Competency Assessment in Healthcare
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Questions and Answers

What is the role of a Preceptor in the Healthcare facility?

  • To provide administrative support to the department
  • To perform all patient care tasks independently
  • To assist with the integration and socialization of new staff (correct)
  • To assess the competencies of all staff members

    • Generic competencies are unique to each nursing service department.

    False (B)

    Match the following competency levels with their descriptions:

    Charge HCW = Competencies aligned with the Charge HCW Job Description Clinical HCW Educators = Adapted from WHO Core Competencies Professional Development Leaders = Adapted from AONE Competencies Leaders = Competencies for managerial roles aligned with Job Descriptions

    What is an ongoing assessment and education based on specified standards and identified tasks essential for safe practice?

    <p>Competency-based Assessment Program (D)</p> Signup and view all the answers

    Ongoing competencies refer only to the initial training received by healthcare workers.

    <p>False (B)</p> Signup and view all the answers

    What happens if an employee fails to meet the competency assessment standards during the first remediation?

    <p>The employee must repeat the competency assessment. (D)</p> Signup and view all the answers

    A staff member will not receive additional training if they fail to meet the competency standards.

    <p>False (B)</p> Signup and view all the answers

    What is the duration of the probationary period?

    <p>90 days</p> Signup and view all the answers

    Match the following roles with their responsibilities in the remediation process:

    <p>Clinical HCW Educator = Directs the repeat competency assessment Director of Nursing = Collaborates in case reviews for employment contract decisions Unit Manager = Works with the preceptor for staff evaluations Human Resources = Maintains records of competency assessments</p> Signup and view all the answers

    What is included in the individual development/learning plan after the second remediation?

    <p>A structured training approach for improvement (D)</p> Signup and view all the answers

    Personnel services in the HR department are responsible for maintaining records of competency assessments.

    <p>True (A)</p> Signup and view all the answers

    What is the purpose of competency assessment programs for healthcare workers?

    <p>To ensure knowledge and skills align with patient and facility needs (C)</p> Signup and view all the answers

    Generic competencies are specific to individual units or specialties.

    <p>False (B)</p> Signup and view all the answers

    Match the types of competencies with their descriptions:

    <p>Generic Competencies = Applicable to all nursing staff Unit-Specific Competencies = Mandatory for individual units or specialties Leadership Competencies = For managerial and supervisory roles Ongoing Competencies = Based on changes in policies or skills</p> Signup and view all the answers

    Which group is responsible for creating ongoing competency assessment programs?

    <p>The Professional Development department (B)</p> Signup and view all the answers

    New staff members can perform nursing procedures immediately during their orientation.

    <p>False (B)</p> Signup and view all the answers

    Which of the following does not fall under generic competencies?

    <p>Leadership Styles (B)</p> Signup and view all the answers

    Competency assessments can be conducted only once a year.

    <p>False (B)</p> Signup and view all the answers

    What happens if there is a lack of opportunity to experience a specific skill?

    <p>An extension of time not exceeding 12 to 16 weeks may be granted. (D)</p> Signup and view all the answers

    Competency can be defined as the attainment of knowledge, skills, and professional attitudes that reflect values for effective practice

    <p>True (A)</p> Signup and view all the answers

    A person who provides advice and help to someone less experienced over some time.

    <p>Mentor (B)</p> Signup and view all the answers

    The mandatory competencies specific to different levels of leadership are known as:

    <p>Leadership Competencies (A)</p> Signup and view all the answers

    Who should be informed if an employee fails to meet competency assessment standards after the second remediation?

    <p>Healthcare Worker (HCW) Manager (A)</p> Signup and view all the answers

    Who is responsible for implementing the Nursing Competency Assessment Program?

