Gallagher Nursing is a private state of the art medical facility consisting of adequate
facilities for diagnosis and treatment of both mild and acute ailments. The facility’s medical
equipment is a replica the center’s performance where it attains above average score in the all the
major key performance indicators in the health sector. The facility maintains a good patient wait
time, staff to patient ration, average persons per ward at a time ratio, and bed turnover. The
delivery trend is backed by good financial performance in all the relevant sectors, that is, the
average treatment charge, a good permanent employee remuneration, and a low claims denial
rate, which infers that the facility focuses more on patient care spending less time on paper work
(Win, 2019). Internally, Gallagher Nursing is among the facilities with the least number of
erroneous events, maintains patient confidentiality, and has numerous collaborations with
advocacy groups demonstrated by the facility’s significant number of relations with other
organizations. Nonetheless, Gallagher Nursing demonstrates the least trainings per department.
Discussion of organization’s policies for staff assignments
Gallagher Nursing’s policies for staff assignments ensures adherence with reputable
professional practices, standardizes all the practices across all its departments, as such,
minimizing practice variation. The universal practice within the facility acts as a resource for
personnel, especially new employees. Similarly, the entity’s staff assignment policies enable the
personnel to minimize their reliance on memory, as it a major source of errors in the practice.
Additional, Gallagher’s policy management systems enable the timely notification and updating
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to ensure the personnel is aware of any critical modifications. Nonetheless, the employees at the
facility are entirely accountable of the training process including seeking formal authorization
from their line manager to attend training sessions.
Discussion of organization’s procedures for staff assignments
Gallagher Nursing’s procedures for staff assignment are evident in a number of
mandatory regulations established by the entity to ensure quality safe healthcare to their patients.
The facility dubs the instructions red rules, which include physicians ensuring they perform an
instrument, needle, sponge reconciliation count before and after any procedure, verifying the
identity of any patient using an established verification metric, conducting time-outs before
acting on any invasive procedures. In the event of a blood transfusion the facility requires the
physicians in-charge to individually the identification the involved blood product’s marking and
the identity of the recipient patients before the commencement of the procedure.
Review of a specific staffing plan
Gallagher Nursing’s staffing plan addresses the important areas that impact the key
performance indicators. The plan acknowledges the presence different skill level personnel and
limits each group to specific duties as outlined by the law. Further, the plan ensures that the
specific personnel assigned to patients at the facility successfully complete competency
documents, which certify their capacity to handle patients according to the defined standard.
Notably, the facility’s staffing plan identifies the minimum number of staff required per skill.
The minimum staffing requirements per skill are subject to review according to the immediate
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delivery needs of the facility. The qualification and performance checks apply to all positions in
all the departments of the facility.
Review of a specific work schedule
Gallagher Nursing’s work schedule including a staff assessment tool, which work to
ensure a balance in the patient care activities. The tool evaluates trends in the patient care
workload through a continuous assessment that ensures that the facility always has an adequate
qualified personnel to meet the care needs of the patients. The Nursing Director in the facility
ensures the continuous modifications and reviews prior to the commencement of any shift to
attain appropriate patient care. The work schedule includes staffing alternatives such as
reassigning the excess personnel as the facility establishes the minimum required personnel for a
specific patient care unit and adjusting and rotating normal working hours and shifts during low
staffing moments.
Interviews
Nurse A
Interviewer: Do u feel the facility has adequate staff?
Nurse: Yes,
Interviewer: Do u have a consistent work and rest schedule?
Nurse: At times my schedule varies but I am assured of one and half days depending on the
number of staff.
Interviewer: How often do u rotate between departments?
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Nurse: In week I can work in three departments.
Nurse B
Interviewer: Do u feel the facility has adequate staff?
Nurse: Yes, but we lack substitutes in some departments.
Interviewer: Do u have a consistent work and rest schedule?
Nurse: Yes most of the time I do but even during busy days I get to choose which days I prefer
for rest and work
Interviewer: How often do u rotate between departments?
Nurse: In week I can work in two departments but my qualifications limit me from performing in
some departments.
Analysis of interviews
Evidently, Gallagher Nursing allocates duties according to individual qualifications,
where the higher the qualifications of a physician the more duties assigned. The interviewee’s
statements demonstrate the functioning of specific work schedule and staffing plans. Notably, the
facility contains a substantial number of personnel but lacks alternatives in some departments.
The lack of substitutes within various departments is a result of inadequate training procedures
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(Win, 2019). Nonetheless, the freedom of employees to indicate their preferred work and rest
days facilitates the practice of adjusting schedules that allows quality patient care.
Conclusion
In conclusion, Gallagher Nursing has a functional system that ensures quality patient care
by ensuring it avails qualified personnel when the patients need it. Additionally, Gallagher
Nursing’s system enables the personnel to gather experience in different department, according
to their qualifications, at their preferred time, as such, empowering personnel to maintain a high
standard of patient care (Win, 2019). Nevertheless, the organization should enhance their
training procedures to ensure consistency and accelerated growth in the provision of quality
healthcare.
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Reference
Win, E. M. (2019). Healthcare waste management at primary health centres in Mon State,
Myanmar: the comparisons between hospital and non-hospital type primary health centres in
Mon State, Myanmar: the comparisons between hospital and non-hospital type primary health
centre. Nagoya journal of medical science , 81(1), 81.
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6433624/