An evaluation plan is based on the expected outcomes and set objectives. After implementation, the results obtained are measured against the expectations. The introduction of in-service training and rest breaks are the proposed interventions in this project (Haddad et al., 2020). These steps are expected to reduce the mortality and morbidity rates, reduce nurses’ burnout and turnover intentions (Metcalf et al., 2018). Since the outcomes are expected within six months, the evaluation plan will be effective at the end of six months. The first step of an evaluation plan is to clearly establish the aspects to be evaluated by setting up the evaluation questions. The evaluation questions in this plan are: What is the mortality and morbidity rate, and how does it compare to six months ago before the intervention? What is the turnover rate among nurses now in comparison to before the intervention? Are nurses experiencing higher productivity and less burnout? These questions are in line with the expected outcomes, and comparing them against the actual result will evaluate the effectiveness of the intervention plan.
The next step in the evaluation entails gathering the necessary resources. In this case, patients, nurses, nurses’ organizations, and medical databases will be used to evaluate the intervention. Patients will report the change in patient care by stating how they are served and their satisfaction levels. Nurses will describe how rest breaks have impacted burnout among them and whether their turnover intentions have changed (Wendsche et al., 2017). The morbidity and mortality rates will be read from medical records and compared to the data before the intervention. Nurses’ organizations will also provide data on nurses’ complaints indicating whether there is a reduced record of overwork complaints among nurses. As the last step, the results will be analyzed, examined for biases, and graphs will show the changes due to the intervention.
References
Haddad, L., Annamaraju, P., Toney-Butler, T. (2020). Nursing shortage. NCBI Bookshelf. Web.
Metcalf, A., Wang, Y., & Habermann, M. (2018). Hospital unit understaffing and missed treatments: Primary evidence.Management Decision, 56(10), 2273-2286. Web.
Wendsche, J., Hacker, W., & Wegge, J. (2017). Understaffing and registered nurses’ turnover: The moderating role of regular rest breaks. German Journal of Human Resource Management, 31(3), 238-259. Web.