I am getting ready to develop my goals for the nursing department for the next 12 months and am not sure where to start. What would you recommend?
I like to meet with my administrator and ask what her/his goals for the facility are for the next year and go from there.
I always want to review where we are with the quality indicators, including the thresholds that we developed. Systems and processes such as our behavior management program, fall prevention program, restraint program, restorative nursing program, etc., need to be reviewed. Committees often need a new commitment.
After I make a list of the “must-do” projects, I pick one or two projects that I have always wanted to implement. This year, I am going to work on a career ladder for CNAs and licensed staff and a solid preceptor program.
Once all of your ideas are on paper, plot them out on a calendar and stay focused. Meet with your staff and share your enthusiasm for the upcoming year and invite their suggestions. You will be surprised at how much you actually can accomplish with an organized approach to meeting your goals.
I have a supervisor who is, more often than not, late to work. She always calls ahead and is a good supervisor, but what would you suggest I do?
If she is consistently late, then her staff will also be late.
I recommend that you sit her down and talk with her about the importance of punctuality and document your discussion. Supervisors are often salaried versus punching a time clock, so have her clock in and out for the next month and then sit down with her again at the end of the month to review her tardiness record.
From the January 01, 2009 Issue of McKnight's Long-Term Care News
