Barnett (2011) defines a needs assessment as the systematic process of identifying and addressing gaps between current and desired conditions. This discrepancy would undergo a measurement to identify and appropriate need for adjustments. The need becomes a desire to correct a deficiency or improve performance. In my practicum project, there is a need to reduce the length of stay or excuse days. Several data points exist when conducting such assessments. These points would include focus group discussions, informant surveys, and community meeting among others. Others include literature reviews as well as an intensive analysis of census and hospital information for the provision of patient-specific information.
Barnett (2011) states that focus groups are a method of interviewing a group of persons using a pre-determined discussion led by a facilitator. It would be useful in the collection of patient-specific information on the practicum topic. Informant interviews use individuals that meet specific inclusion criteria given their experiences. Nurses and former patients would be vital in giving information about their feeling and insights on the length of stay and excuse days. Surveys would provide facilitators and data collectors with information useful in the creation of a statistical summary of the thoughts, feelings, and beliefs of various populations. Finally, literature reviews, government, and hospital data offer retrospective information on the length of stay and excuse days as an emergent issue in health care.
According to Kvas, Seljak and Stare (2014), a needs assessment follows a planning process that seeks to improve organizations, individuals, and communities. It could target the improvement of an issue such as training or a service. The assessment remains effective when seeking to clarify issues and identifying appropriate solutions or interventions. Decision makers then direct resources towards implementing and developing an applicable feasible solution through problem identification. Information gathering in an appropriate and sufficient manner informs the product development process to address group needs. However, it is worth noting that such assessments are only appropriate when they place their concentration on evidence-based practice. Ultimately, they determine a possible means to a solution that remains most efficient and effective.
The following is a general summary of the process of developing a needs assessment. First, gather the needs assessment data the importance of reducing the length of stay/excuse days. Some of the data points here include administrative metrics, strategic plan reviews, job description reviews, performance appraisals, and surveys. Second, analyze the collected data using appropriate tools of analysis for both qualitative and quantitative data. Third, define the problems and issues under analysis. Such problems should affect either individuals or certain groups of persons, in this case, patients, and nurses. Fourth, describe the behaviors required to influence these problems and issues. Here, examples of behaviors would include quality of post-surgery care and nurse experience among others. Fifth, clarify and determine why these behaviors fail to exist at current times. Such behaviors would fail to exist following worker shortages and lack of adequate space for post-surgery patients (O'Hara, Byron, and Moriart, 2007).
Sixth, conduct research on a series of alternative integrated solutions. This stage aims at identifying all the possible solutions that would best meet the required need. Seventh, determine the best way of approaching a solution through various training and development techniques. Eighth, conduct an appropriate assessment through the many tools of evaluation such as cost/benefit or cost/effectiveness analyzes. Furthermore, include all the individual drivers required to strengthen the behaviors that will affect the length of stay/excuse days. Finally, describe how such behaviors would undergo constant assessment and monitoring upon implementation of an appropriate length of stay/excuse days approach plan (Barnett, 2011).
The core responsibilities required for a nurse administrator in the development of a needs assessment are as follows. First, they articulate as well as develop an assessment unit that creates a vision for nursing practice. This development targets organization given complex service delivery systems. Second, through this development, they gain the ability to employ skills that would facilitate the existence of collaborative relationships. Third, through the needs assessment nurse administrators use to identify and utilize advanced problem solving, analytic, and communication skills at all levels of care. Fourth, nurse administrators have a major role to play in making exciting decisions in matters that value effectiveness as well as prudent utilization of resources (Barnett, 2011).
Fifth, administrators that use needs assessments have the ability to think globally in the presence of appropriate information and communication technologies. Sixth, such administrators, assume a risk-taking behavior that looks onto the practice of quality healthcare enhancements. Seventh, such administrators, can advocate for community and individual patient partners for the facilitation of healthcare delivery. Eighth, given the needs assessment process, nurse administrators gain the ability to display creativity in problem identification and solutions (Cooke et al.,.2009).
Ninth, such administrators, can foster and implement collective strategies to help create team building tendencies across the health care discipline. Tenth, using needs assessments, nurses teach the community to embrace change and ensure its efficient management. Eleventh, such assessments act as guidelines through which nurses resolve conflict and negotiate for multi-disciplinary collaboration. Furthermore, through needs assessments, nurse administrators get to market the practice. Finally, they use the process to establish healthy relationships with various stakeholders concerning the healthcare issue (Cooke et al., 2009).
References
Barnett, K. (2011). Best Practices for Community Health Needs Assessment and Implementation Strategy Development: A review of Scientific Methods, Current Practices, and Future Potential. Atlanta Georgia: The Centers for Disease Control and Prevention.
Cooke, G., Dyson, L., Hedgecock, B., & Tomkins, S. (2009). Learning needs assessment for registered nurses in two large acute care hospitals in Urban New Zealand. Nurse Education Today, 29(8), 821-8. .
Kvas, A., Seljak, J., & Stare, J. (2014). Training Needs Assessment for Leaders in Nursing Based on Comparison of Competency Models. Organizacija. Volume 47, Issue 1, 66–75.
O'Hara, A., Byron, S., & Moriart, D. (2007). Macmillan nurse facilitators: conducting a training needs assessment for district nurses. International Journal of Palliative Nursing, 13 (12), 598-604.
