Abstract
ABSTRACT Objective: To report the experience of the construction of nursing dimensioning and its implications for the working process in a Family Health Unit (FHU). Method: Descriptive report, which used the recommendations of Resolution No. 543/2017 of the Federal Nursing Council to dimension the number of nursing professionals from a FHU with two teams in the interior of São Paulo. Results: The dimensioning evidenced the lack of the nurse and nursing assistant and brought implications for the work process, such as systematization of information about nursing staff absences, adequacy and monitoring of the information system and reorganization of the area of service coverage. Conclusion and implications for practice: It is important that nurses use management tools, such as dimensioning, to seek changes in the nursing and staff work and in the improvement of care offered. Staff dimensioning proved to be satisfactory for the adaptations in the work process.
Highlights
IntroductionNursing work encompasses five dimensions: assisting; managing; researching; political participation; and teaching; which can be performed concomitantly in a complementary and interdependent way, so that each dimension presents its own elements (object, means/instruments and activity).[1]As coordinator of the caring process, it is indispensable for the nurse to apply tools in the dynamics of care and service so that an effective and efficient practice can take place in any of the dimensions of their work, for example, to use management tools that can achieve the proposed objectives.[2]One of these tools is the dimensioning of personnel in nursing, fundamental for the adequate forecasting of professionals, quantitatively and qualitatively, aiming to attend to the needs of the assisted population in consonance with the particularity of the different health services scenarios, in order to provide quality to assistance, aiming the safety of users and workers.[3]In the area of health, the nursing team represents the majority of professionals and has advanced in the personnel dimensioning references, especially in the hospital environment, finding support and guidelines in the resolutions of the Federal Nursing Council (“COFEN”), promulgated, as of the year 1996, with the Resolution 189/19964, updated in 2004 (Resolution 293/2004)[5] and in 2016 (Resolution 527/2016).[6]
Scenario of the study The health service in study is part of the Health Care Network of a city in the Midwest of the state of São Paulo with a total population of approximately 144,820 inhabitants[12], of which 41.1% are covered by 12 units in the model Family Health and 58.9% are covered by six Basic Health Units (BHU), in the traditional model, and two School-based Health Centers (SBHC).[13,14]
The values found for the number of nursing professionals by professional category - Nursing (N) and Auxiliary Nursing / Nursing Technician (AN/NT) - and team - Team 1 (T1) and Team 2 (T2) - demonstrated a difference in the number of nursing professionals that would be necessary to perform the entire work process involved in the service analyzed, as explained in Table 1, where the difference between the number of professionals dimensioned (Qdimensioned) and the number of working professionals (Qactual) in the two teams is shown
Summary
Nursing work encompasses five dimensions: assisting; managing; researching; political participation; and teaching; which can be performed concomitantly in a complementary and interdependent way, so that each dimension presents its own elements (object, means/instruments and activity).[1]As coordinator of the caring process, it is indispensable for the nurse to apply tools in the dynamics of care and service so that an effective and efficient practice can take place in any of the dimensions of their work, for example, to use management tools that can achieve the proposed objectives.[2]One of these tools is the dimensioning of personnel in nursing, fundamental for the adequate forecasting of professionals, quantitatively and qualitatively, aiming to attend to the needs of the assisted population in consonance with the particularity of the different health services scenarios, in order to provide quality to assistance, aiming the safety of users and workers.[3]In the area of health, the nursing team represents the majority of professionals and has advanced in the personnel dimensioning references, especially in the hospital environment, finding support and guidelines in the resolutions of the Federal Nursing Council (“COFEN”), promulgated, as of the year 1996, with the Resolution 189/19964, updated in 2004 (Resolution 293/2004)[5] and in 2016 (Resolution 527/2016).[6]. As coordinator of the caring process, it is indispensable for the nurse to apply tools in the dynamics of care and service so that an effective and efficient practice can take place in any of the dimensions of their work, for example, to use management tools that can achieve the proposed objectives.[2] One of these tools is the dimensioning of personnel in nursing, fundamental for the adequate forecasting of professionals, quantitatively and qualitatively, aiming to attend to the needs of the assisted population in consonance with the particularity of the different health services scenarios, in order to provide quality to assistance, aiming the safety of users and workers.[3]. The criteria used in this update for the nursing staff dimensioning in the PHC context comes from a study that concluded that in this level of attention to the users assisted, depending on the characteristics of each unit, they might present different health needs, showing how complex is assistance in this context.[7,8]
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