My Past Project & Case Study # 1
Culture of "Us vs Them."
In an organization where the staff members felt that they are not being heard. They grew tired & would no longer communicate with the leadership team because for every issue that arise & reported to the leadership, they were being ignored and or punished instead of being supported.
The Problem:
Lack of communications between administration, floor staff & leadership team.
Breakdown communications cause patients to suffer.
Unhappy staff. Lots of turnovers.
The Solution:
Management team would meet regularly together with each department & staff members to ask questions & their input.
Asking for feedback in teams or individually on a frequent basis.
Invite staff members in leadership meeting / round table discussion.
The Result:
Staff are more engaged & forthcoming with communications.
Staff knows expectations.
The organization's overall morale & culture had a major boost.
Improved communications among others & high staff retention.
Growth in revenue.
Employee Engagement Result.
100% Participation
My Past Project & Case Study # 2
High Tardiness, Absentee & Overtime.
In an organization where it is so disorganized that the staff absentee & tardiness is the new and acceptable norm of the organization. In which resulted in a negative outcome and creates instability in providing patient care and high turnover among management and staff alike.
The Problem:
High staff absentee, tardiness & high overtime is the norm.
History of negative survey outcome due to inconsistency in staffing.
Policies & Procedures were not being consistently followed and or enforced
The Solution:
Management team addressed & educated staff on absentee & tardiness policy.
Scheduler to put staff schedules 1 month in advance.
Daily meeting with staffing coordinator to discuss staffing coverages, tardiness & absentee.
Management team to enforce attendance policies & have a frequent meetings of communications to create accountability among staff members.
Extensive & frequent in-service & education to staff members. (Daily Huddle)
Staff retention effort & started a mentorship program.
Significant changes in recruiting, onboarding & orientation process where staff department has a role to contribute.
Root cause analysis & held exit interview.
Management enforcing policies & procedures in tracking & writing disciplinary actions for those that have consistently violated.
The Result:
Staff are happy because they know what to expect & management team are consistent with their communication & actions.
Staffing retention climbed up.
Revenue growth. Overtime and labor cost was controlled & in line.
Improved patient care with stability in staffing.
Sample of my past Action Plans /Goals after analysis of needs.
Stakeholder.
-SWOT Analysis
Projection Calculator.
Revenue & labor expenses forecast.
Customer Satisfaction
Assessment.
Achieved above corporate, national & state average.
Sample of my QAPI
Quality Assurance Improvement Plan
Sample letter where my staff petition for me to stay at my post.
