Report Controlling

8/12/2019 Report Controlling

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Controlling


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Controlling or evaluating is anon-going function ofmanagement which occursduring planning,organizing anddirective activities.

Opens opportunities forimprovement and compares

performance against set standards.

Controlling


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Reasons for Conducting

Evaluation

1. Evaluation ensures that quality nursing careprovided.

2. It allows for the setting of sensible objectives andwith men

3. It provides standars for establishing comparisons.4. It promotes visibility and a means for the

employees to monitor their own performance.5. It highlight problems related to quality care and

determines the areas that require priority

attention.6. It provides an indication of the costs of poorquality.

7. It justifies the use of resources.8. It provides feedback for improvement.


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Evaluation Principle

1. Must be based on the behavioral standars of performancewhich the position requires.

2. There should be enough time to observe employees behavior.

3. The employee should be given a copy of the job description,performance standars and evaluation.4. The employees performance appraisal should include both

satisfactory and unsatisfactory results with specific behaviorinstnces to exemplify there evaluative comment.

5. Areas needing improment must be prioritized to help the

worker upgrade his/her performance.6. Should be scheduled and conducted at a covineint time for

the rater and the employee under evaluation in a pleasantsurrounding and with ample time for discussion.

7. Perceived and accepted positively as a mean of improvingjob performance.


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The evaluation tool should be OBJECTIVE, RELIABLEand SENSITIVE.

Objectivity means free from bias.

Reliability- accuracy or precision of the tool suchthat it will produce the same results if administeredtwice.

Validity-relevance of the measurement to theperformance of the employee while sensitivity meansthe instrument can measure the fine lines of

differences among the criteria being measured.

Characteristics of an

Evaluation tool


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Basic Components of the

control process

1. Establishment of standards, objectives and methodsfor measuring performance

2. Measurement of actual performance3. Comparison of results of performance usingstandards and objectives and identifying strengths

and areas for correction and/or improvement4. Action to reinforce strengths or successes

5. Implementation of corrective action as necessary


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Establishments of Standards

for measuring Performance

Standards onstructure

-focus on thestructure or

management

system used bythe agency todeliver care.

Process standards-decisions andactions of the

nurse relative tothe nursing

process which arenecessary toprovide goodnursing care.

OutcomeStandards

-measures theresults of care

provided in terms

of changes in thehealth status ofclients served.


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Establishment of Objectives

and Methods

Measurable criteria or objectives must bedeveloped to evaluate process and outcome.

The most commonly method used are taskanalysis and quality control.

Quality control refers to the activities andtechniques employed to achieve and maintain the

quality of a product, service or process.

Tasks analysis uses tools such as time studies andchecklist.


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Measuring Actual

Performance Measurement of performance is an on-

going, repetitive process with the actual

frequency dependent on the type of

activity being measured.

It may be scheduled advance, may be done

periodically but unannounced intervals or

may occur at random.


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Comparing Results of

performance with Standards and

Objectives

If the performance matches the

standards and objectives, managers areassured that the needs of patients aremet.

If performance is contrary to standards

and objectives, necessary action areapplied to improve performance.


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Reinforcing Strengths or Successesand Taking Corrective Action as

Necessary

Positive feedback stimulatesmotivation, consistently high

performance and growth of the

employee. Corrective actions

are applied to improveperformance.


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Responsibility of the

Head/Senior Nurse Being at the first level of supervision, the Head / Senior Nurses

are in the best position to know whether their staff nurses

perform satisfactorily at work. Their influence has an impact on

promoting quality care to patients.

They have the responsibility to instruct subordinates regarding

the appropriate methods and procedures in providing nursing

care.

They should inform the staff of the likely causes of errors or

defects and preventive measure necessary.

They should initiate and / or facilitate any steps necessary toimprove methods, equipment, materials and conditions in the

work area for which they are responsible.

The feeling of responsibility to render quality performance

must be instilled in all employees for them to follow agreed

upon written procedures and use materials and equipment

correctly as instructed


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PERFORMANCE

APPRAISAL

It is a control process in which a

employees performance is evaluated

against standards.

is the most valuable tool incontrolling human resources and

productivity.


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Improve communication between

supervisors and employees and reach anunderstanding on the objectives of the job.

Establish standards of supervisory

performance.

Discover the aspirations of the

employees and reconcile these with the

goals of the institution.

Provide employee recognition foraccomplishments.

Inform employees where they stand.


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FACTORS CONTRIBUTING TO AN EFFECTIVEPERFORMANCE APPRAISAL SYSTEM

1. Compatibility between criteria for individualevaluation and organization goals.2. Direct application of the rated performance to

performance standards and objectivesexpected of the worker

3. Deployment of behavioral expectations which

have been mutually agreed upon by both therater and the worker.

4. Understanding the process and effectiveutilization of procedure by the rater


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5. Rating of each individual by the immediatesupervisor

6. Concentration on the strengths and weakness toimprove individual performance

7. Encouragement of feedback from the ratedemployees about their performance needs and

interests.8. Provision for initiating preventive and corrective

action and making adjustments to improveperformance.


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Methods of Measuring

Performance


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Essay

The appraiser writes a paragraph or more about theworkersstrengths, weakness and potentials.

Essays appraisals carry significant weight on thepresumption that an honest statement from someonewho knows the person well is valid.

