LESSON PLAN

ON
STFFING
SUBMITTED TO SUBMITTED BY

Mr. John R. Sreelekha.

MSC Lecture. MSC (N) 2Year

Psychology Medical surgical nursing

Owaisi College Of Nursing. Owaisi College Of Nursing

Hyderabad Hyderabad

SBMITTED
 STUDENT PROFILE

Name of the student : Miss. Sreelekha.

Name of the topic : Staffing

Name of the subject : Nursing Management

Name of the class : MSC Nursing II year

Name of the Guide : Mr. John

Name of the college : Owaisi college of nursing.

Date :

Time :

A.V Aids : Black board

Method of teaching : Lecture cumdiscussion

S.N SPECIFIC TIM CONTENT TEACHIN A.V. EVALUATI
O OBJECTIV E G& AIDS ON
ES LEARNIN
G
ACTIVITI
ES
1. To introduce 2min INTRODUCTION
the topic
Organization is the formal structure of authority
calculated to define, distribute and provide for the
co-ordination of the tasks as contribution to the
whole. When the aims of the organization
properly design the planning of its institutions
and its functional standard, it will have identified
the kind and numbers of personnel it needs.

STAFFING

DEFINITION
2. To define the 2min Lecture cum Oral What is the
Staffing is the systematic approach to the discussion explanati Staffing?
Staffing problem of selecting, training, motivating and on
retaining professional and non professional
personnel in any organization. It involves
manpower planning to have the right person in
the right place and avoid ―Square peg in round
hole‖.

3. To Explain 2min PHILOSOPHY Lecture cum What is the

about the discussion Oral Philosophy?
Philosophy Components of the staffing process as a control explanati
system include a staffing study, a master staffing on
plan, a scheduling plan, and a nursing
management information system (NMIS). NMIS
includes these five elements;

1.Quality of patient care to be delivered and its

measurement.
2. Characteristics and care requirements of
patients.
3. Prediction of the supply of nurse power
required for components 1 &2.
4. Logistics of the staffing program pattern and
its control.
5. Evaluation of the quality of care desired,
thereby measuring the success of the staffing it
self.

PHILOSOPHY OF STAFFING IN NURSING

Nurse administrators of a hospital
nursing department might adopt the following
philosophy.
1. Nurse administrators believe that it is
possible to match employee‘s knowledge
and skills to patient care needs in a
manner that optimizes job satisfaction and
care quality.

2. Nurse administrators believe that the

technical and humanistic care needs of
critically ill patients are complex that all
 aspects of that care should be provided by
professional nurses.

3.Nurse administrative believe that the health

teaching and rehabilitation needs of chronically
ill patients are so complex that direct care for
chronically ill patients should be provided by
professional and technical nurses.

4..Should believe that believe that patient

assessment, work quantification and job analysis
should be used to determine the number of
personnel in each category to be assigned to care
for patients of each type (such as coronary care,
renal failure, etc.,).

5. Should believe that a master staffing plan and

policies to implement the plan in all units should
be developed centrally by the nursing heads and
staff of the hospital.
6. Should the staffing plan should be
administrated at the unit level by the head nurse,
so that can change based on unit workload and
workflow.

OBJECTIVES OF STAFFING IN NURSING

1. Provide an all professional nurse staff in
critical care units, operating rooms, labor,
delivery unit, emergency room.
2. Provide sufficient staff to permit a 1:1 nurse-
patient ratio for each shift in every critical care
 unit.
3. Staff the general medical, surgical, Obsteritic
and gynecology, pediatric and psychiatric units to
achieve a 2:1 professional –practical nurse ratio.
4. Provide sufficient nursing staff in general
medical, surgical, Obsteritic, pediatric and
psychiatric units to permit a 1: 5 nurse-patient
ratio on a day and after noon shifts an
d1:10 nurse –patient ratio on the night shift.

NORMS OF STAFFING (S I U- staff

inspection unit)
Norms:
Norms are standards that guide, control, and
regulate individuals and communities. For
planning nursing manpower we have to follow
some norms. The nursing norms are
recommended by various committees, such as;
the Nursing Man Power Committee, the High-
power Committee, Dr. Bajaj Committee, and the
staff inspection committee, TNAI and INC. The
norms has been recommended taking into
account the workload projected in the wards and
the other areas of the hospital. All the above
committees and the staff inspection unit
recommended the norms for optimum nurse-
patient ratio. Such as 1:3 for Non Teaching
Hospital and 1:5 for the Teaching Hospital. The
Staff Inspection Unit (S.I.U.) is the unit which
has recommended the nursing norms in the year
1991-92. As per this S.I.U. norm the present What are the
4. 5min nurse-patient ratio is based and practiced in all Lecture cum Norms of
To the explain central government hospitals. discussion Staffing?
about the Black
Norms of Recommendations of S.I.U: board
Staffing
1.The norms for providing staff nurses and
nursing sisters in Government hospital is given in
annexure to this report. The norm has been
recommended taking into account the workload
projected in the wards and the other areas of the
hospital.

2.The posts of nursing sisters and staff nurses have

been clubbed together for calculating the staff
entitlement for performing nursing care work which
the staff nurse will continue to perform even after
she is promoted to the existing scale of nursing
sister.
3. Out of the entitlement worked out on the basis of
the norms, 30%posts may be sanctioned as nursing
sister. This would further improve the existing ratio
of 1 nursing sister to 3.6. staff nurses fixed by the
government in settlement with the Delhi nurse
union in may 1990.
4. The assistant nursing superintendent are
recommended in the ratio of 1 ANS to every 4.5
nursing sisters. The ANS will perform the duty
presently performed by nursing sisters and perform
duty in shift also.
5. The posts of Deputy Nursing Superintendent
may continue at the level of 1 DNS per every 7.5
ANS
6. There will be a post of Nursing Superintendent
for every hospital having 250 or beds.

7. There will be a post of 1 Chief Nursing Officer

for every hospital having 500 or more beds.
8. It is recommended that 45% posts added for the
area of 365 days working including 10% leave
reserve (maternity leave, earned leave, and days off
as nurses are entitled for 8 days off per month and 3
National Holidays per year when doing 3 shift
duties).
Most of the hospital today is following the
S.I.U.norms. In this the post of the Nursing
Sisters and the Staff Nurses has been clubbed
together and the work of the ward sister is
remained same as staff nurse even after
promotion. The Assistant Nursing Superintendent
and the Deputy Nursing Superintendent have to
do the duty of one category below of their rank.

BAJAJ COMMITTEE, 1986

An "Expert Committee for Health Manpower

Planning, Production and Management" was
constituted in 1985 under Dr. J.S. Bajaj, the then
professor at AIIMS. Manpower is one of the most
vital resources for the labour intensive health
services industry. Health for all (HFA) can be
achieved only by improving the utilization of
these resources.
 Major recommendations are:-

Formulate on of National Health Manpower

4.Establishment of Health Science Universities

in various states and union territories.
5.Establishment of health manpower cells at
centre and in the states.
6. Vocationalisation of education at 10+2
levels as regards health related fields with
appropriate incentives, so that good
quality paramedical personnel may be
available in adequate numbers.
7. Carrying out a realistic health manpower
survey.

In relation to nursing, the Bajaj Committee

recommended staffing norms for nursing
manpower requirements for hospital nursing
services and requirements for community health
centres and primary health centres on the basis of
calculations as follow.