This document discusses realist evaluation and its application in implementation science. It begins by advocating for the use of theory in implementation sciences and the interest in understanding the "mechanisms" underlying change. Realist evaluation focuses on identifying contextual influences and articulating the mechanisms of implementation through program theories. Program theories in realist evaluation specify what mechanisms will generate outcomes in specific contexts. The document provides examples of program theories and outlines how they can be used as planning and evaluation tools. It also discusses sources for eliciting initial program theories and the process of program theory elicitation.
Looking at implementation: how useful is realist evaluation?valéry ridde
Presentation by Emilie Robert (McGill University).
Global Health Workshop: Methods For Implementation Science in Global Health.
http://www.equitesante.org/implementation-science-methods-in-global-health/
· Discussion Board Clarification
Attached Files:
· Discussion Boards2016 VOP.pptx (2.776 MB)
Here is a short voice over power point on Discussion Board. Please listen to it before doing your discussion board post.
Please also go to the Nursing Resources tab in Blackboard- there are directions on how to access the library from home and a short-cut for making your reference page when obtaining journal articles. I also have links to the writing center, Blackboard, and computer help desk.
Thanks,
Dr. George
·
Week 1 Power Points and Resources
Attached Files:
· APN Outcomes.pdf (8.461 MB)
· Ch01.ppt (6.519 MB)
· Ch02.ppt (6.521 MB)
· Ch03.ppt (2.055 MB)
· Nursing Education APN Role.pdf (122.096 KB)
· Overview of Advanced Practice Nursing VOPCompressed.pptx (6.506 MB)
Main post in Discussion Board 1 is due Jan. 25 @ 1159.
· Discussion Board Clarification
Attached Files:
· Discussion Boards2016 VOP.pptx (2.776 MB)
Here is a short voice over power point on Discussion Board. Please listen to it before doing your discussion board post.
Please also go to the Nursing Resources tab in Blackboard- there are directions on how to access the library from home and a short-cut for making your reference page when obtaining journal articles. I also have links to the writing center, Blackboard, and computer help desk.
Thanks,
Dr. George
·
Week 1 Power Points and Resources
Attached Files:
· APN Outcomes.pdf (8.461 MB)
· Ch01.ppt (6.519 MB)
· Ch02.ppt (6.521 MB)
· Ch03.ppt (2.055 MB)
· Nursing Education APN Role.pdf (122.096 KB)
· Overview of Advanced Practice Nursing VOPCompressed.pptx (6.506 MB)
Main post in Discussion Board 1 is due Jan. 25 @ 1159.
Course Title: Advanced Practice Role: Theory and Knowledge Development Course Number: APRN 501Credit Hours: 3 Day and time: online Location: online
Program Outcomes
FNP Track
Nurse Educator Track
1. Demonstrate leadership and integrity in an advanced practice role that effects and changes systems to promote patient-centered care thereby enhancing human flourishing
Demonstrate leadership and integrity in an advanced practice nursing role that effects and changes healthcare systems to promote patient-centered care thereby enhancing human flourishing
Demonstrate leadership and integrity in an advanced practice role that effects and changes Course Description:
This course examines advanced practice nursing concepts, theoretical underpinnings, and current professional issues. Learners will examine how theoretical issues are integrated into practice and how they can be a mechanism to improve patient outcomes related to health promotion and disease prevention. Understanding of the role and scope of the advanced practice registered nurse is an expectation.
educational systems to promote learner-centered knowledge thereby enhancing human flourishing
2. Appraise current interdisciplinary evidence to identify gaps in nursing knowledge and formulate research questions based on the tenets of evide.
Looking at implementation: how useful is realist evaluation?valéry ridde
Presentation by Emilie Robert (McGill University).
Global Health Workshop: Methods For Implementation Science in Global Health.
http://www.equitesante.org/implementation-science-methods-in-global-health/
· Discussion Board Clarification
Attached Files:
· Discussion Boards2016 VOP.pptx (2.776 MB)
Here is a short voice over power point on Discussion Board. Please listen to it before doing your discussion board post.
Please also go to the Nursing Resources tab in Blackboard- there are directions on how to access the library from home and a short-cut for making your reference page when obtaining journal articles. I also have links to the writing center, Blackboard, and computer help desk.
Thanks,
Dr. George
·
Week 1 Power Points and Resources
Attached Files:
· APN Outcomes.pdf (8.461 MB)
· Ch01.ppt (6.519 MB)
· Ch02.ppt (6.521 MB)
· Ch03.ppt (2.055 MB)
· Nursing Education APN Role.pdf (122.096 KB)
· Overview of Advanced Practice Nursing VOPCompressed.pptx (6.506 MB)
Main post in Discussion Board 1 is due Jan. 25 @ 1159.
