Performance appraisal and competency assessment fall into the same basic family, but they also have some differences. Performance appraisal often refers to the overall employee evaluation
There has never been a time in our history with greater focus or energy on how patients are experiencing their care. In a recent Beryl Institute study, 70% of CEOs identified the patient experience as being among their top three priorities for organizational excellence and success.
Here’s an issue that managers across the health care spectrum deal with all the time: Today is the monthly leadership meeting for our organization. The agenda was posted yesterday and includes a review of the following items:
I believe Nurse Managers have the toughest job on the planet. They are accountable for operations, budget, staff satisfaction, patient satisfaction, staffing, quality outcomes—heck, all outcomes!
Through its partnership with HealthStream (NASDAQ: HSTM), Precyse University, the most innovative, complete and widely adopted on-site, online and mobile ICD-10 education solution, has launched a powerful and unique ICD-10 education program for the physician office/ambulatory market.
Appreciative questions are a simple and effective way to inspire people and reinforce desired behavior. They can put a positive spin on huddles, staff meetings or during casual rounds with staff.
I get many questions from people about how detailed to get when writing a healthcare competency statement. Should you write a competency statement and then add a sub-set of details that reflect all the skill aspects of that competency or details that describe the steps of a given procedure? The answer to this is, “Not necessarily.”
AHA Instructor Essentials courses are new online courses that have replaced the AHA Core Instructor Course, which has been discontinued. The Instructor Essentials courses are a required step to become an AHA Instructor, to add a discipline, and for all AHA Faculty.
Janet Hagberg once said “If the three elements of body, mind and spirit are in balance, they reinforce one another; if they are out of balance they multiply problems.”
As I partner with organizations that have been on their Relationship-Based Care (RBC) journey for several years, invariably at some point the big question becomes, “How does my team maintain the exuberance and creativity to continue to deepen and also sustain our cultural transformation?”
Our industry is overrun with jargon. We have medical jargon, jargon for the business of healthcare and jargon for every aspect of its services.
Across the country there is a deep desire to elevate professional practice in nursing. It makes me wonder: Do we see the word “professional” as merely a label or does it help to define who we are?
Effective communication comes in many forms, but the importance of touch communication in healthcare can have a profound impact. Learn more from HealthStream.
At a time when hospitals are required to do more with less, the importance of having the right individuals in the right job becomes both a quality of care and bottom-line financial concern. The daily interactions between caregivers, patients, and their families create impressions that last long after the patient is discharged. Top performing employees demonstrate higher levels of patient care/service, increased satisfaction, and better engagement, all of which can ultimately impact your patient loyalty metrics.
As I presented to a group of HealthStream’s Home Care and Hospice agency clients recently, I was reminded again of the important role hospice has played in my life and the lives of others I have known.
The answer to the above controversial question is that it depends upon two critical factors: how effectively online educational courses are utilized by institutional leaders and educators that purchase and assign offerings to their constituents and how seriously individual users learn and apply the content to enhance their clinical competency and patient outcomes.
It might surprise many to know that the Agency for Healthcare Research and Quality has reported that one out of every 25 patients in US hospitals are said to have been harmed by medical care. This stunning statistic accentuates the need to develop a clinical staff that is providing optimal care at all times.
One of the responsibilities of a leader, especially in healthcare, is to create a learning culture where employees are at the very least technically competent and ideally at the cutting edge of their respective disciplines. With strong leadership, employees are never permitted to rest on their laurels regardless of age or length of employment. Nobody is permitted to practice OJR (on-the-job-retirement).
For those of you who want to read a personal story about why hospitals are all focusing on Stopping Sepsis and Surviving Sepsis--the link below is about a 12-year old boy who died a few months ago of sepsis because the signs of early sepsis weren’t recognized by the healthcare providers. Not many things can take out a healthy 12 year old boy in 4 days – but sepsis can. The last paragraphs of the article can really break your heart.
While competency evaluation is obviously a tool for developing clinical and non-clinical staff, secondary – and equally important – goals of competency evaluation are to create business alignment among nursing, ancillary, and facility support staff.
