Tag: Care Plans

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Please see Attached instruction. – 2 years ago **files (2)** – ## assessment3Instruction.pdf – ## Assessment01EnhancingQualityandSafety.pdf **## assessment3Instruction.pdf** Improvement Plan In-Service Presentation For this assessment, you will develop an 8–14 slide PowerPoint presentation with thor…

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Assignment Prompt & Instructions

Please see Attached instruction.

– 2 years ago

**files (2)**

– ## assessment3Instruction.pdf

– ## Assessment01EnhancingQualityandSafety.pdf

**## assessment3Instruction.pdf**

Improvement Plan In-Service Presentation
For this assessment, you will develop an 8–14 slide PowerPoint presentation with
thorough speaker's notes designed for a hypothetical in-service session related
to the improvement plan you developed in Assessment 2.

Criterion
1. Describe the purpose and goals of an in-service session on a specific

patient safety issue. Explains the purpose and goals of an in-service session
on a specific patient safety issue, with purpose and goals that are relevant and
achievable within the in-service session.

2. Explains the need and process to improve safety outcomes related to a specific
patient safety issue, with reference to specific data, evidence, or standards to
support the explanation.

3. Explains audience's role and importance of making the improvement plan
successful, using persuasive and transparent communication to improve buy-in.

4. Creates resources or activities to encourage skill development and process
understanding related to a safety improve initiative, explaining their value.

5. Slides are easy to read and clutter free. Slide background is “visually” pleasing
with a contrasting color for the text and may utilize graphics. Detailed speaker
notes are provided.

6. Organizes content with clear purpose or goals. PowerPoint slides support main
points, assertions, arguments, conclusions, or recommendations with relevant
and evidence-based sources (published within 5 years).

**## Assessment01EnhancingQualityandSafety.pdf**

Assessment 01 – Enhancing Quality and Safety
For this assessment, you will develop a 3–5-page paper that examines a safety quality issue in
a health care setting. You will analyze the issue and examine potential evidence-based and
best-practice solutions from the literature as well as the role of nurses and other stakeholders in
addressing the issue.

Before you complete the instructions detailed in the courseroom, first select one of the safety
quality issues below to analyze for this assessment. After you have selected one of the issues
from the list below, return to the detailed instructions in the courseroom to complete your
assessment.

● LGBTQ+ and Transgender-Specific Care Needs: LGBTQ+ and transgender
individuals often face unique health challenges and disparities. A lack of knowledge or
sensitivity toward their specific needs can lead to inadequate care, discrimination, and
even avoidable health complications. Here's why addressing understanding and
addressing the specific needs of these populations is essential:

– Affirmation and Respect: Using correct pronouns, names, and understanding
the specific health needs of transgender and LGBTQ+ individuals can create an
environment of respect and affirmation. This respect is foundational to building
trust and ensuring that patients feel safe and understood in healthcare settings.

– Mental and Emotional Well-being: Due to societal stigmas and discrimination,
LGBTQ+ and transgender individuals may face higher rates of anxiety,
depression, and other mental health challenges. Being sensitive to these needs
and providing appropriate support is crucial for holistic care.

– Addressing Health Disparities: LGBTQ+ and transgender individuals might be
at higher risk for certain health issues. For instance, transgender women might
be at a higher risk for HIV/AIDS, while lesbian and bisexual women may be at a
higher risk for certain cancers. Knowledge of these disparities can guide
preventive care, screenings, and early interventions.

– Gender-Affirming Care: Transgender individuals might seek various medical
interventions as part of their transition, such as hormone therapies or surgeries.
Understanding the medical and emotional aspects of these treatments is crucial
for providing comprehensive care.

– Avoiding Discrimination: Discrimination or bias, whether overt or subtle, can
deter LGBTQ+ and transgender individuals from seeking care, adhering to
medical advice, or disclosing essential information about their health. Ensuring
an inclusive and non-discriminatory environment is vital for effective care
delivery.

– Sexual and Reproductive Health: LGBTQ+ individuals often face barriers in
accessing sexual and reproductive health services. Being knowledgeable and
non-judgmental about diverse sexual orientations and practices can lead to better
patient education and care in this domain.

– Social and Community Support: Recognizing the importance of community and
chosen family for many LGBTQ+ and transgender individuals can guide care
plans, especially when considering mental health support or discharge planning.

– Legal and Ethical Considerations: In many regions, there are legal protections
in place to ensure non-discrimination based on sexual orientation or gender
identity. Being aware of these protections is not only a legal obligation but an
ethical one, ensuring that all patients receive equitable care.

● Patient Identification Errors in Healthcare: Ensuring the correct identification of
patients is a foundational aspect of safe healthcare delivery. When errors occur in this
basic step, the ripple effects can be catastrophic. Here's why understanding and
preventing patient identification errors is essential:

– Patient Safety and Well-being: The most immediate and alarming consequence
of patient identification errors is the potential harm to the patient. Administering
the wrong medication, performing surgery on the wrong site, or providing
inappropriate treatments can lead to severe complications, prolonged recovery,
or even death.

– Loss of Trust: When patients or their families experience or witness
identification errors, their trust in the healthcare system can be severely eroded.
This loss of trust can make patients hesitant to seek care in the future or follow
medical advice, potentially compromising their health.

– Professional Reputation: For healthcare professionals, being involved in an
identification error can have lasting implications on their reputation. Such errors
can lead to disciplinary actions, loss of licensure, or legal consequences.

– Legal and Financial Implications: Patient identification errors can result in
lawsuits, leading to significant financial penalties for healthcare institutions.
Beyond the direct costs of litigation, there's the potential for increased insurance
premiums and the costs associated with implementing corrective measures

– Operational Disruptions: Identification errors can disrupt the normal flow of
operations in a healthcare setting. They may necessitate additional tests,
procedures, or interventions to correct the error, leading to delays and
inefficiencies.

– Emotional Toll on Healthcare Providers: Realizing that one has been involved
in an identification error can be emotionally devastating for healthcare providers.
Feelings of guilt, anxiety, and doubt can lead to burnout and may even cause
some professionals to question their career choice.

– Increased Healthcare Costs: Beyond the direct costs associated with correcting
the error, there are indirect costs to consider. These might include extended
hospital stays, additional treatments, and the long-term care needs of patients
who experience complications due to the error.

– Regulatory and Accreditation Implications: Healthcare facilities are subject to
regulations and standards set by accrediting bodies. Identification errors can lead
to penalties, increased scrutiny, and potential challenges in maintaining
accreditation.

**## Assessment01EnhancingQualityandSafety.pdf**

Assessment 01 – Enhancing Quality and Safety
For this assessment, you will develop a 3–5-page paper that examines a safety quality issue in
a health care setting. You will analyze the issue and examine potential evidence-based and
best-practice solutions from the literature as well as the role of nurses and other stakeholders in
addressing the issue.

Before you complete the instructions detailed in the courseroom, first select one of the safety
quality issues below to analyze for this assessment. After you have selected one of the issues
from the list below, return to the detailed instructions in the courseroom to complete your
assessment.

● LGBTQ+ and Transgender-Specific Care Needs: LGBTQ+ and transgender
individuals often face unique health challenges and disparities. A lack of knowledge or
sensitivity toward their specific needs can lead to inadequate care, discrimination, and
even avoidable health complications. Here's why addressing understanding and
addressing the specific needs of these populations is essential:

– Affirmation and Respect: Using correct pronouns, names, and understanding
the specific health needs of transgender and LGBTQ+ individuals can create an
environment of respect and affirmation. This respect is foundational to building
trust and ensuring that patients feel safe and understood in healthcare settings.

– Mental and Emotional Well-being: Due to societal stigmas and discrimination,
LGBTQ+ and transgender individuals may face higher rates of anxiety,
depression, and other mental health challenges. Being sensitive to these needs
and providing appropriate support is crucial for holistic care.

– Addressing Health Disparities: LGBTQ+ and transgender individuals might be
at higher risk for certain health issues. For instance, transgender women might
be at a higher risk for HIV/AIDS, while lesbian and bisexual women may be at a
higher risk for certain cancers. Knowledge of these disparities can guide
preventive care, screenings, and early interventions.

– Gender-Affirming Care: Transgender individuals might seek various medical
interventions as part of their transition, such as hormone therapies or surgeries.
Understanding the medical and emotional aspects of these treatments is crucial
for providing comprehensive care.

– Avoiding Discrimination: Discrimination or bias, whether overt or subtle, can
deter LGBTQ+ and transgender individuals from seeking care, adhering to
medical advice, or disclosing essential information about their health. Ensuring
an inclusive and non-discriminatory environment is vital for effective care
delivery.

– Sexual and Reproductive Health: LGBTQ+ individuals often face barriers in
accessing sexual and reproductive health services. Being knowledgeable and
non-judgmental about diverse sexual orientations and practices can lead to better
patient education and care in this domain.

– Social and Community Support: Recognizing the importance of community and
chosen family for many LGBTQ+ and transgender individuals can guide care
plans, especially when considering mental health support or discharge planning.

– Legal and Ethical Considerations: In many regions, there are legal protections
in place to ensure non-discrimination based on sexual orientation or gender
identity. Being aware of these protections is not only a legal obligation but an
ethical one, ensuring that all patients receive equitable care.

● Patient Identification Errors in Healthcare: Ensuring the correct identification of
patients is a foundational aspect of safe healthcare delivery. When errors occur in this
basic step, the ripple effects can be catastrophic. Here's why understanding and
preventing patient identification errors is essential:

– Patient Safety and Well-being: The most immediate and alarming consequence
of patient identification errors is the potential harm to the patient. Administering
the wrong medication, performing surgery on the wrong site, or providing
inappropriate treatments can lead to severe complications, prolonged recovery,
or even death.

– Loss of Trust: When patients or their families experience or witness
identification errors, their trust in the healthcare system can be severely eroded.
This loss of trust can make patients hesitant to seek care in the future or follow
medical advice, potentially compromising their health.

– Professional Reputation: For healthcare professionals, being involved in an
identification error can have lasting implications on their reputation. Such errors
can lead to disciplinary actions, loss of licensure, or legal consequences.

