In: Nursing
Care in this capacity can range from a short-term to long-term based upon the changing needs of the patient. Patient age can range from pediatric to elderly. Care can be provided in the patient’s private home, group home, or assisted living setting. Medical homes fall into this category and are a new focus of Accountable Care Organizations through the Affordable Care Act of 2010.
Scenario
As the Director of Human Resources within a home care environment, you are responsible for the ad- ministration of the organization’s labor budgets. Your Director of Clinical Services, who has a MSN, has presented some challenges regarding the compensation of her staff.
This specific assisted nursing facility focuses on long-term care, providing approximately 500 nursing and support personnel who deliver direct and indirect care to approximately 225 patients representing various stages of acuity and need for nursing care. Your overall labor budget represents approximately 60% of expense revenue.
The Director of Clinical Service complains that several of her registered nurses are threatening to leave the organization, allegedly because a competitor nearby pays their nurses higher wages. In fact, Direc- tor of Clinical Service asks for an across-the-board immediate pay adjustment of an additional $5.00 an hour for the nurses. She is awaiting a response from you before the day is over.
After reading the Home Care scenario in the Allied Health Community, consider what types of effects might be seen throughout the organization if it were to administer the $5 raise. How would one justify which nurses receive it?
In this Home Care scenario in the Allied Health Community, the Director of Human Resource has to increas the salary in order to satisfy the staff. While considering the director has to categories the nurses according to their perform and experience.
Select the appropriate nurses:
1. Performance appraisal: it is a process in which the work perfomance of the employee is evaluated.
2. Peer group review: review the perform and attitude of a staff from their coworkers and colleagues
3. Supervisor Review: collect the feedback of supervisor regarding a staff perfomance and behaviour.
4. Critical incident report: here recorded incident reports (positive or negative) of the nurses during their job is reviewed.
Classify the nurses:
1. According to experience: make a list of employee according to the decending order in experience
2. According to performance: make list as per the performance from excellent to poor
3. According to duties: list down from registered nurses to supporting personal.
Criteria for selection
Select registered nurses from the perfomance list and consider her experience, then give 80% weightage to her perfomance and 20% weightage to her experience and form a list. Nurses who are in the top of the list should recieve salary hike around $5/hour and who are in lowest level are not eligible for a high in the present situation. By this we can preserve efficient nurses in the organization.
Effects in the Nurses:
1. It demands continuous performance appraisal of staff nurses
2. Experienced staff nurses also will compete to maintain their effeciency
3. Young nurses with good skills also get appreciation and respect as experienced person.
4. Will get a general idea that the salary hike is according to their overall performance in the organization.
Effects in the organization:
1. In order to find the fund for the hike reduce the number of nurses, cutoff paided holidays, or group health benefits, retirement benefits, staff recreational activities etc.
2. Increase the charges of nursing care and other services in order to increase the revenue.
Conclusion:
While considereding the salary hike registered nurses with outstanding performance should recieve the salary hike.