Area of Development/Specific Objectives SECTION I: TRADITION AND PRIDE Enhance Supervisory Skills of Nurse Supervisors

Strategies/Programs of Activities

Target Group

Persons Responsible

Time Frame

Performance Indicators

Frequency of Monitoring

Budget Resources

Invite speakers or send nurse supervisors in trainings, special lectures, symposium/forums. Some Speakers to be Invited: a. Deans of specific Nursing Colleges b. Emeritus Deans of Nursing Colleges c. Nurses with Research works regarding supervisory skills

Staff Nurse (specifically leaders/chief nurses in the staff = lower ranking nurses are/can be excluded), Nurse Supervisors in the Facility

Principal Faculty Speakers

June throughout the year

Very satisfactory results based on the evaluation of staff nurses towards their supervisors. 100% of the Supervisor Nurses are able to attend the seminar/lecture that the speakers have done. A Reflection paper is to be given to the listeners after the lecture.

Random monitoring of activities

Fare = 2000.00 Fee = 3000.00

Administrator Principal Chairman

4th week of June 2013 (June 23-27) Throughout the duration of nurses working years Nurses are able to evaluate each other a. Subjective and Objective evaluation methods are to be used Novice nurses will be well oriented Monthly NA

Enhance awareness and orientation of nurses in their respective areas

Conduct evaluations of staff nurses in their assigned wards Apply the mentoring method of higher ranked nurses to the novice nurses - 1 Nurse with better experience (2 years above) in the Hospital is assigned to mentor fellow nurses who have less than one year of experience (newly oriented nurses) Conduct a monthly report regarding the staff nurses attendance, and the effectiveness of their care rendered

Newly oriented staff nurses of less than one year

Staff Nurses ranging from casual nurses to chief nurses

Increase the dedication and commitment of nurses/work personnel towards their work

All Health Personnel in the work area

Administrator Principal Chief Nurse Chairman

May and October

Nurses do not have records of any discrepancies regarding institution policies

Twice a year

Additional Pay = 2000.00

Empower the nursing service with competent nurses

Require nurses to engage trainings related to their respective work areas - IV training courses - Supervisory training - BLS training - Breastfeeding Seminars - Triage Lectures Require nurses to enroll in Masteral courses

Staff Nurses ranging from casual to chief nurses

Administrator Principal Speakers

N/A

High quality nursing care to patients 100 percent of the nurses working in institution are with masteral degrees/are taking up masters degree

Twice a year

For Speakers (Fare plus Fee) = 40,000.00

Area of Development/Specific Objectives Establishing good rapport towards patients and family members

Strategies/Programs of Activities

Target Group

Persons Responsible Faculty and Staff Patients

Time Frame

Performance Indicators

Frequency of Monitoring Three times a year (April, August, December)

Budget Resources Papers for Evaluation = 1000.00

Provide patients with evaluation papers regarding the performance of nurses that were assigned on their respective areas (papers will be submitted upon discharge, and will be read 4 months later).

All Faculty and Staff Patients

April, August, December

Evaluation grades from the patients about the nurses are satisfactory Patients have no complaints regarding the attitude and care of nurses

Promote harmonious doctor to doctor, nurses to doctor, nurses to nurses relationships

Conduct team-building exercises twice a year

All health personnel (not necessarily restricted to nurses and doctors)

Administrator Chairman Supervisors Moderators

Throughout the duration of health workers working years

No report of conflict between staff members

September

Budget for Activities = 10,000.00 20,000.00

Once a year

EM 211: Submitted by: Lorenzo Angelo G. Co, RN