– Legal and Financial Implications: Patient identification errors can result in
lawsuits, leading to significant financial penalties for healthcare institutions.
Beyond the direct costs of litigation, there's the potential for increased insurance
premiums and the costs associated with implementing corrective measures

– Operational Disruptions: Identification errors can disrupt the normal flow of
operations in a healthcare setting. They may necessitate additional tests,
procedures, or interventions to correct the error, leading to delays and
inefficiencies.

– Emotional Toll on Healthcare Providers: Realizing that one has been involved
in an identification error can be emotionally devastating for healthcare providers.
Feelings of guilt, anxiety, and doubt can lead to burnout and may even cause
some professionals to question their career choice.

– Increased Healthcare Costs: Beyond the direct costs associated with correcting
the error, there are indirect costs to consider. These might include extended
hospital stays, additional treatments, and the long-term care needs of patients
who experience complications due to the error.

– Regulatory and Accreditation Implications: Healthcare facilities are subject to
regulations and standards set by accrediting bodies. Identification errors can lead
to penalties, increased scrutiny, and potential challenges in maintaining
accreditation.

**## assessment3Instruction.pdf**

Improvement Plan In-Service Presentation
For this assessment, you will develop an 8–14 slide PowerPoint presentation with
thorough speaker's notes designed for a hypothetical in-service session related
to the improvement plan you developed in Assessment 2.

Criterion
1. Describe the purpose and goals of an in-service session on a specific

patient safety issue. Explains the purpose and goals of an in-service session
on a specific patient safety issue, with purpose and goals that are relevant and
achievable within the in-service session.

2. Explains the need and process to improve safety outcomes related to a specific
patient safety issue, with reference to specific data, evidence, or standards to
support the explanation.

3. Explains audience's role and importance of making the improvement plan
successful, using persuasive and transparent communication to improve buy-in.

4. Creates resources or activities to encourage skill development and process
understanding related to a safety improve initiative, explaining their value.

5. Slides are easy to read and clutter free. Slide background is “visually” pleasing
with a contrasting color for the text and may utilize graphics. Detailed speaker
notes are provided.

6. Organizes content with clear purpose or goals. PowerPoint slides support main
points, assertions, arguments, conclusions, or recommendations with relevant
and evidence-based sources (published within 5 years).

**## Assessment01EnhancingQualityandSafety.pdf**

Assessment 01 – Enhancing Quality and Safety
For this assessment, you will develop a 3–5-page paper that examines a safety quality issue in
a health care setting. You will analyze the issue and examine potential evidence-based and
best-practice solutions from the literature as well as the role of nurses and other stakeholders in
addressing the issue.

Before you complete the instructions detailed in the courseroom, first select one of the safety
quality issues below to analyze for this assessment. After you have selected one of the issues
from the list below, return to the detailed instructions in the courseroom to complete your
assessment.

● LGBTQ+ and Transgender-Specific Care Needs: LGBTQ+ and transgender
individuals often face unique health challenges and disparities. A lack of knowledge or
sensitivity toward their specific needs can lead to inadequate care, discrimination, and
even avoidable health complications. Here's why addressing understanding and
addressing the specific needs of these populations is essential:

– Affirmation and Respect: Using correct pronouns, names, and understanding
the specific health needs of transgender and LGBTQ+ individuals can create an
environment of respect and affirmation. This respect is foundational to building
trust and ensuring that patients feel safe and understood in healthcare settings.

– Mental and Emotional Well-being: Due to societal stigmas and discrimination,
LGBTQ+ and transgender individuals may face higher rates of anxiety,
depression, and other mental health challenges. Being sensitive to these needs
and providing appropriate support is crucial for holistic care.

– Addressing Health Disparities: LGBTQ+ and transgender individuals might be
at higher risk for certain health issues. For instance, transgender women might
be at a higher risk for HIV/AIDS, while lesbian and bisexual women may be at a
higher risk for certain cancers. Knowledge of these disparities can guide
preventive care, screenings, and early interventions.

– Gender-Affirming Care: Transgender individuals might seek various medical
interventions as part of their transition, such as hormone therapies or surgeries.
Understanding the medical and emotional aspects of these treatments is crucial
for providing comprehensive care.

– Avoiding Discrimination: Discrimination or bias, whether overt or subtle, can
deter LGBTQ+ and transgender individuals from seeking care, adhering to
medical advice, or disclosing essential information about their health. Ensuring
an inclusive and non-discriminatory environment is vital for effective care
delivery.

– Sexual and Reproductive Health: LGBTQ+ individuals often face barriers in
accessing sexual and reproductive health services. Being knowledgeable and
non-judgmental about diverse sexual orientations and practices can lead to better
patient education and care in this domain.

– Social and Community Support: Recognizing the importance of community and
chosen family for many LGBTQ+ and transgender individuals can guide care
plans, especially when considering mental health support or discharge planning.

– Legal and Ethical Considerations: In many regions, there are legal protections
in place to ensure non-discrimination based on sexual orientation or gender
identity. Being aware of these protections is not only a legal obligation but an
ethical one, ensuring that all patients receive equitable care.

● Patient Identification Errors in Healthcare: Ensuring the correct identification of
patients is a foundational aspect of safe healthcare delivery. When errors occur in this
basic step, the ripple effects can be catastrophic. Here's why understanding and
preventing patient identification errors is essential:

– Patient Safety and Well-being: The most immediate and alarming consequence
of patient identification errors is the potential harm to the patient. Administering
the wrong medication, performing surgery on the wrong site, or providing
inappropriate treatments can lead to severe complications, prolonged recovery,
or even death.

– Loss of Trust: When patients or their families experience or witness
identification errors, their trust in the healthcare system can be severely eroded.
This loss of trust can make patients hesitant to seek care in the future or follow
medical advice, potentially compromising their health.

– Professional Reputation: For healthcare professionals, being involved in an
identification error can have lasting implications on their reputation. Such errors
can lead to disciplinary actions, loss of licensure, or legal consequences.

– Legal and Financial Implications: Patient identification errors can result in
lawsuits, leading to significant financial penalties for healthcare institutions.
Beyond the direct costs of litigation, there's the potential for increased insurance
premiums and the costs associated with implementing corrective measures

– Operational Disruptions: Identification errors can disrupt the normal flow of
operations in a healthcare setting. They may necessitate additional tests,
procedures, or interventions to correct the error, leading to delays and
inefficiencies.

– Emotional Toll on Healthcare Providers: Realizing that one has been involved
in an identification error can be emotionally devastating for healthcare providers.
Feelings of guilt, anxiety, and doubt can lead to burnout and may even cause
some professionals to question their career choice.

– Increased Healthcare Costs: Beyond the direct costs associated with correcting
the error, there are indirect costs to consider. These might include extended
hospital stays, additional treatments, and the long-term care needs of patients
who experience complications due to the error.

– Regulatory and Accreditation Implications: Healthcare facilities are subject to
regulations and standards set by accrediting bodies. Identification errors can lead
to penalties, increased scrutiny, and potential challenges in maintaining
accreditation.

**## assessment3Instruction.pdf**

Improvement Plan In-Service Presentation
For this assessment, you will develop an 8–14 slide PowerPoint presentation with
thorough speaker's notes designed for a hypothetical in-service session related
to the improvement plan you developed in Assessment 2.

Criterion
1. Describe the purpose and goals of an in-service session on a specific

patient safety issue. Explains the purpose and goals of an in-service session
on a specific patient safety issue, with purpose and goals that are relevant and
achievable within the in-service session.

2. Explains the need and process to improve safety outcomes related to a specific
patient safety issue, with reference to specific data, evidence, or standards to
support the explanation.

3. Explains audience's role and importance of making the improvement plan
successful, using persuasive and transparent communication to improve buy-in.

4. Creates resources or activities to encourage skill development and process
understanding related to a safety improve initiative, explaining their value.

5. Slides are easy to read and clutter free. Slide background is “visually” pleasing
with a contrasting color for the text and may utilize graphics. Detailed speaker
notes are provided.

6. Organizes content with clear purpose or goals. PowerPoint slides support main
points, assertions, arguments, conclusions, or recommendations with relevant
and evidence-based sources (published within 5 years).

**## Assessment01EnhancingQualityandSafety.pdf**

Assessment 01 – Enhancing Quality and Safety
For this assessment, you will develop a 3–5-page paper that examines a safety quality issue in
a health care setting. You will analyze the issue and examine potential evidence-based and
best-practice solutions from the literature as well as the role of nurses and other stakeholders in
addressing the issue.

Before you complete the instructions detailed in the courseroom, first select one of the safety
quality issues below to analyze for this assessment. After you have selected one of the issues
from the list below, return to the detailed instructions in the courseroom to complete your
assessment.

● LGBTQ+ and Transgender-Specific Care Needs: LGBTQ+ and transgender
individuals often face unique health challenges and disparities. A lack of knowledge or
sensitivity toward their specific needs can lead to inadequate care, discrimination, and
even avoidable health complications. Here's why addressing understanding and
addressing the specific needs of these populations is essential:

– Affirmation and Respect: Using correct pronouns, names, and understanding
the specific health needs of transgender and LGBTQ+ individuals can create an
environment of respect and affirmation. This respect is foundational to building
trust and ensuring that patients feel safe and understood in healthcare settings.

– Mental and Emotional Well-being: Due to societal stigmas and discrimination,
LGBTQ+ and transgender individuals may face higher rates of anxiety,
depression, and other mental health challenges. Being sensitive to these needs
and providing appropriate support is crucial for holistic care.

– Addressing Health Disparities: LGBTQ+ and transgender individuals might be
at higher risk for certain health issues. For instance, transgender women might
be at a higher risk for HIV/AIDS, while lesbian and bisexual women may be at a
higher risk for certain cancers. Knowledge of these disparities can guide
preventive care, screenings, and early interventions.

– Gender-Affirming Care: Transgender individuals might seek various medical
interventions as part of their transition, such as hormone therapies or surgeries.
Understanding the medical and emotional aspects of these treatments is crucial
for providing comprehensive care.

