STAFFING MODEL DESCRIPTION

Student Name

Institution Affiliation

Date
 OUTLLINE OF OBJECTIVES

1. A description of the staffing model chosen for a 30-bed

skilled nursing facility or acute inpatient unit

2. A description of the quality metrics and other data that was

used to determine the most appropriate staffing model

3. A description of the budgetary implications of

implementing the staffing model

4. A plan for continuous monitoring to ensure the

effectiveness and efficiency of the chosen staffing model

Introduction
 Description of the Staffing Model

 The selected model of staffing

is the unit-based framework
 Under this model, Johnson
(2018) affirms that the model
divides the entire system into
certain units using a staffing
grid whereby they get divided
as per the requirements and
objectives.
 The Unit-Based Staffing Model

 Hired and trained later on

 Encompasses nursing facility units
 What all this implies
o Acquisition – Acquisition is the hiring of employees.
o Deployment – Deployment is the assignment of employees to their actual
positions of employment
o Retention – Retention is the management and control of employees leaving
the organization.
 Description of the Staffing Model

 The number of Nursing hours spent as per patient daily: averaging the total
number of nursing hours by the number of patients (Kirby, 2015) (Kirby,
2015).
 This helps to alleviate mental depression, fatigue and bad work
performance.
 The workforce ratio should be maintained at a proportion is 1:8
 The RN (Registered nurse) supervisor is charged with coordinating patient
treatment.
 Description of the Staffing Model

  Staffing measures metrics •Appropriate nurse staffing / nurse-to-patient

proportions.
 Nursing professionals will assume different delegations according to their
competencies. Skills and expertise can be used to provide specialized
treatment based on the patient condition.
 During patient treatment, the staff will serve as consultants and partners of
the quality of care objectives.
 Metrics

 Metric attributes are measured by various methods by providing a thorough

understanding of performance patterns (Gillkin, 2020).
 Five common staffing indicators include:
1. Retention

2. recruitment

3. Satisfaction

4. productivity

5. labor costs.
 In terms of the expenses, there are many variables, including overall labor costs,
 Description of the Staffing Model

 Unit of service is the widely utilized efficiency measure and gets attained
by estimating the amount of functions the nurse completes at a given time
is the cumulative number of hours employed (Gillkin, 2020) (Gillkin,
2020) (Gillkin, 2020).
 The amount of work is typically recorded in the form of patient forms,
among several other interventions.
 Satisfaction scales, on the other hand, comprise of health care staff and
patient satisfaction, which must be frequently assessed.
 Budgetary Implication

 Research demonstrates that sufficient staffing rates for nurses have

beneficial effects for both patients and nurses.
 The unit-based model ensures that the assets of the organization are used
effectively and efficiently.
 The net impact is a decrease in waste resulting in substantial cost savings.
However, achieving safe staffing ratios may incur the medical facilities
some extra costs.
 Research proves that the recommended staffing ratios for efficient
productivity results to higher cost of hiring medical professionals.
 Variables

1. The number of tasks to be carried out to arrive at the optimum levels.

2. The number of staff assigned to the process is wise.

3. The amount of time each medical practitioner requires to conduct the

operation.

4. Amount of task schedules to be delivered in a week.

5. Factor of projected delays due to uncertain and known causes.

6. The shift categories used (8hrs).

 Continuous Monitoring

 Regular Monitoring and assessment of the personnel model will take place

in a formative and summative manner on a biannual basis.

 Labour force preparation shall take place through each transition in

addition to the development of a strategic course.

 Consequently, the evaluation of the workforce will be conducted to

identify skills deficiencies and to prepare to ensure the success of the

model.
 Conclusion

 In summary, safe staffing is a necessity in achieving the quality of care in

health sector which gets.
 The unit-based approach is therefore an economical approach in solving
the challenges that results from poor nursing leadership in terms of safe
staffing and the ratio priority.
WORKS CITED

1. Kim, C. S., King, E., Stein, J., Robinson, E., Salameh, M., & O'Leary,
K. J. (2014). Unit‐based interprofessional leadership models in six US
hospitals. Journal of hospital medicine, 9(8), 545-550.

2. Crowfoot, D., & Prasad, V. (2017). Using the plan–do–study–act

(PDSA) cycle to make change in general practice. InnovAiT, 10(7), 425-

430. Doi: 10.1177/1755738017704472

3. Gillkin, J. (2020). Four Common Types of Staffing Metrics.

Retrieved 6 April 2020, from https://smallbusiness.chron.com/four-

common-types-staffing-metrics-17620.html