1st lecture practical management

1. 1
Dr. Faten Abd-elghani Ahmed
Assistant professor Nursing Administration

2. In this presentation the following topics
will be covered:
Overall objectives of the Practical Part of Nursing
Service Administration Course.
Schedule of assessment tasks for students during the
semester (practical part)
Introduction to administrative role of the three
nursing managerial levels.
Nursing unit mission, vision and values
Policy and principles of performance appraisal

3. Objectives of the Practical Part of Nursing Service
Administration Course:
Upon completion of the clinical experience you should be able to:
•Identify the administrative role of the three nursing managerial
levels.
•Identify/criticize unit vision, mission, and values.
•Illustrate policy and principles of performance appraisal.
•Identify different policies used in unit management: patient
admission, discharge, transferee, death and administration of
medication.

4. •Act as an effective unit manager in different settings.
•Describe how the nurse manager manages her time at a certain
unit.
•Prepare unit schedule using different types of scheduling
•Prepares daily assignment sheet.
•Apply different methods of patient care delivery system.
•Fill certain types of records & reports forms that used in nursing
unit such as patient census record, incident report.
•Use problem solving skills in different situations.

5. Type of
Assessment Tasks
Week Due Mark
Daily Activities
Throughout the course
duration
15
Attitude & Participation
Throughout the course
duration
5
Quiz 12th wk 10
Final Exam (practical) 16th wk 20
Total 50
Schedule of Assessment Tasks for practical part

6. Role of the three nursing
managerial levels.
Top
Managers
Middle
Managers
First-Line Managers
Top
Managers
Middle
Managers
First-Line Managers

7.  Held by persons who manages and directs the overall activities of
the Nursing Services Department to carry out the objectives of the
organization in providing quality health care to patients.
 Responsible for the provision of the optimum standard nursing
services and activities in the hospital.
 Delegate responsibility and authority to appropriate nursing staff.
 Ensure effective communication within the Nursing Service and
with other Departments.
 Participates in community and governmental health programs.
 Represents Nursing in policy development and decision making
within the organization.7
1. Top managers (Director of Nursing Services)

8. 2. Middle managers (Nursing Supervisor)
Held by persons to whom authority is delegated by top managers
Directs nursing units’ activities with defined hospital policies and
objectives.
Ensure that nursing care is in accordance with agreed standards
and safe nursing practice.
Provide leadership, guidance and teaching to nursing staff in
accordance with the Hospital and Nursing Department rules,
policies and procedures.
Writes monthly nursing report to D.O.N. describing activities on
specific units.
8

9. 3. First- line managers ( head nurse / unit nurse
manager):
Held by persons who direct / supervise the operation of one
unit within a department
This level acts as a link between higher & middle level
managers and non managers ( staff nurses)
They are directly responsible for the actual production of
nursing services & supervising staff performing activities.
9

10. Skill Types Needed by ManagerialSkill Types Needed by Managerial
LevelLevel

11. The Nursing Division
Mission,Vision and Values
Statements

12. Vision Statement:
o An inspirational description of what an organization
would like to accomplish in the future.
oA vision statement should motivate and inspire
employees.
EX: We will be the leader in providing highest quality
care to our clients and to be recognized as clinical
regional referral center for the nurses.

13. The Mission/Purpose statement:
A description of what the organization (or department) must
do to bring vision into reality.
The written expression of the organization’s (or
department’s) core purpose, direction and the reason
for existence
Each specialty unit has its own specific purpose that
contributes to the purpose of the organization.
The following are examples of mission
statement:

14. EX: The Nursing Service at X Hospital is committed to
provide quality care, prevent illness, promote health and
working with individual, family and community.
EX: The mission of in-service education department is to
orient staff to the job and provide educational programs
to improve the quality of staff work.
EX: The mission of burn unit is to provide quality-
nursing care to patients suffering from burns.

15. Statement of Values / Philosophy:
oIt is a written statement that describes what the organization
believes in and how it will behave for accomplishing it’s vision and
mission.
EX:
We believe our services should be equally available to all
patients/ community.
We believe that patient care must address the physical,
emotional, social, and spiritual needs of the individual while
respecting a person’s dignity and right to Confidentiality.

16. Example from Nursing
Department of King Fahd Armed
Forces Hospital

17. •Vision
To be a leading Nursing Department recognized by patients and
staff for excellent and compassionate nursing care. Nursing
profession will be led by Saudi Nursing Leaders who are recognized
for their ethical and dedicated commitment to the profession.
•Mission
The Nursing Department shall deliver the highest standard of
nursing care to its served population within available resources and
foster an environment for continuing educational development of
nursing staff to facilitate the culture for a center of excellence.

