Tag Archive for: nursing

Course Outcomes

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Purpose

This week’s discussion relates to the following Course Outcomes (COs).

  • CO 3: Plan prevention and population-focused interventions for vulnerable populations using professional clinical judgment and evidence-based practice. (PO 4 and 8)
  • CO 4: Evaluate the delivery of care for individuals, families, aggregates, and communities based on theories and principles of nursing and related disciplines. (PO 1)

Discussion

Review the Week 3 Case Studies by opening the links below.

Child Abuse Case Study (Links to an external site.)

Senior with Dementia Case Study (Links to an extern

Maternal Child/Developmental and Mental Illness Case Study (Links to an ex

 

Choose one of the three attached case studies, and reflect on the vulnerable population that the case study portrays.

  • Identify which case you chose.
  • Discuss several risk factors that may impact health outcomes for the vulnerable population in your case study.
  • Identify one agency in your community that can assist this vulnerable group and assess this agency in terms of the 4 A’s (see the lesson). Discuss each of the A’s separately to assess accessibility, acceptability, affordability, and availability for this population.

diagnostic possibilities

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No Plegarism please,  will be checked with Turnitin. 

Will need minimum of 300 words, APA Style, double spaced, times new romans, font 12, and and (3 references with intext citations )

 

Case and Discussion

A 21-year-old women comes to your office with a 2 day history of right ear pain. She reports that the ear pain began shortly after taking scuba diving lessons. She describes the pain as “a pressure” and also notes “crackling” in the right ear and periodically feeling dizzy.

Please answer questions below in discussion board response.

  • What other associated symptoms should you ask about?
  • How does the time course help to distinguish among different causes of ear pain?
  • How does the age of the patient help with narrowing the diagnostic possibilities?
  • What diagnostic tests do you want to include to help you with your diagnosis?
  • Create a differential diagnosis flowsheet for this patient and include the diagnostics as well as the pharmacological management and rationale related to the differentials.

CLABSI Prevention

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Tutor MUST have a good command of the English language

No In-text citation, please

Tutor MUST have a good command of the English language

Sources need to be journal/scholarly articles. 

Use only articles that are published between 2015-2018 (except for your theory articles which will be older as you must cite primary sources).

No textbook or direct quotes

Please do the paper on CLABSI Prevention

The DNP must have a basic understanding of statistical measurements and how they apply within the parameters of data management and analytics. This assignment will allow you to demonstrate your understanding of basic statistical tests and how to choose the appropriate test for the study being performed. You will also discuss the reliability and validity factors associated with the data sources used.

General Requirements:

Use the following information to ensure successful completion of the assignment:

  • Doctoral      learners are required to use APA style for their writing assignments. The      APA Style Guide is located in the Student Success Center.
  • This      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 assignment to LopesWrite. Please refer to the      directions in the Student Success Center.

Directions:

The purpose of this assignment is to write a paper including a comparison table. The table will be provided as an appendix to the final paper.

Using the GCU Library, locate a quantitative, qualitative, and mixed methods article related to your DPI topic. You may reuse articles from Topic 1 assignment.

Using the “Comparative Table Template,” create a table that compares quantitative, qualitative, and mixed methods articles. Provide the table as an appendix to the paper.

Organize the table according to the following.

  1. Type      of article.
  2. Title      of the article.
  3. Type      of analysis: Describe the process of analysis. There can be more than one.
  4. Applicability      of test: Describe other analyses that could be used and why?
  5. Reliability      and validity: Describe either the reliability and validity measures of      tools used in the study or the techniques used to enhance reliability and      validity in the study.

Write a 1,000 to 1,250 word paper discussing the application of data analysis, reliability and validity, and assorted statistical tests used in health related research. Include the following in your paper:

  1. State      the types of study used in each article.
  2. Discuss      the types of statistical tests used within each article and why they have      been chosen.
  3. Discuss      the applicability of the chosen statistical test and why the statistical      test was chosen.
  4. Discuss      the differences between parametric and nonparametric tests and how they      were applied in the articles you chose.
  5. Evaluate      how the factors of reliability and validity are accounted for in the      articles (of instruments and surveys or in the design and data collection      conducted).
  6. Summarize      how the chosen studies could be applied within the context of your      practice.

