7014.1.1 : Management in the Nursing Profession
The graduate evaluates the responsibility and accountability of nursing management in the operations of complex healthcare organizations.
7014.1.2 : Operational Performance in Healthcare Organization
The graduate uses data and analytics to advance the operational performance of a healthcare organization.
7014.1.3 : Roles and Responsibilities of the Nurse Leader
The graduate demonstrates expertise in nurse leader roles to improve operational performance needed to improve quality and safety in healthcare organizations.
7014.1.4 : Management of Human Resources
The graduate demonstrates the ability to effectively manage human resources to promote a professional environment conducive to skilled and safe patient care.
The purpose of this assessment is to help you develop the necessary skills and expertise to manage in the healthcare setting and understand the unique aspects of nursing leadership. Nursing leadership requires a unique set of skills relating to organizational performance and the healthcare industry. Leadership in the nursing profession, roles and responsibilities of the nurse leader, and human resource management are essential components of nursing management for leaders within the healthcare industry to understand. As the healthcare industry continues to change and reform, it is important for nurse leaders to be well prepared and well-rounded in the concepts of healthcare management and nursing leadership.
For this assessment, consider yourself a nurse leader (which could be your current role if you are in a nurse leadership role at your organization) responsible for multiple departments, units, or service areas. You are struggling with performance of outcome measures that are below benchmarks. You feel that if your teams and staff were more engaged, your outcomes would improve.
Your submission must be your original work. No more than a combined total of 30% of the submission and no more than a 10% match to any one individual source can be directly quoted or closely paraphrased from sources, even if cited correctly. An originality report is provided when you submit your task that can be used as a guide.
Professional Communications is a required aspect to pass this task. Completion of a spell check and grammar check prior to submitting your final work is strongly recommended.
You must use the rubric to direct the creation of your submission because it provides detailed criteria that will be used to evaluate your work. Each requirement below may be evaluated by more than one rubric aspect. The rubric aspect titles may contain hyperlinks to relevant portions of the course.
A. Create a performance data scorecard you could use to focus on outcome measures in your healthcare organization in which you do the following:
1. Identify the patient population being addressed.
2. Identify at least one outcome measure related to the population identified in part A1 for each of the following indicators:
B. Discuss the necessary processes that drive each outcome measure.
1. Discuss at least one additional indicator that would be important for a nurse leader to monitor on a regular basis to drive outcomes as part of the performance data scorecard.
C. Discuss at least three advantages of the performance data scorecard created in part A.
D. Analyze at least two current trends in healthcare that are related specifically to employee engagement.
1. Explain the relationship between employee engagement and healthcare quality.
2. Discuss whether current tools in your organization adequately provide nurse leadership with data regarding employee engagement.
E. Create a plan to improve employee engagement based on the performance data scorecard.
Note: This plan may include but is not limited to goals, strategies, evaluation, timeline, etc.
1. Discuss leadership best practices that improve employee engagement.
F. When you use sources, include all in-text citations and references in APA format.
Note: When using sources to support ideas and elements in an assessment, the submission MUST include APA formatted in-text citations with a corresponding reference list for any direct quotes or paraphrasing. It is not necessary to list sources that were consulted if they have not been quoted or paraphrased in the text of the assessment.
