A plan for dealing with a nursing shortage in Mercy

Hospital
Name:Lu Yingjiao
StudentNO.2018-91469
Step 1:Strategic direction
Dealing with a nursing shortage that involve a long period (usually 2-5years) are
referred to as long-range plan.
Step 2:Do environmental scanning
Strength
1 Local school of nursing offer online baccalaureate and master’s degree at
affordable costs for working nurses.
2 Hospital Mercy offers generous professional development funding
opportunities for staff.
3 This objective is alignment recommendations cited in the institute of
Medicine’s report ,The Future of Nursing :Leading Change ,Advancing
Health ,that 80% of RNs should have baccalaureate of higher degrees by 2020.
Weakness
1 Recent high turnover rates resulted in tight staffing and requests by nurses for
reduced workload to return to school would be difficult to honor.
2 At present ,there is no role differentiation for nurses at Hospital Mercy based
on a nurse’s educational level.
3 At present,Mercy Hospital dose not offer a salary differential to nurses with
baccalaureate or higher degree ,but another hospital in the immediate area does.
Opportunities
1 Current research evidence suggests that increasing the number of nurses with
baccalaureate or higher degrees in the staffing mix would positively impact
quality of care.
2 Mercy Hospital could consider application for higher status if more nurses held
higher degrees.
3 Increasing the number of nurses with baccalaureate and graduate degrees better
prepare them to assume new and emerging professional roles in an increasingly
complex health-care environment.
4 A review of the literature suggests that nurse with graduate degrees are more
likely to report being extremely satisfied with their jobs with nurses who hold
associate degrees.
Threats
1 Local schools of nursing have impacted enrollments ,so not all nurses who
want to return to school can be accepted.
2 An impending national nursing shortage could further exacerbate current
staffing shortage .
3 Not all nurses are inherently motivated to return to school.
Step 3:Collect &analyze data
According to the feedback from all the units of Mercy Hospital,70% of the units have
shortage of nurses .The quantity demand of Mercy Hospital is 70 nurses in 5 years.
There are 16 local nursing schools with 540 graduate students in this year.70% of the
students should be pass the baccalaureate as pass 5 years.
Step 4:Set specific objectives
Specific objective
1 Mercy Hospital recruitment information should be spread to local school
of nursing in 1 month .The hospital will bear the cost of this program.
2 The interview and new staff training should be held in 3 months,ensure
that all the new staffs gain the new knowledge .the examine should be
given to all new staffs.RNs who score less than 90% on a
comprehensive examination in “New Staff Comprehensive
Examination”must attend the remedial course not more than 2 weeks
after the completion of “New Staff Comprehensive Examination”
3 RNs who achieve of 90% or better on the comprehensive examination
for “New Staff Comprehensive Examination “after completing new
staffs training will be allowed to perform nursing care for patients.In one
year ,some unit will release the pressure of nurses shortage.

Step 5:Determine the strategy

The strategy is to give current research as evidence to support the change.This group
of strategies is often to as rational-empirical strategies .The change agent using this
set of strategies assumes that resistance to change comes from a lack of knowledge
and that human are rational beings who will change when given factual information
documenting the need of change .Recruitment for dealing with nursing shortage of
Mercy Hospital is a big change for the hospital.Data gathering and analyze is a
important activity for the recruitment.
Step 6:Set performance indicators
1. Job dimension scales ,require that a rating scale be constructed for each job
classification .
2. Behaviorally anchored rating scale,overcome some weakness inherent in other
rating systems.In BARS,many specific examples are defined for each area of
responsibility.
3. Self-Appraisals
4. Peer Review
5. The 360-Degree Evaluation
Step 7:Identify activities/projects
1. Gathering data from all the units in Mercy Hospital and analyze for predicting
staffing needs.
2. Disseminate recruitment information.
3. Launch interview program for new staff.
4. Implement training program for new staff
5. “New Staff Comprehensive Examination” for all new RNs before perform
nursing care for patients.
Step 8:Identify person responsibility
Chief nurse Gathering the data from all the units and analyze.Predicting
staffing needs and do the recruitment plans.
Supervisor Predicting staffing need in the unit and give the feedback to chief
nurse.
The Nurse- 1. Desining and implementing the overall recruting strategy;
Recruiter 2. Sourcing and attracting candidates by using database ,social
media etc.
3. Conducting interview and fitering candidates for open
positions
The 1. Ask questions in accordance with instructions to obtain
Interviewer various specified information ,such as person’s name ,address
,age,religious preference,and state of residency.
2. Identify and reslove inconsistencies in interviwees’ responses
by means of appropriate questioning and/or explantion.
3. Compile,record and code results and data from interview or
survey ,using computer or specified form.
4. Review data obtained froom interview for completeness and
accuracy.
5. Contract individuals to be interviewed at home,place of
business ,or field location ,by telephoe ,mail,or in person.
6. Assit individuals in filling out applications or questionnaires.
7. Ensure payment for services by verifying benefits with the
person’s insurance provider or working out financing options.
8. Identify and report problems in obtaining valid data.
9. Explain survey objectives and procedures to interviewees,and
interpret survey questions to help interviewees’comprehension.
10. Perform patient service,such as answering the telephone and
assiting patients with financial and medical questions.
11. Prepare reports to provide answers in response to specific
problems.
12. Perform other office duties as needed,such as telemarketing
and customer service inquiries,billing patients and receiving
payments.
13. Meet with supervisor daily to submit completed assignments
and discuss peogress.
14. Collect and analyze data,such as studying old records,tallying
the number of outpatients entering each day or week,or
participating in federal,state ,or local poplulation surveys .
The Trainer The role of a nursing trainer is to develop a competency and skill
 sets in an individual to perfrom his/her effectively and effciently in
the work place.The trainer should communicate to the trainees
about what is expected out of training in a simple and professional
way.
The trainer plays a pivotal role start to end of the training that
including the following:
1. Training plan
2. Timing of different trainging sessions
3. Choosing the relevant trainging methods
4. Preparing the training materials and aids
5. Conducting training sessions and
6. Evaluating the post training session.