Review of Current Healthcare Issues

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2.3:

Discussion: Review of Current Healthcare Issues

If you were to ask 10 people what they believe to be the most significant issue facing healthcare today, you might get 10 different answers. Escalating costs? Regulation? Technology disruption?

These and many other topics are worthy of discussion. Not surprisingly, much has been said in the research, within the profession, and in the news about these topics. Whether they are issues of finance, quality, workload, or outcomes, there is no shortage of changes to be addressed.

In this Discussion, you examine a national healthcare issue and consider how that issue may impact your work setting. You also analyze how your organization has responded to this issue.

To Prepare:

· Review the Resources and select one current national healthcare issue/stressor to focus on.

· Reflect on the current national healthcare issue/stressor you selected and think about how this issue/stressor may be addressed in your work setting.

 

Assignment: Analysis of a Pertinent Healthcare Issue

The Quadruple Aim provides broad categories of goals to pursue to maintain and improve healthcare. Within each goal are many issues that, if addressed successfully, may have a positive impact on outcomes. For example, healthcare leaders are being tasked to shift from an emphasis on disease management often provided in an acute care setting to health promotion and disease prevention delivered in primary care settings. Efforts in this area can have significant positive impacts by reducing the need for primary healthcare and by reducing the stress on the healthcare system.

Changes in the industry only serve to stress what has always been true; namely, that the healthcare field has always faced significant challenges, and that goals to improve healthcare will always involve multiple stakeholders. This should not seem surprising given the circumstances. Indeed, when a growing population needs care, there are factors involved such as the demands of providing that care and the rising costs associated with healthcare. Generally, it is not surprising that the field of healthcare is an industry facing multifaceted issues that evolve over time.

In this module’s Discussion, you reviewed some healthcare issues/stressors and selected one for further review. For this Assignment, you will consider in more detail the healthcare issue/stressor you selected. You will also review research that addresses the issue/stressor and write a white paper to your organization’s leadership that addresses the issue/stressor you selected.

To Prepare:

· Review the national healthcare issues/stressors presented in the Resources and reflect on the national healthcare issue/stressor you selected for study.

· Reflect on the feedback you received from your colleagues on your Discussion post for the national healthcare issue/stressor you selected.

· Identify and review two additional scholarly resources (not included in the Resources for this module) that focus on change strategies implemented by healthcare organizations to address your selected national healthcare issue/stressor.

The Assignment (3-4 Pages):

Analysis of a Pertinent Healthcare Issue

Develop a 3- to 4-page paper, written to your organization’s leadership team, addressing your selected national healthcare issue/stressor and how it is impacting your work setting. Be sure to address the following:

· Describe the national healthcare issue/stressor you selected and its impact on your organization. Use organizational data to quantify the impact (if necessary, seek assistance from leadership or appropriate stakeholders in your organization).

· Provide a brief summary of the two articles you reviewed from outside resources on the national healthcare issue/stressor. Explain how the healthcare issue/stressor is being addressed in other organizations.

· Summarize the strategies used to address the organizational impact of national healthcare issues/stressors presented in the scholarly resources you selected. Explain how they may impact your organization both positively and negatively. Be specific and provide examples.

Looking Ahead

The paper you develop in Module 1 will be revisited and revised in Module 2. Review the Assignment instructions for Module 2 to prepare for your revised paper.

PLEASE USE RESOURCES BELOW FOR REFERENCE

Required Readings

Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer.

  • Chapter 2, “Understanding      Contexts for Transformational Leadership: Complexity, Change, and      Strategic Planning” (pp. 37–62)
  • Chapter 3, “Current Challenges in Complex      Health Care Organizations: The Triple Aim” (pp. 63–86)

Read any TWO of the following (plus TWO additional readings on your selected issue):

Auerbach, D. I., Staiger, D. O., & Buerhaus, P. I. (2018). Growing ranks of advanced practice clinicians—Implications for the physician workforce. New England Journal of Medicine, 378(25), 2358–2360. doi:10.1056/NEJMp1801869

Gerardi, T., Farmer, P., & Hoffman, B. (2018). Moving closer to the 2020 BSN-prepared workforce goal. American Journal of Nursing, 118(2), 43–45. doi:10.1097/01.NAJ.0000530244.15217.aa

