feedback and suggestions
You will collaborate with two of your classmates to share ideas and offer feedback and suggestions to one another in an informal setting. This collaboration within your group will assist you in further developing your Change Proposal to be submitted for feedback from your instructor next week.
Peers submission attached below.. please provide feedback and suggestions individually!!
Zachary Erickson posted
Evaluation Plan
Evaluating this relationship-based, cognitive behavioral change program focuses on the experiences and reactions of the staff members and administrators involved. Eventual upward trends in HCAHPS scores should be appreciated as changes in unit culture positively impact the delivery of care. The Workplace Harassment Survey (WHS-2013) will be utilized to evaluate the effectiveness of project-2013 interventions, (Chesire, 2013). This tool, used both before and after program implementation, has established validity and an overall reliability coefficient alpha of .96. This survey format uses a 5-point Likert scale response format and can be conducted electronically and anonymously, accurately measuring nursing perception of WRB on the units involved in the project, (Belevre, Belevre, & Chesire, 2018).
Evidence
· Evaluation is nonexperimental, descriptive, and compares pre- and post-intervention comparison.
· Pre-program WHS-2013 scores will be compared with those collected after a 12-week program phase-in. Analysis of statistical significance will be conducted via Pearson correlations to establish item relationships.
· Patient exit interviews will be conducted per hospital policy and examined for perception of care delivered.
· HCAHPS scores for patients on these units will be compared to those from non-participating units.
· A six-month analysis of absenteeism and employee retention will provide long-term data on program effectiveness.
Indicators
· Nurse Staff Satisfaction – WHS-2013 responses, performance reveiw feed
· Patient Satisfaction – HCAHPS scores, NSI trends
· Documentation – Adherence to policy, adequacy of documentation
Processes
· WHS-2013 incorporation into existing employee feedback models
· Quarterly analysis of data results for trend identification
· Quarterly review of analyzed results with administrative supporters
· Alteration of patient exit interviews to include questions regarding perception of staff stress and collaboration
· Planned roll-out to additional units pending initial data results
· Alteration of program to best meet the needs of staff members based on initial feedback
References
Balevre, S., Balevre, P., & Chesire, D. (2018). Nursing professional development anti-bullying project. Journal for Nurses in Professional Development, 34(5), 277-282. doi: 10.1097/nnd.0000000000000470
Chesire D. (2013). Workplace Harassment Survey 2013 [Modified survey tool]. Unpublished.
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