...Purpose. There are many reasons to conduct chart reviews such a required by a regulatory agency, justification of billing, and research. Another frequently used purpose of a chart review is to assist in measuring quality of care. This measurement is then used to help determine if a change in process is needed to improvement patient outcomes. There are several models used in process improvement including Juran’s Universal Sequence for Quality Improvement, the Seven-step problem-solving model, FOCUS-PDCA and Six-Sigma DMAIC (Langley, Moen, Nolan, Nolan, Norman & Provost, 2009). Chart reviews can be an integral step in all of these models in gleaning data to measure the depth of the problem or if it even exists. This paper will compare the advantages and disadvantages of reviewing charts, describe the basic considerations in performing chart reviews, and describe issues that can threaten the validity of data. Lastly, this paper will look closer at the Six-Sigma DMAIC process as this is the methodology used to guide process improvement in the facility for which this information is being obtained. Background. In 1966, Donabedian stated that the quality of health care is measured by structure, process, and outcome observation. Structure measurement includes resource quality, availability and accessibility (Donabedian, 1966). Process measurement looks at the health care services that clinicians and providers deliver (Donabedian, 1966). Outcome measurement is the end result...
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...training and development programs to assist employees in reaching their ultimate level of performance; however monitoring of performance is necessary to ensure individual and organizational goals are met. The process of assessing an employee’s performance, managing employee opportunities and identifying areas of weakness is evaluated and handled in the performance improvement plan (PIP). The PIP spells out the areas of need, determines goals to improve these areas, and develops training and educational needs associated with successful performance enhancement development. The PIP addresses both the areas of behavioral and performance. In the reflection, Team “D” will address training and development and the PIP process in more detail to gain a better understand of the process. Assessing, implementing, and re-evaluating behaviors and goals will be addressed. Training and development of an employee are closely related but also very different. The goal is to achieve the tasks the organization requires and improve upon productivity and efficiency. The training process of a new employee is a requirement of his or her orientation. The employee will need to understand the roles and responsibilities of his or her job (Difference Between, 2011). According to Difference Between (2011), “Training makes an employee more productive for the organization and is thus concerned with his immediate improvement” (para. 1). The development of an employee is...
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...attendant. • Ensure the safety of passengers aboard aircraft. • Notify the maintenance department regarding any and all discrepancies found in cabin equipment. • Maintain accurate inventory of all cabin property. In the event of an emergency, assist in the care and/or evacuation of passengers. 3. Key ratings for performance • 4 – Performance was always successful, consistent and respectable and at times clearly superior and exceeding standards. • 3.5 – Performance was at most times clearly superior and exceeding standards. • 3 – Performance was successful, consistent, and respectable in every regard with few exceptions. • 2.5 – Performance at times was inconsistent and did not meet standards. • 2 – Performance at most times was inconsistent and did not always meet standards. • 1 – Performance was overall unsuccessful and unacceptable with regard to expectations and the requirements of the position. 4. Job objectives List the objectives you set out for your staff to achieve in the past 12 months (or the period covered by this appraisal) with the measures or standards agreed – against each comment on achievement or otherwise, with reasons where appropriate. Score the performance against each objective (1-3 = poor, 4-6 = satisfactory, 7-9 = good, 10 = excellent): Then you create a table with columns: No – Objectives – Measure/standard - Score - Comment 5. Job competencies Using the 4 point scale below, fill up the following table: • 4 – Exceeds expectations • 3.5 – Somewhat Exceeds...
