Agenda and outcome
The improvement presentation gives potential courses of action for physicians fraternity to ensure nurses and maintenance support are liable for faults and patient safety risk that emanate from delegated roles
Assess the medical error case in Clarion Court
Analyze outcome and quality improvement steps
Envision opportunities for future improvement
The audience will also take away insights on safety planning
Safety improvement plan
In the current case, a patient suffocated after inhaling argon gas. The physician had ordered the nurse to supply to treat the patient to oxygen gas. The maintenance personnel fixed the argon tank instead of an oxygen tank. There was no clear communication between the physician, the nurse, and the maintenance worker. Hence the nurse gave minimal attention to the fixing and subsequent connection for the patient to use (Dissanayaka et al., 2020).
Given that the physician was working remotely from the main hospital, a communication gap erupted between the hospital and the nursing facility (Dissanayaka et al., 2020). The full delegation was the problem. Once the physician delegated the task to the nursing facility staff, he integrated forward to get results; hence the gap in backward integration to ensure inputs are those approved by protocol adversely affected quality assurance. Thus full delegation has inherent deficiencies; accordingly, hospital physicians should not allocate complete autonomy but rather remain with some responsibility to come down to check progress in the nursing facilities. Again, attaining a perfect system, in reality, is an unattainable dream in the world of deficiencies; hence physicians must coordinate with grassroots clinics to ensure the patient gets the right treatment package.
Proposed plan
Performance appraisal to compare employee effort with the outcome.
Then nursing effort constitutes several nursing activities that are assessed after a particular time to determine whether a target has been attained
The physicians can institute task-specific-performance appraisal to cover critical treatment tasks delegated.
The patient inhaled argon because the nurse in charge didn’t oversee the process of fixing the oxygen tank with due diligence.
The proposed plan utilizes a task-specific-performance appraisal covering critical treatment tasks undertaken by the nurses.
Addressing the current case
If there could be a task-specific-performance appraisal tool in critical oxygen therapy, the nurses would have been “compelled” to observe due diligence in the process. This would have translated to improved patient outcomes.
The signing of the task-specific-performance appraisal would reinforce protocol adherence by nurses and their maintenance support on specific and critical treatments prescribed by a physician (Martin-Delgado et al., 2020).
The task-specific-performance-appraisal economizes on resources. By cutting expenditures used by physicians in backward linkage investment to oversee input combination or reducing need for down to top management, which attains the same outcome of responsible protocol adherence and nurse liability on critical treatment procedures.
This will improve patient outcomes since the patient doesn’t know the process of care and input combination for the treatment procedure they receive.
Audience’s role and importance
The physician fraternity is expected to utilize a task-specific-performance appraisal strategy. Nurses and maintenance support staff would be needed to sign the document before beginning treatment projects where those task-specific-examinations are deemed appropriate (Soncrant et al., 2020).
The overall performance appraisal focusses on a bunch of tasks and prolonged-time period e.g., one year
Hence this may trigger a loose connection between short term activities and the long-term goal.
.There is unanimous agreement that long run projects are better implemented using medium-term plans aligned to the bigger perspective
Hence for physicians to optimize attainment of targets, task-specific-performance appraisal can be integrated with a nursing facility to tighten short-run adherence of protocol and compliance by nurses, which is a prerequisite for long term goal attainment.
The plan assumes task-specific-performance appraisals are feasible and viable.
New process and skills
What is a task-specific-performance appraisal?
What new skills are needed in implementation?
Task-specific-performance appraisal is a strategy to oversee initiatives in the short run cycle or medium term. The short-run cycle is a prerequisite for long term goals (Vacher et al., 2020).
Integration of the task-specific-appraisal would require strategies in reinforcement such that the physician saves on resources and time physicians utilize in backward linkage investment to monitor house nurses’ combined healthcare inputs for particular treatments. This will compel complete adherence to physician’s protocol
Soliciting feedback
In the plan, physicians source progress reports by data collection.
The nurse would give data on how their specific tasks performed.
Also, nurses would re-confirm 100% compliance to protocols given by physicians after the specific task
References