Jacobs, B., McGovern, J., Heinmiller, J., & Drenkard, K. (2018). Engaging employees in well-being: Moving from the Triple Aim to the Quadruple Aim. Nursing Administration Quarterly, 42(3), 231–245. doi:10.1097/NAQ.0000000000000303

Norful, A. A., de Jacq, K., Carlino, R., & Poghosyan, L. (2018). Nurse practitioner–physician comanagement: A theoretical model to alleviate primary care strain. Annals of Family Medicine, 16(3), 250–256. doi:10.1370/afm.2230

Palumbo, M., Rambur, B., & Hart, V. (2017). Is health care payment reform impacting nurses’ work settings, roles, and education preparation? Journal of Professional Nursing, 33(6), 400–404. doi:10.1016/j.profnurs.2016.11.005

Park, B., Gold, S. B., Bazemore, A., & Liaw, W. (2018). How evolving United States payment models influence primary care and its impact on the Quadruple Aim. Journal of the American Board of Family Medicine, 31(4), 588–604. doi:10.3122/jabfm.2018.04.170388

Pittman, P., & Scully-Russ, E. (2016). Workforce planning and development in times of delivery system transformation. Human Resources for Health, 14(56), 1–15. doi:10.1186/s12960-016-0154-3. Retrieved from https://human-resources-health.biomedcentral.com/track/pdf/10.1186/s12960-016-0154-3 

Poghosyan, L., Norful, A., & Laugesen, M. (2018). Removing restrictions on nurse practitioners’ scope of practice in New York state: Physicians’ and nurse practitioners’ perspectives. Journal of the American Association of Nurse Practitioners, 30(6), 354–360. doi:10.1097/JXX.0000000000000040

Ricketts, T., & Fraher, E. (2013). Reconfiguring health workforce policy so that education, training, and actual delivery of care are closely connected. Health Affairs, 32(11), 1874–1880. doi:10.1377/hlthaff.2013.0531

