HC003 Goals, Objectives, and Strategies to Inform Strategic Plans

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NURS 6241 Strategic Planning in Health Care Organizations

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Summary and SWOT Analysis of Nursing Shortage

Strategic planning is crucial for healthcare organizations to meet the needs of patients and nurses while fostering growth (Weston, 2022). Prairie Ridge Health, like many others, faces challenges with nursing shortages due to retirements and burnout (Galvin, 2022). This report examines the situation at Prairie Ridge Health, identifies strengths and weaknesses, and proposes strategies to address the shortage.

Strategic Plan Identification

Prairie Ridge Health, experiencing staffing issues, particularly in nursing, needs a comprehensive strategy to attract and retain nurses (Weston, 2022). The turnover rate has surged post-pandemic, exacerbating the shortage (Galvin, 2022). This shortage affects patient care and requires immediate attention.

Evidence of Need

Currently, Prairie Ridge Health relies heavily on traveling nurses, indicating a significant staffing gap (Weston, 2022). Nurse managers struggle to hire and retain nurses due to lack of experience and lengthy training periods (Galvin, 2022).

Mission, Vision, and Values

Prairie Ridge Health’s mission focuses on building relationships and guiding the journey to health (Prairie Ridge Health, n.d). Its vision emphasizes high-quality healthcare in an innovative environment (Prairie Ridge Health, n.d). The organization values communication, attitude, and empathy (Prairie Ridge Health, n.d).

Literature Evidence

Studies indicate a looming deficit in experienced nurses, posing challenges for healthcare (Alexander & Johnson, 2021). Factors like aging population and retirement contribute to this crisis (Adams et al., 2021). Addressing this issue is critical for sustaining quality care (Tamata & Mohammadnezhad, 2023).

Previous Attempts to Address Issue

Prairie Ridge Health has tried incentivizing staff, but burnout and turnover persisted (Weston, 2022).

Stakeholders

Internal stakeholders, including finance, quality, and human resources departments, must collaborate to address the shortage (Weston, 2022). External stakeholders like nursing schools can aid in recruitment.

SWOT Analysis

Prairie Ridge Health’s strengths lie in innovative nurse roles and partnerships with larger hospitals (Weston, 2022). Weaknesses include high turnover rates in obstetrics and lack of teamwork (Weston, 2022). Opportunities include nurse residency programs, while threats include compromised patient care due to burnout (Weston, 2022).

Goals, Objectives, and Strategies

The strategic plan aims to recruit and retain nurses through graduate programs and simulation labs (Weston, 2022). Success will be measured by decreased vacancies, improved patient outcomes, and enhanced nurse satisfaction (Weston, 2022).

Monitoring and Evaluation

Key performance indicators, such as recruitment rates and retention, will gauge the plan’s effectiveness (Weston, 2022). Regular evaluations will ensure progress towards goals.

Needs of Stakeholders

Internal stakeholders seek cost-effective solutions and stable staffing, while external stakeholders, like nursing schools, benefit from placement opportunities (Alameddine et al., 2017).

Core Team of Change Champions

Collaboration among patients, providers, administrators, and nursing schools is vital for success (Harrison & Thompson, 2015). Regular communication and feedback channels will facilitate this collaboration. Administration and Stakeholder Engagement

Administration at Prairie Ridge Health acknowledges the importance of evaluating the effectiveness of the nurse graduate program. Monthly evaluations conducted by nurses in the program, along with feedback sessions, will contribute to assessing their satisfaction. Collaborative efforts with nursing schools through email correspondence and meetings will be pursued to foster a strong relationship. Inclusive engagement of stakeholders is imperative for the success of the strategic plan aimed at mitigating the nursing shortage. Regular updates on the plan’s progress will be provided to stakeholders, involving them from the initial stages of planning. A comprehensive stakeholder engagement approach will be adopted, ensuring ample opportunities for feedback. Transparent communication regarding plan objectives and challenges will be maintained. Reports on nursing recruitment, nurse-to-patient ratios, and progress in the graduate program will be shared with stakeholders to keep them motivated. Platforms such as focus groups, committees, or advisory boards will be utilized to encourage stakeholder participation.

