RT 460 test 2

5 steps in staffing

1. determine number & type of staff needed (budget)

2. recruit, interview, & select employee

3. provide new employee orientation & training

4. implement ongoing staff development

5. create and implement an employee work schedule based on agency & client needs

Interview structure

• opening w/ small talk

• move into questions & written sample

• provide job details

• permit applicatants to ask question

• provide information on what will happen next

• provide a tour of the building & RT facilities

Interview format

• panel interview

• individual interviews

how is decision made

based on cumulative information:

• cover letter & resume

• what did the references say

• performance during the interview

• objective & subjective information

• get input from those who interacted with applicant

how is a job offer made

• make it to top candidate (leave 2 & 3 on hold)

• once person signed contract, let 2 & 3 know they weren’t selected

• final task is start date

orientation

• introduce the RT to the agency and RT department

• performance expectations

• RT protocols, RT interventions

• clinical supervisor, in-service training, mentoring

job satisfaction in healthcare is influenced by:

• heavy client caseload

• excessive mental & physical demands of the job

• excessive paperwork

• little autonomy

• lack of personal space (mainly nursing)

what does policy & procedures do

• provide guidance and assist with decision making

• policy is supported by procedures, one doesnt exist without the other

what does policy and procedures assist managers with

• providing clear and direct communication w/ staff

• making decisions

• conflict resolution

• discipling staff

what is a policy

• policy is the rule, not information on how to implement the rule

• policy statement must be clear, concise, and use simple/direct language

example of policy agency-wide

• PTO

• smoking-free environment

• hand-washing

• HIPPA

example of policy recreational therapy specific

• staff to client ratios on outings into the community

• staff training (going to conferences)

• use of the aquatic therapy pool

• weekend RT coverage

when writing policies

• keep it simple

• make it relevant

• ensure the policy is enforced

• clearly state who is responsible for enforcement

• use gender neutral pronouns

what are procedures

instructions on how a policy is followed

responsibilities

• management writes them

• direct department is responsible

• all staff directly involved needs to read them

• maintained/updated electronically

• reviewed annually

parts of influencing staff

• coaching

• role modeling

• motivating staff

• maintaining morale

• managing conflict

• clinical supervision

what is coaching

• helping staff develop to their full potential

• RT director shares their knowledge to help RT staff grow & achieve career goals

• is NOT clinical supervision

• is NOT mentoring

• conducted by direct supervisor

Why should managers motivate their staff

motivated staff do their jobs well in a caring and competent manner

how to facilitate motivation

• minimize bureaucracy

• recognize a job well done and say thank you

• use participative or situational leadership styles

relationship conflict

• emotionally charged

• might need a safe space for parties involved to express feelings

• use HR as conflict mediators

• happens when staff dont get along & gave personality conflicts

information conflicts

• information vacuum, staff don’t know what is going on

• judgments made before all the information is available

• some information is confidential and makes resolving this type of conflict challenging

organizational conflict

• staff pursue their own agenda in conflict with organization or department

• disagreement with organizational decisions

ways to deal with conflict

• acknowledge conflict so it can be resolved before it escalates

• focus on behavior that contributes to the conflict, not on the person

• use open body language and display a respectful attitude

• have an open-door policy

• strive to understand all POVs

why would an RT need to market a program

• how you will reach those who need to know you’re out there & will be interested in your services

• competition for services

internal marketing

directed towards employees within agency

external marketing

directed towards people outside the agency

assessment in marketing

• determine overall marketing goals

• identify markets, needs, trends, growth, & competition

• develop goals & objectives

image goal

describes how a target market might perceive the program in the future

action goal

describes outcome measures that are intended to position the program

planning in market plan

• manager develops a business profile to forecast income & expenses for the marketing plan

• identifies the marketing strategy for each target group, includes 4 P’s

• manager reviews demand, competition, staff expertise

implementation in marketing plan

manager use several strategies to implement plans:

• branding

• logos

• bundling

• digital networks

branding

teach clients who as well as what the service does & why the client needs the product

logo

pictorial representations that positively associate w/ the agency or program

tagline

1 to 2 line descriptor that comes after a product logo or agency name

evaluation in marketing plan

• determine if action plan goals are achieved

• identify financial outcomes, cost benefits

• did the marketing plan work

what is controlling

• monitoring the performance of an RT department to ensure goals are met

• related to planning

• monitoring the plan

evaluating staff (textbook pg 138)

• formal process that evaluates how well staff are performing their job

• 1st line manager responsibility

• informally: incidental observation of staff

• formally: clinical supervision observations & record keeping (writing down notes of staff performance)

• annual meeting to discuss job performance

• good info- areas needing improvement - good info (sandwich)

monitoring quality of care

• Healthcare Accreditation Organizations all have quality of care standards

• URAC (utilization review accreditation commission)

• NCQA (national committee for quality assurance)

• JCAHO (Joint commission)

• CARF (commission on accreditation of rehabilitation facilities)

• COA (council on accreditation)

clinical indicators (textbook pg 147 table 9.4)

Each clinical indicator includes: indicator, data source, & threshold

administrative:

• documentation on time, assessments completed

Patient-focused:

• injuries, restraints, staff/client ratios

• send “red flags” that there may be a problem

possible RT department clinical indicators

• falls from wheelchair

• restraints used during an RT group

• CTRS attending team meetings

• Format (how they are written is agency specific)

• should RTs in community setting monitor quality (not accredited)

Torts

• wrongful, non-criminal act that results in damage or injury

• plaintiff can sue & management receive compensation for damages

• MUST PROVE NEGLIGENCE

EX: agency failed to properly secure a bed rail and resident falls and breaks a hip

negligence

• lack of due diligence or care

• RT has a legal duty of care

• RT breached this duty of care

• Breached of duty of care caused the injury

EX: RT loses a child on an outing & child is injured

RMP Step 1: risk identification

• identify potential and actual risks and safety concerns

• identify concerns through incident reports, satisfaction surveys, regulatory site visits, staff reporting, self-administer risk management reviews

• devlop policy & procdeures for managing specific risks

RMP Step 2: risk evaluation

• evaluate frequency & severity of risks

• evaluate incident reports

Contents of an incident report

1. identification information

2. date, time, & exact location

3. sequence of activity

4. procedures followed giving aid/care

5. signatures

who reads & signs the incident report

• director

• human resources

RMP Step 3: risk management strategies

• Avoidance: risk is too great, do away with intervention

• Reduction: limit incidents w/ staff training, better procedures, new equipment

• Retention: accept a certain level of risk & have insurance to cover it

• Transference: transfer the risk to the client through risk liability forms

RMP Step 4: implementation & reporting

• monitor RT risk & safety

• ongoing education on risk & safety (staff & volunteers)

• inspection procedures (equipment & environment)

• emergency plans

• procedures for managing behaviors

• everyone is a “safety officer”