  Urinary Obstruction Case Studies

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Urinary Obstruction Case Studies The 57-year-old patient noted urinary hesitancy and a decrease in the force of his urinary stream for several months. Both had progressively become worse. His physical examination was essentially negative except for an enlarged prostate, which was bulky and soft. Studies Results Routine laboratory studies Within normal limits (WNL) Intravenous pyelogram (IVP) Mild indentation of the interior aspect of the bladder, indicating an enlarged prostate Uroflowmetry with total voided flow of 225 mL 8 mL/sec (normal: >12 mL/sec) Cystometry Resting bladder pressure: 35 cm H2O (normal: <40 cm H2O) Peak bladder pressure: 50 cm H2O (normal: 40-90 cm H2O) Electromyography of the pelvic sphincter muscle Normal resting bladder with a positive tonus limb Cystoscopy Benign prostatic hypertrophy (BPH) Prostatic acid phosphatase (PAP) 0.5 units/L (normal: 0.11-0.60 units/L) Prostate specific antigen (PSA) 1.0 ng/mL (normal: <4 ng/mL) Prostate ultrasound Diffusely enlarged prostate; no localized tumor Diagnostic Analysis Because of the patient’s symptoms, bladder outlet obstruction was highly suspected. Physical examination indicated an enlarged prostate. IVP studies corroborated that finding. The reduced urine flow rate indicated an obstruction distal to the urinary bladder. Because the patient was found to have a normal total voided volume, one could not say that the reduced flow rate was the result of an inadequately distended bladder. Rather, the bladder was appropriately distended, yet the flow rate was decreased. This indicated outlet obstruction. The cystogram indicated that the bladder was capable of mounting an effective pressure and was not an atonic bladder compatible with neurologic disease. The tonus limb again indicated the bladder was able to contract. The peak bladder pressure of 50 cm H2O was normal, again indicating appropriate muscular function of the bladder. Based on these studies, the patient was diagnosed with a urinary outlet obstruction. The PAP and PSA indicated benign prostatic hypertrophy (BPH). The ultrasound supported that diagnosis. Cystoscopy documented that finding, and the patient was appropriately treated by transurethral resection of the prostate (TURP). This patient did well postoperatively and had no major problems. Critical Thinking Questions 1. Does BPH predispose this patient to cancer? 2. Why are patients with BPH at increased risk for urinary tract infections? 3. What would you expect the patient’s PSA level to be after surgery? 4. What is the recommended screening guidelines and treatment for BPH? 5. What are some alternative treatments / natural homeopathic options for treatment?   Case Studies The 57-year-old patient noted urinary hesitancy and a decrease in the force of his urinary stream for several months. Both had progressively become worse. His physical examination was essentially negative except for an enlarged prostate, which was bulky and soft. Studies Results Routine laboratory studies Within normal limits (WNL) Intravenous pyelogram (IVP) Mild indentation of the interior aspect of the bladder, indicating an enlarged prostate Uroflowmetry with total voided flow of 225 mL 8 mL/sec (normal: >12 mL/sec) Cystometry Resting bladder pressure: 35 cm H2O (normal: <40 cm H2O) Peak bladder pressure: 50 cm H2O (normal: 40-90 cm H2O) Electromyography of the pelvic sphincter muscle Normal resting bladder with a positive tonus limb Cystoscopy Benign prostatic hypertrophy (BPH) Prostatic acid phosphatase (PAP) 0.5 units/L (normal: 0.11-0.60 units/L) Prostate specific antigen (PSA) 1.0 ng/mL (normal: <4 ng/mL) Prostate ultrasound Diffusely enlarged prostate; no localized tumor Diagnostic Analysis Because of the patient’s symptoms, bladder outlet obstruction was highly suspected. Physical examination indicated an enlarged prostate. IVP studies corroborated that finding. The reduced urine flow rate indicated an obstruction distal to the urinary bladder. Because the patient was found to have a normal total voided volume, one could not say that the reduced flow rate was the result of an inadequately distended bladder. Rather, the bladder was appropriately distended, yet the flow rate was decreased. This indicated outlet obstruction. The cystogram indicated that the bladder was capable of mounting an effective pressure and was not an atonic bladder compatible with neurologic disease. The tonus limb again indicated the bladder was able to contract. The peak bladder pressure of 50 cm H2O was normal, again indicating appropriate muscular function of the bladder. Based on these studies, the patient was diagnosed with a urinary outlet obstruction. The PAP and PSA indicated benign prostatic hypertrophy (BPH). The ultrasound supported that diagnosis. Cystoscopy documented that finding, and the patient was appropriately treated by transurethral resection of the prostate (TURP). This patient did well postoperatively and had no major problems. Critical Thinking Questions 1. Does BPH predispose this patient to cancer? 2. Why are patients with BPH at increased risk for urinary tract infections? 3. What would you expect the patient’s PSA level to be after surgery? 4. What is the recommended screening guidelines and treatment for BPH? 5. What are some alternative treatments / natural homeopathic options for treatment?

Healthcare Technology Trends and Benefits

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Respond to the post bellow, offering additional/alternative ideas  regarding opportunities and risks related to the observations shared. 

 

Technology  and data sharing have becoming a vital part of the healthcare industry.  Information technology has made many strides in the areas of patient  care, communication and record storage (Funk, 2015).  In the past,  retreiving a piece of health record would take an extensive amount of  time and records were at risk of being lost on paper files.

Healthcare Technology Trends and Benefits

Through  information technology, physicians are able to perform laparoscopic  surgeries and bypass invasive procedures. This not only cuts the cost  for the patient and facility but in turn decreases the amount of  complication the patient could receive from a more extensive surgery  (Funk, 2015).  In terms of patient care, we are introduced to the  electronic medical record. Health team members are able to view patient  information and clinicals, even from a remote area. This has expedited  patient care as providers are able to make prompt decisions and capable  of amending the treatment plan from any location (Funk, 2015). In terms  of communication, each discipline has the capability of documenting the  patient’s progress to regression and communicate this information to the  rest of the healthcare team.

