1. Week 8 Written Assignment: Group B Final Project Erin Buell, Marie Hood, Nicholas Mann, Lauren Smith, & Erin M. Wiesen Concordia University, Nebraska December 19, 2014

2. Mission Very Best Medical Group will improve the health of its patients within our metropolitan community. To set the standard of excellence in affordable, accessible, and superior health care. Vision

3. Values ~ Our Five Pillars Integrity Compassion Excellence Respect Teamwork

4. Our Facility Very Best Medical Group is a private, for- profit medical clinic that is opening a new 24-hour Urgent Care Clinic with 10 exam rooms. We offer outpatient services including primary care, laboratory, pharmacy, physical therapy, and social services.

5. Our Staff Very Best Medical Group employs 40 physicians and over 250 support staff. We are currently hiring 10 Registered Nurses as Very Best Medical Group is expanding to include a new 24-hour urgent care clinic.

6. Executive Team Dr. Gerald Nelson, Sr. Chief Executive Officer Annette Schaffer, Chief Operating Officer Sally Mayes, MD Chief Medical Officer Jane Carter, RN Clinical Nurse Manager Kelly Olson Vice President of Information Technology & Security Tomi Allias Vice President of Marketing & Community Affairs Wayne Carson Vice President of Finance and Development Peter Adrian Vice President of Human Resources

7. Professional Staff Physicians 40 Nurse- Practitioners/Physician Assistants 20 Registered Nurses/Licensed Professional Nurses 60 Pharmacists/Pharmacy technicians 15 Physical Therapists/Physical Therapy Assistants 15 Laboratory Technicians 15 Social Workers 5 Clerical Staff 120

8. My Position I am Jane Carter, RN, Clinical Nurse Manager. I am responsible for the direction of personnel functions, such as recruiting, hiring, developing, and retaining staff. I have an integral role in handling disciplinary actions in conjunction with the Human Resource specialists.

9. Job Description: Registered Nurse  Delivers safe, quality health care services to patients and their families.  Assists the physicians in diagnosing and treating a variety of complaints throughout the illness management process.  Provides appropriate preventive health care services, information, and resources.

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

11. Nursing Code of Ethics  Standards of nursing practice  Ongoing development of training, education, and research  Educational requirements for practice  Certification requirements  Continuing evaluation of the effectiveness of the profession

12. Legal Considerations  Licensure and certification  State and federal laws  Scope of practice  Compliance  Public expectation of professional standards  Individual and organizational responsibilities

13. SWOT Analysis

14. Training Needs  Training covers management related topics, position-specific topics, and intervention topics.  Organizational development strives to increase effectiveness and adapt to change by analyzing:  Plans  Processes  People

15. Training Design  The ADDIE Model:  Analysis  Design  Development  Implementation  Evaluation  This model constantly evaluates training initiatives to check for fit and outcomes.

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

17. New Hire Orientation  Insurance and benefits  Need to know:  Parking  Entrances  Time clock  Dress code

18. Performance Management Performance management is a strategic function that includes the following managerial activities:  Setting performance goals  Monitoring employee progress toward goals  Designing strategies to create and sustain improvement  Providing ongoing feedback and coaching

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

20. Performance Management Sources of Data:  Supervisory appraisal  Self appraisal  Subordinate appraisal  Team/peer appraisal  Multi-source appraisal  Individual traits  Behaviors  Results or outcomes

21. Performance Management Methods of Evaluation:  Graphic Rating Scale  Behavior Anchored Rating Scale  Behavioral Observation Scale  Ranking  Critical Incident  Management by Objectives

22. Performance Appraisal Performance appraisals are:  Required for Joint Commission accreditation  Modes of identifying and rating competencies  Factors in determining employee and organizational goals Multi-source appraisals offer:  A 360 perspective from internal and external sources  Rating of traits, behaviors, and outcomes  Feedback for position and organizational development

23. Healthcare Trends  Technological Innovation  Consumer mindset of patients  Focus on quality and evidence-based medicine  Security and privacy  New healthcare professionals

24. Healthcare Trends  Information technology and decision support systems  Globalization  Demographic changes  Prevention and disease management  Patient safety

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

26. References MacMillan, A. (2014). Importance of performance management process & best practices to optimize monitoring performance work reviews/feedback and goal management. Retrieved from http://www.successfactors.com/en_us/lp/articles/optimize- performance-management.html Monster. (2014). Registered nurse job description sample. Retrieved from http://hiring.monster.com/hr/hr-best-practices/recruiting- hiring-advice/job-descriptions/registered-nurse-job-description- sample.aspx Pavlica, H. (n.d.) Week 7 – MPH 548; Performance management [PowerPoint slides]. Retrieved from https://engage.cune.edu/learn/pluginfile.php/29076/mod_page/ content/4/Week 7-MPH458.pptx Performance appraisal: Inpatient nurse practitioner [PDF document]. (n.d.). Retrieved from http://www.napnapcareerguide.com/wp- content/uploads/2013/01/NP-Performance-Appraisal-Sample.pdf Woodside, M., & McClam, T. (2011). An introduction to human services. Belmont, CA: Brooks/Cole, Cengage Learning.