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Developing an evaluation plan - Research Paper Example

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The proposal at hand is to organize a new staffing matrix that is intended to reduce nurse turn-over, improve nursing staff satisfaction, and positively impact overall delivery of care, thus having made the decision that the following methods and variables are necessary to…
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DEVELOPING AN EVALUATION PLAN Developing An Evaluation Plan Word Count: 517 (2 pages) I. Introduction The proposal at hand is to organize a new staffing matrix that is intended to reduce nurse turn-over, improve nursing staff satisfaction, and positively impact overall delivery of care, thus having made the decision that the following methods and variables are necessary to evaluate the effectiveness of my proposed solution. The methods, variables, and tools needed in order to carry out this purpose will be discussed in the next two sections.
II. Methods


i) Survey of Staff Attitudes
A survey of staff attitudes and contributors to job satisfaction and dissatisfaction before and after initiating change
should be evaluated. The staff is the most important part of any care setting, so it only makes sense that the staff itself should be surveyed. According to Brown (1992), there must be “identifie[d] broad categories of determinants of nursing turn-over” (pp. 154).
ii) Evaluation of Turn-Over Rates
The people who are in the administration should obtain turn-over rates before and after initiating change. This would be helpful in order to analyze whether or not changing policies effectively reduced the rate of turn-over among the nursing staff. 


iii) Comparison of Patient Surveys Before and After Discharge
Another thing that the administration should do is to compare patient discharge surveys before the change and after the initiation of change. This “customer service satisfaction” survey would definitely help nurses to increase their level of effectiveness and visibility.


III. Variables


i) Staff Attitudes and Perceptions
Staff attitudes towards the patient are definitely issues that must be addressed. If we are to be serious about the quality of the nursing, we need to know what the staff thinks of the organization they are working for, without having fear of retribution. Perhaps an anonymous questionnaire or survey would be a good indicator that would allow those overseeing the staff to more closely evaluate some of their policies.


ii) Patient Attitudes and Perceptions 

Patient attitudes and perceptions could definitely help the matrix to be devised which would help reduce the turn-over of the nurses in the organization and improve service to the customers, who in this case would be the patients. Patient attitudes and perceptions are part of what will make the rate of turn-over improve or decline. Thus, it is most important to have the patients’ input.
iii) Rate of Nursing Staff Turn-Over
The rate of nursing staff turn-over must be addressed. If there is a problem with retention of the staff, there must be something or someone in the organization that is causing these nurses to leave after a short time. Hopefully, with the analysis of the nursing staff, and with the assistance of questionnaires and surveys, it is then and only then that it can be determined what is the course of action that must be taken in order to effectively attempt reducing the turn-over of the nursing staff.
IV. Tools 


Tools which necessary to educate project participants and the assessment tools needed to evaluate project outcomes include surveys, questionnaires, teaching materials, and some PowerPoint slides.
V. Conclusion
In order to devise a new staffing matrix, the proper methods, variables, and tools should be taken into account in order to make such change possible.
REFERENCES
Brown, M. (1992). Nursing management: issues and ideas. US: Jones & Bartlett Learning. Read More
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