    <p>Director/Manager/ Supervisor of Nursing Professional Development (A)</p> Signup and view all the answers

    Development of ongoing competencies is based on:

    <p>All of the Above (D)</p> Signup and view all the answers

    Unit-Specific Competencies are:

    <p>Mandatory competencies specific to each unit or Specialty (A), Determined by the Nursing Administration and confirmed by the Nursing Professional Development department (B), Alignment with CBAHI standards and Mosby’s Clinical Skills evidence-based reference (C)</p> Signup and view all the answers

    Staff competencies are assessed using various methods:

    <p>Return demonstration (C), Written assessment, and Objective Structured Clinical Examination (OSCE) (A), Skills workshop, and peer review (B)</p> Signup and view all the answers

    Flashcards

    Competency

    The skills, knowledge, and values needed to perform safely and effectively as a registered healthcare professional or midwife.

    Preceptor

    A healthcare worker who guides and supports new staff, acting as a role model and assisting with their integration into the unit and organization.

    Competency-based Assessment Program

    An ongoing process of assessing and educating healthcare workers based on specific standards and essential skills and knowledge for safe practice.

    Generic Competencies

    These are the set of skills, knowledge, and values required of all healthcare workers within the Nursing Services Department.

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    Leadership Competencies

    These are the skills, knowledge, and values required for different leadership roles within the healthcare facility.

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    Mentor

    A person who provides guidance and support to a less experienced individual over time.

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    Ongoing Competencies

    These are the skills, knowledge, and attitudes that healthcare workers continue to develop after meeting initial competency standards.

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    Remediation Process

    The process used when an employee doesn't meet the required competency standards. It involves repeating assessments and providing targeted support to help them improve.

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    First Remediation

    The first step in the remediation process. It involves the employee repeating the competency assessment under the guidance of the clinical HCW educator, preceptor, and unit manager.

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    Second Remediation

    The second step in the remediation process. The employee receives personalized learning plans, and management is involved to support their development.

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    Individual Development Plan

    A detailed plan created for an employee who needs to improve their skills. It sets specific goals and learning activities to help them reach the required competency standards.

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    Director/Manager of Nursing Professional Development

    The person who oversees the implementation and progress of the Nursing Competency Assessment Program, working with stakeholders and committee members.

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    Nursing Professional Development

    The department responsible for standardizing the Nursing Competency Assessment Program and providing support throughout the facility.

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    Unit Specific Competency Assessments

    The assessments used to measure an employee's skills, knowledge, and ability in the specific context of their assigned unit.

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    Low-Risk High-Frequency Skills

    Skills that need to be performed frequently and have low risk when done incorrectly, like taking vital signs.

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    High-Risk Low-Frequency Skills

    Skills that are performed infrequently but carry high risk if done incorrectly, for example, administering specific medications.

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    Competency Assessment

    The process of evaluating a healthcare worker's ability to perform their job tasks effectively and safely.

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    Orientation Program

    A structured program designed to introduce new healthcare workers to the facility, their department, and their specific job responsibilities.

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    Unit-Specific Competencies

    Required competencies specific to each unit or specialty, determined by the Nursing Administration and aligned with national standards.

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    Competency Assessment Methods

    A process where a healthcare worker demonstrates their ability to perform a skill, often through a hands-on demonstration or simulation.

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    Employee Responsibility

    The responsibility of the employee to ensure that they achieve the required competency skills for their role.

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    Department Responsibility

    The Nursing Professional Development Department is responsible for ensuring that competency assessments are completed according to facility requirements.

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    Unit-Specific Competencies

    These competencies are based on specific needs of each individual unit and may vary.

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    Competency Assessor

    A mentor or experienced healthcare worker who evaluates a worker's performance and provides feedback.

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    Benner's Novice to Expert Rank

    An assessment tool based on the framework developed by Benner, which measures a healthcare worker's expertise level in a specific area.

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    Competency Assessment Criteria

    Criteria used to evaluate competency assessments, based on evidence-based nursing standards and guidelines.

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    Study Notes

    Competency Assessment Policy

    • Purpose: To define a framework for assessing, developing, and improving clinical competency and performance of employees, ensuring appropriate knowledge, skills, and readiness for care in various settings.