– Avoiding Discrimination: Discrimination or bias, whether overt or subtle, can
deter LGBTQ+ and transgender individuals from seeking care, adhering to
medical advice, or disclosing essential information about their health. Ensuring
an inclusive and non-discriminatory environment is vital for effective care
delivery.

– Sexual and Reproductive Health: LGBTQ+ individuals often face barriers in
accessing sexual and reproductive health services. Being knowledgeable and
non-judgmental about diverse sexual orientations and practices can lead to better
patient education and care in this domain.

– Social and Community Support: Recognizing the importance of community and
chosen family for many LGBTQ+ and transgender individuals can guide care
plans, especially when considering mental health support or discharge planning.

– Legal and Ethical Considerations: In many regions, there are legal protections
in place to ensure non-discrimination based on sexual orientation or gender
identity. Being aware of these protections is not only a legal obligation but an
ethical one, ensuring that all patients receive equitable care.

● Patient Identification Errors in Healthcare: Ensuring the correct identification of
patients is a foundational aspect of safe healthcare delivery. When errors occur in this
basic step, the ripple effects can be catastrophic. Here's why understanding and
preventing patient identification errors is essential:

– Patient Safety and Well-being: The most immediate and alarming consequence
of patient identification errors is the potential harm to the patient. Administering
the wrong medication, performing surgery on the wrong site, or providing
inappropriate treatments can lead to severe complications, prolonged recovery,
or even death.

– Loss of Trust: When patients or their families experience or witness
identification errors, their trust in the healthcare system can be severely eroded.
This loss of trust can make patients hesitant to seek care in the future or follow
medical advice, potentially compromising their health.

– Professional Reputation: For healthcare professionals, being involved in an
identification error can have lasting implications on their reputation. Such errors
can lead to disciplinary actions, loss of licensure, or legal consequences.

– Legal and Financial Implications: Patient identification errors can result in
lawsuits, leading to significant financial penalties for healthcare institutions.
Beyond the direct costs of litigation, there's the potential for increased insurance
premiums and the costs associated with implementing corrective measures

– Operational Disruptions: Identification errors can disrupt the normal flow of
operations in a healthcare setting. They may necessitate additional tests,
procedures, or interventions to correct the error, leading to delays and
inefficiencies.

– Emotional Toll on Healthcare Providers: Realizing that one has been involved
in an identification error can be emotionally devastating for healthcare providers.
Feelings of guilt, anxiety, and doubt can lead to burnout and may even cause
some professionals to question their career choice.

– Increased Healthcare Costs: Beyond the direct costs associated with correcting
the error, there are indirect costs to consider. These might include extended
hospital stays, additional treatments, and the long-term care needs of patients
who experience complications due to the error.

– Regulatory and Accreditation Implications: Healthcare facilities are subject to
regulations and standards set by accrediting bodies. Identification errors can lead
to penalties, increased scrutiny, and potential challenges in maintaining
accreditation.

November 5, 2026
[Solved] root-cause analysis

✓ Verified Academic Solution Available

Executive Solution Overview

Please see attached instruction. – 2 years ago **files (5)** – ## assessment2INstruction.pdf – ## template.docx – ## Assessment01EnhancingQualityandSafety.pdf – article.pdf – cf_Exemplar_NURS-FPX4020_Assessment_2.pdf **## assessment2INstruction.pdf** Root-Cause Analysis and Safety Improvement Pl…

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Order on TutorsGallery →

Assignment Prompt & Instructions

Please see attached instruction.

– 2 years ago

**files (5)**

– ## assessment2INstruction.pdf

– ## template.docx

– ## Assessment01EnhancingQualityandSafety.pdf

– article.pdf
– cf_Exemplar_NURS-FPX4020_Assessment_2.pdf

**## assessment2INstruction.pdf**

Root-Cause Analysis and Safety Improvement Plan

For this assessment, you can use a supplied template to conduct a root-cause analysis.
The completed assessment will be a scholarly paper focusing on a quality or safety
issue in a health care setting of your choice as well as a safety improvement plan.

Criterion:
1. Analyzes the root cause of a specific patient safety issue in an organization,

noting the degree to which various elements contributed to the safety issue.
2. Applies evidence-based and best-practice strategies to address the safety issue,

detailing how the strategies will address the safety issue.
3. Creates a feasible, evidence-based safety improvement plan to address a

specific patient safety issue and makes explicit reference to scholarly or
professional resources to support the plan.

4. Identifies existing organizational resources that could be leveraged to improve a
safety improvement plan to address a specific patient safety issue, prioritizing
them according to potential impact.

5. Organizes content with a clear purpose. Content flows logically with smooth
transitions using coherent paragraphs, correct grammar or punctuation, word
choice, and free of spelling errors.

6. Apply APA formatting to in-text citations and references exhibiting nearly
flawless adherence to APA format. Exhibits strict and flawless adherence to
APA formatting of headings, in-text citations, and references. Quotes and
paraphrases correctly.

**## template.docx**

2

2

**Root-Cause Analysis and Safety Improvement Plan**

Your Name

School of Nursing and Health Sciences, Capella University

NURS4020: Improving Quality of Care and Patient Safety

Instructor Name

Month, Year

**Root-Cause Analysis and Safety Improvement Plan**

Introduce a general summary of the issue or sentinel event that the root-cause analysis (RCA) will be exploring. Provide a brief context for the setting in which the event took place. Keep this short and general. Explain to the reader what will be discussed in the paper and this should mimic the scoring guide/the headings.

## Analysis of the Root Cause

Describe the issue or sentinel event for which the RCA is being conducted. Provide a clear and concise description of the problem that instigated the RCA. Your description should include information such as:

· What happened?

· Who detected the problem/event?

· Who did the problem/event affect?

· How did it affect them?

Provide an analysis of the event and relevant findings. Look to the media simulation, case study, professional experience, or another source of context that you used for the event you described. As you are conducting your analysis and focusing on one or more root causes for your issue or sentinel event, it may be useful to ask questions such as:

· What was supposed to occur?

· Were there any steps that were not taken or did not happen as intended?

· What environmental factors (controllable and uncontrollable) had an influence?

· What equipment or resource factors had an influence?

· What human errors or factors may have contributed?

· Which communication factors may have contributed?

These questions are just intended as a starting point. After analyzing the event, make sure you explicitly state one or more root causes that led to the issue or sentinel event.
**Application of Evidence-Based Strategies**
Identity best practices strategies to address the safety issue or sentinel event.

· Describe what the literature states about the factors that lead to the safety issue.

· For example, interruptions during medication administration increase the risk of medication errors by specifically stated data.

· Explain how the strategies could be addressed in safety issues or sentinel events.
**Improvement Plan with Evidence-Based and Best-Practice Strategies**
Provide a description of a safety improvement plan that could realistically be implemented within the health care setting in which your chosen issue or sentinel event took place. This plan should contain:

· Actions, new processes or policies, and/or professional development that will be undertaken to address one or more of the root causes.

· Support these recommendations with references from the literature or professional best practices.

· A description of the goals or desired outcomes of these actions.

· A rough timeline of development and implementation for the plan.
**Existing Organizational Resources**
Identify existing organizational personnel and/or resources that would help improve the implementation or outcomes of the plan.

· A brief note on resources that may need to be obtained for the success of the plan.

· Consider what existing resources may be leveraged to enhance the improvement plan?

**Conclusion**

**References**

Reference page should be double spaced throughout without extra spaces between entries.

Each reference page entry should be formatted according to APA 7 guidelines with a hanging indent as is seen here.

**## Assessment01EnhancingQualityandSafety.pdf**

Assessment 01 – Enhancing Quality and Safety
For this assessment, you will develop a 3–5-page paper that examines a safety quality issue in
a health care setting. You will analyze the issue and examine potential evidence-based and
best-practice solutions from the literature as well as the role of nurses and other stakeholders in
addressing the issue.

Before you complete the instructions detailed in the courseroom, first select one of the safety
quality issues below to analyze for this assessment. After you have selected one of the issues
from the list below, return to the detailed instructions in the courseroom to complete your
assessment.

● LGBTQ+ and Transgender-Specific Care Needs: LGBTQ+ and transgender
individuals often face unique health challenges and disparities. A lack of knowledge or
sensitivity toward their specific needs can lead to inadequate care, discrimination, and
even avoidable health complications. Here's why addressing understanding and
addressing the specific needs of these populations is essential:

– Affirmation and Respect: Using correct pronouns, names, and understanding
the specific health needs of transgender and LGBTQ+ individuals can create an
environment of respect and affirmation. This respect is foundational to building
trust and ensuring that patients feel safe and understood in healthcare settings.

– Mental and Emotional Well-being: Due to societal stigmas and discrimination,
LGBTQ+ and transgender individuals may face higher rates of anxiety,
depression, and other mental health challenges. Being sensitive to these needs
and providing appropriate support is crucial for holistic care.

– Addressing Health Disparities: LGBTQ+ and transgender individuals might be
at higher risk for certain health issues. For instance, transgender women might
be at a higher risk for HIV/AIDS, while lesbian and bisexual women may be at a
higher risk for certain cancers. Knowledge of these disparities can guide
preventive care, screenings, and early interventions.

– Gender-Affirming Care: Transgender individuals might seek various medical
interventions as part of their transition, such as hormone therapies or surgeries.
Understanding the medical and emotional aspects of these treatments is crucial
for providing comprehensive care.

– Avoiding Discrimination: Discrimination or bias, whether overt or subtle, can
deter LGBTQ+ and transgender individuals from seeking care, adhering to
medical advice, or disclosing essential information about their health. Ensuring
an inclusive and non-discriminatory environment is vital for effective care
delivery.

– Sexual and Reproductive Health: LGBTQ+ individuals often face barriers in
accessing sexual and reproductive health services. Being knowledgeable and
non-judgmental about diverse sexual orientations and practices can lead to better
patient education and care in this domain.

– Social and Community Support: Recognizing the importance of community and
chosen family for many LGBTQ+ and transgender individuals can guide care
plans, especially when considering mental health support or discharge planning.