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...Writing Assignment As commissioner of an agency responsible for child welfare, I am dedicated to ensuring that our caseworkers provide the children our agency protects with the highest level of support and aid. I believe that issues which affect the execution of our mission must be addressed promptly and attentively. I will use my influence in the agency to attend to concerns in a thoughtful manner. Internally, this includes managing cases well, improving caseworker training and skills, and increasing employee motivation through workshops and mentoring. Externally, I hope to keep our public image in check by properly attending to the case children and communicating with the media. Firstly, I will address the issue related to the two caseworkers reported to have not visited the families of a murdered eight year old and a twelve year old arrested for drug sales, in over three weeks. I will arrange for separate in person meetings at my office to discuss these situations in depth. This will provide the employees with an opportunity to express their perspectives and the potential causes for these tragedies. I plan to start the conversation by recognizing the good work they have done for the Agency in the past. Following this, I will transition into the fact that they have been noticeably absent as of late. The absenteeism will be addressed delicately--without prying into private life, instead by asking sincerely if there are issues at home in addition to asking...
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...their guardians have the right to lodge grievances and appeals when informal methods of resolving disputes are unsuccessful. The following grievance and appeal system is in effect at Northern Home for Children. GRIEVANCE PROCEDURE Northern Home for Children strives to promote consumer satisfaction by ensuring consumer rights are safeguarded and disputes concerning your rights are resolved in an expeditious manner. On occasion, there may be differences of opinion in the execution of services resulting in disputes, complaints, issues and concerns. The agency strongly encourages direct communication with Program Managers/ Directors to discuss and resolve concerns in a mutually satisfactory manner. Consumer’s who are in disagreement with the resolution implemented by the supervisory staff may contact the Director of Compliance & Performance Improvement for additional support in the resolution process. If a Northern Home for Children consumer has a concern, unanswered question, or complaint regarding his/her treatment or quality of care, the consumer may exercise his/her right to file a grievance by following the steps listed here: STEP 1: The consumer should first address his/her question, concern, complaint or grievance to the person perceived as the source of confusion or conflict. It is anticipated that most conflict will be resolved in this step. If not resolved by direct communication at the source of the problem, or if the consumer does not wish to address...
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...Quality indicators are defined as parameters along which a healthcare organization’s performance is measured (The Healthcare Management Council, 2009). These indicators may be determined by the organization based on its unique needs, or they may be dictated by regulatory agencies. The measures of the indicators allow an organization to gauge its performance against itself over time or against other similar organizations statewide or nationwide. Regardless, the quality indicators must be congruent with the organization’s mission, vision, and values. This paper will provide a description of the Community Health Center of Franklin County, Inc. (CHCFC), describe the mission, vision, and values of CHCFC, explain some quality indicators and measures currently in place at CHCFC, and discuss who is responsible for CHCFC’s quality improvement plan. CHCFC Description CHCFC is a nonprofit federally funded community health center located in rural Alabama. It operates 10 clinics in eight different counties. TCMC is fully accredited by The Joint Commission. Services vary slightly from clinic to clinic. Each clinic offers general primary healthcare, in-house laboratory testing, patient medication assistance programs, and four of the clinics offer in-house X-ray services. According to CHCFC’s 2008 Uniform Data System Report, providers within the...
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...transfer, authority need to assure that the new system communicate with the existing system. The administrative leaders guide the project activities, data protocol collection, clearly understand roles and responsibilities, and set up policy and procedure. Leader guide the staff to pursue the desire to achieve the goal. In completion of the system, training is provided by trainers for the to staff to be efficient in using the system. A yearly system evaluation to improve quality performance is mandated. The final process of implementation and revising is to assure that the organization is complied with the Joint Commission and other accreditation agencies. Authority Structure and Organization Authority structure is crucial in implementing and revising plans to be successful. To achieve success in implementing project, roles and responsibilities must be organized. Included in the authority structures to achieve success are as follows: board of directors, executive leadership, quality improvement committee, medical staff, middle management, and department staff. Authority structure is complex with the specific job description, formalization emphasizing the definite procedure and protocol, and central authority and accountability. Authority structure addresses issues of interdependence. Job specialization models relatively decentralized. The process of decision-making and setting goals, and communication are shared within the organization....
