C493 Task 1 Passed with no revisions PDF

Preview

Summary

C493 Task 1 paper passed on first submission...

Description

Running head: C493 LEADERSHIP AND PROFESSIONAL IMAGE

Leadership Experience C493 Task 1 Sheryl Cayabyab December 5, 2021 Western Governors University

1

C493 LEADERSHIP AND PROFESSIONAL IMAGE

2

Leadership and Professional Image A1. Problem or Issue A shortage of nurses has become a growing problem in the United States. “High demand and low supply have created the current nursing shortage, and a multitude of factors have led us to this point” (“The 2021 American”, 2021). Some factors include a large population of people over 65 years old requiring more health services, a large population of nurses on their way to retirement, increased job stress leading to burnout, and nurses needing to cut back on working or leaving the profession due to the need to take care of their families (Haddad et al., 2020). A1a. Explanation of Problem or Issue As a nurse reviewer working in an office position in Utilization Management, I have seen the nursing shortage and need to hire more nurses due to the increasing workload as well as the high turnover rate of new hires due to job dissatisfaction. Job dissatisfaction has been related to low pay rates and lack of work schedule flexibility as compared to acute care settings. A2. Investigation In my investigation of the nursing shortage within my department, I began by obtaining the number of nurses that were hired between November 2020 through November 2021. With the help of the nurse educator who trains the new hires, she assisted me in obtaining the list of nurses who were hired and trained during this time along with the number of nurses who shortly left after completing the new hire training. The average starting pay rate for new hires was also obtained. My nurse educator was also able to provide the most common complaints that the new hire nurses disclosed during their exit interviews. A2a. Evidence of Problem or Issue

C493 LEADERSHIP AND PROFESSIONAL IMAGE

3

During my organizational assessment, data showed that within one year starting from November 2020 through November 2021, there was a total of 27 nurses hired in my department. All the nurses completed the new hire training which lasted approximately six weeks. Out of the 27 nurses that were hired, 12 nurses stayed while 15 left which equals a 44% turnover rate. A3. Analysis According to Haddad et al. (2020), “The nursing profession continues to face shortages due to a lack of potential educators, high turnover, and inequitable workforce distribution.” Currently, the national average for turnover rates is 8.8 % to 37.0%, depending on geographic location and nursing specialty (Haddad et al., 2020). As compared to the national average, the data found at my organization displayed an even higher turnover rate. A3a. Contributors to Problem or Issue Two of the contributing factors related to the shortage of nurses in my organization are low pay rates and lack of schedule flexibility. As compared to acute care settings, Utilization Management is an office-based nurse position that involves managing prior authorization by the health insurance company. Although the position may be less stressful that acute care, the pay rates are lower compared to acute settings and even the average in the state of California. In my organization, the starting rate for new hires is about $35/hour for an 8-hour workday and a Monday to Friday schedule. “According to Indeed, the average salary for a registered nurse in California is $42.54.” Nurses working in acute care setting typically have a schedule of three 12hour shifts per week. A4. Proposed Solution or Innovation I propose that my organization incorporate incentives within the hiring process such as sign-on bonuses as well as an option for part-time scheduling. I would propose a $5,000 sign-on

C493 LEADERSHIP AND PROFESSIONAL IMAGE

4

bonus agreement in which the first half would be paid after the first 3 months as an employee and the second half to be paid after 6 months of employment. Many of the nurses that have been hired to the position are at childbearing age or have young children. Currently, there is no option to work part-time. Due to the schedule restraints, some nurses have made the decision to leave the job because of difficulties balancing their work schedule along with taking care of their young children. A4a. Justification of Proposed Solution or Innovation The implementation of a sign-on bonus would give an incentive to nurses interested in applying to the position. With the bonus being paid out after a certain amount of time, this would encourage and motivate the nurses to continue in the position. The availability to work part-time would also encourage nurses who want to work but are not able to commit to a full-time schedule. A5. Resources and Cost-Benefit Analysis The resources that would be used to promote the sign on bonus and part-time scheduling would be through hiring websites such as Indeed.com, announcing the incentive via email to current employees and posting flyers in the office to encouraging employees to refer the job to nurses they may know would be free of cost. As stated above, the starting pay rate per hour at my organization if $35/hr. Each nurse works 8 hours a day for 5 days a week. New hire training is about 6 weeks long. Out of the 27 nurses hired within one year, 15 nurses left. The total amount spent to pay these 27 nurses for the 6 weeks of training was $226,800. With the 15 nurses leaving after being trained, there was a loss of $100,800. If another 27 nurses were hired in the next year with the incentive of a $5,000 sign on bonus, it would add an additional cost of

