Nursing Staffing Matrix Analysis

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Background

Chief nursing officers (CNO) and nurse managers are obligated to allot the necessary funds to provide high-quality care. One of the biggest obstacles for acute care nurses in providing high-quality treatment is staffing (Fowler & Comeaux, 2017). Essentially, it might be challenging to perform nurse staffing obligations, particularly when allocating and dispersing caregivers. The idea of patient acuity is frequently used to calculate staffing ratios. Acuity-based staffing manages the number of nurses on a shift while considering the demands of the patients, such as those who require intensive or minimal care, as opposed to the sheer number of clients (Fowler & Comeaux, 2017). CNOs who choose the acuity-based method now have access to specialized computer gear and software because of current technological advances. CNOs may optimize savings, support improved clinical outcomes, and increase staff satisfaction by factoring acuity into recruitment.

Cost Issues in the Development, Implementation, and Monitoring of Acuity-Based Staffing

The management of essential nurse resources and provision of value-based healthcare is made possible by the acuity-based staffing matrix. However, adopting technology that supports or facilitates such a staffing strategy is expensive. Thus, to generate excellent financial returns, maintain a stable and engaged nursing workforce, and achieve quality patient outcomes, a CNO must continuously manage nurse staffing costs and practice to stay competitive. By focusing on quality outcomes connected to reimbursement and significantly lowering medical errors, the creative and smart staffing model must be sensitive to the changing reimbursement structure of the present healthcare business. Overall, the CNO will keep an eye on all cost concerns to ensure a profitable return on investment while creating, implementing, and monitoring the acuity-based staffing matrix.

Controlling labor expenses and reimbursement concerns are the top two challenges for CNOs in the healthcare industry. The easiest method to achieve these goals is introducing an acuity-based staffing tool when reimbursement shifts to a value-based payment system (Long, 2020). Essentially, this guarantees good patient outcomes while simultaneously ensuring the best possible labor cost savings. Currently, it is even more crucial to alter present personnel methods due to legislative changes like the Affordable Care Act (ACA).

Recruitment and Retention Initiatives for and Costs of Acuity-Based Staffing

The acuity-based staffing matrix makes it accessible, accurate and consistent to plan and manage personnel based on various factors crucial to nursing. A strong nursing workforce dedicated to raising nursing and patient satisfaction scores and avoiding more expensive labor is necessary to recruit and keep. The hospital will put into place a strong nurse residency program for recent nursing graduates in addition to the conventional means of recruitment. The new hires will receive mentoring and support to help them advance their knowledge and experience before being given a merit-based job offer. The same applies to adopting best practices to keep seasoned nurses and optimize their contribution.

The ultimate objective of the CNO and financing officer is to reduce expenses while preserving the quality of healthcare in light of changes in reimbursement caused by the ACA and rising healthcare prices. According to Long (2020), hospital labor is the most expensive component; therefore, reducing the number of nurses on duty is the most straightforward approach to lowering costs. Although this appears positive in terms of the numbers, it ultimately impacts patient outcomes. Negative results happen when there is insufficient staff to offer patients high-quality care. Generally, these undesirable results indicate the caliber of nursing care provided and may influence various aspects of patients lives.

Novel Nursing Leadership Philosophies

Democratic and continuous involvement are the new nursing leadership philosophies that can advance acuity-based staffing. Enhancing nurses autonomy and control over practice fosters a positive workplace atmosphere that enables nurses to provide high-quality, safe patient service and reduces turnover. CNO must promote an environment at work that encourages engagement and involvement. Nursing burnout is often accompanied by a decline in caregivers motivation, which shows itself as emotional tiredness, a loss of enthusiasm, and feelings of dissatisfaction and may lower work efficacy (Mudallal et al., 2017). The developed staffing matrix will aim to lessen workload and personnel scarcity per the democratic or participatory leadership philosophy that is being used. With this change, leaders can plan patient care rounds so that nurses can be present and contribute to facilitating decision-making. Additionally, it will try to specify expectations related to independent practice. Generally, the concept should encourage employees to self-reflect and foster a welcoming setting that promotes ongoing learning.

The Staffing Strategy in Recruiting Licensed Versus Non-Licensed Personnel

The chosen staffing strategy will improve patient outcomes by matching nurses skills and staffing levels to patient acuity. Essentially, the hospital will compare its staffing approachs success or efficacy to that of other facilities. However, more certified nurses should be employed to support the acuity-based staffing paradigm and standardize and improve quality, cost, and safety. Additionally, a sizable number of non-licensed people will be engaged to ensure that the total responsibilities are evenly distributed among the nurses, enhance patient flow, prevent medical errors, and reduce work-related stress. While managing the nurse labor crisis and ensuring satisfaction, the staffing technique that favors a mix of licensed and non-licensed people would significantly cut operational expenditures like overtime and other unforeseen charges.

The Variables that Need Tracking in Implementing the Plan

Monitoring various factors, including nurses experience, patient safety, insight, and patient census, is necessary while implementing the plan. As a result, data must be consolidated to provide information to the leadership and personnel (Long, 2020). The strategy aims to give caregivers the power to alter their working environment and successfully manage the stress caused by the practice setting. Staff attrition is one of the other variables since the plans successful implementation demands a dedicated and reliable workforce. According to Long (2020), the most efficient method for estimating the required number of registered nurses per shift is based on the annual acuity mix and necessary nursing hours to reduce unneeded workload and turnover. Monitoring organizational collaboration, nursing engagement, and financial management are required to ensure that the budgeted cost to implement the plan is not exceeded.

The Anticipated Positive and Negative Patterns in Implementing Acuity-Based Staffing

A staffing matrix based on patient acuity is essential to ensure financial viability, better patient outcomes, and a consistent nurse workforce. Additionally, the model can dramatically improve nursing judgment and expertise while guaranteeing accurate and safe staffing. A technologically integrated strategic nurse staffing plan enables a new level of collaboration between nursing and finance, resulting in effective cost control, patient safety, and value-based patient care. The hospitals ability to manage nursing staff and care quality will increase its ability to compete in the market and maintain its financial viability. In contrast, the framework will probably encounter strong opposition from some employees, which could thwart its deployment or efficacy. Resistance will be reduced through training and incorporating the staff in all phases of the creation, execution, and evaluation of the plan. Finally, given the required resources and time, the matrix will be expensive to execute, but close monitoring guarantees that expenditure stays within the designated budget.

In brief, CNOs should investigate the advantages of acuity-based staffing. Adjusting the workforce following changes in healthcare spending and reimbursement is the greatest strategy to maximize savings while guaranteeing good results. The effects of nurses on optimal services might be either favorable or unfavorable. Caregivers cannot offer their clients the most outstanding care while they are overworked. Therefore, implementing this adjustment may mark a revolution that will enhance both patient outcomes and nurse satisfaction.

References

Fowler, D., & Comeaux, Y. (2017). The legislative role in nurse staffing ratios. MedSurg Nursing, 26(2), 12. Web.

Long, N. (2020). Acuity-based staffing: Improving patient outcomes and staff satisfaction. MSN Capstone Projects, 1-15. Web.

Mudallal, R. H., Othman, W. M., & Al Hassan, N. F. (2017). Nurses burnout: The influence of leader empowering behaviors, work conditions, and demographic traits.INQUIRY: The Journal of Health Care Organization, Provision, and Financing, 54, 1-10. Web.

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