OR Management Structure---anyone have one that is effective and works well?

[staceyp413]

I've worked in 3 surgical settings, 2 of them in management. I am presently in management but am finding that our present management structure is not working well (my opinion only). I am finding it not to be effective for the staff and for the managers. Every day is putting out fires, working incredibly crazy hours, work always coming home and not being able to teach, coach, make improvements, work side by side, etc with my colleagues who are there to get the job done.

So, my question is: Is there something that workws well where you work?

Thank you!!!

[PetiteOpRN]

I doubt you are alone in your opinion. I have not yet seen an OR where management and staff were remotely on the same page. All of my co-workers say the same thing, "love my job, hate the management."

I would love to hear about a success story.

[staceyp413]

Me too!! I'd like to be a first if my mental health can handle the defeats that will come before any successes

[anononurse]

No magic formula here, but one thing that has worked well in my facility is having a senior person in each dept. as the designated fulltime "charge" person. This person handles staffing, sick calls, etc. for their own dept. So for the OR you have a fulltime Sr. RN doing assignments, same for the other areas- Pre-op, Post-op, & GI Suite. It does take a certain maturity level & ability to work cohesively for this to be successful, and being BFF w/coworkers is not a priority!- the charge nurses discuss issues related to staffing, inservices, vacation coverage, etc. Management did beef up our per diem staffers to have a 'pool' for covering vacations, nights & busy times. We have been doing this for a year now & while nothing's perfect, it does seem to be working well most of the time. Good Luck!

[staceyp413]

Thanks

[nickola]

Sometimes what's needed is a fresh start--- a new pair of eyes, a new perspective, someone who hasn't been privy to all the gossip/drama of the facility. This worked in my previous job- the new manager had no favorites & treated all fairly & impartially & has not been swayed by butt-kissing & flattery!

[happygrandma3]

No magic formula here, but one thing that has worked well in my facility is having a senior person in each dept. as the designated fulltime "charge" person. This person handles staffing, sick calls, etc. for their own dept. So for the OR you have a fulltime Sr. RN doing assignments, same for the other areas- Pre-op, Post-op, & GI Suite. It does take a certain maturity level & ability to work cohesively for this to be successful, and being BFF w/coworkers is not a priority!- the charge nurses discuss issues related to staffing, inservices, vacation coverage, etc. Management did beef up our per diem staffers to have a 'pool' for covering vacations, nights & busy times. We have been doing this for a year now & while nothing's perfect, it does seem to be working well most of the time. Good Luck!

We are doing this where I work too. The FT people are filled in first, then the PT, then per diem. Tantamount to making this model work, however, is that open communication is mandatory- if a staff member wants a certain day off, tell the CN ASAP. By the same token, if there are complaints re: scheduling/staffing, go directly to the CN ASAP-- those who run to Administration first will surely be the downfall of this system if Admin. allows it to be. Administration needs to support the CN's & refer complainers back to the ones doing the scheduling- and just b/c someone complains doesn't mean they'll get their way- it has to be in the best interest of the dept. & what the NEED is on any given day. It takes several months of growing pains to get everyone used to the idea, but in the end it works well if some simple guidelines are in place & are followed. It's been 4 mos since we started this & we are liking it better than the old way & we're all learning as we go, plus it has forced us to all be more flexible & work together more. :)