Staff Development Department Research Articles

НОВА ТИПОЛОГІЯ КОМАНДНИХ РОЛЕЙ В ОРГАНІЗАЦІЙНОМУ КОНТЕКСТІ

A new diagnostic tool has been proposed for use in modern corporations to support a wide range of problems related to the interaction of company staff in solving work tasks. This new development combines the strengths of tools already used in this field, namely, DISC and MBTI. The tool contains a description of 4 factors and 16 types based on these factors, as well as a questionnaire on 33 questions, which identifies the respondent's affiliation to the type based on the assessment of the result for each of the 4 scales. For the types, practical principles for the transition from the type to its place in the corporate organizational structure have been proposed, as well as the types are associated with commonly known archetypes for their intuitive understanding. An example of an organizational structure consisting of the proposed types has been provided, but at the same time it reflects the typical organizational structure of an economical corporation. An empirical study of the reliability for new questionnaire in a sample of more than 2,300 respondents from the Internet search engines users has been conducted. Sufficient levels (> 0.7) of Cronbach's alpha and MacDonald's omega are shown in exploratory and confirmatory factor analysis for each of the factors. The factors independence is shown as well. The proposed scales are also compared with the scales of methods for assessing emotional intelligence and creativity. Thus, the proposed typology is designed to solve a wide range of organizational tasks from building a new organization to optimizing the use of staff in existing project teams, and the work of recruitment and staff development departments.

Using a Train-the-Trainer Model to Prepare Educators for Simulation Instruction

Staff development departments are challenged with addressing the entry of new graduates into the work force, updating the competencies of practicing nurses, and providing nurses with educational support to reduce turnover. Knowing how to develop simulations, integrate them into teaching, and effectively assess simulated performance is becoming a core role for educators in health care. For many educators, a knowledge and skill gap exists between the demand for simulation and competence in developing and using simulation. This article shares a cost-effective, three-step train-the-trainer model to prepare nurse educators to use simulation effectively. The three steps include champion identification, champion development, and champion integration. Strategies for addressing the challenges and lessons learned in implementing this model are outlined. The model is an effective and efficient approach for developing a core of champions in any topic area. These champions can then mentor and train others throughout the organization.

Successful Implementation of Evidence-Based Nursing Practice

The professional development department members are instrumental in leading nursing research and quality improvement projects. Rarely do academic nurse researchers know the staff, culture, and capabilities of an organization like the members of the staff development department. Developing a collaborative program using the talents of the professional development department members and the nurse researcher is a win-win situation and, in this article, describes how it successfully assisted the healthcare organization to be awarded the Magnet Recognition.

The Use of High-Fidelity Simulation for Rapid Response Team Training

The authors describe how simulation training was used to improve rapid response team activation in a nonteaching, nonprofit community hospital. Goals were established, and a scenario was developed to educate the healthcare team on the importance of early activation of the rapid response ream. Organizing and implementing a large-scale simulation required a solid commitment from the staff development department. The education from the simulation has led to increased knowledge and comfort levels of clinical staff, resulting in an increased use of the rapid response team.

Promoting Professional Development Through Poster Presentations

Poster presentations are commonplace at regional and national nursing conferences, although the development of a poster remains an intimidating task for many staff nurses. The author describes the staff development department's role in implementing in-house poster presentation sessions. Nursing staff are provided support and assistance in presenting posters to their colleagues at yearly sessions. The result has been increased comfort and experience with poster creation, participation in professional development activities, and dissemination of nursing practice innovation.

When coming to campus is not an option: using web conferencing to deliver library instruction

PurposeOwing to the growing number of online and commuting students at the University of West Georgia, the Instructional Services department at Ingram Library experimented with offering online synchronous library instruction. This paper aims to describe how it approached this problem and the findings from the initial attempts.Design/methodology/approachThe authors wanted to provide library instruction to online graduate students at the university. They worked with the staff development department to develop a pilot program for an online library instruction course using WIMBA web‐conferencing software.FindingsIt was found that due to the limitations of technology, the authors had to reduce the amount of information they deliver in the same amount of time. It was also discovered that it is easy to be distracted by the technology and forget that clear communication with the users (students and faculty) are the key to any successful instruction program regardless of the delivery method.Originality/valueMost libraries offer face‐to‐face library instruction and rely on tutorials to reach their distance education and non‐traditional students. Few libraries are using distance education tools to teach information literacy skills. As librarians begin to explore this avenue, they need to re‐evaluate how and what they teach students to better leverage the technology while reaching the same information literacy objectives.