· Discussion Board Clarification
Attached Files:
· Discussion Boards2016 VOP.pptx (2.776 MB)
Here is a short voice over power point on Discussion Board. Please listen to it before doing your discussion board post.
Please also go to the Nursing Resources tab in Blackboard- there are directions on how to access the library from home and a short-cut for making your reference page when obtaining journal articles. I also have links to the writing center, Blackboard, and computer help desk.
Thanks,
Dr. George
·
Week 1 Power Points and Resources
Attached Files:
· APN Outcomes.pdf (8.461 MB)
· Ch01.ppt (6.519 MB)
· Ch02.ppt (6.521 MB)
· Ch03.ppt (2.055 MB)
· Nursing Education APN Role.pdf (122.096 KB)
· Overview of Advanced Practice Nursing VOPCompressed.pptx (6.506 MB)
Main post in Discussion Board 1 is due Jan. 25 @ 1159.
Course Title: Advanced Practice Role: Theory and Knowledge Development Course Number: APRN 501Credit Hours: 3 Day and time: online Location: online
Program Outcomes
FNP Track
Nurse Educator Track
1. Demonstrate leadership and integrity in an advanced practice role that effects and changes systems to promote patient-centered care thereby enhancing human flourishing
Demonstrate leadership and integrity in an advanced practice nursing role that effects and changes healthcare systems to promote patient-centered care thereby enhancing human flourishing
Demonstrate leadership and integrity in an advanced practice role that effects and changes Course Description:
This course examines advanced practice nursing concepts, theoretical underpinnings, and current professional issues. Learners will examine how theoretical issues are integrated into practice and how they can be a mechanism to improve patient outcomes related to health promotion and disease prevention. Understanding of the role and scope of the advanced practice registered nurse is an expectation.
educational systems to promote learner-centered knowledge thereby enhancing human flourishing
2. Appraise current interdisciplinary evidence to identify gaps in nursing knowledge and formulate research questions based on the tenets of evide.
NONPF - 1NURSE PRACTITIONER CORE COMPETENCIES April 201.docxkendalfarrier
NONPF - 1
NURSE PRACTITIONER CORE COMPETENCIES
April 2011
Amended 2012*
Task Force Members
Anne C. Thomas, PhD, ANP-BC, GNP - Chair
M. Katherine Crabtree, DNSc, FAAN, APRN-BC
Kathleen R. Delaney, PhD, PMH-NP
Mary Anne Dumas, PhD, RN, FNP-BC, FAANP
Ruth Kleinpell, PhD, RN, FAAN, FCCM
M. Cynthia Logsdon, PhD, WHNP-BC, FAAN
Julie Marfell, DNP, FNP-BC, FAANP
Donna G. Nativio, PhD, CRNP, FAAN
Note: Terms in bold are defined within the glossary found at the end of the competencies.
Preamble
In August 2008, NONPF endorsed the evolution of the Doctorate of Nursing Practice (DNP) as the entry
level for nurse practitioner (NP) practice (NONPF, 2008a). Nurse practitioner education, which is based
upon the NONPF competencies, recognizes that the student’s ability to show successful achievement of
the NONPF competencies for NP education is of greater value than the number of clinical hours the
student has performed (NONPF, 2008b).
The Nurse Practitioner Core Competencies (NP Core Competencies) integrate and build upon existing
Master’s and DNP core competencies and are guidelines for educational programs preparing NPs to
implement the full scope of practice as a licensed independent practitioner. The competencies are
essential behaviors of all NPs. These competencies are demonstrated upon graduation regardless of the
population focus of the program and are necessary for NPs to meet the complex challenges of translating
rapidly expanding knowledge into practice and function in a changing health care environment.
Nurse Practitioner graduates have knowledge, skills, and abilities that are essential to independent
clinical practice. The NP Core Competencies are acquired through mentored patient care experiences
with emphasis on independent and interprofessional practice; analytic skills for evaluating and
providing evidence-based, patient centered care across settings; and advanced knowledge of the
health care delivery system. Doctorally-prepared NPs apply knowledge of scientific foundations in
practice for quality care. They are able to apply skills in technology and information literacy, and engage
in practice inquiry to improve health outcomes, policy, and healthcare delivery. Areas of increased
knowledge, skills, and expertise include advanced communication skills, collaboration, complex decision
making, leadership, and the business of health care. The competencies elaborated here build upon
previous work that identified knowledge and skills essential to DNP competencies (AACN 1996; AACN,
2006; NONPF & National Panel, 2006) and are consistent with the recommendations of the Institute of
Medicine’s report, The Future of Nursing (IOM, 2011).
