STAFFING

staffing

The leader-manager recruits, selects, places, and indoctrinates personnel to accomplish the goals of the organization

recruitment

• Is the process of actively seeking out or attracting applicants for existing positions and should be an ongoing process.

• A leadership role in staffing includes identifying, recruiting, and hiring gifted people

selection

• Is the process of choosing from among applicants the best-qualified individual or individuals for a particular job or position.

• Involves verifying the applicant’s qualifications, checking his or her work history, and deciding if a good match exists between the applicant’s qualifications and the organization’s expectations

placement

• The nurse leader is able to assign a new employee to a position within his or her sphere of authority, where the employee will have a reasonable chance for success

• Proper placement fosters personal growth, provides a motivating climate for the employee, maximizes productivity, and increases the probability that organizational goals will be met

indoctrination

Planned, guided adjustment of an employee to the organization and the work environment.

induction

the first phase of indoctrination; includes all activities that educate the new employee about the organization and employment and personnel policies and procedures

orientation

• Activities are more specific for the position

• The purpose of the orientation process is to make the employee feel like a part of the team

• This will reduce burnout and help new employees become independent more quickly in their new roles

staff development

• The better trained and more competent the staff, the fewer the number of staff required, which in turn saves the organization money and increases productivity

• normally carried out for one of three reasons: to establish competence, to meet new learning needs, and to satisfy interests the staff may have in learning in specific areas

socialization

refers to a learning of the behaviors that accompany each role by instruction, observation, and trial and error

resocialization

occurs when individuals are forced to learn new values, skills, attitudes, and social rules as a result of changes in the type of work they do, the scope of responsibility they hold, or in the work setting itself.

centralized staffing

where staffing decisions are made by personnel in a central office or staffing center

decentralized staffing

the unit manager is often responsible for covering all scheduled staff absences, reducing staff during periods of decreased patient census or acuity, preparing monthly unit schedules, and preparing holiday and vacation schedules.

category I

• self care under patient classification system

• 1-2 hours of nursing care/day

category II

• minimal care under patient classification system

• 3-4 hours of nursing care/day

category III

• intermediate care under patient classification system

• 5-6 hours of nursing care/day

category IV

• modified intensive care under patient classification system

• 7-8 hours of nursing care/day

category V

• intensive care under patient classification system

• 10-14 hours of nursing care/day

fixed staffing

staffing pattern in nursing; a predetermined number of nurses are assigned to each shift, regardless of the current patient load or acuity

flexible staffing

staffing pattern in nursing; adjusting number of nurse based on  patient acuity and volume

block scheduling

staffing pattern in nursing; nurses work on set pattern of shift (e.g. 12 hrs of shift) followed by 4 days off; provides predictability

rotating shifts

staffing pattern in nursing; alternating between day/night shift

self-scheduling

staffing pattern in nursing; nurses have the autonomy to choose = increased job satisfaction

centralized scheduling

SCHEDULING STRATEGY: - central one manages all units ensuring consistency and optimal resource allocation

decentralized scheduling

SCHEDULING STRATEGY: individual departments handle their own scheduling

mixed scheduling

SCHEDULING STRATEGY: combines elements of centralized and decentralized → to balance consistency and flexibility

pattern scheduling

SCHEDULING STRATEGY: staff commit to repeating schedule patterns

variable scheduling

SCHEDULING STRATEGY: adjusting staffing levels based on real time pt needs and workload

job description

• detailed document that outlines the duties, responsibilities, qualifications, and expectations for a specific role within an organization

job title

COMPONENTS OF JOB DESCRIPTION: official title of position

job summary

COMPONENTS OF JOB DESCRIPTION: brief overview of role and primary purpose

duties and responsibilities

COMPONENTS OF JOB DESCRIPTION: detailed list of tasks and responsibilities associated with the role

qualifications

COMPONENTS OF JOB DESCRIPTION: required education, experience, skills and certifications

working conditions

COMPONENTS OF JOB DESCRIPTION: information about the work environment including physical or psychosocial demands, work hours, and other special conditions

reporting structure

COMPONENTS OF JOB DESCRIPTION: brief details where the position reports to and any supervisory responsibilities 

salary and benefits

COMPONENTS OF JOB DESCRIPTION: info on compensation, benefits, perks with the role

job analysis

The process of systematically studying a job to determine its essential duties, responsibilities, and requirements.

open communication

MANAGING NURSING STAFFING CONFLICTS: open and honest comm, supportive environment to comfortably express opinions and suggestions

structured mediation

MANAGING NURSING STAFFING CONFLICTS: used when there is a neutral 3rd party to address/mediate the problem

empathy and understaning

MANAGING NURSING STAFFING CONFLICTS:  encourage nurses to consider each other’s perspectives and emotions

clear policies and procedures

MANAGING NURSING STAFFING CONFLICTS: make sure everyone is aware of the guidelines

regular meetings

MANAGING NURSING STAFFING CONFLICTS:  to discuss staffing issues, workload, emergent conflicts; for addressing concerns before they escalate

training in conflict resolution

MANAGING NURSING STAFFING CONFLICTS: equip with skills to handle conflict constructively and professionally → handles conflict among themselves easily

flexible scheduling

MANAGING NURSING STAFFING CONFLICTS: accommodate preferences and personal needs of nurses, accommodate personal requests. Increase morale

supportive leadership

MANAGING NURSING STAFFING CONFLICTS: prevent and manage nursing conflicts; must be proactive when addressing conflicts -> harmonious environment; improve pt care, increase staff satisfaction