1. own efforts but also through
those of their subordinates.
Components of Delegation
Delegation to others in the
workplace involves four principal
components:
CENTRAL PHILIPPINE
 DELEGATOR
UNIVERSITY
SCHOOL OF GRADUATE  DELEGATEE
STUDIES  TASK
MAN 625b:  CLIENT / SITUATION.
NURSING SERVICE
ADMINISTRATION (Lab)
Outcomes of Effective Delegation:
THE ART OF DELEGATION o Protects patient safety
IN NURSING PROFESSIONAL o Achieves desirable patient
PRACTICE outcomes
o Achieves benefits for the
licensed nurse and other
personnel
Definition of Delegation o Reduces health care costs by
American Nurses Association using a mix of personnel
(ANA) – the transfer of appropriately
responsibility for the o Provides Accountability for
performance of a task from nursing care
one person to another. o Decreases nurse liability
National Council of State Principles of Delegation
Board of Nursing (NCSBN) –
transferring to a competent  The nurse takes responsibility
individual the authority to and accountability for the
perform a selected situation. provision of nursing practice
The nurse retains  The nurse directs care and
accountability for the determines the appropriate
delegation. utilization of any assistant
It is an essential element of involved in providing direct
the directing phase of the patient care
management process because  The nurse may delegate
much of the work components of care but does
accomplished by managers not delegate the nursing
occurs not only through their process itself. The functions of
assessment, planning,

2. evaluation and nursing systems to assess, monitor,
judgment cannot be verify and communicate
delegated. ongoing competence
 The decision of whether or not requirements in areas related
to delegate or assign is based to delegation.
upon the nurses’ judgment  There is both individual
concerning the condition of accountability and
the patient, the competence of organizational accountability
all members of the nursing for delegation.
team and the degree of
supervision that will be NCSBN in US presents 5 rights to
required of the nurse if a task delegation from the perspectives of
is delegated. both nursing service administrator
 The nurse delegates only and staff nurse.
those tasks for which she or
he believes the other health 1. Right task
care worker has the 2. Right circumstance
knowledge and skill to 3. Right Person
perform, taking into
4. Right Direction or Right
consideration training,
cultural competence, Communication
experience and facility or 5. Right Supervision, Right
agency policies and Evaluation or Right Feedback
procedures.
 The nurse individualizes
communication regarding the
Aspects of Delegation
delegation to the nursing
assistive personnel and client o RESPONSIBILITY
situation and the Denotes obligation
communication should be It refers to what must be done
clear, concise, correct and to complete a task and the
complete. The nurse verifies obligation is created by the
the comprehension with the assignment.
nursing assistive personnel The leader or manager and
and the assistant accepts the the staff must understand the
delegation and the activities for which the staff
responsibility that member is responsible, what
accompanies it. results are expected and how
 Communication must be a performance is to be evaluated
two-way process. and managers need clear idea
 The nurse uses critical of what is to be done before
thinking and professional they can communicate to
judgment when following the others.
5 rights of delegation,
 Chief nursing officers are
accountable for establishing

3. o AUTHORITY determining the implications
It is the power to make final for the patient and others.
decisions and give commands.
People to whom the 3. Implementation, Surveillance
responsibility is assigned need and Supervision – where most
the authority to direct the delegation action takes place
performance of delegated The delegator supervises
duties. performance of the task by
providing directions and clear
o ACCOUNTABILITY expectations about how the
Refers to liability tasks are to be performed;
Staff incurs an obligation to monitoring the performance to
complete work satisfactorily ensure compliance to
and accept to use authority established standards of
appropriately when they practice; intervening as
accept the responsibility. They necessary and ensuring
are accountable to the leader documentation of the tasks
or manager.
4. Evaluation and feedback – the
Delegation in Decision Making delegator evaluates the
Process delegation process, the patient
and the performance of the
1. Assess – includes assessing task
the needs of the patient, the
circumstances and availability Tools in Making Delegation
of resources and also knowing Decisions
the following components of
the practice setting: 1. Delegation Decision-making
a. Environment Grid
b. Organization This tool provides a scoring
c. Practice mechanism for seven
d. Self-attitudes and Beliefs elements that should be
e. The delegate considered when making
delegation decision.
2. Plan – this involves gathering 2. Delegation Decision-making Tree
information about what the Another tool developed to
needs to be done and assist nurses in making
prioritizing the outcomes that delegation decisions
are most important. Was adopted from the
The delegator should specify delegation decision tree
the knowledge and skills developed by the Ohio Board
required to do each task by of Nursing
requiring documented or The tool starts with a specific
demonstrated current client, care giver and nursing
competency to do each activity. Questions answerable
delegated task and by by “yes” or “no” are asked at

4. the top of the tree. Tasks with Carrol, P (2007). Nursing Leadership
“yes” answers are considered and Management: A Practical Guide.
delegable. New York: Thomson Delmar
Learning.
Common Delegation Errors
Marquis, B., and Huston, C,. (2009).
1. Underdelegation Leadership Roles and Management
Stems from the managers false Functions in Nursing Theory and
assumption that delegation may Application (6thed). Lippincott
be interpreted as a lack of ability Williams & Wilkins.
on his or her part to do the job
correctly or completely. National Council of State Boards of
2. Overdelegation Nursing and American Nurses
Their employees may become Association. (2006). Joint Statement
overworked and tired which can on Delegation American Nurses
decrease productivity. Association (ANA) and National
3. Improper delegation Council of State Boards of Nursing.
Includes such as things Retrieved July 1, 2012 from
delegating at the wrong time, to http://www.nscbn.org/pdfs/Joint_s
the wrong person or for the tatement.pdf
wrong reason.
Tomey, A.M. (2009. Guide to
Nursing Management and
Leadership (8thed.). Singapore:
Common Barriers to Delegation Elseviers Pte. Ltd.
Non Supportive Environment
- Organization culture that
restricts delegation
- Lack of resources
- Lack of training
Insecure delegator or delegate
- Lack of trust
- Fear of liability
Unwilling delegate
- Person not willing to take on
delegated task due to
inexperience, fear or failure
References:
American Nurses Association.(2005).
Principles for delegation. Retrieved
July 1, 2012 from
http://www.safestaffingsaveslives.or
g/PrinciplesofDelegationhtml.aspx?