At completion of the NP program, the NP graduate possesses the nine (9) core competencies regardless
of population focus.
* Amended as result of additional validation through the 2011-2012 Population-Focused Competencies Task Force.
Competencies 7, 6, & 7 .
The Nurse Leader as Knowledge Worker
H
Walden University
Transforming Nursing And Health Through Technology
NURS 6051
Nov 27, 2019
1
The Nurse Leader as Knowledge Worker
2
Purpose
Explain the concept of a knowledge worker.
Define and explain nursing informatics and highlight the role of a nurse leader as a knowledge worker.
The concept of a knowledge worker
The term “knowledge worker” was first coined by Peter Drucker. Ducker defined knowledge workers as high-level workers who apply theoretical and analytical knowledge, acquired through formal training, to develop products and services (CFI, 2019). He emphasized that due to the high level of productivity and creativity of knowledge worker, that they would be the most valuable assets in the 21st century organization. Professionals that can be referred to as knowledge worker includes engineers, pharmacists, architects, financial analysts, public accountants, physicians, scientists, design thinkers, and lawyers. Furthermore, knowledge workers have a high degree of expertise, experience, education and the primary purpose of their jobs involve the distribution, creation and application of knowledge.
3
Definition of a knowledge worker by Peter Drucker
Professional that are referred to as knowledge worker
Nursing Informatics
Nursing Informatics is a subset of informatics, specific to the nursing field and the role of the nurse in the healthcare setting. There has been several interpretation of nursing informatics. The American Nurses Association (ANA), identified nursing informatics as a specialty that integrates nursing, science, computer science, and information science to manage and communicate data, information, and knowledge in nursing practice (ANA, 2001, pg.17).
4
Nurse leader as a knowledge worker.
A nurse leader is one who inspire others to work together to achieve a common goal, for instance enhanced patient care or satisfaction. All nurses are called to nurse leadership, however there are different levels of nurse leadership. Nurse leaders are expected to help the organization to fulfill the organization’s mission, vision, values, and strategies to achieve long-range plans. Nurse leaders part take in policy setting, overseeing quality measures are carried out, accountability for overall quality of patient care delivery, staff satisfaction and organizational outcomes. For a nurse leader as a knowledge worker to be productive in an organization, the nurse leader must understand that knowledge work requires continuous learning on the part of the knowledge worker, but equally continuous teaching on the part of the knowledge worker. Having said that, a knowledge worker nurse leader will depend hugely on evidenced based practice to be productive in a healthcare organization. The use of EBP by knowledge worker nurse leader will require learning and teaching. Most healthcare organizations or hospitals rely on evidenced based practice to im.
National Institute of Health: Theory at a Glance, A Guide for Health Promotio...Zach Lukasiewicz
Introduction viii
Audience and Purpose 1
Contents 1
Part 1: Foundations of Theory in Health Promotion and Health Behavior 3
Why Is Theory Important to Health Promotion and Health Behavior Practice? 4
What Is Theory? 4
How Can Theory Help Plan Effective Programs? 4
Explanatory Theory and Change Theory 5
Fitting Theory to the Field of Practice 5
Using Theory to Address Health Issues in Diverse Populations 7
Part 2: Theories and Applications 9
The Ecological Perspective: A Multilevel, Interactive Approach 10
Theoretical Explanations of Three Levels of Influence 12
Individual or Intrapersonal Level 12
Health Belief Model 13
Stages of Change Model 15
Theory of Planned Behavior 16
Precaution Adoption Process Model 18
Interpersonal Level 19
Social Cognitive Theory 19
Community Level 22
Community Organization and Other Participatory Models 23
Diffusion of Innovations 27
Communication Theory 29
Media Effects 30
Agenda Setting 30
New Communication Technologies 31
HS450 Unit 9 Assignment Strategic Training of Healthca.docxwellesleyterresa
HS450 Unit 9 Assignment
Strategic Training of Healthcare Workforce on Policies, Procedures, and
Regulation
Course Outcomes
● HS450-6: Construct organizational training strategies that resolve emerging
issues in a healthcare environment.
● GEL-1.2: Demonstrate college-level communication through the composition of original
materials in Standard American English.
Unit Outcomes
● Differentiate between the concepts of strategy and strategic management.
● Apply analyses of internal and external environments to strategic planning.
● Describe a business model and its component parts.
● Understand the purposes of strategic alliances.