Potential Risks

Potential  risks that could ensue from these trends pose a major threat to the  patient’s safety. Through electronic medical record, patient’s personal  information and healthcare information at risk for theft (Funk, 2015).  Many organizations try to manage theft by only allowing data to be  transferred over secured networks only (Nash, 2013). Organizations also  spend a lot of time on staff education on keeping data safe and  recognizing threats such as malware, viruses and hackers that could  cause a threat to the information system (Nash, 2013). With providers  gaining access to document from remote locations this increases the risk  of others outside of the healthcare team viewing the information. It is  up to the provider to maintain privacy and keep the patient’s records  confidential. In the area of record storage, organizations invest a lot  of money into securing these documents and protecting patient  information. When patient’s information moves from paper to electronic,  the risk for theft and hacking of the information systems increase  (Sheffer, 2017).  On the other hand, electronic storage of medical  records allows easy retrieval of the records which is why it is highly  sought after.

The  risks involved in using technology in patient care comes from the  increased radiation from some very high-tech procedures and less patient  care which is result of healthcare members spending too much time on  technology and less on actual patient care (Funk, 2015). It appears that  the increased pressure placed on healthcare workers to keep up with  electronic documentation has cause healthcare workers to spend less time  at the bedside and more documenting.

Promising Trends

The  one trend that could impact nursing care would be that of documenting  from remote areas. At this time, only providers have this benefit in my  organization but I believe it could be helpful for nurses to be able to  view patient records, check labs and orders and possibly get prepared  for their day ahead all by accessing data from a remote area.

References

Funk, M. (2015). As Health Care Technology Advances: Benefits and Risks. American 

Journal of Critical Care, 20(4), 285–291.

Nash, D. B. (2013). Technology Trends in Healthcare. American Health & Drug Benefits, 6(1),

1–2.

psychotherapy 

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Learning Objectives Students will:  •Assess clients presenting for psychotherapy • Develop genograms for clients presenting for psychotherapy

To prepare: • Select a client whom you have observed or counseled at your practicum site. • Review pages 137–142 of the Wheeler text and the Hernandez Family Genogram video in this week’s Learning Resources. Reflect on elements of writing a Comprehensive Client Assessment and creating a genogram for the client you selected.

The Assignment

Part 1: Comprehensive Client Family Assessment With this client in mind, address the following in a Comprehensive ClientAssessment (without violating HIPAA regulations):  •Demographic information  •Presenting problem  •History or present illness  •Past psychiatric history   •Medical history • Substance use history  •Developmental history  •Family psychiatric history   •Psychosocial history  •History of abuse/trauma  •Review of systems   •Physical assessment  •Mental status exam  •Differential diagnosis  •Case formulation  •Treatment plan

Part 2: Family Genogram Prepare a genogram for the client you selected. The genogram should extend back by at least three generations (great grandparents, grandparents, and parents).

Required Readings:

(1) Wheeler, K. (Ed.). (2014). Psychotherapy for the advanced practice psychiatric nurse: A how-to guide for evidence-based practice (2nd ed.). New York, NY: Springer Publishing Company.

ATTACHED WITH THIS HOMEWORK IS A SAMPLE OF THIS ASSIGNMENT AND REMEMBER IT HAS TWO  PARTS.

Human resource management (

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Write a Post of 350–400-word reply to each Discussion

Discussion #1

Human resource management (HRM) is a system of improving utilization of human capital and associated productivity through the development of relationships and objectives of employment amongst the staff and their organization (Trebble, Heyworth, Clarke, Powell, & Hockey, 2014). HRM is considered to be strategic when it supports achieving organizational objectives. Strategic human resources management (SHRM) states that an organization must acquire realistic information on the capabilities and talents to their employees, in order to be effective and adapt to changes quickly (Pynes & Lombardi, 2011).An example of this, is using the skills of the staff as a resources to develop a competitive advantage from other organizations, instead of simply supporting the organization and its goals (Trebble, Heyworth, Clarke, Powell, & Hockey, 2014). We can observe this when using strategic human resources, as this type of resource aims at making the necessary changes to support and or improve the overall operational and strategical objective of the organization (Pynes & Lombardi, 2011). SHRM is important because it can help with designing jobs, hiring proper staff, develop the employees skills, and identify new approaches to improve the overall performance and customer service, etc.(Fottler, 2008). A successful healthcare manager needs to be able to understand the impact any change may have on their company’s performance, and therefore, prepare themselves and the staff for such changes. He or she understands human behavior, works effectively with his or her employees, and is knowledgeable about numerous systems and practices available to improve the overall performance of the facility, including the staff. The manager must also be aware of the economic, technological, social, and legal issues that can affect human resources, and the facility (Fottler, 2008). The performance of an organization will determine the outcome of such. An organization must be competitive to ensure their success. Strategic human resources management helps health care organizations match the requirements of their human resources with the needs of the organization, and the demands of its external environment. SHRM ensures the appropriate staff needed, and it assists with the needs of clinical outcomes and human resources practices (Pynes & Lombardi, 2011).