File Restrictions
File name may contain only letters, numbers, spaces, and these symbols: ! – _ . * ‘ ( )
File size limit: 200 MB
File types allowed: doc, docx, rtf, xls, xlsx, ppt, pptx, odt, pdf, txt, qt, mov, mpg, avi, mp3, wav, mp4, wma, flv, asf, mpeg, wmv, m4v, svg, tif, tiff, jpeg, jpg, gif, png, zip, rar, tar, 7z
UNSATISFACTORY/NOT PRESENT The candidate provides unsatisfactory articulation of response. |
DOES NOT MEET STANDARD The candidate provides weak articulation of response. |
MINIMALLY COMPETENT The candidate provides limited articulation of response. |
COMPETENT The candidate provides adequate articulation of response. |
HIGHLY COMPETENT The candidate provides substantial articulation of response. |
A1:PATIENT POPULATION
UNSATISFACTORY/NOT PRESENT The candidate does not identify the patient population being addressed. |
DOES NOT MEET STANDARD Not applicable. |
MINIMALLY COMPETENT Not applicable. |
COMPETENT Not applicable. |
HIGHLY COMPETENT The candidate identifies the patient population being addressed. |
A2:OUTCOME MEASURES
UNSATISFACTORY/NOT PRESENT The candidate does not identify at least 1 appropriate outcome measure related to the population identified in part A1 for each of the given indicators. |
DOES NOT MEET STANDARD Not applicable. |
MINIMALLY COMPETENT Not applicable. |
COMPETENT Not applicable. |
HIGHLY COMPETENT The candidate identifies at least 1 appropriate outcome measure related to the population identified in part A1 for each of the given indicators. |
B:NECESSARY PROCESSES
UNSATISFACTORY/NOT PRESENT The candidate does not provide a logical discussion of the necessary processes that drive each outcome measure. |
DOES NOT MEET STANDARD The candidate provides a logical discussion, with no detail, of the necessary processes that drive each outcome measure. |
MINIMALLY COMPETENT The candidate provides a logical discussion, with limited detail, of the necessary processes that drive each outcome measure. |
COMPETENT The candidate provides a logical discussion, with adequate detail, of the necessary processes that drive each outcome measure. |
HIGHLY COMPETENT The candidate provides a logical discussion, with substantial detail, of the necessary processes that drive each outcome measure. |
B1:ADDITIONAL INDICATORS
UNSATISFACTORY/NOT PRESENT The candidate does not provide a logical discussion of at least 1 additional indicator that would be important for a nurse leader to monitor on a regular basis to drive outcomes as part of the performance data scorecard. |
DOES NOT MEET STANDARD The candidate provides a logical discussion, with no detail, of at least 1 additional indicator that would be important for a nurse leader to monitor on a regular basis to drive outcomes as part of the performance data scorecard. |
MINIMALLY COMPETENT The candidate provides a logical discussion, with limited detail, of at least 1 additional indicator that would be important for a nurse leader to monitor on a regular basis to drive outcomes as part of the performance data scorecard. |
COMPETENT The candidate provides a logical discussion, with adequate detail, of at least 1 additional indicator that would be important for a nurse leader to monitor on a regular basis to drive outcomes as part of the performance data scorecard. |
HIGHLY COMPETENT The candidate provides a logical discussion, with substantial detail, of at least 1 additional indicator that would be important for a nurse leader to monitor on a regular basis to drive outcomes as part of the performance data scorecard. |
C:ADVANTAGES
UNSATISFACTORY/NOT PRESENT The candidate does not provide a logical discussion of at least 3 advantages of the performance data scorecard created in part A. |
DOES NOT MEET STANDARD The candidate provides a logical discussion, with no detail, of at least 3 advantages of the performance data scorecard created in part A. |
MINIMALLY COMPETENT The candidate provides a logical discussion, with limited detail, of at least 3 advantages of the performance data scorecard created in part A. |
COMPETENT The candidate provides a logical discussion, with adequate detail, of at least 3 advantages of the performance data scorecard created in part A. |
HIGHLY COMPETENT The candidate provides a logical discussion, with substantial detail, of at least 3 advantages of the performance data scorecard created in part A. |
D:CURRENT TRENDS
UNSATISFACTORY/NOT PRESENT The candidate does not provide a plausible analysis of at least 2 current trends in healthcare that are related specifically to employee engagement. |
DOES NOT MEET STANDARD The candidate provides a plausible analysis, with no detail, of at least 2 current trends in healthcare that are related specifically to employee engagement. |