● Describe the relationships among alliance motivation, structure, and outcomes.
Instructions
You are a healthcare executive for a large hospital, serving as the Director of Health in formation.
There are serious concerns regarding the competence of your healthcare staff. To address these
concerns, you will develop an action plan. Please complete each part of your action plan as
indicated below.
Part
Competency
Assessed
Instruction
s
1
Determine policies
and procedures to
monitor abuse or
fraudulent trends
Evaluate at least three (3) types of abuse or fraud that may occur
within a health information management department. Determine at
least three (3) organizational policies and procedures that monitor
such activities and critique the effectiveness of each
policy/procedures.
2
Create and
implement staff
orientation and
training programs
Based upon the identified trends of abuse or fraud, develop a
staff orientation and training program for medical billing and
coding employees. Design an outline of the program —
constructing the learning activities involved. Your plan should
indicate a leadership approach that you would use in the
implementation of the program.
3
Evaluate initial and
on- going training
programs
Develop a plan to evaluate the training program at "time of launch"
and then at periodic times over the next 2 years. Appraise the
effectiveness of our training program evaluation plan.
4
Facilitate the use of
enterprise-wide
information assets to
support organizational
strategies and
objectives
Analyze the enterprise-wide information assets that you need to
support organizational strategies and objectives. Differentiate at
least three (3) assets and their role with ensuring quality
healthcare. Please include the relationship of the asset to
information management planning, enterprise information
management, and/or master data/information management.
Assignment Requirements
● Please complete all parts in a Microsoft Word document.
● The body of your document should be at least 1500 words in length. A title page and a
reference page should also be included but do not apply to the length requirement.
● Quoting should be less than 10% of the ent ...
Stakeholder Engagement in a Patient-Reported Outcomes Implementation by a Pra...Marion Sills
Kwan BM, Sills MR, Graham D, Hamer MK, Fairclough DL, Hammermeister KE, Kaiser A, Diaz-Perez MJ, Schilling LM. Stakeholder Engagement in a Patient-Reported Outcomes Implementation by a Practice-Based Research Network. JABFM. In Press.
Utilizing the Readiness to Train Assessment Tool (RTAT™) To Assess Your Capac...CHC Connecticut
Improve educational training experiences at your health center by assessing your capacity and infrastructure to host health professions students.
Join the upcoming hands-on interactive activity session to learn how to utilize the Readiness to Train Assessment Tool (RTAT™). This tool was developed by HRSA-funded National Training and Technical Assistance Partners (NTTAP) at Community Health Center, Inc. (CHC) to understand organizational readiness to host health professions student training programs.
Clinical Assignment Quality Improvement Final Project GoalWilheminaRossi174
Clinical Assignment: Quality Improvement Final Project
Goal:
· Combine your Quality Improvement Project Part 1 through Part 3 and finalize the Quality Improvement Project.
· Compose a conclusion for your Quality Improvement Project.
Content Requirements:
1. A description of the clinical issue to be addressed in the project.
2. An assessment of clinical issue that is the focus of the quality improvement project.
3. A SWOT (strengths, weaknesses, opportunities, threats) analysis for the project. Analysis of the strengths, weaknesses, opportunities, and threats related to the quality improvement process.
4. An outline of the action plan for the project.
5. Discuss stakeholders and decision makers who need to be involved in the quality improvement project.
6. Discuss resources including budget, personnel and time needed for the quality improvement project.
7. Discuss potential strategies for implementation and evaluation.
8. Conclusion
Submission Instructions:
· Refine your Quality Improvement Project Part 1, Part 2, and Part 3 based on your instructor's feedback.
· The paper is to be clear and concise, and students will lose points for improper grammar, punctuation and misspelling.
· The final project is to be 8 - 12 pages in length and formatted per current APA, excluding the title, abstract and references page.
· Incorporate a minimum of 12 current (published within the last five years) scholarly journal articles or primary legal sources (statutes, court opinions) within your work.
· Journal articles and books should be referenced according to the current APA style (the library has a copy of the APA Manual).
Running Head: QUALITY IMPROVEMENT PROJECT 3
QUALITY IMPROVEMENT PROJECT
Part 3
June 20, 2021
Quality Improvement Project
Action Plan
Outline
-Defining the scope of the recruitment work plan, nursing residency enhancement, and career development projects.
-Allocation of responsibilities to stakeholders of the project departments.
-Estimate and create workable timelines and activities for each team.
-Note down the budget for the project.
