Supervision of Staff
The task of staff supervision is essential in any healthcare context, yet it represents a particularly significant concern in the environment where the needs of people with developmental disabilities are expected to be managed. Therefore, the staff supervision process must align with the following recommendations and requirements.
Alignment with rigid ethical and moral standards tooted in patient-oriented care, as well as central ethical principle, such as beneficence, nonmaleficence, autonomy, and justice, will be required form all staff members. Therefore, rigid supervision will be established as the core framework for ensuring patient safety. The efficacy of employee supervision will be achieved with the help of the following standards.
Additionally, the supervision process will encompass regular assessments of the staff members’ performance. Specifically, the introduction of the assessment modules for the evaluation of the staff members’ compliance with the set requirements will be enacted. The assessment process itself will require that all staff members undergo the Support Intensity Scale evaluation (“DSP core competencies,” m.d.). The Support Intensity Scale tool has been approved as a critical framework for determining the eligibility of staff members for being a part of the healthcare tam for addressing eh needs of patients with disabilities (“DSP core competencies,” m.d.). The tool in question includes several versions, including the one for meeting the needs of children, and a corresponding one suggesting the assessment of adult-oriented services (“DSP core competencies,” m.d.). Therefore, the SIS framework creates opportunities for accurate evaluation of staff members and their ability to cater to the needs of patients with disabilities.
Furthermore, the supervision process will imply that staff members will have to provide daily reports detailing the key aspects of their performance. Specifically, the reports will contain information regarding the tasks, the completion thereof, and the issues that have been left unresolved, should any arise. The specified reporting system will allow locating both employee-specific and group issues, therefore, informing the further training process/ moreover, the specified technique will allow adopting an employee-specific approach that will help focus on individual talent management and point staff members in the directions of their further improvement process.
Likewise, the supervision of staff will involve the evaluation of the overall quality of care. Specifically service assessment tools will be integrated into the framework of ODDD, encouraging employees to recognize key performance criteria and strive to meet them accordingly. Thus, expectations for quality care in the disability management context will be set, determining the staff members’ ability to meet the expectations. The assessment device will include information concerning the extent of managing patient-specific needs, as well as the efficacy and frequency of nurse-patient and nurse-family communication. Thus, opportunities for updating the services and increasing their efficacy will be produced.
Finally, the process of supervision will imply that the measures utilized by the members of the ODDD allow the target population maintain high quality of life and participate in all of the activities into which the rest of community members are involved. The specified requirement will involve the design and implementation of patient-specific strategies for overcoming impediments to effective integration of the specified demographic into the community. Respectively, the strategies designed by staff members will be evaluated and supervised to ensure that the measures taken to address the needs of people with disabilities align with the target population’s requirements.
Therefore, the supervision of staff members will represent a combination of observations and assessments of submitted information. The proposed approach to supervision is defined to be the most efficient since it allows noticing and mending the gaps in the quality and success of designed strategies immediately. Moreover, the specified tool will allow measuring the extent to which the strategies developed by staff members correspond to the needs of a specific community. Consequently, the assessment framework will define the success rate of all types of inclusion approaches adopted by the employees, covering not only disability-related issues, but also other sociocultural variables, such as the racial and ethnic backgrounds of patients and the associated concerns, patients’ belonging to a specific economic class, and other essential variables.
It is believed that the specified assessment technique will help encompass the entire variety of issues that the proposed strategies are expected to address. Namely, it will target the issue of care quality, the values that employees consider when making decisions in the workplace setting, and the efficacy of communication with the target population and their caregivers. Moreover, the suggested assessment approach will incorporate both the overview of the employees’ compliance with the existing standards and their stability to comprehend the significance of the values and standards in question. S
Finally, the proposed technique will allow examining the changes that staff members will need to undergo in order to meet now requirements. Specifically, the assessment technique escribed above will provide the results that will shed light on the current progress of employees, their strengths and weaknesses, and the extent of their understanding of the organization’s core values. As a result, eh assessment outcomes will determine the course of the further training process that employees at6 ODDD will have to undergo in order to meet the set demands. With the application of the proposed change, immediate positive alterations are expected to occur.