C493 LEADERSHIP AND PROFESSIONAL IMAGE $135,000. However, the benefit would be that the nurses hired would need to fulfil the length of employment to receive the sign-on bonus which would lower the turnover rate. A6. Timeline The timeline for promoting the sign-on bonus within the hiring process would start in January 2022 and would be ongoing through December 2022. A7. Importance of Key Stakeholders or Partners The company’s finance administration is important during implementation because they are responsible for developing the budget and financial plan of the organization. My manager would also be an important partner in implementation as they will be the one involved in the interviewing and hiring of new nurses. The nurses currently employed are important because they will play a key role in promoting the job incentive to other nurses they may know who are interested in a nurse office position or part-time work. A7a. Engagement with Key Stakeholders or Partners I discussed my proposal with my nurse manager who encouraged me to formulate a formal written proposal for the company finance administration. The proposal was also discussed with some of the currently employed nurses who were in favor of implementing the sign-on bonus as well as part-time availability. The nurses were willing to promote the incentive to other nurses they may know as it would benefit the company to hire more nurses to help ease the increasing workload.

I intend to coordinate a meeting with the clinical

5

C493 LEADERSHIP AND PROFESSIONAL IMAGE

nurse specialist from the wound care team to develop a formal proposal to present to hospital administration. I intend to create a rollout schedule for the transport team to prevent overburdening their staff. I intend to coordinate with a representative from the manufacturer to educate the nurses and

6

C493 LEADERSHIP AND PROFESSIONAL IMAGE

healthcare techs on how to use the bed controls I intend to coordinate a meeting with the clinical nurse specialist from the wound care team to develop a formal proposal to present to hospital administration. I intend to create a rollout schedule for the transport team to prevent overburdening

7

C493 LEADERSHIP AND PROFESSIONAL IMAGE

their staff. I intend to coordinate with a representative from the manufacturer to educate the nurses and healthcare techs on how to use the bed controls I intend to coordinate a meeting with the clinical nurse specialist from the wound care team to develop a formal proposal to present to

8

C493 LEADERSHIP AND PROFESSIONAL IMAGE

hospital administration. I intend to create a rollout schedule for the transport team to prevent overburdening their staff. I intend to coordinate with a representative from the manufacturer to educate the nurses and healthcare techs on how to use the bed controls A7b. Success I intend to work with my nurse manager on developing a formal proposal for the finance administration. I also intend to meet the finance administration to present my proposal and discuss implementation. I plan to coordinate with the nurses in my company in discussing the

9

C493 LEADERSHIP AND PROFESSIONAL IMAGE 10 promotion of the job incentives to other nurses by passing out flyers and sharing the job posting through email. A8. Implementation My proposed solution would be implemented starting January 2022. Per quarter, the company aims to hire at least six to seven nurses. At the beginning of each quarter, promotion of the job incentives through flyers, emails, and word of mouth will be implemented. By the end of December 2022, success of the intervention will be evaluated by measuring the nurse turnover rate with the goal of a decreased number of newly hired nurses leaving the job. B1. Role of Scientist I fulfilled the role of the scientist by researching on the causes the shortage of nurses in the United States. As a scientist, I gathered and looked at the data collected to gain an understanding of the nursing shortage issue at my organization. Using the evidence, I proposed a possible solution of implementing a sign-on bonus and part-time scheduling. B2. Role of Detective The role as a detective was fulfilled by investigating the common complaints of the newly hired nurses which included low pay rates and lack of schedule flexibility. Using the data, I addressed the concern of the pay rate by adding the incentive of a sign-on bonus that would encourage the nurses to stay in the position as the bonus would be paid out in two increments. Proposing the option for part-time scheduling addressed the concern of nurses wanting to continue to work but opt for part-time especially for the nurses with babies and young children. B3. Role of Manager of the Healing Environment The role of the manager of the healing environment was fulfilled by identifying the nursing shortage problem within the organization, gathering current data, and finding ways to

C493 LEADERSHIP AND PROFESSIONAL IMAGE 11 help solve the issue. Speaking with my nurse educator regarding the shortage issue and collaborating with the finance team promoted healing by proposing solutions that addressed the common complaints by new hired nurses. C. Verification Form Professional Verification Form submitted separately.

C493 LEADERSHIP AND PROFESSIONAL IMAGE 12 References Haddad, L.M., Annamaraju, P., Toney-Butler, T.J. (2020, Dec 14). Nursing Shortage. StatPearls. Retrieved from https://www.ncbi.nlm.nih.gov/books/NBK493175/. The 2021 American Nursing Shortage: A Data Study. (2021, May). Retrieved from https://www.usa.edu/blog/nursing-shortage/....