The project involves an action plan to ensure quality improvement in the nursing profession. It is based on the fact that there is a significant shortage of nursing practitioners, which directly affects their quality of service. The action plan itself involves defining the nature of the recruitment work plan, which will be in connection to the newly graduated nurses with no experience and using their feedback on the job to determine if they will retain them. The work plan will involve questionnaire interviews, group sessions, and one-on-one interviews about the state of the job as the nurse continues.
The action plan will also include research on the state of nursing residency facilities at different medical institutions and later crafting proposals to the medical center and the government department involved in their nursing residency facilities with recommendations. Th ...
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
NONPF - 1NURSE PRACTITIONER CORE COMPETENCIES April 201.docxkendalfarrier
NONPF - 1
NURSE PRACTITIONER CORE COMPETENCIES
April 2011
Amended 2012*
Task Force Members
Anne C. Thomas, PhD, ANP-BC, GNP - Chair
M. Katherine Crabtree, DNSc, FAAN, APRN-BC
Kathleen R. Delaney, PhD, PMH-NP
Mary Anne Dumas, PhD, RN, FNP-BC, FAANP
Ruth Kleinpell, PhD, RN, FAAN, FCCM
M. Cynthia Logsdon, PhD, WHNP-BC, FAAN
Julie Marfell, DNP, FNP-BC, FAANP
Donna G. Nativio, PhD, CRNP, FAAN
Note: Terms in bold are defined within the glossary found at the end of the competencies.
Preamble
In August 2008, NONPF endorsed the evolution of the Doctorate of Nursing Practice (DNP) as the entry
level for nurse practitioner (NP) practice (NONPF, 2008a). Nurse practitioner education, which is based
upon the NONPF competencies, recognizes that the student’s ability to show successful achievement of
the NONPF competencies for NP education is of greater value than the number of clinical hours the
student has performed (NONPF, 2008b).
The Nurse Practitioner Core Competencies (NP Core Competencies) integrate and build upon existing
Master’s and DNP core competencies and are guidelines for educational programs preparing NPs to
implement the full scope of practice as a licensed independent practitioner. The competencies are
essential behaviors of all NPs. These competencies are demonstrated upon graduation regardless of the
population focus of the program and are necessary for NPs to meet the complex challenges of translating
rapidly expanding knowledge into practice and function in a changing health care environment.
Nurse Practitioner graduates have knowledge, skills, and abilities that are essential to independent
clinical practice. The NP Core Competencies are acquired through mentored patient care experiences
with emphasis on independent and interprofessional practice; analytic skills for evaluating and
providing evidence-based, patient centered care across settings; and advanced knowledge of the
health care delivery system. Doctorally-prepared NPs apply knowledge of scientific foundations in
practice for quality care. They are able to apply skills in technology and information literacy, and engage
in practice inquiry to improve health outcomes, policy, and healthcare delivery. Areas of increased
knowledge, skills, and expertise include advanced communication skills, collaboration, complex decision
making, leadership, and the business of health care. The competencies elaborated here build upon
previous work that identified knowledge and skills essential to DNP competencies (AACN 1996; AACN,
2006; NONPF & National Panel, 2006) and are consistent with the recommendations of the Institute of
Medicine’s report, The Future of Nursing (IOM, 2011).
At completion of the NP program, the NP graduate possesses the nine (9) core competencies regardless
of population focus.
* Amended as result of additional validation through the 2011-2012 Population-Focused Competencies Task Force.
Competencies 7, 6, & 7 .
The Nurse Leader as Knowledge Worker
H
Walden University
Transforming Nursing And Health Through Technology
NURS 6051
Nov 27, 2019
1
The Nurse Leader as Knowledge Worker
2
Purpose
Explain the concept of a knowledge worker.
Define and explain nursing informatics and highlight the role of a nurse leader as a knowledge worker.
The concept of a knowledge worker
The term “knowledge worker” was first coined by Peter Drucker. Ducker defined knowledge workers as high-level workers who apply theoretical and analytical knowledge, acquired through formal training, to develop products and services (CFI, 2019). He emphasized that due to the high level of productivity and creativity of knowledge worker, that they would be the most valuable assets in the 21st century organization. Professionals that can be referred to as knowledge worker includes engineers, pharmacists, architects, financial analysts, public accountants, physicians, scientists, design thinkers, and lawyers. Furthermore, knowledge workers have a high degree of expertise, experience, education and the primary purpose of their jobs involve the distribution, creation and application of knowledge.
3
Definition of a knowledge worker by Peter Drucker
Professional that are referred to as knowledge worker
Nursing Informatics
Nursing Informatics is a subset of informatics, specific to the nursing field and the role of the nurse in the healthcare setting. There has been several interpretation of nursing informatics. The American Nurses Association (ANA), identified nursing informatics as a specialty that integrates nursing, science, computer science, and information science to manage and communicate data, information, and knowledge in nursing practice (ANA, 2001, pg.17).