Reaching Out to Extension Personnel Through Off-Campus Library Instruction

ABSTRACT The University of Kentucky Agricultural Information Center participates in the statewide In-Service Training program with the College of Agriculture Program and Staff Development Department. Through this partnership, the Agricultural Information Center provides library instruction to cooperative extension employees located throughout Kentucky. This paper will discuss our experiences with this library instruction program and describe the planning, implementation and evaluation phases for building an instruction program for extension employees.

Pharmacist participation in medical rounds reduces medication errors.

Journal Article Pharmacist participation in medical rounds reduces medication errors Get access Kimberly K. Scarsi, Pharm.D., Kimberly K. Scarsi, Pharm.D. Clinical Pharmacist Department of Pharmacy, Northwestern Memorial Hospital, Chicago, IL Address correspondence to Dr. Scarsi at the Department of Pharmacy, Northwestern Memorial Hospital, Feinberg LC-700, 251 East Huron Street, Chicago, IL 60611 (kscarsi@nmh.org). Search for other works by this author on: Oxford Academic Google Scholar Michael A. Fotis, B.S.Pharm., Michael A. Fotis, B.S.Pharm. Manager of Drug Policy and Staff Development Department of Pharmacy, Northwestern Memorial Hospital, Chicago, IL Search for other works by this author on: Oxford Academic Google Scholar Gary A. Noskin, M.D. Gary A. Noskin, M.D. Associate Professor of Medicine Northwestern University Medical School, Chicago, IL Search for other works by this author on: Oxford Academic Google Scholar American Journal of Health-System Pharmacy, Volume 59, Issue 21, 1 November 2002, Pages 2089–2092, https://doi.org/10.1093/ajhp/59.21.2089 Published: 01 November 2002

The role of staff development in assuring competence.

Leaders and educators from many facilities are struggling to understand what is expected of them, relative to competence assessment, by the joint Commission on Accreditation of Healthcare Organizations (JCAHO). Some have responded to the standards with the creation of a large number of checklists and annual skills fairs, along with a fragmented competence assurance system--all delegated to the staff development department. This article discusses such approaches, reviews JCAHO requirements, and suggests alternative strategies, including the use of the Nursing Interventions Classification.

Whose Home Is This Anyway? Resident Rights Education

Abstract Healthcare organizations struggle with educating staff on the same topics and issues in a meaningful way year after year. At The Jewish Home and Hospital in New York City, the Social Work and Staff Development departments collaborated on a unique staff training program for all employees. Using exercises and scenarios developed from actual situations, all staff were trained in ensuring residents rights–specifically how they could empower themselves and their peers to create an ongoing healthcare culture which supports Residents Rights. Every session ended with a written personal pledge from each staff member to change one negative behavior that impacted on the residents' day-to-day experience. Creating training that addresses the specific and unique needs of each facility is always a challenge. In order to overcome this challenge, this training strategy allows staff to identify barriers within the agency that create conflicts among staff, residents and residents' families. This identification lead...

Dosage calculation testing for competency in ambulatory care.

The scope of services provided by the Staff Development Department or clinical educators in healthcare settings includes, but is not limited to, employee orientation, continuing education, and competency assessment. The critical issue of ascertaining competency of nursing staff in medication dosage calculation encompasses each of these functions. The authors describe the process of pilot testing a dosage calculation test in an ambulatory care setting, adapting it based on feedback, using it with orientees and current staff, and using the educational process with nurses needing assistance in dosage calculation.

Preparing staff to deliver age-appropriate nursing care to elderly patients.

Meeting the Joint Commission on Accreditation of Healthcare Organizations accreditation standard for age-appropriate care cannot be accomplished by a once-a-year inservice educational program. Educational offerings that address the specialty of gerontological nursing require deliberate decision-making regarding the generic and advanced competencies necessary for care of elderly patients. Finding the resources to effectively teach the essential (generic and advanced) content is challenging. This article suggests that a staff development department may use existing resources and personnel from other organizations to prepare nursing staff to deliver age-appropriate care to elderly patients.

