Action plan - page 2

At the place in which I work the director has started a new disciplinary method for nurses who have been reported for some wrongdoing regardless of whether it is against policy or a complaint from a... Read More

  1. by   ProperlySeasoned
    When physicians get into trouble with their state board, one of the very common requirements is to complete X number of CME, and then write a research paper related to the area where the transgression occurred (EG, a physician might be assigned to write a paper on recognizing sign of suicide in an outpatient primary care practice). The big difference is the above is ordered by the board, as part of a larger effort to keep ones license in good standing. Also, physicians are salaried. Finally, publishing and research papers often continue to be part of many physician's work in a way that it very different from a staff nurse (though I recognize some nurses are academically involved). It's almost like your manager perverted the above model, without taking into account the power, income, education, and labor practice differences.
  2. by   Anna Flaxis
    I think it really depends on the way this is implemented. I see nothing wrong with an action plan, per se. If the director is participating in a supportive manner to assist the employee in coming up with an action plan, assisting with the formatting, suggesting references, etc., then it could be a potentially constructive intervention. If, however, the director is not providing any guidance, support, or assistance, and is letting the employee flail about in stormy seas, then no, I'd have to say it's not something I'd advocate for. And, I do not think the employee should be required to do this on unpaid time. It should be on paid time and in a supportive environment. Otherwise, it is punitive and may be actionable by the labor union if there is one, or if not, then by the State Labor Board.

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