– Legal and Ethical Considerations: In many regions, there are legal protections
in place to ensure non-discrimination based on sexual orientation or gender
identity. Being aware of these protections is not only a legal obligation but an
ethical one, ensuring that all patients receive equitable care.

● Patient Identification Errors in Healthcare: Ensuring the correct identification of
patients is a foundational aspect of safe healthcare delivery. When errors occur in this
basic step, the ripple effects can be catastrophic. Here's why understanding and
preventing patient identification errors is essential:

– Patient Safety and Well-being: The most immediate and alarming consequence
of patient identification errors is the potential harm to the patient. Administering
the wrong medication, performing surgery on the wrong site, or providing
inappropriate treatments can lead to severe complications, prolonged recovery,
or even death.

– Loss of Trust: When patients or their families experience or witness
identification errors, their trust in the healthcare system can be severely eroded.
This loss of trust can make patients hesitant to seek care in the future or follow
medical advice, potentially compromising their health.

– Professional Reputation: For healthcare professionals, being involved in an
identification error can have lasting implications on their reputation. Such errors
can lead to disciplinary actions, loss of licensure, or legal consequences.

– Legal and Financial Implications: Patient identification errors can result in
lawsuits, leading to significant financial penalties for healthcare institutions.
Beyond the direct costs of litigation, there's the potential for increased insurance
premiums and the costs associated with implementing corrective measures

– Operational Disruptions: Identification errors can disrupt the normal flow of
operations in a healthcare setting. They may necessitate additional tests,
procedures, or interventions to correct the error, leading to delays and
inefficiencies.

– Emotional Toll on Healthcare Providers: Realizing that one has been involved
in an identification error can be emotionally devastating for healthcare providers.
Feelings of guilt, anxiety, and doubt can lead to burnout and may even cause
some professionals to question their career choice.

– Increased Healthcare Costs: Beyond the direct costs associated with correcting
the error, there are indirect costs to consider. These might include extended
hospital stays, additional treatments, and the long-term care needs of patients
who experience complications due to the error.

– Regulatory and Accreditation Implications: Healthcare facilities are subject to
regulations and standards set by accrediting bodies. Identification errors can lead
to penalties, increased scrutiny, and potential challenges in maintaining
accreditation.

**article.pdf**

This file is too large to display. [View in new window](https://www.sweetstudy.com/files/article-pdf-10147179)

**cf_Exemplar_NURS-FPX4020_Assessment_2.pdf**

This file is too large to display. [View in new window](https://www.sweetstudy.com/files/cf-exemplar-nurs-fpx4020-assessment-2-pdf-10148519)

**cf_Exemplar_NURS-FPX4020_Assessment_2.pdf**

This file is too large to display. [View in new window](https://www.sweetstudy.com/files/cf-exemplar-nurs-fpx4020-assessment-2-pdf-10148519)

**## assessment2INstruction.pdf**

Root-Cause Analysis and Safety Improvement Plan

For this assessment, you can use a supplied template to conduct a root-cause analysis.
The completed assessment will be a scholarly paper focusing on a quality or safety
issue in a health care setting of your choice as well as a safety improvement plan.

Criterion:
1. Analyzes the root cause of a specific patient safety issue in an organization,

noting the degree to which various elements contributed to the safety issue.
2. Applies evidence-based and best-practice strategies to address the safety issue,

detailing how the strategies will address the safety issue.
3. Creates a feasible, evidence-based safety improvement plan to address a

specific patient safety issue and makes explicit reference to scholarly or
professional resources to support the plan.

4. Identifies existing organizational resources that could be leveraged to improve a
safety improvement plan to address a specific patient safety issue, prioritizing
them according to potential impact.

5. Organizes content with a clear purpose. Content flows logically with smooth
transitions using coherent paragraphs, correct grammar or punctuation, word
choice, and free of spelling errors.

6. Apply APA formatting to in-text citations and references exhibiting nearly
flawless adherence to APA format. Exhibits strict and flawless adherence to
APA formatting of headings, in-text citations, and references. Quotes and
paraphrases correctly.

**## template.docx**

2

2

**Root-Cause Analysis and Safety Improvement Plan**

Your Name

School of Nursing and Health Sciences, Capella University

NURS4020: Improving Quality of Care and Patient Safety

Instructor Name

Month, Year

**Root-Cause Analysis and Safety Improvement Plan**

Introduce a general summary of the issue or sentinel event that the root-cause analysis (RCA) will be exploring. Provide a brief context for the setting in which the event took place. Keep this short and general. Explain to the reader what will be discussed in the paper and this should mimic the scoring guide/the headings.

## Analysis of the Root Cause

Describe the issue or sentinel event for which the RCA is being conducted. Provide a clear and concise description of the problem that instigated the RCA. Your description should include information such as:

· What happened?

· Who detected the problem/event?

· Who did the problem/event affect?

· How did it affect them?

Provide an analysis of the event and relevant findings. Look to the media simulation, case study, professional experience, or another source of context that you used for the event you described. As you are conducting your analysis and focusing on one or more root causes for your issue or sentinel event, it may be useful to ask questions such as:

· What was supposed to occur?

· Were there any steps that were not taken or did not happen as intended?

· What environmental factors (controllable and uncontrollable) had an influence?

· What equipment or resource factors had an influence?

· What human errors or factors may have contributed?

· Which communication factors may have contributed?

These questions are just intended as a starting point. After analyzing the event, make sure you explicitly state one or more root causes that led to the issue or sentinel event.
**Application of Evidence-Based Strategies**
Identity best practices strategies to address the safety issue or sentinel event.

· Describe what the literature states about the factors that lead to the safety issue.

· For example, interruptions during medication administration increase the risk of medication errors by specifically stated data.

· Explain how the strategies could be addressed in safety issues or sentinel events.
**Improvement Plan with Evidence-Based and Best-Practice Strategies**
Provide a description of a safety improvement plan that could realistically be implemented within the health care setting in which your chosen issue or sentinel event took place. This plan should contain:

· Actions, new processes or policies, and/or professional development that will be undertaken to address one or more of the root causes.

· Support these recommendations with references from the literature or professional best practices.

· A description of the goals or desired outcomes of these actions.

· A rough timeline of development and implementation for the plan.
**Existing Organizational Resources**
Identify existing organizational personnel and/or resources that would help improve the implementation or outcomes of the plan.

· A brief note on resources that may need to be obtained for the success of the plan.

· Consider what existing resources may be leveraged to enhance the improvement plan?

**Conclusion**

**References**

Reference page should be double spaced throughout without extra spaces between entries.

Each reference page entry should be formatted according to APA 7 guidelines with a hanging indent as is seen here.

**## Assessment01EnhancingQualityandSafety.pdf**

Assessment 01 – Enhancing Quality and Safety
For this assessment, you will develop a 3–5-page paper that examines a safety quality issue in
a health care setting. You will analyze the issue and examine potential evidence-based and
best-practice solutions from the literature as well as the role of nurses and other stakeholders in
addressing the issue.

Before you complete the instructions detailed in the courseroom, first select one of the safety
quality issues below to analyze for this assessment. After you have selected one of the issues
from the list below, return to the detailed instructions in the courseroom to complete your
assessment.

● LGBTQ+ and Transgender-Specific Care Needs: LGBTQ+ and transgender
individuals often face unique health challenges and disparities. A lack of knowledge or
sensitivity toward their specific needs can lead to inadequate care, discrimination, and
even avoidable health complications. Here's why addressing understanding and
addressing the specific needs of these populations is essential:

– Affirmation and Respect: Using correct pronouns, names, and understanding
the specific health needs of transgender and LGBTQ+ individuals can create an
environment of respect and affirmation. This respect is foundational to building
trust and ensuring that patients feel safe and understood in healthcare settings.

– Mental and Emotional Well-being: Due to societal stigmas and discrimination,
LGBTQ+ and transgender individuals may face higher rates of anxiety,
depression, and other mental health challenges. Being sensitive to these needs
and providing appropriate support is crucial for holistic care.

– Addressing Health Disparities: LGBTQ+ and transgender individuals might be
at higher risk for certain health issues. For instance, transgender women might
be at a higher risk for HIV/AIDS, while lesbian and bisexual women may be at a
higher risk for certain cancers. Knowledge of these disparities can guide
preventive care, screenings, and early interventions.

– Gender-Affirming Care: Transgender individuals might seek various medical
interventions as part of their transition, such as hormone therapies or surgeries.
Understanding the medical and emotional aspects of these treatments is crucial
for providing comprehensive care.

– Avoiding Discrimination: Discrimination or bias, whether overt or subtle, can
deter LGBTQ+ and transgender individuals from seeking care, adhering to
medical advice, or disclosing essential information about their health. Ensuring
an inclusive and non-discriminatory environment is vital for effective care
delivery.

– Sexual and Reproductive Health: LGBTQ+ individuals often face barriers in
accessing sexual and reproductive health services. Being knowledgeable and
non-judgmental about diverse sexual orientations and practices can lead to better
patient education and care in this domain.

– Social and Community Support: Recognizing the importance of community and
chosen family for many LGBTQ+ and transgender individuals can guide care
plans, especially when considering mental health support or discharge planning.

– Legal and Ethical Considerations: In many regions, there are legal protections
in place to ensure non-discrimination based on sexual orientation or gender
identity. Being aware of these protections is not only a legal obligation but an
ethical one, ensuring that all patients receive equitable care.

● Patient Identification Errors in Healthcare: Ensuring the correct identification of
patients is a foundational aspect of safe healthcare delivery. When errors occur in this
basic step, the ripple effects can be catastrophic. Here's why understanding and
preventing patient identification errors is essential:

– Patient Safety and Well-being: The most immediate and alarming consequence
of patient identification errors is the potential harm to the patient. Administering
the wrong medication, performing surgery on the wrong site, or providing
inappropriate treatments can lead to severe complications, prolonged recovery,
or even death.

– Loss of Trust: When patients or their families experience or witness
identification errors, their trust in the healthcare system can be severely eroded.
This loss of trust can make patients hesitant to seek care in the future or follow
medical advice, potentially compromising their health.