There are several ways for an organization to maintain and achieve sustainable competitive advantages through human resources. Human resources are valuable because they can improve the efficiency and or the aeffectiveness of the corporation. They also focus and improve the employees skills. Organizations can also achieve competitive advantages through SHRM by encouraging proactive behavior, improving communication, improving the company’s goal and vision, and improve strategical planning (Fottler, 2008).

Human Resources strategies include staffing, development, compensation, and workforce composition. A staffing strategy is a set of activities used by the organization to determine its proper employee needs. A developmental strategy assists the organization in enhancing the quality of its human resources. A compensation strategy has to complete the organization’s other strategies. An example of this is, if the organization in pursuing a strategy of diversification, its compensation strategy can be aimed towards rewarding the employee whose skills allow them to move from the original business to the relevant one. A workforce strategy has to change over time as the workforce diversifies (Fottler, 2008).

A healthcare manager is constantly improving and changing strategies. It is important that he or she makes the more appropriate decision pertaining his or her company. Philippians 4:6-7 says: “Do not be anxious about anything, but in everything by prayer and supplication with thanksgiving let your requests be made known to God. And the peace of God, which surpasses all understanding, will guard your hearts and your minds in Christ Jesus.” When in doubt, we must remember that god will provide us with the knowledge to make the proper decision.

References:

Fottler, M. D. (2008). Strategic human resources management. Human resources in healthcare: Managing for success, 1-26.

Pynes, J. E., & Lombardi, D. N. (2011). Human resources management for health care organizations: A strategic approach (1st ed). San Francisco, CA: Jossey-Bass.

Trebble, T. M., Heyworth, N., Clarke, N., Powell, T., & Hockey, P. M. (2014). Managing hospitals doctors and their practice: what can we learn about human resource management from non-healthcare organizations? BMC Health Services Research, 14(1), 1-11 .doi: 10.1186/s12913-014-0566-5.

Discussion #2

The discussion around the movement back towards a pay for performance model in healthcare compensation has become trending in healthcarehuman resources.  In the past this system has come under fire for being subjective and focusing primarily on compensation (Pynes & Lombardi, 2011).  In order for a merit pay, otherwise known as pay for performance system to work, strategic goals for evaluation must be aligned with the overall goals of the organization, as well as training raters which will most likely be managers need to be held accountable as well (Pynes & Lombardi, 2011, p. 264).

 

In coming fiscal years, Medicare will allow for individual physicians, practices, or medical groups report goals to participate in Merit-Based Incentive Payment System (MIPS) program (Rutherford, 2017, p. 51).  Many of the goals that can be selected from for additional Medicare compensation are supportive of other trending topics in healthcare such as quality improvement, integration of electronic health records, and reporting procedures (Rutherford, 2017, p. 52).  By participating in national level merit pay programs an organization regardless of size could increase the ability of payments that it can give to its providers.  “For medical practice managers in groups serving any significant Medicare population, participation in the Medicare MIPS program is a sound strategy for 2017” (Rutherford, 2017, p. 53).  Pulling national and government funds to be able to give merit pay to healthcareproviders allows the organization to use organizational dollars to offer merit rewards to the support staff.  Offering merit pay to support staff can be used to attract and retain employees, which can save costs overall in regard to recruiting and training due to staff turnover.

 

Merit pay or pay for performance offered for all employees of a healthcare organization can possibly increase employee morale, and play a significant role in the retention of employees.  However, when employees stay with an organization for longer than 10 years it is possible that they could max out their pay, it would not make sense to play an employee such as a lab technician more than a BSN registered nurse.  In order to avoid this from happening managers and HR leaders need to look towards a compensation system that attracts, retains, focuses, and motivates employees (Boden, 2017, p. 411).   Additional ways that pay for performance can be used is in the rewarding of additional benefits, such as paid days off, scheduling preferences, or improved overall benefits.  “If it sounds like you’re simply ‘cutting’ earning potential, you will drive morale deeper yet” (Boden, 2017, p. 412).  For this reason, a clear pay structure and earning potential needs to be crafted by management and HR and shared with employees particularly if there will be a change to the overall compensation system with the move to pay for performance or merit pay.