4
Nurse leader as a knowledge worker.
A nurse leader is one who inspire others to work together to achieve a common goal, for instance enhanced patient care or satisfaction. All nurses are called to nurse leadership, however there are different levels of nurse leadership. Nurse leaders are expected to help the organization to fulfill the organization’s mission, vision, values, and strategies to achieve long-range plans. Nurse leaders part take in policy setting, overseeing quality measures are carried out, accountability for overall quality of patient care delivery, staff satisfaction and organizational outcomes. For a nurse leader as a knowledge worker to be productive in an organization, the nurse leader must understand that knowledge work requires continuous learning on the part of the knowledge worker, but equally continuous teaching on the part of the knowledge worker. Having said that, a knowledge worker nurse leader will depend hugely on evidenced based practice to be productive in a healthcare organization. The use of EBP by knowledge worker nurse leader will require learning and teaching. Most healthcare organizations or hospitals rely on evidenced based practice to im.
National Institute of Health: Theory at a Glance, A Guide for Health Promotio...Zach Lukasiewicz
Introduction viii
Audience and Purpose 1
Contents 1
Part 1: Foundations of Theory in Health Promotion and Health Behavior 3
Why Is Theory Important to Health Promotion and Health Behavior Practice? 4
What Is Theory? 4
How Can Theory Help Plan Effective Programs? 4
Explanatory Theory and Change Theory 5
Fitting Theory to the Field of Practice 5
Using Theory to Address Health Issues in Diverse Populations 7
Part 2: Theories and Applications 9
The Ecological Perspective: A Multilevel, Interactive Approach 10
Theoretical Explanations of Three Levels of Influence 12
Individual or Intrapersonal Level 12
Health Belief Model 13
Stages of Change Model 15
Theory of Planned Behavior 16
Precaution Adoption Process Model 18
Interpersonal Level 19
Social Cognitive Theory 19
Community Level 22
Community Organization and Other Participatory Models 23
Diffusion of Innovations 27
Communication Theory 29
Media Effects 30
Agenda Setting 30
New Communication Technologies 31
HS450 Unit 9 Assignment Strategic Training of Healthca.docxwellesleyterresa
HS450 Unit 9 Assignment
Strategic Training of Healthcare Workforce on Policies, Procedures, and
Regulation
Course Outcomes
● HS450-6: Construct organizational training strategies that resolve emerging
issues in a healthcare environment.
● GEL-1.2: Demonstrate college-level communication through the composition of original
materials in Standard American English.
Unit Outcomes
● Differentiate between the concepts of strategy and strategic management.
● Apply analyses of internal and external environments to strategic planning.
● Describe a business model and its component parts.
● Understand the purposes of strategic alliances.
● Describe the relationships among alliance motivation, structure, and outcomes.
Instructions
You are a healthcare executive for a large hospital, serving as the Director of Health in formation.
There are serious concerns regarding the competence of your healthcare staff. To address these
concerns, you will develop an action plan. Please complete each part of your action plan as
indicated below.
Part
Competency
Assessed
Instruction
s
1
Determine policies
and procedures to
monitor abuse or
fraudulent trends
Evaluate at least three (3) types of abuse or fraud that may occur
within a health information management department. Determine at
least three (3) organizational policies and procedures that monitor
such activities and critique the effectiveness of each
policy/procedures.
2
Create and
implement staff
orientation and
training programs
Based upon the identified trends of abuse or fraud, develop a
staff orientation and training program for medical billing and
coding employees. Design an outline of the program —
constructing the learning activities involved. Your plan should
indicate a leadership approach that you would use in the
implementation of the program.
3
Evaluate initial and
on- going training
programs
Develop a plan to evaluate the training program at "time of launch"
and then at periodic times over the next 2 years. Appraise the
effectiveness of our training program evaluation plan.
4
Facilitate the use of
enterprise-wide
information assets to
support organizational
strategies and
objectives
Analyze the enterprise-wide information assets that you need to
support organizational strategies and objectives. Differentiate at
least three (3) assets and their role with ensuring quality
healthcare. Please include the relationship of the asset to
information management planning, enterprise information
management, and/or master data/information management.
Assignment Requirements
● Please complete all parts in a Microsoft Word document.
● The body of your document should be at least 1500 words in length. A title page and a
reference page should also be included but do not apply to the length requirement.
● Quoting should be less than 10% of the ent ...