MINIMALLY COMPETENT The candidate provides a plausible analysis, with limited detail, of at least 2 current trends in healthcare that are related specifically to employee engagement. |
COMPETENT The candidate provides a plausible analysis, with adequate detail, of at least 2 current trends in healthcare that are related specifically to employee engagement. |
HIGHLY COMPETENT The candidate provides a plausible analysis, with substantial detail, of at least 2 current trends in healthcare that are related specifically to employee engagement. |
D1:RELATIONSHIP
UNSATISFACTORY/NOT PRESENT The candidate does not provide a logical explanation of the relationship between employee engagement and healthcare quality. |
DOES NOT MEET STANDARD The candidate provides a logical explanation, with no detail, of the relationship between employee engagement and healthcare quality. |
MINIMALLY COMPETENT The candidate provides a logical explanation, with limited detail, of the relationship between employee engagement and healthcare quality. |
COMPETENT The candidate provides a logical explanation, with adequate detail, of the relationship between employee engagement and healthcare quality. |
HIGHLY COMPETENT The candidate provides a logical explanation, with substantial detail, of the relationship between employee engagement and healthcare quality. |
D2:CURRENT TOOLS
UNSATISFACTORY/NOT PRESENT The candidate does not provide a logical discussion of whether current tools in the candidate’s organization adequately provide nurse leadership with data regarding employee engagement. |
DOES NOT MEET STANDARD The candidate provides a logical discussion, with no detail, of whether current tools in the candidate’s organization adequately provide nurse leadership with data regarding employee engagement. |
MINIMALLY COMPETENT The candidate provides a logical discussion, with limited detail, of whether current tools in the candidate’s organization adequately provide nurse leadership with data regarding employee engagement. |
COMPETENT The candidate provides a logical discussion, with adequate detail, of whether current tools in the candidate’s organization adequately provide nurse leadership with data regarding employee engagement. |
HIGHLY COMPETENT The candidate provides a logical discussion, with substantial detail, of whether current tools in the candidate’s organization adequately provide nurse leadership with data regarding employee engagement. |
E:IMPROVING EMPLOYEE ENGAGEMENT
UNSATISFACTORY/NOT PRESENT The candidate does not provide an appropriate plan to improve employee engagement based on the performance data scorecard. |
DOES NOT MEET STANDARD The candidate provides an appropriate plan, with no detail, to improve employee engagement based on the performance data scorecard. |
MINIMALLY COMPETENT The candidate provides an appropriate plan, with limited detail, to improve employee engagement based on the performance data scorecard. |
COMPETENT The candidate provides an appropriate plan, with adequate detail, to improve employee engagement based on the performance data scorecard. |
HIGHLY COMPETENT The candidate provides an appropriate plan, with substantial detail, to improve employee engagement based on the performance data scorecard. |
E1:LEADERSHIP BEST PRACTICES
UNSATISFACTORY/NOT PRESENT The candidate does not provide a logical discussion of leadership best practices to improve employee engagement. |
DOES NOT MEET STANDARD The candidate provides a logical discussion, with no detail, of leadership best practices to improve employee engagement. |
MINIMALLY COMPETENT The candidate provides a logical discussion, with limited detail, of leadership best practices to improve employee engagement. |
COMPETENT The candidate provides a logical discussion, with adequate detail, of leadership best practices to improve employee engagement. |
HIGHLY COMPETENT The candidate provides a logical discussion, with substantial detail, of leadership best practices to improve employee engagement. |
F:SOURCES
UNSATISFACTORY/NOT PRESENT When the candidate uses sources, the candidate does not provide in-text citations and references. |
DOES NOT MEET STANDARD When the candidate uses sources, the candidate provides only some in-text citations and references. |
MINIMALLY COMPETENT When the candidate uses sources, the candidate provides appropriate in-text citations and references with major deviations from APA style. |
COMPETENT When the candidate uses sources, the candidate provides appropriate in-text citations and references with minor deviations from APA style. |
HIGHLY COMPETENT When the candidate uses sources, the candidate provides appropriate in-text citations and references with no readily detectable deviations from APA style, OR the candidate does not use sources. |
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