations

Acknowledge specific career, financial, or social aspects that might need temporary downsizing to prevent feeling overwhelmed. Define what matters most right now and delay other goals.

5 Benefits Of Working Full-Time While In Nursing School

Despite genuine difficulties working full-force while learning care professions, tangible benefits beyond financial necessity arise as well, including:

Networking Opportunities

Campus jobs and healthcare settings offer invaluable foot-in-door networking, mentorships and hiring pipelines unavailable otherwise. Make professional connections!

No Stressing About Bills

Maintaining steady incomes prevents destabilizing moves home or dropping out. Bills keep getting paid!

Gain Experience

Early exposure to diverse healthcare settings and specialties builds impressive resumes through extended hands-on learning. This accelerates post-graduate hiring dramatically.

No Worry About Student Loans

Paying out-of-pocket program costs through work earnings reduces loan burdens or interest rates.

Steady Income

Reliable paychecks allow for better management of fixed budgets through predictable forecasting reliability. Saving for emergencies or lifestyle wants becomes more realistic than living only upon financial aid dispersals.

What Are The Most Convenient Full-Time Jobs For Nursing Students?

Factor program schedules and transportation access when selecting compatible nursing student jobs, allowing manageable sustainability:

Phlebotomist: Learn clinical skills working flexible hours on recall rosters, allowing class attendance. Gain healthcare exposure!

Ward Clerk: Coordinates unit communications and clerical functions on nursing floors with semi-flexible shifts possible around the school. Observe environments!

Hospital Transport: Campus hospitals gladly schedule full-timers around course times to transport patients and equipment without rigid hourly demands. Know facilities!

Certified Nursing Assistant: Find per-diem CNA aide roles that offer needed PRN pay without overly burdensome clinical rotations conflicting with clinicals. Master bedside care!

Tutor: Help other students grasp academic concepts, working personable shifts from campus libraries and labs. Review foundational knowledge!

Personal Care Attendant: Caring for clients on shifts individually set week-to-week works perfectly for changing school calendars. Bonus skills!

Call Center Representative: Remote health system phone positions allow for the reliable balance of school and earnings simultaneously from home bases. 

Virtual Assistant: Find students online administrative gigs through freelancing platforms offering supreme shift control despite total workloads. Show technical talents!

Sales Associate: Major retailers staff ample weekend floor associate roles, ideal for weekday clinical attendees needing stable income. Learn customer service grace!

Social Media Manager: Digital marketers hire students to manage client accounts and campaigns from campus and remote spots week-to-week. It’s a great experience!

What Does A Typical Day Look Like For A Student Attending Nursing School And Working Full Time?

Fitting full-time nursing school schedules and full-time work into 24-hour mandates strictly organized efforts:

4:30 AM: Wake up to exercise and prep for morning clinical rotation

6:30 AM – 3:30 PM: Clinical hours

4:00 – 7:00 PM: Attend evening classes/study group

8:00 – 11:00 PM: Complete assigned reading and care plans after dinner

11:30 PM: Prepare uniforms and supplies for the next day

12:00 AM: Bedtime

Alternate school blocks with hourly shifts or double-up weekend shifts with online coursework. Pack meals, stay organized, alternate tasks with short breaks, and claim moments celebrating small accomplishments to maintain motivation. Some days will feel impossibly grueling and others surprisingly smooth – stay patient and consistently balance both worlds through self-compassion and planning. 

Working full-time in Nursing School

Can students work full-time while they go to nursing school? Yes, but only through carefully constructed work-life integration techniques prioritizing school using hyper-organization, routine self-care, candid communication, and unrelenting time management.

By remaining determined, vulnerable, and responsive when aspects overwhelm them, learners working full-duty persist in earning those treasured nursing degrees and registered nurse licenses serving communities.