Competency Evaluation of an ED Staff Post Leadership and Functional Reorganization

2.50
Hdl Handle:
http://hdl.handle.net/10755/162784
Type:
Presentation
Title:
Competency Evaluation of an ED Staff Post Leadership and Functional Reorganization
Abstract:
Competency Evaluation of an ED Staff Post Leadership and Functional Reorganization
Conference Sponsor:Emergency Nurses Association
Conference Year:1998
Author:Knies, Jr., Robert C., RN, MSN, CEN
P.I. Institution Name:Methodist Hospital Health System Minnesota
Contact Address:, Saint Louis Park, MN, USA
Clinical Topic: The purpose of this clinical project was to evaluate the clinical competency of the staff in a Level II ED, following a complete leadership and care delivery reorganization. Within a 12-month period, the department instituted a clinical nurse specialist, a new nurse manager (with no previous ED experience), two new assistant managers, and an operations supervisor. These leadership changes were facilitated by a consulting firm. This reorganization led to a 45% change in staff either by dismissal, attrition, or recruitment. Additionally, with a JCAHO visit pending, a department-wide assessment of staff knowledge and competence were identified as significant needs.

Implementation: A 97-item tool was developed to assess the basic emergency nursing knowledge of the staff. Questions were taken from Certified Emergency Nurse Exam (CEN) review texts. This format was chosen in response to reliability and validity concerns. The staff was informed about the tool, that is, what it would encompass, how the results would be used, and the feedback individual staff would receive. This was repeated for four consecutive months via the department newsletter. After the staff was presented the tool (on skills day), there was much resistance voiced in relation to its length, the knowledge required, and what would be done with the results. Several staff members refused to complete the tool. Ultimately, staff was paid educational time to complete the tool, and after two weeks all staff members had completed the tool. There was no scoring; only summary analyses were performed.

Outcome: The CNS performed the individual assessment of the results and completed a department-wide analysis of staff weaknesses. The results were somewhat expected; the areas of weakness outweighed the strengths. Each staff member received an individual analysis of their needs in relation to each topic; the staff-wide summary was shared with the leadership team and the clinical resource nurses, who have planned a "Symposium Day" that will address many of the knowledge deficits identified via the tool. The results will also be used to plan the educational programs for the next two years, and shared with the MCAHO surveyors this fall.

Recommendations: Recommendations for implementing a similar process include: (a) decrease the number of questions; (b) inform the staff of the length of time required to complete the tool; and (c) consistently clarify the purpose and use of results. Even after considering the negative feelings displayed by the staff, the results gave clear guidance to the leadership team on individual and department-wide needs. [Clinical Poster Presentation]
Repository Posting Date:
27-Oct-2011
Date of Publication:
17-Oct-2011
Sponsors:
Emergency Nurses Association

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleCompetency Evaluation of an ED Staff Post Leadership and Functional Reorganizationen_GB
dc.identifier.urihttp://hdl.handle.net/10755/162784-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Competency Evaluation of an ED Staff Post Leadership and Functional Reorganization</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Emergency Nurses Association</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">1998</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Knies, Jr., Robert C., RN, MSN, CEN</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">Methodist Hospital Health System Minnesota</td></tr><tr class="item-address"><td class="label">Contact Address:</td><td class="value">, Saint Louis Park, MN, USA</td></tr><tr><td colspan="2" class="item-abstract">Clinical Topic: The purpose of this clinical project was to evaluate the clinical competency of the staff in a Level II ED, following a complete leadership and care delivery reorganization. Within a 12-month period, the department instituted a clinical nurse specialist, a new nurse manager (with no previous ED experience), two new assistant managers, and an operations supervisor. These leadership changes were facilitated by a consulting firm. This reorganization led to a 45% change in staff either by dismissal, attrition, or recruitment. Additionally, with a JCAHO visit pending, a department-wide assessment of staff knowledge and competence were identified as significant needs.<br/><br/>Implementation: A 97-item tool was developed to assess the basic emergency nursing knowledge of the staff. Questions were taken from Certified Emergency Nurse Exam (CEN) review texts. This format was chosen in response to reliability and validity concerns. The staff was informed about the tool, that is, what it would encompass, how the results would be used, and the feedback individual staff would receive. This was repeated for four consecutive months via the department newsletter. After the staff was presented the tool (on skills day), there was much resistance voiced in relation to its length, the knowledge required, and what would be done with the results. Several staff members refused to complete the tool. Ultimately, staff was paid educational time to complete the tool, and after two weeks all staff members had completed the tool. There was no scoring; only summary analyses were performed.<br/><br/>Outcome: The CNS performed the individual assessment of the results and completed a department-wide analysis of staff weaknesses. The results were somewhat expected; the areas of weakness outweighed the strengths. Each staff member received an individual analysis of their needs in relation to each topic; the staff-wide summary was shared with the leadership team and the clinical resource nurses, who have planned a &quot;Symposium Day&quot; that will address many of the knowledge deficits identified via the tool. The results will also be used to plan the educational programs for the next two years, and shared with the MCAHO surveyors this fall.<br/><br/>Recommendations: Recommendations for implementing a similar process include: (a) decrease the number of questions; (b) inform the staff of the length of time required to complete the tool; and (c) consistently clarify the purpose and use of results. Even after considering the negative feelings displayed by the staff, the results gave clear guidance to the leadership team on individual and department-wide needs. [Clinical Poster Presentation]</td></tr></table>en_GB
dc.date.available2011-10-27T10:34:06Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-27T10:34:06Z-
dc.description.sponsorshipEmergency Nurses Associationen_GB
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