Delegation hcs 350
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Delegation in the healthcare setting is an essential process where a nurse transfers authority to perform selected tasks to competent individuals, while retaining accountability. The key stakeholders are the delegator (nurse) and delegatees such as CNAs and RT/PTs. While initial nursing assessments cannot be delegated, many routine tasks can be, as long as the delegator provides appropriate direction, supervision, and evaluation. Effective communication between all parties is important, as is addressing any conflicts constructively through obtaining facts and considering different viewpoints. Regular evaluation ensures delegation standards are maintained.
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Delegation hcs 350
- 1. Delegation In The Healthcare Setting An Essential Piece Kristine DeBarge HCS/350 March 01, 2013 Amy Dun Kristine DeBarge Clinical Educator
- 2. • Definition of Delegation • Description of Stakeholders in Delegation • Nurses Role in Delegation • Role of Delegatee • Parameters of Delegation in the Workplace • 3 Communication Levels • Conflict Resolution Agenda
- 3. What is Delegation? • Transferring authority to a competent individual to perform a selected task in a selected situation • The nurse retains accountability for the delegation (National Council of State Boards of Nursing, 1995)
- 5. Delegation Definitions • Delegator – RN who has the scope of authority to delegate – Has appropriate education, skills & experience – Documented/demonstrated evidence of current competency • Delegatee – C.N.A. with appropriate education, skills & experience – Documented/demonstrated evidence of current competency
- 6. Delegator = Nurse • Accountable for the act of delegation • Supervising the performance of the delegated task • Assessment and follow-up evaluation • Interventions/corrective actions required to ensure safe and effective care • Ultimately accountable for all tasks delegated.
- 7. Delegatee= C.N.A. & RT/PT • Accountable for His/Her own Actions • Accepting Delegation within the Scope of His/Her Training and Education • Communicating the Appropriate Information to the Delegator • Completing the Task
- 8. Delegation Issues in the Workplace •Now lets look at what Can and Can Not Be Delegated?
- 9. Parameters of Delegation in the Workplace What Can Not Be Delegated? The Nursing Practice Cannot be Delegated –“Any nursing intervention that requires independent, specialized nursing knowledge, skill or judgment cannot be delegated,” (ANA, 1997). –Initial nursing Assessment & subsequent Assessment if nursing judgment is needed
- 10. Parameters of Delegation in the Workplace What Can Not Be Delegated? Cont. –Decisions/judgments about Outcomes & Nursing Diagnoses –Interventions that require Professional Nursing Knowledge, Decisions, or Skill
- 11. Parameters of Delegation in the Workplace What Can Not Be Delegated? Cont. –Interventions that require Professional Nursing Knowledge, Decisions, or Skill –Determining & Approving of Plan of Care –Decisions/Judgments of the Evaluation of Care
- 12. The Five Rights of Delegation 1. The Right Task 2. The Right Circumstances 3. The Right Person 4. The Right Direction/Communication 5. The Right Supervision
- 13. Communication LETS REVIEW SOME BASICS 3 Levels of Communication 1. Intrapersonal 2. Interpersonal 3. Public
- 14. Conflict Resolution • There are four main ways to resolve a conflict 1.Obtain factual data 2.Intervene early 3.Avoid negative comments that can affect the self esteem of the receiver 4.Consider the other’s viewpoint
- 15. Action Plan Feedback • Feedback is a message given in response to a message received or and observed behavior • It should focus on the content and be specific and directed toward behavior not motivations
- 16. Action Plan Evaluation • Evaluation is an essential tool • It assess that factual data has been received or observed • That feedback has occurred between both parties during delegation
- 18. Conclusions • Description of Delegation • Stakeholders in Delegation • Delegation Issues in the Workplace • Selection of Stakeholders in Delegation • Action Plan
- 19. References • Hansten, R., & Jackson, M. (2009). Clinical delegation skills a handbook for professional practice (4th ed.). Retrieved from The University of Phoenix eBook Collection database. • American Nurses Association. (1976, 1985). Code for nurses with interpretive statements. • Kansas City, MO.
Editor's Notes
- The RN assesses, plans, and evaluates care and delegates selected tasks to an individual who is qualified, competent, and able to perform the tasks but the nurse remains accountable for the overall nursing care of the patient.
- The is the staff member that is coordinating and or leads the care for the patients. The deletee is the staff members who is being given the assignment of care and is under the supervision of the delegator. The delegator is ultimately responsible for all care provided.
- The delegator is an RN who has the scope of authority to delegate, who has the appropriate education, skills and experience as well as the documented and or demonstrated evidence of current competency. The delegatee is an individual who has the appropriate education, skills and experience as well as the documented and or demonstrated evidence of current competency to perform a task.
- The RN is accountable for the act of delegation, supervising the performance of the delegated task and performing assessment and follow-up evaluation. The RN is also held accountable for interventions and or corrective actions that are required to ensure safe and effective care.
- The
- Nursing Practice cannot be delegated. The American Nurses Association states, “Any nursing intervention that requires independent specialized nursing knowledge, skill or judgment cannot be delegated” (ANA, 1997).
- Examples of nursing practice include initial assessments, decisions and judgments about nursing diagnosis, interventions requiring specialized knowledge, and the determination and evaluation of a plan of care.
- Examples of nursing practice include initial assessments, decisions and judgments about nursing diagnosis, interventions requiring specialized knowledge, and the determination and evaluation of a plan of care.
- The right task is based on whether it is within a health worker’s practice act, within his or her scope of practice or preparation, and whether the worker is competent to perform it. The right circumstances include the appropriate patient setting, availability of resources; complexity of patient care, how often does the patient's condition change, what is required to completely assess the patient's condition, and what technology involved in the patient care. There are three major criteria that will help you determine the right person and they are the level of education, training, possibly certification. The right direction or communication include clear specific directions, correct tasks these should be within that patient’s care plan, concise, complete - directions should include all the necessary information to complete the assignment or task.
- Intrapersonal communication is thinking within or self-talk, it happens constantly, consciously and the goal is self-awareness. Interpersonal communication is between two people, face-to-face, or in a small group. It includes healthy problem solving, share ideas, makes decisions, and promotes personal growth.
- According to Boggs, 2011, “Remember the issue is the conflict, not your Coworker (p. 454). There are four main ways to resolve conflict. First obtain factual data before engaging in negotiation. Second you must intervene early by creating two-way communication. Structured formats like the Describe, Express, Specify, Consensus, Avoid (D.E.S.C.A.) formula to resolve conflict in the workplace.
- Feedback is a message given in response to a message received or and observed behavior. It should focus on the content and be specific and directed toward behavior. Feedback should be specific and directed to the behavior not motivations. Effective feedback mirrors the problem to both side and only addresses current topics. I statements used in feedback are a powerful tool.