RECRUITING AND SELECTING STAFF 201 BOX 15-1 Position Description: Registered Nurse Adult Medical Intensive Care Unit (MICU) Job Overview The medical intensive care unit registered nurse is re- sponsible for direct patient care of adults admitted to the MICU for management of complex life-threatening ill- ness. The RN reports directly to the MICU nurse manager. […]
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Any recruiting strategy includes essentially four elements: 1. Where to look 2. How to look 3. When to look 4. How to sell the organization to potential recruits Each of these elements may be affected by market competition, nursing shortages, reputa- tion, visibility, and location. Place Your Order Here!
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Does your organization waste salary or non salary resources? The position description should reflect current practice guidelines and include: ● Principal duties and responsibilities involved in a particular job ● Tasks required to carry out those duties ● Personal qualifications (skills, abilities, knowledge, and traits) needed for the position ● Competency-based behaviors (perhaps) Recruiting Applicants
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Are there tasks or functions in your work that you believe are redundant, unnecessary, or repetitive or that could be done by a lesser-paid employee? 200 PART 3 • MANAGING RESOURCES The Recruitment and Selection Process Recruiting and selecting staff who will contribute positively to the organization is crucial in the fast-paced world of health
How well does your organization manage its resources? Recruiting and Selecting Staff 15 Key Terms Four Ps of marketing Age Discrimination Act Americans with Disabilities Act Behavioral interviewing Bona fide occupational qualification (BFOQ) Business necessity Interrater reliability Interview guide Intrarater reliability Negligent hiring Personnel decisions Position description Validity Work sample questions 1. Describe how to
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Do you have a budget for your personal and professional income and expenses? care payment reform: Impli- cations for nurses. Nursing Economics, 28(1), 49–54. Dunham-Taylor, J., & Pinczuk, J. Z. (2009). Financial man- agement for nurse manag- ers: Merging the heart with the dollar. Burlington, MA: Jones & Bartlett. Finkler, S. A., & Kovner, C.
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Questions to Challenge You 1. Do you have a budget for your personal and professional income and expenses? If so, how well do you manage it? If not, begin next month to track your income and expenses for one month. See if you are surprised at the results. 198 PART 3 • MANAGING RESOURCES 2.
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Managing fiscal resources is a challenge for all nurse managers. This is even more true to- day as legislation and regulation of health care reform is implemented. Close attention to costs, balanced by awareness of quality and patient safety, is essential. Case Study 14-1 illustrates how one nurse manager handled his budget. What You Know
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BUDGET MANAGEMENT Byron Marshall is a nurse manager for the surgical ser- vices department of a private orthopedic hospital. Byron has received notice from the vice president of clinical services that next year’s budget is due to her for review at the end of the month. Byron has kept careful records during the previous 12
Staff Impact on Budget Staff can acutely affect the organization’s finances. Misuse of sick time, excessive overtime or turnover, and wasteful use of resources can result in negative variance. The manager plays a key role in explaining the unit’s goals, the organization’s financial goals, and how each individual is responsible for helping the organization meet
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