I. Student Learning Outcomes
|Course Outcomes||Student Identified Practicum Goals to Meet COs||Plan to Meet Student Identified Practicum Goals||Narrative Description of Attainment of Student-Identified Goals Through the End of CGE 1|
|CO 1: Apply leadership skills concepts of project management as a nurse executive in an organizational setting to develop, implement and evaluate successful project plans. (POs 4 and 5)||I will target to interact with at least two project managers who have successfully implemented their projects from Care Hospital to enhance my EDIS implementation strategyI will focus on teamwork, and I will start to lead a coordinated team||Listing the identified EDIS project managers to meetBooking an appointment with their secretariesCreating a vibrant team with at least seven members and at most ten members interested in EDIS project||It is critical to identify all the stakeholders, both internal and external, involved in the EDIS project upfront. After identification, the primary determiner to interact with them and form a team is by first listing them to select the best (Shaffer, Robiner, Cash, Hong, Washburn, & Ward, 2020). By creating a team, it will be easy for me to practice leadership skills such as motivation, inspiration, and communication to ensure the EDIS project is successfully executed and implemented at all phases.|
|CO 2: Using current knowledge, standards of practice, and research from evidence-based literature, synthesize a foundation for the nurse executive role. (POs 3 and 4)||I will conduct a systematic review of at least three nursing journal articles based on project management in a weekBy the second week of EDIS project execution, I will have all team members participating in simulation on roles or nurse executive||Ensure I do thorough research from library database on information system-based project implementations in healthcare settingsCreate a table to fill which has criteria for the selected articlesWork on a schedule that indicates simulation venue, time, and nurse executive roles to simulate||Leading a project in a healthcare setting requires updated information when designing any change project. Conducting quantitative or qualitative systematic reviews to arrive at a common conclusion will help in validating the EDIS project since the articles for review contain evidence-based information that is current and relevant to the EDIS project (Shaffer et al., 2020). A table is used to summarize what an article for review must meet to qualify for giving evidence-based literature.Further, simulation is evidence-based learning that equips team members with a concrete understanding of what nurse executive does in a real-life situation and the part he or she plays in project management.|
|CO 3: Exemplify professional values and scholarship that support the role of a student in a practicum setting. (PO 4)||Human dignity will guide my daily activities at workplaceThroughout the EDIS project, I assume the responsibility of a role model to team members||I will ensure my computer has security password to avoid leaking confidential information of nurses or team membersEnsuring that I relate well with others without disrespecting them regardless of their junior positions they haveLead by example by showing respect to subordinates and encouraging diverse ideas||Daily roles and duties touch all nurses within the facility, and I have to respect everyone, enhance trust between us, and protect their privacy at all costs (James & Stacey-Emile, 2019). Computers require a password to ensure that take the responsibility of maintaining confidentiality as a nurse executive. Also, in the EDIS execution, respect and trust are critical, and I should become a team members’ mentor to gain their support in the implementation process.|
|CO 4: Contribute to the body of nursing leadership and management knowledge through research, planning, evaluation and dissemination of findings. (PO 4)||I will attend and give my views to at least two policy-making meetings before termination of EDIS projectI will send at least five emergence educational materials to all five hospital departments to create awareness of emergence services||Closely working and communicating with Chief Executive Officer to stay tuned on the next policy-making meetingEnquire issues leading to policymaking and preparing my presentation for the meetingDetermine the right communication channel whether email or newsletters for sending the information||Contribution to the nursing body through attending policy-making meetings makes a significant move in which the EDIS project provides many opportunities for such meetings to occur (James & Stacey-Emile, 2019). The top management as the sponsor of the project, it will need to review its policies to match the needs of EDIS project execution and implementation.Furthermore, spreading emergence of educational materials across all facility department help in disseminating critical findings that all healthcare staff must know or get informed (Clark, Benda, Hegde, McGeorge, Guarrera-Schick, Hettinger, & Bisantz, 2017). However, the achievement of these goals is not possible if there is a gap between a nurse executive or project manager with top management (C.E.O.) as well as an unclear channel to use for communication.|
|CO 5: Apply professional values characteristic of the competent and caring nurse executive that promote holistic care principles and an appreciation of cultural humility (POs 1, 3, and 4)||Develop a 10 hiring and promotion guidelines (criteria) based on merit rather than race, seniority, or income levelInitiate a 14-day diversity training program for all nurses||Review of demographic data for all staff to include in hiring and promotion panelLobby for training resources from the facility’s top managementSet the training schedule with date, venue, and training time||As nurse executive, professional values that signify integrity should reflect in sensitive matters or roles such as hiring, training, and promotion (Quintana, 2018). When all demographic data for subordinates get reviewed, a nurse executive knows the right people to form an interview panel for registered nurses. Incidences of keeping people of the same race or ethnic group are avoided, and a balanced panel is formed.After hiring, training is critical to develop the skills of existing nurses and new nurses. Attaining the objectives of diversity training or EDIS project requires a nurse executive to supply available resources such as external trainers and stationaries.|
|CO 6: Apply evidence-based fiscal principles that contribute to the creation of a caring environment characterized by high quality, safe, patient-centered care (POs 1 and 2)||I will identify at least five sources of medication errors and omissions at emergence departmentI will Involve patients in making decisions during surgery from admission to discharge||Evaluating the technology used in prescriptionTesting equipment for any defectConducting trials for all diagnostic toolsCreate an effective patient-nurse relationship||Evaluation determines whether the current approach for a prescription may be the source of medication errors or not. Testing trials for diagnostic tools help in eliminating default tools to avoid making more errors (Clark et al., 2017). Also, when a nurse-patient relationship gets created, it becomes simple to engage patients and make them part of decision-making regarding their preferred methodology of medication. With the EDIS project, the prescription process will automatically become automated, and errors will get minimized to avoid unnecessary loss of lives, thus creating a safe-patient centered environment.|
II. Signature Section
Submitted by: Yahima Montero
Mentor Name Caroline. M.
III. Signature Section
Submitted by: Yahima Montero
Clark, L. N., Benda, N. C., Hegde, S., McGeorge, N. M., Guarrera-Schick, T. K., Hettinger, A. Z., … & Bisantz, A. M. (2017). Usability evaluation of an emergency department information system prototype designed using cognitive systems engineering techniques. Applied ergonomics, 60, 356-365.
James, A. H., & Stacey-Emile, G. (2019). Action learning: staff development, implementing change, interdisciplinary working and leadership. Nursing Management, 26(3).
Quintana, K. A. (2018). Cultural Diversity and Inclusion in Health Care. Leading and Managing in Nursing-E-Book, 62.
Shaffer, L. A., Robiner, W., Cash, L., Hong, B., Washburn, J. J., & Ward, W. (2020). Psychologists’ Leadership Roles and Leadership Training Needs in Academic Health Centers. Journal of clinical psychology in medical settings, 1-10.