Step 9:Forecast the budget

1. The first step is to assess what needs to be covered in the budget.In the
recruitment process,recruitment dissemination materials ,room for interview ,human
resources for training new staffs salaries and basic supply should be include in the
forecast budget.
2. The second step is diagnosis ,In the case of budget planning ,the diagnosis would
be the goal or what needs to be accomplished ,which is to create a cost-effective
budget that maximize the use of available resources.
3. The third step is to develop a plan.The budget plan may be developed in many
ways .A budgeting cycle that is set for 12 months is called a fiscal-year budget .The
dealing with shortage of Mercy Hospital is an 5years plan,the budgeting cycle should
be 5-years budget.
4. The fourth step is implementation.In this step,ongoing monitoring and analysis
occur to avoid inadequate or excess funds at the end of fiscal year.
Step 10:Identify risk
A common source of risk in recruitment is a hospital’s lack of visibility into the
recruitment process itself,including a lack of visibility into any payment transactions
that are involved.The hospital may be simply unaware that broken hidden fees are
being charged to jobseekers by brokers or their subcontractors.
Step 11:Create a mitigation
1. Managing risk during Recruitment ,Selection and Hiring
(1) .The hospital can require that its labor brokers communicate an “employee
pay”policy to applicants at the earliest of the recruitment process.For example ,this
policy could be indicated in job vacancy ads and explained to applicants as part of a
first interaction with recruiters(where applicable,this would entail informing
applicants as their place of origin ,before they arrive at recruitment centers)
(2) The hospital can provide (or require labor beoker to provide) successful
applicants with a checklist of all expenses that employers will cover (consistent with
the employer pay policy)
2. Managing Risk during Pre-Deperture Orientation and Deployment
(1) The hospital can require all successful jobseekers to submit a list of all expenses
incurred in the process of applying for the job, indicating to whom these expenses or
fees were paid (e.g., transportation expenses, reservation fees, documents processing,
medical tests, etc.).
(2) A hospital representative can conduct the pre-departure orientation.
(3) The hospital representative can explain the following during the pre-departure
orientation:
a. The hospital’s “employers pay” policy;
b. All expenses and fees that the hospital will cover;
c. The hospital’s system for verifying the actual fees and expenses paid by workers
in recruitment and hiring;
d. The hospital’s confidential procedures for workers to report any violations to the
“employer pays” policy; and
e. The hospital’s protections and non-reprisal for workers who report violations,
with an explanation of how the hospital guarantees this.
(4)The hospital can include in its contracts with migrant workers the “employer pays”
policy and a breakdown of all
expenses and fees that the hospital will cover.
3. Managing Risk upon Arrival at the Host Facility
(1) .The company can require all newly hired workers to submit a list of expenses
incurred prior to arrival, with the receipts if available. The company can then compare
these documents with the lists that were submitted by migrant workers at the pre-
departure orientation and flag any discrepancies for further investigation.
(2) The company can conduct validation interviews with newly hired workers upon
arrival. Interviews with workers whose expense checklists were flagged should be
prioritized. Independent translators should be used for these validation interviews, as
opposed to translators provided or hired by the labor broker.
(3) The company can have in place remediation procedures to respond to verified
reports of noncompliance to its “employers pay” policy, including mechanisms to
ensure reimbursement of any fees charged to workers.
Step 12:Develop a communication plan

1. The first step is to identify what information will need to be communicated to

specifie audience segments.The plan should also address who has the authority to
communicate confidential or sensitive information and how information should be
disseminated(email ,websites,printed reports and/or presentations).Chief nurse give
the feedback from all the units in Mercy Hospital ,chief nurse is the only person who
available to read the data;The Mercy Hospital’s recruitment information should be
disseminate by email,websites ,printed reorts ;The applicants’ information only
avaliable for interviwer and recruiter.
2. The second step is the plan should define what communication channels
stakeholders will use to solicit feedback and how wcommunication will be
documented and archived.
3. The third step is inplementing a communication plan for emergency situations
must address ways both electronic and non-electronic communication channels should
bu used to disseminate information.This includes announcements over building
paging system ,automayed text message ,email alerts ,pre-recorded robocalls and
phone tress.Should electronic communication channels be available ,social media and
the organization’s website can also be used to communicate emergency information.