– Professional Reputation: For healthcare professionals, being involved in an
identification error can have lasting implications on their reputation. Such errors
can lead to disciplinary actions, loss of licensure, or legal consequences.

– Legal and Financial Implications: Patient identification errors can result in
lawsuits, leading to significant financial penalties for healthcare institutions.
Beyond the direct costs of litigation, there's the potential for increased insurance
premiums and the costs associated with implementing corrective measures

– Operational Disruptions: Identification errors can disrupt the normal flow of
operations in a healthcare setting. They may necessitate additional tests,
procedures, or interventions to correct the error, leading to delays and
inefficiencies.

– Emotional Toll on Healthcare Providers: Realizing that one has been involved
in an identification error can be emotionally devastating for healthcare providers.
Feelings of guilt, anxiety, and doubt can lead to burnout and may even cause
some professionals to question their career choice.

– Increased Healthcare Costs: Beyond the direct costs associated with correcting
the error, there are indirect costs to consider. These might include extended
hospital stays, additional treatments, and the long-term care needs of patients
who experience complications due to the error.

– Regulatory and Accreditation Implications: Healthcare facilities are subject to
regulations and standards set by accrediting bodies. Identification errors can lead
to penalties, increased scrutiny, and potential challenges in maintaining
accreditation.

**article.pdf**

This file is too large to display. [View in new window](https://www.sweetstudy.com/files/article-pdf-10147179)

**cf_Exemplar_NURS-FPX4020_Assessment_2.pdf**

This file is too large to display. [View in new window](https://www.sweetstudy.com/files/cf-exemplar-nurs-fpx4020-assessment-2-pdf-10148519)

**## assessment2INstruction.pdf**

Root-Cause Analysis and Safety Improvement Plan

For this assessment, you can use a supplied template to conduct a root-cause analysis.
The completed assessment will be a scholarly paper focusing on a quality or safety
issue in a health care setting of your choice as well as a safety improvement plan.

Criterion:
1. Analyzes the root cause of a specific patient safety issue in an organization,

noting the degree to which various elements contributed to the safety issue.
2. Applies evidence-based and best-practice strategies to address the safety issue,

detailing how the strategies will address the safety issue.
3. Creates a feasible, evidence-based safety improvement plan to address a

specific patient safety issue and makes explicit reference to scholarly or
professional resources to support the plan.

4. Identifies existing organizational resources that could be leveraged to improve a
safety improvement plan to address a specific patient safety issue, prioritizing
them according to potential impact.

5. Organizes content with a clear purpose. Content flows logically with smooth
transitions using coherent paragraphs, correct grammar or punctuation, word
choice, and free of spelling errors.

6. Apply APA formatting to in-text citations and references exhibiting nearly
flawless adherence to APA format. Exhibits strict and flawless adherence to
APA formatting of headings, in-text citations, and references. Quotes and
paraphrases correctly.

**## template.docx**

2

2

**Root-Cause Analysis and Safety Improvement Plan**

Your Name

School of Nursing and Health Sciences, Capella University

NURS4020: Improving Quality of Care and Patient Safety

Instructor Name

Month, Year

**Root-Cause Analysis and Safety Improvement Plan**

Introduce a general summary of the issue or sentinel event that the root-cause analysis (RCA) will be exploring. Provide a brief context for the setting in which the event took place. Keep this short and general. Explain to the reader what will be discussed in the paper and this should mimic the scoring guide/the headings.

## Analysis of the Root Cause

Describe the issue or sentinel event for which the RCA is being conducted. Provide a clear and concise description of the problem that instigated the RCA. Your description should include information such as:

· What happened?

· Who detected the problem/event?

· Who did the problem/event affect?

· How did it affect them?

Provide an analysis of the event and relevant findings. Look to the media simulation, case study, professional experience, or another source of context that you used for the event you described. As you are conducting your analysis and focusing on one or more root causes for your issue or sentinel event, it may be useful to ask questions such as:

· What was supposed to occur?

· Were there any steps that were not taken or did not happen as intended?

· What environmental factors (controllable and uncontrollable) had an influence?

· What equipment or resource factors had an influence?

· What human errors or factors may have contributed?

· Which communication factors may have contributed?

These questions are just intended as a starting point. After analyzing the event, make sure you explicitly state one or more root causes that led to the issue or sentinel event.
**Application of Evidence-Based Strategies**
Identity best practices strategies to address the safety issue or sentinel event.

· Describe what the literature states about the factors that lead to the safety issue.

· For example, interruptions during medication administration increase the risk of medication errors by specifically stated data.

· Explain how the strategies could be addressed in safety issues or sentinel events.
**Improvement Plan with Evidence-Based and Best-Practice Strategies**
Provide a description of a safety improvement plan that could realistically be implemented within the health care setting in which your chosen issue or sentinel event took place. This plan should contain:

· Actions, new processes or policies, and/or professional development that will be undertaken to address one or more of the root causes.

· Support these recommendations with references from the literature or professional best practices.

· A description of the goals or desired outcomes of these actions.

· A rough timeline of development and implementation for the plan.
**Existing Organizational Resources**
Identify existing organizational personnel and/or resources that would help improve the implementation or outcomes of the plan.

· A brief note on resources that may need to be obtained for the success of the plan.

· Consider what existing resources may be leveraged to enhance the improvement plan?

**Conclusion**

**References**

Reference page should be double spaced throughout without extra spaces between entries.

Each reference page entry should be formatted according to APA 7 guidelines with a hanging indent as is seen here.

**## Assessment01EnhancingQualityandSafety.pdf**

Assessment 01 – Enhancing Quality and Safety
For this assessment, you will develop a 3–5-page paper that examines a safety quality issue in
a health care setting. You will analyze the issue and examine potential evidence-based and
best-practice solutions from the literature as well as the role of nurses and other stakeholders in
addressing the issue.

Before you complete the instructions detailed in the courseroom, first select one of the safety
quality issues below to analyze for this assessment. After you have selected one of the issues
from the list below, return to the detailed instructions in the courseroom to complete your
assessment.

● LGBTQ+ and Transgender-Specific Care Needs: LGBTQ+ and transgender
individuals often face unique health challenges and disparities. A lack of knowledge or
sensitivity toward their specific needs can lead to inadequate care, discrimination, and
even avoidable health complications. Here's why addressing understanding and
addressing the specific needs of these populations is essential:

– Affirmation and Respect: Using correct pronouns, names, and understanding
the specific health needs of transgender and LGBTQ+ individuals can create an
environment of respect and affirmation. This respect is foundational to building
trust and ensuring that patients feel safe and understood in healthcare settings.

– Mental and Emotional Well-being: Due to societal stigmas and discrimination,
LGBTQ+ and transgender individuals may face higher rates of anxiety,
depression, and other mental health challenges. Being sensitive to these needs
and providing appropriate support is crucial for holistic care.

– Addressing Health Disparities: LGBTQ+ and transgender individuals might be
at higher risk for certain health issues. For instance, transgender women might
be at a higher risk for HIV/AIDS, while lesbian and bisexual women may be at a
higher risk for certain cancers. Knowledge of these disparities can guide
preventive care, screenings, and early interventions.

– Gender-Affirming Care: Transgender individuals might seek various medical
interventions as part of their transition, such as hormone therapies or surgeries.
Understanding the medical and emotional aspects of these treatments is crucial
for providing comprehensive care.

– Avoiding Discrimination: Discrimination or bias, whether overt or subtle, can
deter LGBTQ+ and transgender individuals from seeking care, adhering to
medical advice, or disclosing essential information about their health. Ensuring
an inclusive and non-discriminatory environment is vital for effective care
delivery.

– Sexual and Reproductive Health: LGBTQ+ individuals often face barriers in
accessing sexual and reproductive health services. Being knowledgeable and
non-judgmental about diverse sexual orientations and practices can lead to better
patient education and care in this domain.

– Social and Community Support: Recognizing the importance of community and
chosen family for many LGBTQ+ and transgender individuals can guide care
plans, especially when considering mental health support or discharge planning.

– Legal and Ethical Considerations: In many regions, there are legal protections
in place to ensure non-discrimination based on sexual orientation or gender
identity. Being aware of these protections is not only a legal obligation but an
ethical one, ensuring that all patients receive equitable care.

● Patient Identification Errors in Healthcare: Ensuring the correct identification of
patients is a foundational aspect of safe healthcare delivery. When errors occur in this
basic step, the ripple effects can be catastrophic. Here's why understanding and
preventing patient identification errors is essential:

– Patient Safety and Well-being: The most immediate and alarming consequence
of patient identification errors is the potential harm to the patient. Administering
the wrong medication, performing surgery on the wrong site, or providing
inappropriate treatments can lead to severe complications, prolonged recovery,
or even death.

– Loss of Trust: When patients or their families experience or witness
identification errors, their trust in the healthcare system can be severely eroded.
This loss of trust can make patients hesitant to seek care in the future or follow
medical advice, potentially compromising their health.

– Professional Reputation: For healthcare professionals, being involved in an
identification error can have lasting implications on their reputation. Such errors
can lead to disciplinary actions, loss of licensure, or legal consequences.

– Legal and Financial Implications: Patient identification errors can result in
lawsuits, leading to significant financial penalties for healthcare institutions.
Beyond the direct costs of litigation, there's the potential for increased insurance
premiums and the costs associated with implementing corrective measures

– Operational Disruptions: Identification errors can disrupt the normal flow of
operations in a healthcare setting. They may necessitate additional tests,
procedures, or interventions to correct the error, leading to delays and
inefficiencies.

– Emotional Toll on Healthcare Providers: Realizing that one has been involved
in an identification error can be emotionally devastating for healthcare providers.
Feelings of guilt, anxiety, and doubt can lead to burnout and may even cause
some professionals to question their career choice.

– Increased Healthcare Costs: Beyond the direct costs associated with correcting
the error, there are indirect costs to consider. These might include extended
hospital stays, additional treatments, and the long-term care needs of patients
who experience complications due to the error.