Stakeholder Engagement in a Patient-Reported Outcomes Implementation by a Pra...Marion Sills
Kwan BM, Sills MR, Graham D, Hamer MK, Fairclough DL, Hammermeister KE, Kaiser A, Diaz-Perez MJ, Schilling LM. Stakeholder Engagement in a Patient-Reported Outcomes Implementation by a Practice-Based Research Network. JABFM. In Press.
Utilizing the Readiness to Train Assessment Tool (RTAT™) To Assess Your Capac...CHC Connecticut
Improve educational training experiences at your health center by assessing your capacity and infrastructure to host health professions students.
Join the upcoming hands-on interactive activity session to learn how to utilize the Readiness to Train Assessment Tool (RTAT™). This tool was developed by HRSA-funded National Training and Technical Assistance Partners (NTTAP) at Community Health Center, Inc. (CHC) to understand organizational readiness to host health professions student training programs.
Clinical Assignment Quality Improvement Final Project GoalWilheminaRossi174
Clinical Assignment: Quality Improvement Final Project
Goal:
· Combine your Quality Improvement Project Part 1 through Part 3 and finalize the Quality Improvement Project.
· Compose a conclusion for your Quality Improvement Project.
Content Requirements:
1. A description of the clinical issue to be addressed in the project.
2. An assessment of clinical issue that is the focus of the quality improvement project.
3. A SWOT (strengths, weaknesses, opportunities, threats) analysis for the project. Analysis of the strengths, weaknesses, opportunities, and threats related to the quality improvement process.
4. An outline of the action plan for the project.
5. Discuss stakeholders and decision makers who need to be involved in the quality improvement project.
6. Discuss resources including budget, personnel and time needed for the quality improvement project.
7. Discuss potential strategies for implementation and evaluation.
8. Conclusion
Submission Instructions:
· Refine your Quality Improvement Project Part 1, Part 2, and Part 3 based on your instructor's feedback.
· The paper is to be clear and concise, and students will lose points for improper grammar, punctuation and misspelling.
· The final project is to be 8 - 12 pages in length and formatted per current APA, excluding the title, abstract and references page.
· Incorporate a minimum of 12 current (published within the last five years) scholarly journal articles or primary legal sources (statutes, court opinions) within your work.
· Journal articles and books should be referenced according to the current APA style (the library has a copy of the APA Manual).
Running Head: QUALITY IMPROVEMENT PROJECT 3
QUALITY IMPROVEMENT PROJECT
Part 3
June 20, 2021
Quality Improvement Project
Action Plan
Outline
-Defining the scope of the recruitment work plan, nursing residency enhancement, and career development projects.
-Allocation of responsibilities to stakeholders of the project departments.
-Estimate and create workable timelines and activities for each team.
-Note down the budget for the project.
The project involves an action plan to ensure quality improvement in the nursing profession. It is based on the fact that there is a significant shortage of nursing practitioners, which directly affects their quality of service. The action plan itself involves defining the nature of the recruitment work plan, which will be in connection to the newly graduated nurses with no experience and using their feedback on the job to determine if they will retain them. The work plan will involve questionnaire interviews, group sessions, and one-on-one interviews about the state of the job as the nurse continues.
The action plan will also include research on the state of nursing residency facilities at different medical institutions and later crafting proposals to the medical center and the government department involved in their nursing residency facilities with recommendations. Th ...
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4. The action model
The assumptions, theories and/or
knowledge that inform (and explain)
the design and implementation of
the intervention, and its outcomes
( // logic model, programme logic)
The causal model
Specifies the underlying causal
mechanisms in terms of
relationships between intervention
and outcome, the influence of
context and intervening factors
The elements of the program theory
Two dimensions
5. • Strong advocacy for the use of theory in Implementation
sciences, a spillover from the field of evaluation
• Interest in ‘mechanisms’ underlying change
• By identifying contextual influences and articulating
the mechanisms of implementation, theories can be
invaluable for explaining the roles of implementation
strategies and predicting how implementation may
unfold.
Mechanism-based theorizing
7. Objectives
At the end of the class, participants should be able to
• Describe the core principles of realist evaluation and its
application in implementation science.
• Students will be able to articulate the usefulness and
drawbacks of realist evaluation in implementation science.
11. IS requires studying mechanisms of
implementation.