How to organize a professional portfolio for staff and career development.

Professional portfolio development is an innovative way for staff development departments to assist staff nurse in showcasing their professional accomplishments. Whether preparing staff for their annual performance appraisal, the human resources portion of a Joint Commission on Accreditation of Healthcare Organizations survey, personal career development, or career transitions in the volatile healthcare job market, the staff development department plays a pivotal role in portfolio development. Although the literature describes the types of documents to include in a professional portfolio, missing is practical information on how to organize a professional portfolio. In this article, the authors describe how to organize a professional portfolio, identify the most useful components, and outline the role the staff development department plays in professional portfolio development.

Costing nursing education programs. It's as easy as 1-2-3.

Staff development departments are pressured to reveal the costs of their educational programs and to compete with outside vendors for programming. The process of implementing a spreadsheet template for costing out staff development programs is described. The template is easy to use and supports "what if" analysis. This model allows educators to evaluate cost implications of curricular decisions and to better negotiate with internal and external customers.

Student-oriented learning outlines: a valuable supplement to traditional instruction.

In a time of changing health care and funding restraints in institutions, continuing education and staff development departments are being challenged to produce better prepared nurses at reduced costs per employee. Improvements in how nurses are prepared are needed to ensure higher levels of competence without increasing the cost. This article describes the development and use of a practical strategy for mastery learning known as Student-Oriented Learning Outlines or SOLOs. This approach has been found to be effective in producing improvements in learning and ultimately patient care while reducing cost to the institution.

Bathroom blitz it!

Staff development specialists are always looking for new and better ways to get the JCAHO message to their organization's staff. The staff development department used a novel method, the Bathroom Blitz, to educate captive audiences, one-person-at-a-time, thereby using the common situation in an uncommon way. Twelve hundred employees had the opportunity to regularly become informed of JCAHO topics without having to leave the unit. The Bathroom Blitz approach was an effective tool for educating staff in preparation for the many "mock surveys" conducted prior to Joint Commission and the actual onsite JCAHO visit.

Competency-Based Orientation in Home Health Care: One Agency's Approach

Providing an outcome-focused orientation experience for nurses who are novices to the specialty of home health care is a challenge to most home health care organizations. The exponential growth of the home health care industry and the rapid expansion of nursing specialty programs within home health care has created a demand for organizations to provide orientation programs that are standardized but individualized, quality based but cost-effective, and that demonstrate learning outcomes. The Visiting Nurse Association of Lancaster has demonstrated that the aforementioned criteria can be met with the development of competency- based orientation. Nursing staff development departments are a new and welcomed entity in home health care and are pivotal in successfully meeting regulatory, agency, and individual orientation requirements of both professional and paraprofessional staff.

Taming the "no-show" tiger: decreasing the rate of absenteeism at educational programs.

A multidisciplinary staff development department developed a continuous quality improvement project to study the consistently high absentee rate for scheduled training and its relationship to the class registration process. Data were collected using a 9-question survey of students who failed to attend scheduled training. Findings show that changes to the class registration process resulted in a decrease in the number of absentees under the control of the staff development department from an average of 43% to 6% by the end of the year-long review period. The overall absentee rate stabilized at 20% and has been established as the benchmark for this setting.

Sexual harassment: perspectives from the past, present practice, policy, and prevention.

During the times of Florence Nightingale, elements of sexual harassment were evident and were addressed in her writings. The more recent Anita Hill-Clarence Thomas judicial hearings brought more attention to the issue. It is imperative that hospitals and their staff development departments have a clear understanding of what constitutes sexual harassment so that effective policies can be implemented. Preventive training can be implemented to avoid absenteeism, staff turnover, lost productivity, decreased quality of patient care, and exorbitant legal costs.

Organizational models and staff preparation: a survey of staff development departments.

A national survey of staff development (SD) departments of hospitals was conducted to determine the organizational models (centralized, decentralized, or combination) used. The survey asked about departmental organization, instructor role, staff title, core responsibilities, percentage of work for various departments, SD department head and staff educational preparation, and demographic data. This article discusses the data obtained from the 48 responses (41%) that pertain to the organizational model (26 or 54% used combination model) and staff preparation (master's degree was most prevalent). The data and survey approach could be used by a SD department when choosing an organizational model.