– Regulatory and Accreditation Implications: Healthcare facilities are subject to
regulations and standards set by accrediting bodies. Identification errors can lead
to penalties, increased scrutiny, and potential challenges in maintaining
accreditation.

**article.pdf**

This file is too large to display. [View in new window](https://www.sweetstudy.com/files/article-pdf-10147179)

**cf_Exemplar_NURS-FPX4020_Assessment_2.pdf**

This file is too large to display. [View in new window](https://www.sweetstudy.com/files/cf-exemplar-nurs-fpx4020-assessment-2-pdf-10148519)

November 5, 2026
[Solved] XQ05ASSIGN

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November 5, 2026
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– 2 years ago **files (1)** – ## APASTYLE.docx **## APASTYLE.docx** APA STYLE , AT LEAST THREE REFERENCES , 200-250 WORLD 1. Have you worked with any professional nursing organizations in advocating for health policy changes? 2. How can nurses actively engage with professional nursing organization…

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**files (1)**

– ## APASTYLE.docx

**## APASTYLE.docx**

APA STYLE , AT LEAST THREE REFERENCES , 200-250 WORLD

1. Have you worked with any professional nursing organizations in advocating for health policy changes?

2. How can nurses actively engage with professional nursing organizations to drive change?

**## APASTYLE.docx**

APA STYLE , AT LEAST THREE REFERENCES , 200-250 WORLD

1. Have you worked with any professional nursing organizations in advocating for health policy changes?

2. How can nurses actively engage with professional nursing organizations to drive change?

November 5, 2026
[Solved] XL01ASSIGN

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– 2 years ago **files (1)** – ## mh512w3.docx **## mh512w3.docx** **Week 3 – Assignment: Design an Onboarding Timeline** Starting on Day 1 and running all the way through Day 180, create a timeline of activities to be directed at and completed with new employees. Use the table in Section 2 as a guid…

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**files (1)**

– ## mh512w3.docx

**## mh512w3.docx**

**Week 3 – Assignment: Design an Onboarding Timeline**

Starting on Day 1 and running all the way through Day 180, create a timeline of activities to be directed at and completed with new employees. Use the table in Section 2 as a guide and customize the table for your own organization.

In your table, including when during the employee’s employment, each specific activity should occur, who is responsible for conducting that activity, and why you chose that activity as a part of your process. Your table should be prepared in a format that can be used as both a description of the process as well as a checklist that an HR staffer can use to track the progress of an employee’s onboarding.

Your onboarding timeline must include steps that ensure:

· The employees understand the policies and procedures of the organization.

· They understand their job duties.

· They understand what’s expected of them in terms of job performance.

· They understand their compensation and benefits.

· They are familiar with their workspace and other surroundings.

· There is an opportunity for them to ask questions without feeling uninformed or judged.

· There is an ongoing feedback process in place so the employees will receive objective feedback in relation to their performance.

· Supervisors and managers have a formal method to check for dissatisfaction or the possibility that the employees are considering leaving the organization.

· Other issues are addressed that help ensure the employees feel welcome and that their needs are being met.

Length: 3 pages, not including title and reference pages

References: Include a minimum of 3 scholarly resources

**Section 2: Talent Development**

Once the applicants have been recruited, interviewed, and hired, ensuring their fit by effectively communicating your organization’s policies, procedures, and work rules, along with proactively helping them feel welcome, are key aspects of the staffing strategy.

Once the new employees are hired, effective onboarding is crucial. Onboarding is about integrating employees into your healthcare organization’s culture in such a way that they prosper and grow personally and professionally with your organization. This leads to increased employee engagement, which fosters better patient care and increases employee retention (Maurer, 2018).

According to research by the Partnership for Public Service and Boston Consulting Group (Temin, 2019), facilities with better employee engagement delivered better patient services; a one-point increase in the employee engagement scale correlated with a half-point increase in patient satisfaction scores for the overall medical center. Better employee engagement scores resulted in a quarter-point increase in satisfaction with specialty or primary care providers.

The onboarding process should last for at least the employee’s first year of employment and should include but not be limited to:

| | |
| — | — |
| **When** | **What** |
| Day 1 | · General job orientation, tour, and introductions<br>· Work schedule and work hours<br>· Professional ethics and code of conduct<br>· All policies, such as safety and security policies<br>· Compensation and benefits<br>· Employee handbook<br>· Position information<br>· Setting up workspace |
| Week 1 | · Initial assignments<br>· Personal interaction to see if they’re becoming comfortable<br>· Performance evaluation description and goal setting<br>· Review the probationary-period rules<br>· Key colleagues have been introduced |
| Month 1 | · Solicit feedback<br>· Review work-to-date<br>· Ensure payroll information is correct<br>· Personal interaction to see if comfortable |
| Month 4 | · 90-day performance review<br>· Goal review and revision as needed<br>· Identify training needs<br>· Personal interaction to see if comfortable |
| Month 7 | · Goal review and revision as needed<br>· Employee has received all necessary training<br>· Personal interaction to see if comfortable |
| Month 13 | · Yearly performance review<br>· Recognize first-year anniversary<br>· Feedback <br>· Personal interaction to see if comfortable<br>· Appropriate salary increase |

Table 1. Onboarding Timeline

To accompany and support onboarding, the healthcare organization needs to have an operational performance management system whereby employee performance can be objectively and fairly evaluated regardless of the job duties assigned.

In addition to measuring performance, fair and legal processes must be in place to hold staff accountable to the expectations of their roles within the organization. Such a process may include:

1. Ensure performance expectations are clear and understood by the employee—this has to begin on the first day during onboarding, where the employee is told and asked to acknowledge understanding of expected performance. Gaps in understanding must be addressed at that time, and employment cannot continue until the employee expresses understanding of what’s expected.

2. Address the poor performance as soon as possible through both effective verbal communication and thorough written documentation—delays in addressing poor performance create additional challenges and make the poor/unacceptable performance more difficult to address later. Once poor performance is observed and allowed to continue, it changes from unacceptable performance to acceptable performance. Not only must you ensure understanding by the employee of the performance expectations, you must document the conversation for future reference.

3. Address only the gap between expectations and observed performance—it is important to stick to job-related performance issues and corrections. Personal issues, unless covered by employment laws (such as the Americans with Disabilities Act), should be avoided.

4. Through the use of clear and concise written action plans, be clear on what happens next (actions expected and consequences)—the employee must understand at the conclusion of the meeting what the consequences of both compliance and non-compliance to expectations will be. Communication must be clear and direct.

5. Follow through and follow up—set a timeline for follow up and stick to it, even if it’s unpleasant.

References:

Direct link found between employee engagement, quality at VA hospitals. (2019, March 27).

Maurer, R. (2018, April 11).
_Onboarding key to retaining, engaging talent_.

**Onboarding and Retention**

Creating written onboarding processes that formally welcome employees to the organization—as well as checking in with them during their first 90 days—helps new employees feel like they belong as well as give them a chance to ask questions in a non-threatening format. These processes usually are designed as a calendar/checklist that documents not only what onboarding action should take place but also when it should take place and who is accountable to ensure it happens. Staff who feel welcomed and are given opportunities will feel more connected to the organization and, therefore, be less likely to leave.

The Society for Human Resources Management (SHRM) states that the vast majority of new hires’ decisions to stay with a company long-term is made within the first six months of employment (Maurer, 2018).

On an ongoing basis, healthcare leaders must subjectively and objectively measure the engagement levels of all staff and determine what changes can and should be made in order to create an environment where the employees want to stay and are productive while employed.

Several methods exist to effectively measure the staff’s level of engagement in a healthcare organization. First and foremost, first-level management (supervisors) should be continuously interacting with their staff, which allows them to read signals from staff that indicate if the employee is feeling satisfied or dissatisfied with the work environment, the assigned job duties, or any other work-related factors that may impact the worker’s decision to stay or resign. Addressing dissatisfaction at this level and when it’s first noticed keeps it from growing into non-productivity or turnover.

Upper-level management can also interact with staff or make rounds on a regular basis. When this is done as a part of a formal retention strategy, it allows for senior management to also get a feel for the level of engagement within the healthcare organization. Finally, using formal surveys or other methods to objectively measure employee engagement can help in identifying and addressing issues that can lead to employee dissatisfaction. Sometimes, there are issues that upset employees, but they are unwilling to discuss this directly with management; so the anonymity of a survey allows them to raise the subject in a safer way.

Be sure to review this week's resources carefully. You are expected to apply the information from these resources when you prepare your assignments.

References:

Maurer, R. (2018, April 11). Onboarding key to retaining, engaging talent.

·
[**Human resources in healthcare: Managing for success (4th ed.).**](https://search.ebscohost.com/login.aspx?direct=true&db=nlebk&AN=975459&site=eds-live&AuthType=ip,shib&custid=natuniv)

Fried, B., & Fottler, M. D. (2015).
_Human resources in healthcare: Managing for success_(4th ed.). Health Administration Press.

**Read Chapters 7 and 8**

·
[**Healthcare’s challenging relationship between onboarding and employee retention**](https://www.hospitalrecruiting.com/blog/4111/healthcares-challenging-relationship-between-onboarding-and-employee-retention/)

**Macon, M. (2017, Oct. 3). Healthcare’s challenging relationship between onboarding and employee retention [Web log post].**

·
[**How to measure and improve employee engagement**](https://www.nbrii.com/employee-survey-white-papers/how-to-measure-and-improve-employee-engagement/)

**Nolinske, T. (n.d.). How to measure and improve employee engagement [White paper].**

·
[**Adopting a Systematic Approach to Bringing Healthcare Executives Into a New Position or Organization. (n.d.).**](https://www.ache.org/about-ache/our-story/our-commitments/policy-statements/adopting-a-systematic-approach-to-onbording-healthcare-executives)

**## mh512w3.docx**

**Week 3 – Assignment: Design an Onboarding Timeline**

Starting on Day 1 and running all the way through Day 180, create a timeline of activities to be directed at and completed with new employees. Use the table in Section 2 as a guide and customize the table for your own organization.

