Heart Failure Clinic Resourcing Plan Sample Essay

Heart Failure Clinic Resourcing Plan

Staffing Plan

Establishing and evaluating the staffing requirements of the various departments of an organization is a critical aspect of the annual budgeting process. The success of an organization is pegged on a systematic evaluation and determination of the various staffing needs where every employee has specific duties to play and through collaboration, the goals of the organization are met (Griffiths et al., 2016).The purpose of the human resource control and planning in the chronic heart failure clinic aims at accomplishing the specific staffing requirements to facilitate attaining the desired positive health outcomes (Huber, 2013).This staffing plan shall be reviewed once in each year preceding the budget making for the entire clinic. During the review, the necessary inputs and updating of the required needs of the clinic shall be doneto ensure that there is prudentutilization of resources and improvement of patient health outcomes. In developing this staffing plan, we used scientifically proven criteria. Some of the components that we considered in the development of this plan include skill mix, patient population, and duration of stay at the clinic, key competencies required, and the available technological and physical environment (Donaho et al., 2015). Besides, we gave so much attention to the evidence-based nursing standards that have been accepted by the federal and state nursing regulators as well as the desired outcomes of the nursing care.

Evidence-based Management Practices for this Staffing Plan

Following the above scientific considerations, the committee agreed to have the clinic headed by an MD or ANP from the PCP who will rotate from and offer services at the CHF clinic for a specified period. Further, we established that we need hospitalists who shall help focus on the needs of the discharged patients (Donaho et al., 2015). Having learned from studies that most of relapses occur during the first three weeks of discharge, hospitalists will be charged with the responsibility of ensuring that the discharged patients adhere to the prescriptions and discharge programs to reduce the number of readmissions. The importance of professionals in our clinic cannot be overemphasized. In beginning the process of medicine titration and addressing other medical concerns that may arise require staff that is committed and always acts professionally (Griffiths et al., 2016).

Another category of staff that shall play a crucial role in the in the CHF clinic are the nurses. They review the medication of every patient prior meeting with the physician. The nurses have the responsibility of determining the type of medicine and the dosages in which a patient takes them (Huber, 2013). The nurses also seek to establish if the patients have the necessary equipment like a scale, Blood Pressure Cuff at their disposal. Besides following up with the test results from the laboratory, the nurses also keeps contact with the patients through phone calls or visitations to check on their progress, whether they are adhering to the medication and troubleshoot any unexpected challenges. They also carry out education to patients on the importance of living a healthy lifestyle and its relation with positive health outcomes. Indeed, self-care is the primary method that is used to achieve better health outcomes for discharged patients (Donaho et al., 2015).

Heart Failure Clinic Resourcing Plan Essay

The Table below gives a summary of the staffing needs for the clinic and the duties of each officer

Staff	No.	FTE	Duties
Cardiologist	1	0.25	Provides consultancy advice to all staff and care providers in the clinic
Cardiology CHF NP	1	1	The cardiology congestive heart failure nurse deputizes the cardiologist. The nurse further put in charge of new patients as well as making 5 follow-ups.
Hospitalist	2	0.5	Each will be in charge of 4 new patients and 2 follow-up  for the recently discharged heart failure patients.
Primary Care Providers	2	0.2 (Each)	Each provider shall be responsible for 2 new patients in addition to 3 follow-up cases.
Pharm D	2	0.5 (Each)	Each practitioner will conduct six-30 min group appointments with a further 30 min individual appointment
Nutritionist	1	0.25	The nutritionist will carry out a 60 min group conference and a 30 min individual
Nurse (CDU)	1	0.5	The CDU nurse will manage the flow, administer medication and aid in review of medicine intakes.
Nurse (DHSM)	1	0.5	Perform medication intake reviews, conduct clinical reminders and make follow ups.
Nurse (PC)	1	0.5	Perform medication intake reviews, conduct clinical reminders and make follow ups.
Health Tech/MA	1	0.25	Carry out clinical reminders and record significant disease signs.

Management and Accountability Tools and Procedures

Given that the enabling infrastructure that include the facility, legal services, and safety measures has been put in place, we now engage in the process of acquiring the needed staff to enable us start operations. As we have already mentioned above, we shall rely on the services of professionals who shall undergo a rigorous vetting and interview process to determine their suitability to serve. Remuneration packages for our employees shall be determined and set by using the scientifically proven FTE matrix (Kelly & Tazbir, 2014). The clinic shall be run twice a week and be overseen by a cardiologist together with a CHF ANP. During our previous meetings, we have always paid special attention to health education as being critical in the advancement of quality of care and in reducing the re-admission rates. To achieve this milestone, the management has proposed that we hold a pre-clinic learning forum for all new patients. The management has also committed to offering the workforce support to maintain constancy between clinic and drop-in care. We shall also focus on diagnosing the causes of heart failure in each and every student. In the care program, we have incorporated the matrix of congestive heart failure (CHF) and improving the outpatient environment (Huber, 2013).

Legal and Professional Requirements for Sourcing the Staff

Before offering employment to the applicants, human resource committee shall check to ensure that the applicants meet the scholastic and professional standards required for the job. The employment panel will need to obtain the employer identification, benefit insurance, and taxpayer identification number for the workers (Huber, 2013). Besides, the committee shall also check to determine if the candidates comply with immigration laws, and if there is any information that is being not disclosed by the applicants. The Minnesota Nurse Practice Act (NPA) gives the working definitions of various categories of nurses. Alongside the America Association of Nurses (ANA), the Minnesota Act provides guidelines and legal bounds that help in streamlining the conduct of the professional (Griffiths et al., 2016). The committee shall be guided by these guidelines.