 

Fair pay and compensation of employees is not only legally required, but ethically encouraged.  When looking to scripture for guidance in the compensation of employees managers and leaders in HR can look to 1 Timothy 5:18, “For the Scripture says, ‘you shall not muzzle an ox when it treads out the grain,’ and, ‘the laborer deserves his wages’” (English Standard Version).  In the case of healthcare compensation it is very important to make sure every level of care is compensated appropriately.  Pay for performance or merit pay can be a cost saving compensation system that can be used inhealthcare to reward top performers for their excellence in care, as opposed to using traditional methods of time in service, experience, and position.  It is important to make sure that each employee has wages that they deserve.  An additional benefit or compensation that could be given due to performance is educational benefits to give top performing employees the chance to advance their pay potential within the organization.

 

 

Boden, T. W. (2017). Establishing a fair wage structure for the healthcare practice. The Journal of Medical Practice Management: MPM, 32(6), 411-412. Retrieved from https://search-proquest-com.ezproxy.liberty.edu/docview/1930757658?pq-origsite=summon&accountid=12085

 

Pynes, J. E., & Lombardi, D. N. (2011). Human resources management for health care organizations: A strategic approach. San Francisco, CA: Jossey-Bass. ISBN: 9780470873557.

 

Rutherford, R. (2017). Thriving under medicare’s newest pay-for-performance program: Strategies for success with the merit-based incentive payment system: Part III. The Journal of Medical Practice Management: MPM, 33(1), 51-54. Retrieved from https://search-proquest-com.ezproxy.liberty.edu/docview/1933856170?pq-origsite=summon&accountid=12085

Program/policy evaluation

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There are 2 parts to this assignment. Part 1 is template and Part 2 is the paper.

Everything has to be APA format, no direct citations from the references. Please see all attachments for everything that you will need. I have listed the instructions for the template and the assignement. Please let me know if you have any questions.

Program/policy evaluation is a valuable tool that can help strengthen the quality of programs/policies and improve outcomes for the populations they serve. Program/policy evaluation answers basic questions about program/policy effectiveness. It involves collecting and analyzing information about program/policy activities, characteristics, and outcomes. This information can be used to ultimately improve program services or policy initiatives.

Nurses can play a very important role assessing program/policy evaluation for the same reasons that they can be so important to program/policy design. Nurses bring expertise and patient advocacy that can add significant insight and impact. In this Assignment, you will practice applying this expertise and insight by selecting an existing healthcare program or policy evaluation and reflecting on the criteria used to measure the effectiveness of the program/policy.

Policy/Regulation Fact Sheet

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Assignment: Policy/Regulation Fact Sheet

As a professional nurse, you are expected to apply your expertise to patient care. On occasion, you will also be expected to share that expertise.

With evolving technology and continuous changes to regulations designed to keep up these changes, there is usually a need to share information and expertise to inform colleagues, leadership, patients, and other stakeholders.

In this Assignment, you will study a recent nursing informatics-related healthcare policy, and you will share the relevant details via a fact sheet designed to inform and educate.

To Prepare:

· Review the Resources on healthcare policy and regulatory/legislative topics related to health and nursing informatics.

· Consider the role of the nurse informaticist in relation to a healthcare organization’s compliance with various policies and regulations, such as the Medicare Access and CHIP Reauthorization Act (MACRA).

· Research and select one health or nursing informatics policy (within the past 5 years) or regulation for further study.

The Assignment: (1 page)

Create a 1-page fact sheet that your healthcare organization could hypothetically use to explain the health or nursing informatics policy/regulation you selected. Your fact sheet should address the following:

· Briefly and generally explain the policy or regulation you selected.

· Address the impact of the policy or regulation you selected on system implementation.

· Address the impact of the policy or regulation you selected on clinical care, patient/provider interactions, and workflow.

· Highlight organizational policies and procedures that are/will be in place at your healthcare organization to address the policy or regulation you selected. Be specific.