In your table, including when during the employee’s employment, each specific activity should occur, who is responsible for conducting that activity, and why you chose that activity as a part of your process. Your table should be prepared in a format that can be used as both a description of the process as well as a checklist that an HR staffer can use to track the progress of an employee’s onboarding.

Your onboarding timeline must include steps that ensure:

· The employees understand the policies and procedures of the organization.

· They understand their job duties.

· They understand what’s expected of them in terms of job performance.

· They understand their compensation and benefits.

· They are familiar with their workspace and other surroundings.

· There is an opportunity for them to ask questions without feeling uninformed or judged.

· There is an ongoing feedback process in place so the employees will receive objective feedback in relation to their performance.

· Supervisors and managers have a formal method to check for dissatisfaction or the possibility that the employees are considering leaving the organization.

· Other issues are addressed that help ensure the employees feel welcome and that their needs are being met.

Length: 3 pages, not including title and reference pages

References: Include a minimum of 3 scholarly resources

**Section 2: Talent Development**

Once the applicants have been recruited, interviewed, and hired, ensuring their fit by effectively communicating your organization’s policies, procedures, and work rules, along with proactively helping them feel welcome, are key aspects of the staffing strategy.

Once the new employees are hired, effective onboarding is crucial. Onboarding is about integrating employees into your healthcare organization’s culture in such a way that they prosper and grow personally and professionally with your organization. This leads to increased employee engagement, which fosters better patient care and increases employee retention (Maurer, 2018).

According to research by the Partnership for Public Service and Boston Consulting Group (Temin, 2019), facilities with better employee engagement delivered better patient services; a one-point increase in the employee engagement scale correlated with a half-point increase in patient satisfaction scores for the overall medical center. Better employee engagement scores resulted in a quarter-point increase in satisfaction with specialty or primary care providers.

The onboarding process should last for at least the employee’s first year of employment and should include but not be limited to:

| | |
| — | — |
| **When** | **What** |
| Day 1 | · General job orientation, tour, and introductions<br>· Work schedule and work hours<br>· Professional ethics and code of conduct<br>· All policies, such as safety and security policies<br>· Compensation and benefits<br>· Employee handbook<br>· Position information<br>· Setting up workspace |
| Week 1 | · Initial assignments<br>· Personal interaction to see if they’re becoming comfortable<br>· Performance evaluation description and goal setting<br>· Review the probationary-period rules<br>· Key colleagues have been introduced |
| Month 1 | · Solicit feedback<br>· Review work-to-date<br>· Ensure payroll information is correct<br>· Personal interaction to see if comfortable |
| Month 4 | · 90-day performance review<br>· Goal review and revision as needed<br>· Identify training needs<br>· Personal interaction to see if comfortable |
| Month 7 | · Goal review and revision as needed<br>· Employee has received all necessary training<br>· Personal interaction to see if comfortable |
| Month 13 | · Yearly performance review<br>· Recognize first-year anniversary<br>· Feedback <br>· Personal interaction to see if comfortable<br>· Appropriate salary increase |

Table 1. Onboarding Timeline

To accompany and support onboarding, the healthcare organization needs to have an operational performance management system whereby employee performance can be objectively and fairly evaluated regardless of the job duties assigned.

In addition to measuring performance, fair and legal processes must be in place to hold staff accountable to the expectations of their roles within the organization. Such a process may include:

1. Ensure performance expectations are clear and understood by the employee—this has to begin on the first day during onboarding, where the employee is told and asked to acknowledge understanding of expected performance. Gaps in understanding must be addressed at that time, and employment cannot continue until the employee expresses understanding of what’s expected.

2. Address the poor performance as soon as possible through both effective verbal communication and thorough written documentation—delays in addressing poor performance create additional challenges and make the poor/unacceptable performance more difficult to address later. Once poor performance is observed and allowed to continue, it changes from unacceptable performance to acceptable performance. Not only must you ensure understanding by the employee of the performance expectations, you must document the conversation for future reference.

3. Address only the gap between expectations and observed performance—it is important to stick to job-related performance issues and corrections. Personal issues, unless covered by employment laws (such as the Americans with Disabilities Act), should be avoided.

4. Through the use of clear and concise written action plans, be clear on what happens next (actions expected and consequences)—the employee must understand at the conclusion of the meeting what the consequences of both compliance and non-compliance to expectations will be. Communication must be clear and direct.

5. Follow through and follow up—set a timeline for follow up and stick to it, even if it’s unpleasant.

References:

Direct link found between employee engagement, quality at VA hospitals. (2019, March 27).

Maurer, R. (2018, April 11).
_Onboarding key to retaining, engaging talent_.

**Onboarding and Retention**

Creating written onboarding processes that formally welcome employees to the organization—as well as checking in with them during their first 90 days—helps new employees feel like they belong as well as give them a chance to ask questions in a non-threatening format. These processes usually are designed as a calendar/checklist that documents not only what onboarding action should take place but also when it should take place and who is accountable to ensure it happens. Staff who feel welcomed and are given opportunities will feel more connected to the organization and, therefore, be less likely to leave.

The Society for Human Resources Management (SHRM) states that the vast majority of new hires’ decisions to stay with a company long-term is made within the first six months of employment (Maurer, 2018).

On an ongoing basis, healthcare leaders must subjectively and objectively measure the engagement levels of all staff and determine what changes can and should be made in order to create an environment where the employees want to stay and are productive while employed.

Several methods exist to effectively measure the staff’s level of engagement in a healthcare organization. First and foremost, first-level management (supervisors) should be continuously interacting with their staff, which allows them to read signals from staff that indicate if the employee is feeling satisfied or dissatisfied with the work environment, the assigned job duties, or any other work-related factors that may impact the worker’s decision to stay or resign. Addressing dissatisfaction at this level and when it’s first noticed keeps it from growing into non-productivity or turnover.

Upper-level management can also interact with staff or make rounds on a regular basis. When this is done as a part of a formal retention strategy, it allows for senior management to also get a feel for the level of engagement within the healthcare organization. Finally, using formal surveys or other methods to objectively measure employee engagement can help in identifying and addressing issues that can lead to employee dissatisfaction. Sometimes, there are issues that upset employees, but they are unwilling to discuss this directly with management; so the anonymity of a survey allows them to raise the subject in a safer way.

Be sure to review this week's resources carefully. You are expected to apply the information from these resources when you prepare your assignments.

References:

Maurer, R. (2018, April 11). Onboarding key to retaining, engaging talent.

·
[**Human resources in healthcare: Managing for success (4th ed.).**](https://search.ebscohost.com/login.aspx?direct=true&db=nlebk&AN=975459&site=eds-live&AuthType=ip,shib&custid=natuniv)

Fried, B., & Fottler, M. D. (2015).
_Human resources in healthcare: Managing for success_(4th ed.). Health Administration Press.

**Read Chapters 7 and 8**

·
[**Healthcare’s challenging relationship between onboarding and employee retention**](https://www.hospitalrecruiting.com/blog/4111/healthcares-challenging-relationship-between-onboarding-and-employee-retention/)

**Macon, M. (2017, Oct. 3). Healthcare’s challenging relationship between onboarding and employee retention [Web log post].**

·
[**How to measure and improve employee engagement**](https://www.nbrii.com/employee-survey-white-papers/how-to-measure-and-improve-employee-engagement/)

**Nolinske, T. (n.d.). How to measure and improve employee engagement [White paper].**

·
[**Adopting a Systematic Approach to Bringing Healthcare Executives Into a New Position or Organization. (n.d.).**](https://www.ache.org/about-ache/our-story/our-commitments/policy-statements/adopting-a-systematic-approach-to-onbording-healthcare-executives)

November 5, 2026
[Solved] Assessment Traits Benchmark

✓ Verified Academic Solution Available

Executive Solution Overview

Students are required to submit reflective journal entries at specific points throughout the course. These reflective narratives help students identify important learning events that happen throughout the course and the practicum. Write a reflective journal (250-500 words) to outline how your experi…

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Assignment Prompt & Instructions

Students are required to submit reflective journal entries at specific points throughout the course. These reflective narratives help students identify important learning events that happen throughout the course and the practicum.

Write a reflective journal (250-500 words) to outline how your experience at your practicum site related to the following reflective questions:

– You have developed a list of resources needed for your project implementation in Topic 6. To complete this reflective journal, discuss with your preceptor the relationship between policy, regulatory requirements, and economics on care outcomes. Discuss how regulatory requirements and financial resources available will impact your project. How do you think this will impact the care that your practicum site will be able to provide?
– Reflect on the relationship you discussed above as well as your practicum site experience. Provide an example from your practicum site of these relationships or discuss an example from your professional or personal experience.

While APA style is not required for the body of this assignment, solid academic writing is expected.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

– [\
\
NRS-465Rubric-Benchmark-ProfessionalCapstoneandPracticumReflectiveJournal-Topic7.pdf](https://www.sweetstudy.com/files/nrs-465rubric-benchmark-professionalcapstoneandpracticumreflectivejournal-topic7-pdf "NRS-465Rubric-Benchmark-ProfessionalCapstoneandPracticumReflectiveJournal-Topic7.pdf")
– [\
\
ImplementationPlanforCapstoneProject.edited11.docx](https://www.sweetstudy.com/files/implementationplanforcapstoneproject-edited11-docx "ImplementationPlanforCapstoneProject.edited11.docx")

– 2 years ago

November 5, 2026
[Solved] Assessment Traits

✓ Verified Academic Solution Available

Executive Solution Overview

Assessment Description The purpose of this assignment will be to develop an evaluation plan for your capstone change project. Review your implementation plan including the objectives and outcomes and review your required resources. Then, develop a process to evaluate the intervention if it were impl…

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Assignment Prompt & Instructions

Assessment Description

The purpose of this assignment will be to develop an evaluation plan for your capstone change project.

Review your implementation plan including the objectives and outcomes and review your required resources. Then, develop a process to evaluate the intervention if it were implemented.

Use the "Capstone Change Project Evaluation Plan" template to complete the assignment.

While APA style is not required for the body of this assignment, solid academic writing is expected, and documentation of sources should be presented using APA formatting guidelines, which can be found in the APA Style Guide, 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.