Checklists

A checklist is a compilation of all nursing performancesexpected of a worker. The appraisers task is to mark

the appropriate column whether the worker does ordoes not show the desired behavior.


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RankingIn simple ranking, the evaluator ranks the

employees according to how he or she fared withco-worker with respect to certain aspects ofperformance or qualifications.

Rating Scales

A rating scale includes a series of itemrepresenting the different task or activities in the

nursesjob description or the absence or presenceof desired behaviors and the extent to whichthese are possessed.


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Forced choice Comparison

In this method, the evaluator is asked to choose the

statement that best describes the nurse beingevaluated. The items are so grouped that evaluator is

force to choose from favorable as well as unfavorable

statements and to counter the tendency towards

leniency by some evaluator.

Anecdotal Recording

It describes the nursesexperience with a group or aperson, or in validating technical skill and

interpersonal relationship.

The anecdotal records should include

1. A description of the particular occasion

2. A delineation of the behavior noted includinganswers to the question who, what, when, and

how

3. The evaluators opinion or assessment of the

incident or behavior


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WHAT IS QUALITY

ASSURANCE

It is a process of evaluation that is applied to thehealth care system and the provision of health care

services by health workers.


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TOTAL QUALITYIMPROVEMENT

-Is a way to ensure customersatisfaction by involving all employees

in the improvement of the quality of

every product or service.


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Is a process of

continuously improving a

system by gathering data

or performance and usingmultidisciplinary team to

analyze the system,

collect measurements,

and propose changes.

Continuous QualityImprovement


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WHAT IS QUALITYASSURANCE AND

PERFORMANCE EVALUATION?

Performance Evaluation-focuses on the worker. It asks questions about

how well the worker satisfies the requirements of his or her jobwithin the organization.

Quality Assurance

-focuses on the care and service the patientreceives than on how well the professional performs the dutiesthe duties that the position requires.


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Several methods:Concurrent and retrospective

patient care auditsPatient care profile analysisPeer reviewQuality circles

Quality Assurance Methods

-purpose is to measure andimprove the quality of nursing delivered in the

agency.


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Developing Quality

Assurance Criteria

Structure Approach

includes physicalsetting,

instrumentalitiesand conditionsthrough whichnursing care isgiven such as the

philosophy andobjectives, thebuilding,organizationalstructure, financialresources, and

equipment

Process Approach

includes the stepsin the nursing

process incompliance withestablishedstandards ofnursing practice.

Outcome Approach

identifiesdesirable

changes in thepatients health

status such asmodification ofsymptoms, signs,

knowledge,attitudes,satisfaction, skilllevel, andcompliance withthe treatment

regimen.


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Nursing Audit Committee

A nursing audit is composed of arepresentative from all levels of thenursing staff:

A member of the training staff

Supervising Nurse

Head/Senior Nurse

Staff Nurse


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Patient Care Audits

Concurrent Audit

1. Is one in which patientcare is observed and

evaluated. It is giventhrough:

2. A review of the patientscharts while the patientsare still confined in thehospital.

3. Observation of the staffas patient care is given.

4. Inspection of patientsand/or observation ofthe affects of patientcare where the focus ison the patient.

Retrospective Audit

-Is one which patientcare is evaluated

through A review of discharged

patients charts;

Questionnaires sent to orinterviews conducted ondischarged patients.


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Utilizationof Results

- The Nursing Staff in the

unit is given a feedback onthe results of the quality

assurance study.

-Positive Feedback reinforces

desirable performance.

Consistent positive findingsdeserve a commendation

from the nursing service.

-Negative Feedbacks should

tactfully be conveyed in a

face-to-face situation so that

assessment results may

easily be clarified.


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Control of Resources

-Part of the control process is the periodic reviewof the utilization of materials and supplies in thevarious nursing units.

-Requisitions of and/ or stocking a large numberof supplies and materials should be avoided to

prevent pilferage, misuse, or spoilage.


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DISCIPLINE

-Discipline meant rigid obedience to rules and

regulations, the violation of which resulted inpunitive actions in the past.

-Discipline is regarded as constructive and

effective means employees take personalresponsibility for their own performance and

behavior.


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Disciplinary ApproachesThis should include a set of

disciplinary policies and procedures, a uniformapplication of discipline rules, a disciplinary

committee, and an orientation program for allnew employees were expectations ofappropriate performance and behavior areemphasized. There must be continuouscommunication to all employees regardingchanges in personnel and discipline policies.


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Disciplinary Action

Any employee charged for breach of

the rules and regulations, policies, norms of conductshall be given due process.

-Should be progressive in nature such as

counseling and oral warning, suspension and

dismissal


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Counseling and Oral warning-The employee is given a fair chance to air

his/her side-the relevant facts are analyzed and evaluatedagainst his/her past performance.


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Written warning-it is preceded by an interview similar to the oral.-the employee must be told after the interview

that he/she will be given a written warning.-includes statement of the problem, identificationof the rule which was violated, consequences of

continued deviant behavior, the employeescommitment to take corrective action, and any

follow up action to be taken.


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Suspension

-given after an evidence of oral and written

warnings.-this is applied when the management feels

that the employee can still be rehabilitated.


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Dismissal-the Disciplinary Committee should be very sure

that the cause for dismissal conforms with thecriteria of a major discipline violation as

contained in the policy manual.

-invoked only when all other disciplinary

efforts have failed.

Report Controlling

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