Moderator
(cognitive)
Precondition
for
mechanism
activation
Precondition
for proximal
outcome
Change
mechanism
Moderator
(organization)
Proximal
outcome
Distal
outcome
Implementation
strategy
• Actor
• Action
• Temporality
• Dose
Lewis et al. (2018) ;
Weiner et. al. (2012)
13. A set of explicit or implicit assumptions of how the program should
be organized and why the program is expected to work
They describe mechanisms introduced by the program into pre-
existing contexts that can generate outcomes
Program theory
14. What is a program theory
Program theory in realist evaluation specifies what
mechanisms will generate the outcomes in what context.
15. What is a program theory
Program theory in realist evaluation specifies what
mechanisms will generate the outcomes in what context.
Duprez, V., Dhont, L., van der Cingel, M., Hafsteinsdóttir, T. B., & Malfait, S. (2023). Understanding strategies that foster nurses to act as clinical leaders in hospitals: A realist
review. Journal of Advanced Nursing, 00, 1–14. https://doi.org/10.1111/jan.15902
16. Uses of IPTs
As a planning tool
The program theory
indicates how different
elements of the program are
intended to work together
and to identify the
intermediate outcomes of a
program or an intervention
18. Eliciting an IPT
IF a population segmentation tool is provided to PCPs,
THEN PCPs can successfully identify chronically ill patients who most likely
have complex biopsychosocial needs for a PCNA,
BECAUSE PCPs gained increased confidence in identifying chronically ill
patients who most likely have complex biopsychosocial needs, in the context
of a heterogeneous chronically ill patient population.
19. Eliciting an IPT
IF PCPs are offered a PCNA conversation tool and training,
THEN PCPs are likely to enhance their person-centered conversational skills,
BECAUSE the tool and training instill confidence in PCPs to enhance these skills.
THEN, in a context where PCPs are adequately skilled in guiding a PCNA, PCPs are
enabled to engage in shared decision making about the required tailored care, referral,
and coordination
20. Eliciting an IPT
IF PCPs are offered a PCNA
conversation tool and training,
THEN PCPs are likely to enhance
their person-centered conversational
skills,
BECAUSE the tool and training instill
confidence in PCPs to enhance these
skills.
THEN, in a context where PCPs are
adequately skilled in guiding a PCNA,
PCPs are enabled to engage in
shared decision making about the
required tailored care, referral, and
coordination
21. As an evaluation tool
The goal of the evaluator(s) is to understand not only patterns
related to the outcome of the intervention but also to reveal how
and why the intervention attains the outcome of interest
Uses of IPTs continued
23. Assignment Discussion
• Assignment – Session 10
• Using the implementation science strategy described in Assignment 9, design a
realist evaluation protocol in less than 500 words.
• Outline the phases you will follow for your evaluation (Max 50 words).
• Describe the data collection and analysis approaches that you will use at the
various stages (phases) of your evaluation (Max 400 words).
• Describe the possible significance of your findings to program implementers and
policymakers (max 50 words)
24. Process of program theory elicitation
Program theory in realist evaluation specifies what mechanisms
will generate the outcomes in what context.
26. Fig 2. CMO for providers.
Mukumbang FC, van Belle S, Marchal B, van Wyk B (2016) Towards Developing an Initial Programme Theory: Programme
Designers and Managers Assumptions on the Antiretroviral Treatment Adherence Club Programme in Primary Health Care Facilities
in the Metropolitan Area of Western Cape Province, South Africa. PLOS ONE 11(8): e0161790. doi:10.1371/journal.pone.0161790
http://journals.plos.org/plosone/article?id=10.1371/journal.pone.0161790
27. IF the intervention groups patients with particular interpersonal characteristics
(health-literate adults (18+) and provides quick symptom checks, quick access to
medication, consistent counselling and social support from the peer counsellor,
THEN patients are likely to adhere to medication and remain in care,
BECAUSE they develop a group identity which improves their perceived social
support, satisfaction and trust; and acquire knowledge which helps them to
understand their perceived threat and perceived benefits and improves their self-
efficacy.
As a result, they become encouraged, empowered and motivated, thus, more likely
to remain in care and adhere to the treatment.
THEORY 1
28. THEORY 2
IF operational staff receive goals and targets set to continuously enrol patients
in the adherence club and strictly monitor their participation through strict
standard operating practices (pill counting, and the promise of exclusion in the
event of missed appointment and active patient tracing),
THEN patients are likely to adhere to medication and remain in care,
BECAUSE they fear of losing the benefits (easy access to medication, peer
support, reduced waiting times, and two-month ART collection) of the club
system and they are coerced through adhesive club rules.
As a result, they become nudged to remain in care and adhere to the
treatment which might decongest the health facility.
29. Process of IPT elicitation Ex 2
Program theory in realist evaluation specifies what mechanisms
will generate the outcomes in what context.