– [\
\
NRS-465-T7-RS-CapstoneChangeProjectEvaluationPlan.docx](https://www.sweetstudy.com/files/nrs-465-t7-rs-capstonechangeprojectevaluationplan-docx "NRS-465-T7-RS-CapstoneChangeProjectEvaluationPlan.docx")
– [\
\
NRS-465-T7-RS-CapstoneChangeProjectEvaluationPlanExample.docx](https://www.sweetstudy.com/files/nrs-465-t7-rs-capstonechangeprojectevaluationplanexample-docx "NRS-465-T7-RS-CapstoneChangeProjectEvaluationPlanExample.docx")

– 2 years ago

November 5, 2026
[Solved] Social Determinants of Health

✓ Verified Academic Solution Available

Executive Solution Overview

Complete the following requirements: 1. **Application of Course Knowledge:**Answer all questions/criteria with explanations and detail. 1. Correctly identify your assigned social determinant. Briefly define the determinant and describe how it impacts healthcare outcomes. 2. Select an objective relat…

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Assignment Prompt & Instructions

Complete the following requirements:

1. **Application of Course Knowledge:**Answer all questions/criteria with explanations and detail.

1. Correctly identify your assigned social determinant. Briefly define the determinant and describe how it impacts healthcare outcomes.
2. Select an objective related to your assigned social determinant from the Healthy People website linked above. Identify the status of the objective and the population to whom the objective applies.
3. Provide at least three appropriate questions related to the chosen objective that the NP could incorporate into the health history and interview to assess the client and family.
4. Identify at least two online, national, or local resources and explain how the resources could help meet the chosen objective for at-risk clients or families.

– [\
\
NR509WK1-EconomicStability.docx](https://www.sweetstudy.com/files/nr509wk1-economicstability-docx "NR509WK1-EconomicStability.docx")

– 2 years ago

November 5, 2026
[Solved] assist week 4

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Executive Solution Overview

– 2 years ago **files (1)** – ## MH512week4.docx **## MH512week4.docx** **Week 4 – Assignment: Prepare a Corrective Plan** Read the case below and prepare the corrective plan as indicated. Your hospital is a public, 500-bed hospital located in a southern U.S. city. Because of its location within the…

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– 2 years ago

**files (1)**

– ## MH512week4.docx

**## MH512week4.docx**

**Week 4 – Assignment: Prepare a Corrective Plan**

Read the case below and prepare the corrective plan as indicated.

Your hospital is a public, 500-bed hospital located in a southern U.S. city. Because of its location within the city, the hospital provides a high percentage of uncompensated care to patients unable to pay for the services. Your hospital also has a strong medical residency program and research conducted in conjunction with the medical school. You are the director over several nursing units, one of them the 60-bed Medical/Surgical Unit.

This case involves you, LPN “Sally,” and unit manager/RN “Teri.”

“Sally” is an LPN and has been working on a nursing unit of your hospital for 24 months. Before that, Sally worked as an LPN in a nursing home owned by Sally’s brother. Since Sally was hired, Sally’s performance evaluations have been low to average. Since being hired, Sally has received three performance evaluations and a 2% cost-of-living raise that was given to all employees—this was not a merit-based raise associated with employee performance.

Because of Sally’s mediocre performance, she did not receive a merit raise that was awarded to some of the higher-performing employees on her unit. She has not been able to keep up with the patient load, charting, and work assignments that come with working on this unit and using the new electronic medical record system the hospital recently purchased. Sally appears disorganized and unable to quickly assess patients. Sally also spends longer than necessary interacting with the patients and their families. She falls behind every shift despite trying to work past the end of the assigned shift. Because of the budget, she has been told that no one can work any unapproved overtime.

As a result, Sally has been caught on four occasions clocking out at the end of her assigned shift and then returning to the unit to complete her work. While Sally has never been written up for working off the clock, she has been told twice by the charge nurse that she cannot work off the clock. Sally has been observed frequently consulting the training manual for the new software, although none of her coworkers are having any difficulty learning the new system.

As a matter of information, you have been in your role for 12 months and you’ve learned that Sally’s previous director seemed more willing to accept her work and overlook some of her performance deficiencies. “Teri,” who is Sally’s unit manager (there are four unit managers who report to you for the Medical/Surgical Unit), is also new to the unit and appears to have more stringent standards than Teri’s predecessor.

Both you and Teri have received robust training from HR on how to develop performance improvement plans. Your task now is to create an effective performance improvement plan that addresses the issues you’ve observed in Sally’s performance. As you were trained, the plan must include at least:

· Performance observed

· Performance expected

· Description of the gap between observed and expected

· Specific steps to correct deficiencies

· Timeline for correction

· Consequences for success and consequences for failure to perform

Length: 3-4 pages, not including title and reference pages

References: Include a minimum of 3 scholarly resources

·
[**Human resources in healthcare: Managing for success (4th ed.).**](https://search.ebscohost.com/login.aspx?direct=true&db=nlebk&AN=975459&site=eds-live&AuthType=ip,shib&custid=natuniv)

Fried, B., & Fottler, M. D. (2015).
_Human resources in healthcare: Managing for success_(4th ed.). Health Administration Press.

**Read Chapters 8 and 11**

·
[**Strategic performance management: Development of a performance measurement system at the Mayo…**](https://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=2735528&site=eds-live&AuthType=ip,shib&custid=natuniv)

**Curtright, J. W., & Stolp-Smith, S. C. (2000). Strategic performance management: Development of a performance measurement system at the Mayo… Journal of Healthcare Management, 45(1), 58. https://doi-org.proxy1.ncu.edu/10.1097/00115514-200001000-00014**

·
[**A performance management framework for healthcare. Becker’s Hospital Review**](https://www.beckershospitalreview.com/)

**Lichlyter, P. (2018, July 16). A performance management framework for healthcare. Becker’s Hospital Review.**
**In the website search area at the top of the page, type the author's last name, Lichlyter. From the search results, click the link to the article referenced above.**

·
[**Build a culture of accountability in 5 steps**](https://www.entrepreneur.com/article/298342)

**White, D., & White P. (2017, August 8). Build a culture of accountability in 5 steps. Entrepreneur.**

**## MH512week4.docx**

**Week 4 – Assignment: Prepare a Corrective Plan**

Read the case below and prepare the corrective plan as indicated.

Your hospital is a public, 500-bed hospital located in a southern U.S. city. Because of its location within the city, the hospital provides a high percentage of uncompensated care to patients unable to pay for the services. Your hospital also has a strong medical residency program and research conducted in conjunction with the medical school. You are the director over several nursing units, one of them the 60-bed Medical/Surgical Unit.

This case involves you, LPN “Sally,” and unit manager/RN “Teri.”

“Sally” is an LPN and has been working on a nursing unit of your hospital for 24 months. Before that, Sally worked as an LPN in a nursing home owned by Sally’s brother. Since Sally was hired, Sally’s performance evaluations have been low to average. Since being hired, Sally has received three performance evaluations and a 2% cost-of-living raise that was given to all employees—this was not a merit-based raise associated with employee performance.

Because of Sally’s mediocre performance, she did not receive a merit raise that was awarded to some of the higher-performing employees on her unit. She has not been able to keep up with the patient load, charting, and work assignments that come with working on this unit and using the new electronic medical record system the hospital recently purchased. Sally appears disorganized and unable to quickly assess patients. Sally also spends longer than necessary interacting with the patients and their families. She falls behind every shift despite trying to work past the end of the assigned shift. Because of the budget, she has been told that no one can work any unapproved overtime.

As a result, Sally has been caught on four occasions clocking out at the end of her assigned shift and then returning to the unit to complete her work. While Sally has never been written up for working off the clock, she has been told twice by the charge nurse that she cannot work off the clock. Sally has been observed frequently consulting the training manual for the new software, although none of her coworkers are having any difficulty learning the new system.

As a matter of information, you have been in your role for 12 months and you’ve learned that Sally’s previous director seemed more willing to accept her work and overlook some of her performance deficiencies. “Teri,” who is Sally’s unit manager (there are four unit managers who report to you for the Medical/Surgical Unit), is also new to the unit and appears to have more stringent standards than Teri’s predecessor.

Both you and Teri have received robust training from HR on how to develop performance improvement plans. Your task now is to create an effective performance improvement plan that addresses the issues you’ve observed in Sally’s performance. As you were trained, the plan must include at least:

· Performance observed

· Performance expected

· Description of the gap between observed and expected

· Specific steps to correct deficiencies

· Timeline for correction

· Consequences for success and consequences for failure to perform

Length: 3-4 pages, not including title and reference pages

References: Include a minimum of 3 scholarly resources

·
[**Human resources in healthcare: Managing for success (4th ed.).**](https://search.ebscohost.com/login.aspx?direct=true&db=nlebk&AN=975459&site=eds-live&AuthType=ip,shib&custid=natuniv)

Fried, B., & Fottler, M. D. (2015).
_Human resources in healthcare: Managing for success_(4th ed.). Health Administration Press.

**Read Chapters 8 and 11**

·
[**Strategic performance management: Development of a performance measurement system at the Mayo…**](https://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=2735528&site=eds-live&AuthType=ip,shib&custid=natuniv)

**Curtright, J. W., & Stolp-Smith, S. C. (2000). Strategic performance management: Development of a performance measurement system at the Mayo… Journal of Healthcare Management, 45(1), 58. https://doi-org.proxy1.ncu.edu/10.1097/00115514-200001000-00014**

·
[**A performance management framework for healthcare. Becker’s Hospital Review**](https://www.beckershospitalreview.com/)

**Lichlyter, P. (2018, July 16). A performance management framework for healthcare. Becker’s Hospital Review.**
**In the website search area at the top of the page, type the author's last name, Lichlyter. From the search results, click the link to the article referenced above.**

·
[**Build a culture of accountability in 5 steps**](https://www.entrepreneur.com/article/298342)

**White, D., & White P. (2017, August 8). Build a culture of accountability in 5 steps. Entrepreneur.**

November 5, 2026