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http://vocaroo.com/i/s1KnegJFyuDy

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Example Productivity for a RC, this does not include unexpected events that require a RC's immediate attention, meetings or other daily assigned tasks.

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The Background of a Clinical Risk Coordinator

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The Background of a Clinical Risk Coordinator

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A Risk Coordinator (RC) reviews all incidents, patient safety events, and near misses should be that are submitted to the departments internal reporting system.  The RC is reviewing events for any immediate action to mitigate further patient harm or future harm if event reoccurs. If deemed necessary a RC will submit a claim to the Legal Department to mitigate any suits and if necessary provide service recovery when deemed appropriate.

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jms958@drexel.edu
October 29th, 2016
EDUC 804 Program Evaluation in Organizations
Dr. Craig Bach
Clinical Risk Coordinator Orientation Evaluation Plan

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Interview Insturment

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Evaluation Matrix

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References

Russ-Eft, D., & Preskill, H. (2009). Evaluation in Organizations (2 ed.). New York, NY.

Topic 1: What is patient safety? (2004). Retrieved from http://www.who.int/patientsafety/education/curriculum/who_mc_topic-1.pdf.

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The two types of data collection methods that would be useful for these questions are individual and focus group interviews and currently available archival documents and employee records from past who have resigned. The Project Improvement Specialist (PIS) as a primary stakeholder will be conducting the interviews and will need to be introduced to all staff before the data collection starts so the employees are familiar and comfortable with this person.  A meeting will be held will all primary and secondary stakeholders to share the purpose and expectations of the evaluation, including that all information gathered during the interviews will be kept confidential.  Following the initial meeting, the PIS will start scheduling 1:1 interview session will new and longer-term employees to gather feedback.  A focus group interview will be established at later date and following the completion of all 1:1 meeting with employees.  The same interview instrument will be utilized during the focus interview.

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Brief Introduction
The orientation process in the Risk Management department is not a specialized, comprehensive, structured process that assesses the critical competencies of quality, safety and process improvement/root cause analysis of a new employees who as a Risk Coordinator must demonstrate when investigating medical errors.  The evaluation plan presented here will be used to identify alterations that could improve the effectiveness of the orientation process designed for preceptors and new employees.  The stakeholders associated with the evaluation will include a Project Improvement Specialist who will gather the feedback and perception about the current orientation program from new and longer-term employee’s focusing on identifying programs strengths, weaknesses and opportunities for a new program.  Additional stakeholders will include the department managers and director of the department who will assist in identifying what the important goals are for the amended program.

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This evaluation plan is for evaluating the quality of the current Clinical Risk Coordinator Orientation process and identify any opportunities for improvement at Geisinger Medical Center.

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The role of a Clinical Risk Coordinator is a very important when assessing hospital medical errors.  Their primary function is to investigate what happened, how and why and ultimate what can be done to prevent the error from occurring again.

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The purpose of the evaluation is to determine the effectiveness of the current Clinical Risk Coordinator orientation program,and identify opportunities for preceptor responsibilities of instruction and evaluation of orientee’s.  One of the hindrances to an effective orientation program is to ensure preceptor preparation, because the amount of information preceptors must digest and assimilate in a relatively short amount of time.   An additional area to focus on during the evaluation, is what competency areas need to be identified, developed and/or enhanced to correspond with the orientee’s knowledge, skills, and attitudes (KSAs) to provide a more meaningful experience for new employees.  The results of this evaluation will be used to develop a more effective orientation program to provide the department with a stronger and more productive workforce and ultimately retain employees. (Russ-Eft & Preskill, 2009) Future evaluations will be conducted and used to modify the program and to add additional information as needed for employees.

The plan is to utilize a formative evaluation that will provide information that will help to improve the current program by gathering feedback from new and long-term employees. “A formative evaluation is typically conducted for the purposes of program improvement by in-house staff.  The findings form a formative evaluation are fed into an improvement-focused process that further develops, refines, or revises the object begin evaluated.” (Russ-Eft & Preskill, 2009, p. 18)

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How I will be conducting my evaluaition?

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How I will be conducting my evaluaition?

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I will be utilizing both qualitative and quantitative data analysis to answer my key evaluation questions.

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The system of healthcare today is so complicated that there are many factors that play in to the complexity of caring for patients that causes the increase in chance for adverse medical errors.  “There is overwhelming that significant numbers of patients are harmed from their healthcare either resulting in permanent injury, increased length of stay (LOS) in hospitals or even death.” ("What is Patient Safety," 2004, p. 1) It is that reason the role of a Clinical Risk Coordinator was developed.  It is typically a registered nurse (RN) or other healthcare professional who has experience in providing bedside care to patients in a variety of settings and may have knowledge and experience of healthcare risk management.  Healthcare risk management is a professional is trained in a variety of medical administrative areas such as claims management, event and incident investigation, and process improvement methodologies such as root cause analysis.  Ultimately, an “experienced” RN or healthcare professional has the basic understanding of what it means to provide safe, effective quality care to patients, however finding a candidate with risk management skills in a rural area is hard to find and why it is important to have a specialized structured orientation program that will facilitate the greatest amount of learning.

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The need to incorporate stakeholder’s perceptions into the evaluation goals will help to acknowledge the groups interest in the evaluation results, ultimately making the revised orientation process better for new employees to succeed in their new position.  The primary stakeholders involved in this evaluation are the PIS, new and longer-term employees, and past preceptors. The PIS will gather the feedback and perceptions about the current orientation program from new and longer-term employee’s focusing on identifying the programs strengths, weaknesses and opportunities for a new process.  The PIS will also review old archived orientation documentation for additional information to contribute to the new program.  The PIS will compile the evaluation results and share with the department manager and director.

The secondary stakeholders will include the department managers and director of the department who will assist in identifying what the important goals are for the amended program.  They will encourage and support participation from current staff to be open and provide constructive feedback to the PIS resulting in positive outcomes for evaluation results.  The secondary stakeholders will supervise the PIS and staff to ensure the activities of the evaluation continue to move forward and will benefit the department and new employees.

The tertiary stakeholders in this evaluation will be the Vice President of the Quality and Safety Division who has ultimate responsibility for the Risk Management Department.  Other tertiary stakeholders may include future new employees and the Human Resource Department who any employee may consult with at any time during their employment.

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What are potential concerns about my plan? 

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What are potential concerns about my plan? 

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New and longer-term employees will not feel comfortable to share their true thoughts and feelings about the current orientation process ---in fear that nothing will change!!!!!

Preceptors will not feel compelled to share their thoughts and needs to improve training for new hires

Not enough information to make useful/meaningful changes

Upper management resistance to make changes