Job Description and Appraisal Job Description and Appraisal Introduction Job description is a list of the general tasks and responsibilities in a particular position. It may also include information about the qualifications required for the job, the remuneration the person gets, and to whom and how one reports…
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My Job Description I have my job in Pediatric Emergency Department. I received a job description when I joined the department. According to the job description, the important duties involved performing physical examinations and giving medicines prescribed by the doctor, encouraging and comforting the little children to conduct necessary tests and treatments procedures smoothly, starting intravenous medications, collecting samples for laboratory tests, and educating the parents about how to take care of their children. Most of the tasks I do in my department are included in the job description in receiving on joining. However, there are certain other tasks which we undertake when necessary. For example, when there is no unit clerk or secretary, it becomes necessary for me to do secretarial and clerical tasks like entering orders in the computer, faxing, and paging. Another important task is the cleaning of the room. There are times when the cleaning service becomes unavailable for immediate cleaning of the room. In such emergencies, it becomes necessary to clean the room for immediate use. Yet another task that deserves to be mentioned is the stocking of supplies. In fact, stocking of essential supplies is very vital in an emergency department. Proper stocking helps nurses save a considerable amount of time. When equipment and supplies are not easily available, there will be an imbalance in the delivery of care. Though it is the duty of stocking technician to take care of stock levels, there are times when the nurses are made to go directly and get the supplies. This results in considerable loss of time. Employment Promotion In fact, the promotion process is rather complicated in my department. Selecting employees for promotion involves a lot of factors ranging from performance, politics, and interest. When there is a vacancy, some employees refuse to apply for the same despite their qualification because they hate to take up management positions which involve responsibility. On the other hand, some less qualified employees manage to get a promotion through influence. Admittedly, the first reason why the employees are not seriously concerned about promotion is that there is a nurses’ union which ensures that the nurses are protected from unreasonable termination. One can see that these things go against the ‘best practice guidelines’. It is pointed out in the Nursing Best Practice Guidelines (n. d.) that organizations/nursing employers should establish such organizational practices that foster mutual responsibility and accountability by individual nurses and organizational leaders to ensure a safe work environment. First of all, one can see that the organization has failed to make a close and cohesive relationship with the employees. As a result, the qualified do not feel the responsibility or accountability to take up management positions. Moreover, through politics, the management often gives promotion to less qualified ones. This seriously affects the quality of the care offered. It is clearly mentioned in Best Practice Guidelines 3.2 that it is the responsibility of organizations/nursing employers to employ qualified individuals with knowledge and expertise in leading roles and for training and education programs. Pay for Performance Compensation Program In fact, there is no pay for performance program. Instead, the hospital has a standardized salary
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