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...Managing Quality Improvement Benedictine University Professor Taniya Henry August 10, 2013 Abstract The main purpose of managing quality improvements is to set up a structure by which to measure how the organization is doing out in the public sector. We need a process in place that will drive our improvement efforts when less than optimal results are identified through undesirable trends and benchmarking. They need to be measurable and be the same for all patients in the survey area. This data will assist us in developing the measures necessary to improve performance standards. A team will be organized that will include the Executive Director of our local hospice as well as the Medical Directors (3), that drive our management force. Defining an action plan to implement proper and effective data collection for our Quality Assessment and Performance Improvement (QAPI) program will entail establishing an overall goal first. This can be monitored regularly through weekly meetings of the team members to determine where they are in the process and what their findings have been so far. Managing Quality Improvement The organization that I work for has an excellent Quality Assessment and Performance Improvement (QAPI) program, not many hospices have a fully functioning program. However, one particular issue needs improved upon, the data collection process now being employed. The company they are using at this time, Deyta, does not seem to be very effective...
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...bankruptcy that’s all the weak corporate governance. in the last there is a huge improvement coming in the corporate governance and there is a huge improvement in intellectual capital. Intellectual capital is a knowledge base economy such is land, labor and capital. Nowadays intellectual capital and corporate governance is a key of success of any organization and especially that organization that are knowledge base organization. (Quinn et al., 1996), Corporate governance is...
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...ABSTRACT An active, well-informed, well-trained Board of Directors (BOD) is absolutely essential to the success of the organization. The BOD for this organization is not unlike any other not-for-profit boards with less than 10 years in age. The boards of these organizations sometimes consist of inexperienced and unknowledgeable management professionals. New board members are excited to make good decisions and evoke proper change within the organization. They soon find out change is not quick and results aren’t seen over night. Due to this reality board members with tenure can become complacent and thereby miss opportunities for organizational growth. This can create barriers to performance for young board members and old board members alike. This paper argues the necessity of continual board development using assessment methodologies. It takes into consideration current knowledge on why and how development can detour ineffective job performance amongst board participants. This paper creates a possible framework for BOD development in non-profits. OUTLINE Introduction and Overview 4 Evidence or Support Statements 5 Warrants 6 Counterclaim Statement 7 Rebuttal Statement 8 Conclusion Statement 9 References 11 Introduction and Overview Board members are a significant asset to organizations. They make decisions based on strategic need and corporate responsibility. Rarely though do new members arrive on the board with years of experience in the nonprofit sector...
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...I. Employee Appraisal and Performance Evaluation: The performance appraisals at Initech are an essential process for the effective management and evaluation of the organization staff. They are conducted to help each Division develop their individual’s associates, improve their performance, and also for next fiscal years business planning purposes. Performance Appraisals will help to monitor standards, objectives, expectations, responsibilities, tasks, training needs and career succession planning. Also the employee appraisals are used for the evaluation of annual pay and grading reviews, which also coincides with the next year business planning. Performance appraisals at Initech are also important for staff motivation, for attitude and behavior development, communication and for positive relationships between management and staff. Appraisals at Initech do not discriminate against anyone on the grounds of age, gender, sexual orientation, race, religion or disability. II. Appraisal Evaluations: A formal performance appraisal is conducted at Initech, annually for all staff in the organization. Each associate is appraised by their appointed Director over their branch of service. Vice Presidents and Senior executive Assistants are appraised by the CEO. III. Performance Appraisals and Performance Evaluations Methods: Formal annual performance appraisals One-on-One review meetings through out the year Quarterly Business Plan Reviews Coaching and...