18. Objectives: examples
•Facilitate continuous quality improvement and promote efficient culture
for nursing services at all times.
•Maintain and motivate a patient focused work environment where staff are
empowered, held accountable and recognized for their high level of
performance.
•Encourage educational activities related to nursing profession, health
promotion and management.
•Ensure that the rights and dignity of patients and their carers are respected
and protected.
•Promote health education to patients, their carers and the community.
•Promote professional conduct, ethics and interest to develop amongst
nursing staff.

19. •Philosophy/Values
We, at Nursing Department of King Fahd Armed
Forces Hospital believe in these values:
•Patient-centered care
•Integrity
•Professionalism
•Commitment
•Teamwork

20. EMPLOYEE PERFORMANCE
APPRAISAL

21. Definition:
Performance appraisal refers to monitoring/evaluation
of staff performance within a period of time to
determine efficiency in delivery of care according to
organizational goals and as required by the standards
of Nursing education and practice.
Probationary evaluation refers to the first 3-6 months of
orientation period for new staff

22. Responsibilities:
Head nurse/supervisors/nursing director
Purpose:
1- Judgment purposes (administrative decision)
2- Developmental purposes.

23. A number of techniques are available for use &
occasionally more than method can be used:
1.Rating scales
2.Check-list Technique
3.Ranking Technique
4.Critical Technique
5.Essay Technique
6.Management by objective (MBO) Technique

26. Characteristics of good tool:
 Utility,
Simplicity,
 Validity,
 Reliability,
 Consistency,
 Stability &
 Discrimination.

27. Errors in evaluation
▲Errors related to ambiguous evaluation standards
▲Halo error
▲ Horns error
▲ Recency error
▲Leniency error
▲Central tendency error

28. Policy for performance appraisal
1- The Head Nurse is responsible for performance appraisal of his/ her
personnel.
2- All performance appraisals should be done according to the staff job
description.
3- The evaluator should be capable of evaluating performance in an effective
manner.
4- Performance appraisal should reflect the performance of the staff.
5- The result of evaluation process will be the identification of individual
development needs and the creation of a plan by which that development
will be achieved.
6- The manager and staff must sign the evaluation form.
7- The staff can discuss with the nurse director if she is unsatisfied with the
evaluation

29. During Probationary Period (3-6 months) Head Nurse
is responsible for :
o Making initial contact with the new employee when he / she
arrived on the unit.
o Reviewing skills check list and job description with new
employee.
o Introducing the assigned preceptor and outline his / her
responsibilities in the presence of new employee.
o Having the employee checked off any unfamiliar procedure
prior to end of three (3) to six (6) months probationary period.

30. On at least two (2) weekly basis, the Head Nurse assess
employee’s performance in the following manner:
1.Review documentation on the medical record.
2.Evaluates care given to assigned patients i.e. observe
employee at bedside, ascertain knowledge of patient
diagnosis, medical and nursing management.
3.Evaluate written plan of care
4.Listen to shift report.
5.Obtain feedback from other staff/ preceptor (if applicable)

31. Probationary evaluations:
- If the result of the new nurses’ evaluation after the 3 months
probationary period is fair or poor, educational plan must be done by
head nurse and nursing supervisor and to be reevaluated by the end
of the year.
-Progress notes are to be signed by Head Nurse and employee. Head
Nurse to place reports in employee’s file.
- Probationary evaluations must be completed and sent to nursing
department within the required time.
- The Assistant Director of Nursing must be kept informed on an-
going basis of any unresolved problems.

32. Annual Evaluation:
- Annual evaluations must be completed and sent to
Personnel through Nursing Department, at least 2 months
prior to the end of the employee’s service year (as per
hospital / MOH policy). It must be signed by the Head
Nurse and employee before submission.
- Written anecdotal notes, conferences/counseling
sessions are to be kept by the Head Nurse on all
employees throughout the contract year.

33. - Major conferences/meetings and counseling sessions
must be documented/signed by the employee and Head
Nurse and kept in department file.
- The Assistant Director of Nursing must be informed on
an on-going basis of any unresolved problems.
- Staff Nurse is expected to complete self-evaluation as
required.
- All employees must be notified at least 60/90 days
prior to end of service date, if a further contract will or
will not be offered.

34. 1- Work Experience:
o Experience and work performance
o Interest in work
o Interest and ability to learn
o Efficiency to handle emergencies
2- Personal:
o Appearance
o Accepts correction or not
o General behavior
3- Relation with:
o Head of department
o Colleagues
o Patients
Criteria for Evaluation