I want to know how R U working?

RNPATL, DNP, RN · Oct 31, 2004

The unit I run is a 40 bed combined medical & surgical unit. As the clinical director, I am responsible for all aspects of the unit's management, including education and performance apprasials. The director of education works with me to assist with the general orientation componet as well as the initial clinical orientation. Departmental orientation to the floor is my responsibility. In addition, completion of the departmental orientation checklist falls to me as well.

Peformance apprasials are completed by myself with input from the charge nurses as well as my interaction with the nurse. I am very involved on the unit both days and nights and feel comfortable that I know the performance levels of my staff. And, yes, compensation is tied into the employees performance apprasial. In addition, it is the employee's responsibility to get their annual TB completed, complete their annual education as well as keep their certifications compliant. If the employee does not maintain these items, at the time of their review, their raise is withheld until all such items are completed.

For the most part, my staff works very well with this system. There are some that never come prepared, and for them, they have to wait to get their increase. I do not reduce their raise because of this (in my opinion, a nurse's raise is based on his/her care, professionalism and ability to follow standards and policies) and try to give my staff the most I can .... they really deserve every penny I can get them!

Hope this helps.

nursemaa · Oct 31, 2004

I manage a 30-bed unit. I conduct performance reviews for all staff (nurses, aides, and secretaries). While we don't do peer reviews, I do consider the feedback I get from coworkers when evaluating staff performance. Now, that doesn't mean that if someone comes to me complaining about someone else that it automatically goes in their review, but if I get the same feedback from multiple coworkers I have to address it. The tough part is sorting out what is a legitimate complaint and what is not.

I believe that as professionals, nurses are responsible for their own professsional development and learning. But I do provide a variety of educational opportunities, as does the education department of our hospital. I have a CNS who helps me plan and present educational material to staff- some of it is required, some not. So it is a combination of centralized and decentralized education. Staff are responsible for checking the "required education" board and making sure they are compliant. I do not nag or "mother" them about it- they know it's expected and it's their responsibility. I'm always amazed at the number of nurses who don't meet the expectations, which are not unreasonable- BLS, ACLS for critical care units, monthly staff meetings (either attend or read and initial the minutes), inservices on new protocols (usually done as a self-learning packet with a post-test that they can complete at their convenience), inservices on new equipment (usually have to attend a short class), and a few other readings on topics pertinent to our unit.

Our HR dept doesn't allow us to hold raises for non-compliance, but I do write up staff who don't meet the requirements for their job and if they bid on other jobs, it may affect whether they get the job or not.

hdemeke · Nov 1, 2004

Thank U very much. I am so thankful gettng your experiance. I had some more pionts that i want to know. Please, gave me few minutes from ur precious time. thanks agiain.

Policies and procedures around disciplining and discharge.

Do they have written guidelines for disciplining and firing?
Are they used consistently?
What are the most common reasons for an employee to be disciplined or fired?
Do they let people resign instead of being fired?
Why or why not?

About unionization

Have their been any attempts at your institution to unionize nurses or other staff?
How was that handled?
What, if anything, does your institution do to discourage unionization?
What is the institution's policy on sexual harassment of employees by other employees, physicians and patients?

About risk management.

1. How does your institution attempt to avoid lawsuits by patients and/or employees?

What kind of Liability Insurance does the institution carry?
Record your findings in your journal.

About policy regarding handling of employees who have the disease of addiction.

What happens to them?
Are they fired?
Are they reported to the State Board of Nursing?
Are criminal charges brought?
Is intervention and treatment provided?

The unit I run is a 40 bed combined medical & surgical unit. As the clinical director, I am responsible for all aspects of the unit's management, including education and performance apprasials. The director of education works with me to assist with the general orientation componet as well as the initial clinical orientation. Departmental orientation to the floor is my responsibility. In addition, completion of the departmental orientation checklist falls to me as well.
Peformance apprasials are completed by myself with input from the charge nurses as well as my interaction with the nurse. I am very involved on the unit both days and nights and feel comfortable that I know the performance levels of my staff. And, yes, compensation is tied into the employees performance apprasial. In addition, it is the employee's responsibility to get their annual TB completed, complete their annual education as well as keep their certifications compliant. If the employee does not maintain these items, at the time of their review, their raise is withheld until all such items are completed.
For the most part, my staff works very well with this system. There are some that never come prepared, and for them, they have to wait to get their increase. I do not reduce their raise because of this (in my opinion, a nurse's raise is based on his/her care, professionalism and ability to follow standards and policies) and try to give my staff the most I can .... they really deserve every penny I can get them!
Hope this helps.