Budget and Timeline Tools

Financial analysis of the strategic plan’s impact will be provided.
Visual aids such as tables, charts, and graphs will support the financial analysis.
The implementation timeline of the strategic plan will be outlined.
Flexibility within the timeline will accommodate any variations that may arise.

Balanced Scorecard

The balanced scorecard approach will assess progress towards the strategic objectives by considering financial, internal, patient, and learning and growth perspectives. Objectives, indicators, targets, and initiatives will be aligned with the goal of addressing the nursing shortage:

Internal Perspective Objective: Enhancing nursing staff competency and performance.
Financial Perspective Objective: Increasing nursing staff retention and reducing turnover.
Learning and Growth Objective: Developing a lab simulation program to promote evidence-based learning and teamwork.
Patient Perspective Objective: Maintaining appropriate staffing levels to enhance patient outcomes.

Measure and Evaluate Addressing the Nursing Shortage

Continuous monitoring of finances will ensure that benefits outweigh risks. Objectives will be evaluated based on their impact on nurse turnover, staff morale, patient outcomes, and staff competency. Regular updates to the balanced scorecard will facilitate informed decision-making regarding plan effectiveness.

Conclusion

Nurses play a vital role in healthcare delivery and system efficiency. Adequate staffing is crucial for strengthening healthcare systems and improving community well-being. By implementing the strategic plan and utilizing the balanced scorecard approach, Prairie Ridge Health can effectively address the nursing shortage and achieve its objectives.

References

Adams, R., Ryan, T., & Wood, E. (2021). Understanding the factors that affect retention within the mental health nursing workforce: A systematic review and thematic synthesis. International Journal of Mental Health Nursing, 30(1), 1476–1497. https://doi.org/10.1111/inm.12904

Alameddine, M., Yassoub, R., Mourad, Y., & Khodr, H. (2017). Stakeholders’ perspectives on strategies for the recruitment and retention of primary health care employees in Qatar: A qualitative approach. Inquiry: A journal of medical care organization, provision and financing, 54, 46958017724943. https://doi.org/10.1177/0046958017724943

Alexander, G. R., & Johnson, J. H., Jr (2021). Disruptive Demographics: Their effects on nursing demand, supply and academic preparation. Nursing administration quarterly, 45(1), 58–64. https://doi.org/10.1097/NAQ.0000000000000449

NURS 6241 Assessment 3 HC003 Goals, Objectives, and Strategies to Inform Strategic Plans

American Nurses Foundation. (2023). The american nurses foundation says action is still needed to address serious nursing workforce challenges. https://www.nursingworld.org/news/news-releases/2023/the-american-nurses-foundationsays-action-is-still-needed-to-address-serious-nursing-workforce-challenges/

Jeffs, L., Merkley, J., Sinno, M., Thomson, N., Peladeau, N., & Richardson, S. (2019). Engaging Stakeholders to Co-design an Academic Practice Strategic Plan in an Integrated Health System. Nursing Administration Quarterly, 43(2), 186-192. https://doi.org/10.1097/NAQ.0000000000000340

Martin, B. C. (2018). The strategic planning process. In Strategic planning in healthcare: An introduction for health professionals (pp. 20–35). Springer Publishing Company.

Miller, C. M., Meyer, K., Riemann, L. A., Carter, B. T., & Brant, J. M. (2023). Transition into practice: Outcomes of a nurse residency program. The Journal of Continuing Education in Nursing. https://doi.org/10.3928/00220124-20221207-08

Mohamed, Z., & Al-Hmaimat, N. (2024). The effectiveness of nurse residency programs on new graduate nurses’ retention: A systematic review. Heliyon, 10(5), e26272. https://doi.org/10.1016/j.heliyon.2024.e26272

Tamata, A. T., & Mohammadnezhad, M. (2023). A systematic review study on the factors affecting the shortage of nursing workforce in the hospitals. Nursing Open, 10(3), 1247–1257. https://doi.org/10.1002/nop2.1434

Weston, M. J. (2022). Strategic planning for a very different nursing workforce. Nurse Leader, 20(2), 152–160. https://doi.org/10.1016/j.mnl.2021.12.021

HC003 Goals, Objectives, and Strategies to Inform Strategic Plans