U.S. Navy Shipyards: An Evaluation of Workload- and Workforce ...
Nursing & Midwifery Workload and Workforce Planning
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Transcript of Nursing & Midwifery Workload and Workforce Planning
Quality Education for a healthier Scotland
Nursing and Midwifery Workload and Workforce Planning
Nursing & Midwifery Workload and Workforce Planning
Interpreting and Applying Workload Data
Quality Education for a healthier Scotland
Nursing and Midwifery Workload and Workforce Planning
Meaningful Data
• In order for workload measurement to be meaningful we need to:– understand and assess the tools used;
– manage the data to guide effective decision-making;
– integrate financial data; and
– understand the nurses role in collecting information.
Quality Education for a healthier Scotland
Nursing and Midwifery Workload and Workforce Planning
Challenges
• inconsistency in the data being reported
• financial resource issues
• human resource issues, e.g. lack of time to collect and document information
• capability issues
• IT issues
Quality Education for a healthier Scotland
Nursing and Midwifery Workload and Workforce Planning
Opportunities
• workload measurement needs to be implemented to give a voice to the practice of nursing
• a vehicle to communicate what nursing care is about, particularly to groups with decision-making power
• an opportunity to shape discussion about the nature and outcomes of nursing work
• an opportunity to influence and effect change
• SCNs, SCNs and TLs need to provide leadership in this area
Quality Education for a healthier Scotland
Nursing and Midwifery Workload and Workforce Planning
Core Components of Workload Measurement
• Activity - the work done, i.e. the throughput of the system
• Capacity - all of the resources required to do the work, including staff and equipment
• Demand - all demands for nursing care
• Capability - the skills and competencies required to carry out the activity
Quality Education for a healthier Scotland
Nursing and Midwifery Workload and Workforce Planning
Establishment Setting
• having adequate staff to match workload has the potential for a positive effect both on the working lives of the staff, their performance and the quality of the patient care experience
• lack of time to match the demands of clinical activity contributes to increased workplace stress and diminished job satisfaction
• no set formula for ward nurse staffing levels (workload tools now available for most wards)
• direct link between low nurse-high patient ratios with adverse patient outcomes
• focus not simply on the numbers of staff required but the leadership, management, ward climate and skill mix of staff needed to match the clinical workload