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...philosophy, aiming to have the global community—including our customers, shareholders and investors—place even greater trust in us as we strive to be a company society wants to exist. To ensure objective oversight of management, Honda appoints outside directors to its Board of Directors and outside auditors to its Board of Auditors. To strengthen its business execution system in each region and workplace, as well as enhance the supervisory function of the Board of Directors, Honda has introduced an Operating Officer System. To help its Board of Directors respond quickly to changing business environments, as well as to improve the flexibility of its decisionmaking process, Honda limits directors’ assignments to one year and Corporate Governance: Organization Board of Auditors: 5 Auditors (Outside Auditors: 3 Auditors) Business Ethics Committee: 6 Officers Compliance Officer Regional Sales Operations (Japan) Regional Operating Board Risk Management Officer Regional Operations (North/ Central America) Regional Operating Board determines their compensation in accordance with business results. Based on its fundamental corporate philosophy, Honda has refined its organizational structure. A general manager from the Board of Directors or an Operating Officer is now assigned to each administrative region, business and functional division. The Executive Council deals with important global issues, and regional operating councils deal with important regional management issues. Honda has...
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...W.G. (BILL) HEFNER VA MEDICAL CENTER SALISBURY, NORTH CAROLINA __________________________________________________________ MEDICAL CENTER MEMORANDUM 138-8 NOVEMBER 27, 2004 COMPREHENSIVE EMERGENCY MANAGEMENT PLAN ____________________________________________________ 1. PURPOSE: To provide resources for the continuation of patient care during a variety of emergencies that may disrupt operations at the W. G. (Bill) Hefner VA Medical Center, Salisbury, NC, the Winston-Salem OPC, the Charlotte CBOC and all other associated clinics. The plan describes how the medical center will establish and maintain a program to ensure effective response to disasters or emergencies affecting the environment of care. The plan addresses four phases of emergency management activities: mitigation, preparedness, response and recovery. 2. MISSION: To improve the health of the served veteran population by providing primary care, specialty care, extended care and related social support services through an integrated healthcare delivery system. Consistent with this mission, the Executive Committee for the Governing Body (ECGB), Integrated Risk Management Committee and the Environment of Care Committee have been established to provide ongoing support for the Emergency Management Program. 3. FUNDAMENTALS: a. This plan addresses the four phases of emergency management activities: mitigation, preparedness, response and recovery. In each of these four phases the...
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...stimuli for early recovery of the maximum rehabilitation of the individual in the home environment. 4. To provide appropriate environmental change in those situations where such action is indicated for the promotion and maintenance of health of the individual and his family. 5. To provide positive channels of communication with the physicians, health and welfare agencies and the residents of the community. 6. To provide an Agency environment that stimulates employee growth and conduct for the provision of quality service. III. OBJECTIVES 1. To provide the full range of professional and paraprofessional services necessary to assist the individual to arrive to the level of performance where he/she will assume full or partial responsibility for his/her personal needs 2. To provide services under the direct supervision of qualified professional...
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...HOMESERVICE&PRICEGUARANTEECONTACT US ORDER NOW最新公告：新客户立享9折优惠，老客户折上折，震撼低价至99刀每千字！ 365 Assignment 专业代写 之 strategy [MORE] News 365 assignment代写之 Case Study of Omega for Organization Behavior 发布者：365 Assignment 发布时间:2014-11-18 Case Study of Omega for Organization Behavior Executive Summary There is a relationship among the management system established by the corporate leaders, the management methods used by the directors, the organizational structure and the evaluation from the managers to the subordinates and the staff (Hung-Wen & Ching-Hsiang, 2009). The relationship is put forward by Adam • Smith who was the British bourgeois classical economist. In 1776, the theory emerged in his most important literature which was named Wealth of Nations. The theory holds the view that all human behavior is to satisfy the self-interest (Hung-Wen & Ching-Hsiang, 2009). Actually people should strive for the maximum economic benefit and working is to obtain economic returns. For this reason, the employees’ attitude that plays the role as the inner motivation of the work will makes a great impact on the perceptions and judgments on the work (Boardman & Sundquist, 2008). What is more, the employees’ attitude also will promote their learning knowledge and improve the endurance in the work. As a result, the self-motivation has more spiritual strength than the spontaneous working from the employees. In...
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