Staff Training Plan
In addition to introducing rigid standards for controlling the staff members’ performance, the organization will also require a robust and effective training plan. Thus, employees will be able to acquire the necessary skills, competencies, and qualities, as well as test their ability to use the newly developed skills and knowledge in the workplace setting. Specifically, the training process will involve several stages, each based on the type of services that staff members will have to offer to the target audience.
It is recommended that the training should begin with the identification of key values and the development of urgency to accept them as the foundational decision-making principles in the organizational environment. Specifically, the idea of putting people first as the manifestation of a people-oriented approach should become the guiding standard for the further creation of the training process. Specifically, the scenarios that staff members will have to address in the course of training will have to be based on the people-oriented strategy as the core principle for the employees of the ODDD to make decisions.
In turn, the training itself will involve a combination of simulations as case studies that staff members will have to address and resolve, and tests that will help check the employees’ knowledge of the core standards and requirements for managing patients’ needs. The tests themselves will consist of open-ended questions, as well as multiple-choice questions. The described combination will lead to gauging the extent of the staff members’ understanding of the issue and their further ability to apply the newly learned skills to actual health issues.
Additionally, the training must incorporate the elements of information management. Namely, the training process will require that employees should be able to utilize the provided digital tools for managing patients’ data, particularly, collect, transfer, and safeguard it in the way that will enhance the efficacy of healthcare services. Namely, the staff members will be trained to access patients’ medical record and the specifics of their current health status, including detailed descriptions of core disabilities and complains. Additionally, employees will be encouraged to transfer information in the most efficient manner possible so that both patients and staff members could remain aware of the key changes and the current progress.
Another vital step associated with data management concerns the promotion of active communication. Specifically, employees will receive active training on the issue of communicating with patients and their caregivers. The specified skill will imply that staff members will be able to approach dilemmas associated with disclosure of personal information to caregivers as the third party, which may be vital for the patient’s well-being due to the complications associated with developmental disorders. Additionally, the issue of communication with caregivers will suggest that the problem of providing the target demographic with consistent support, including both in the healthcare facility environment and in their family setting, will be resolved. Specifically, the staff members will be obliged to communicate actively with patients’ family members to provide crucial guidelines regarding the necessity and strategies for supporting patients with developmental issues, as well as introducing activities that will allow them to maintain their cognitive functioning.
Furthermore, employees will be asked to ensure that quality control over the process of administering the required therapy and treatment to patients remains consistent. Specifically, the process of quality management will imply that strategies for avoiding workplace errors and the related issues are designed. Specifically, staff members are supposed to double-check the key steps to be taken when introducing a specific course of actions for addressing the needs of a person with disabilities. Furthermore, tin case of discrepancies, misunderstandings, or the lack of clarity, further inquiries into the subject matter by addressing the database, contacting staff members, or communicating with the patient’s guardians will be needed. The specified policy is of particular importance as a tool for maintaining the quality of care for people with disabilities. Thus, the training program will involve developing the communication skills needed for requesting clarifications. Furthermore, employees will be familiarized with the core standards for managing the communication process within the workplace by utilizing respective communication tools.
It is believed that the proposed set of training principles and strategies will encourage employees at ODDD to implement the best and the most effective strategies for addressing the needs of patients with disabilities. Furthermore, the change in the approach toward addressing people’s needs directly while prioritizing their safety is expected to cause significant improvements in the quality of the target audiences’ lives. Therefore, changes in the current framework for addressing the needs of people with disabilities in the ODDD context must be implemented accordingly. It is believed that, with the focus on communication, quality management, and patient-specific needs, opportunities for improving patient outcomes and preventing further health issues from developing will become possible.
Reference
DSP core competencies. (n.d.). OPWDD.