    Definitions/Abbreviations

    • Preceptor: A healthcare worker (HCW) demonstrating clinical competence, acting as a role model, and assisting new staff with integration and socialization.
    • Competency: Attainment of knowledge, skills, integrity, professional values for safe, accountable, and effective practice.
    • Competency-Based Assessment Program: Ongoing assessment and education based on standards, tasks, and knowledge for safe practice.
    • Generic Competencies: Standard competencies across the Nursing Services Department, aligned with CBAHI and JCI standards.
    • Leadership Competencies: Mandatory competencies specific to different leadership levels (Charge HCW, Educators, Leaders, Managers/Supervisors/Directors/Executives). These competencies are adapted from external organizations like the WHO and AONE.
    • Mentor: Someone providing guidance and advice to a less experienced person.
    • Ongoing Competencies: Developed knowledge, skills, and attitudes after initial competencies, based on evolving policies, technologies, high-risk skills, performance data, etc.
    • Unit-Specific Competencies: Mandatory competencies tailored to each unit/specialty, aligned with CBAHI standards and Mosby's clinical skills.

    Competency Assessment Policy and Procedures

    • Orientation: New staff receives orientation to the healthcare facility, department, job responsibilities, and work area. This includes the Healthcare Facility Orientation Program (HOP), General HCW Orientation (GO), and unit-based/level-based orientations.
    • Assessment Process: Competencies assessed through various methods (written assessment, skills demonstration, OSCE, feedback, peer review).
    • Responsibilities: Employees responsible for achieving competencies; Nursing Professional Development Department (in collaboration with managers) responsible for ensuring assessment completion.
    • Record Keeping: HCWs retain original competency records; copies are maintained in unit files and submitted to HR.
    • Competency Types: Generic competencies apply to all staff; unit-specific and leadership competencies apply as needed.
    • Assessment Frequency: Competencies assessed regularly, at least annually, or as needed.
    • Timeframes: Generic, unit-specific, and leadership competencies (if applicable) completed within the initial 10 weeks of the 90-day probation period. Extensions granted for specific skills with joint agreement.
    • Assessment Criteria: Based on evidence-based nursing standards, focusing on knowledge, skills, attitude, effective and safe use of equipment.

    Competency Assessment Methods

    • Benner's Novice to Expert: A framework for assessing HCWs at different expertise levels (Poor, Average, Good, Excellent).
    • Preceptor Assignment: Managers assign preceptors to new staff after a preceptor workshop.
    • Preceptor Responsibilities: Objectively orient, document progress, and inform the unit manager about progress or deficiencies (knowledge, skills, attitude).
    • Preceptor Support: Clinical HCW educators provide support to the preceptor as required. Newly assigned HCWs (and student HCWs) work similar off-duty schedules as preceptors.

    Generic Competencies

    • Assessment/Reassessment of Patient, Medication Administration, Intravenous Therapy, Infection Control, Patient Falls, Pulse Oximetry, Restraints and Seclusion, Aseptic Technique, Skin Care, Chemical Spills Management, Codes, Pain Assessment.

    Remediation Process

    • First Remediation: Repeat the competency under the guidance of clinical HCW educators, preceptors, and unit managers.
    • Second Remediation: Individual learning plan, involving staff, preceptor, clinical educators, and managers/directors/executives.
    • Escalation: If remediation fails, the case is escalated to the Executive Director/Director of Nursing for potential contract termination.

    Monitoring and Supervision

    • Nursing Professional Development: Responsible for implementing and overseeing the Competency Assessment Program.
    • Unit Managers: Ensure completion of competency assessments (generic, unit-specific, leadership) within the probationary period and before annual appraisals.
    • Personnel Services: Maintain records of completed competencies in staff personnel files.
    • Continuous Improvement: The Nursing Professional Development department continuously monitors the effectiveness of the program and updates assessments based on feedback and emerging standards.

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    Description

    This quiz evaluates your understanding of the competency assessment policies and frameworks specific to healthcare workers. It covers crucial definitions, roles, and the importance of competency-based assessment programs in improving clinical performance. Test your knowledge on generic and leadership competencies essential for safe healthcare practices.

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