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Nursing competencies

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Nursing competencies

  1. 1. NURSING COMPETENC Y PROGRAM Ahmad Thanin
  2. 2. OBJECTIVES To demonstrate continued competence through structured program. To set minimum acceptable clinical performance criteria. To ensure that competence of all Nursing staff are assessed, maintained & demonstrated. To facilitate continuous performance improvement. To meet the JCI & Central Board Accreditation Healthcare Institution (CBAHI) Standards on Staff Competency.
  3. 3. WHY DO WE NEED TO DEVELOP A COMPETENCY PROGRAM? To demonstrate continued competence through a structured program. To set a minimum acceptable clinical performance criteria. To ensure that competence of all Nursing staff are assessed, maintained & demonstrated. To facilitate continuous performance improvement. To meet the Joint Commission International (JCI) and Central Board Accreditation of Healthcare Institutions (CBAHI) Standards on Staff Competency.
  4. 4. DEFINITIONS COMPETENT • A person performs assigned duties & responsibilities in job description correctly. COMPETENCE • A combination of skills, knowledge, attitudes, values & abilities that underpin effective performance as a nurse. COMPETENCY • Ability to demonstrate knowledge, skills & attitude to perform a specific job.
  5. 5. NURSING COMPETENCY PROGRAM IN ORDER TO ENSURE THAT THE COMPETENCE OF ALL NURSES IS ASSESSED, MAINTAINED, DEMONSTRATED, AND IMPROVED, A CONTINUOUS COMPREHENSIVE NURSING COMPETENCY PROGRAM THAT: Consists of competency standards that applies to clinical procedures within the health and wellbeing dimensions. Starts from the new hire orientation period in which mandatory competencies are initiated. Continues through general and unit-specific competencies as soon as the nurse is assigned to a unit or a clinic. Ongoing evaluation of the employee’s competence through entire employment period. The competency assessment is in conjunction with the knowledge, skills & attitude framework.
  6. 6. NURSING COMPETENC Y PROCESS The mandatory competencies for new employees are initiated and assessed in the Nursing Education Unit and then follow on the general and the unit- specific competencies of the assigned unit or clinic. The progress of the new employee is to achieve the competencies documented on the competency form. If the new employee is unable to meet the objectives, an individualized performance improvement plan will be developed by the head nurse/supervisor with the assistance from the nursing education and others as applicable, with the employee. Ongoing competency assessment of employees through mandatory and annual competencies. Each employee should be periodically evaluated on their knowledge, skills, and attitude specific to their patient population. If changes in assignment, such as floating, transfers, and modifications are made for type of service, a competency-based orientation is provided.
  7. 7. NURSING COMPETEN CY PROCESS
  8. 8. NURSING COMPETENCY PROGRAM COMPONENTS MANDATORY, GENERAL, UNIT SPECIFIC, AND ANNUAL COMPETENCIES
  9. 9. MANDATORY COMPETENCIES 1. Emergency Response 2. Environmental Safety 3. Hazardous Material 4. Infection Control
  10. 10. GENERAL COMPETENCIES Age Related Care Pain Management Blood Administration Moving and Handling Medication Administration Patient Teaching Respiratory Therapy & O2 Administration Wound Management Documentation Falls Precaution
  11. 11. THE GENERAL ORIENTATION COMPETENCIES THAT ARE COMMON TO ALL NURSING AREAS THAT ARE: designed to assess the performance of the new employee/orientee common to all technical and professional nurses who are providing direct patient care. Learning about these competencies starts in new hire orientation and continues on the assigned unit as the new hire nurse works with the preceptor: There are 10 identified general competencies.
  12. 12. SPECIFIC COMPETENCI ES Competencies are unique to a nursing unit/clinic based on the scope of service & practice, job description & high-risk procedures. Examples for the Pediatric Unit: • Immunization • Conscious Sedation
  13. 13. ANNUAL COMPETENCIES • Annual competencies are designated by the management of each unit/clinic based on low volume-high risk procedures, Quality Improvement results & Job performance standards. • In addition to the (4) mandatory competencies, the annual competencies can be selected from any general and/or unit specific competencies, but not more than two competencies, which makes a total of 6 competencies per year.
  14. 14. COMPETENCY FORMS The form is used to document assessed competencies that include : • Competency statements describes a general category of performance and describes employee’s attitude that is observable and measurable. • Performance criteria includes sufficient description of the knowledge and skills.
  15. 15. HOW DO WE ASSESS KNOWLEDGE, SKILLS, AND ATTITUDES? Through observation in the daily work, clinical situations, drills, etc. where the nurses critical thinking can be evaluated. Multiple choice tests, verbal response question and case studies could be used. Competency Process options are suggested resources/activities listed on all Competency forms to assist the staff members to gain the knowledge, skill, and appropriate attitude required to meet the competency statements.
  16. 16. WHO CAN DO THE ASSESSMENT AND DOCUMENTATIO N? The nursing educator, or a preceptor or a senior staff nurse identified as being competent, such as Clinical Resource Nurse (CRN) if available. A competency form is maintained in the employee unit file annually.
  17. 17. INFECTION CONTROL AN EXAMPLE OF A MANDATORY COMPETENCY
  18. 18. MEDICATION ADMINISTRATIO N AN EXAMPLE OF A GENERAL COMPETENCY
  19. 19. PATIENT ASSESSMENT AN EXAMPLE OF A UNIT SPECIFIC COMPETENCY
  20. 20. ROLES & RESPONSIBILITI ES DIRECTOR OF NURSING & DESIGNEE: Ensures the Competency Program is in place & meets high standards of patient care to achieve “Best Practice”. Monitors & guides the competency program. Identifies, reviews & updates pertinent hospital’s services of related competencies as indicated.
  21. 21. ROLES & RESPONSIBILIT IES NURSING SUPERVISOR: Participates in the monitoring & implementation of the nursing competency program. Identifies annual competencies in conjunction with low volume high risk, quality indicators, changes in practice/standards or policy & other relevant information/events.
  22. 22. ROLES & RESPONSIBILITIE S NURSE EDUCATOR/ CLINICAL INSTRUCTOR: Initiates mandatory competencies during the new hire orientation period. Provides required education/training programs based on competency assessment outcomes. Reviews mandatory and general competencies periodically.
  23. 23. ROLES & RESPONSIBILITI ES HEAD NURSE: Ensures identification of preceptors & Clinical Resource Nurses. Supervises & evaluates performance of all nursing staff assigned to the clinical area. Provides coaching, counseling & develops a performance improvement plan based on the result of the nursing competency assessment. Maintains current competencies on employees' files.
  24. 24. ROLES & RESPONSIBILITI ES Nurse Preceptor/Clinical Resource Nurses: • Validates nurses’ competence. • Communicates assessment findings with the assessed nursing staff and head nurse/ supervisor. Nursing Staff: • Completes the required departmental competencies. • Promotes and provides professional competence in all aspects of nursing care.
  25. 25. THANK YOU

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