Overview of the Selected Job Position
The selected job position for the subject staffing plan is the healthcare facility manager. This job position perfectly fits the organizational hierarchy since a manager plays a crucial role in any organization. Normally, the individual in the managerial position manages all the organizational processes. Managers should maintain precise organization management to ensure that no operations are hindered (Albert et al., 2020). In all healthcare facilities, a manager is essential to maintain the facilities’ operations and oversee the code of ethics compliance. Besides, the health facility manager plans, designs, and constructs the financial budgets. More significantly, there are also responsible for the overall organization administration which involves supervising all hospital staffs.
Safety and Security Issues
The selection of the healthcare facility manager may help address the hospital’s safety and security problems. Specifically, during the job interview, the human resource officer should discuss the organization’s safety and security issues and highlight the significance of enhancing safety to the potential worker. The human resource officer should not focus on selecting the healthcare facility managers based on their safety and security performance but instead focus on introducing the organization’s culture on safety and security to the potential managers (Graban & Toussaint, 2018). The selected healthcare facility manager should start by familiarizing himself with the facility’s safety and security values before starting his major roles and responsibilities. This will facilitate faster adherence to the organization’s safety regulations. It is also important for the human resource manager to ensure that the selected healthcare facility manager is adequately trained to enhance his capabilities to comply with the organization’s safety regulations. More significantly, the training will not only help the manager to comply with the safety regulations but will also help him implement a safe and secure environment within the entire healthcare facility. To uphold a safe working environment in the hospital, the selected manager needs to communicate the essential safety measures with their employees (Weedy, 2014). In this case, employees training and development is also essential to improve their communication skills. Consequently, the selected healthcare facility manager needs to implement safety and security measures that ensure patients, employees, and hospital visitors are safe. Some of the noticeable safety measures that can be executed include the installation of electronic door systems, hiring more security staff, and using CCTV cameras .
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Legal and Ethical Issues
There are various legal and ethical issues associated with the position of the healthcare facility manager. For instance, some healthcare facilities consider abortion legal while others consider it illegal. Another ethical dilemma associated with this position is where the manager has to order or direct the supporting machine to be turned off to let a patient die. Some of the noticeable ethical issues faced by healthcare facility managers include confidentiality, patent relationships, and informed consent .
Confidentiality
Confidentiality is regarded as both an ethical and legal issue associated with this position. The healthcare facility manager should ensure that all patients’ information is kept confidential. Upholding confidentiality within the organization shows respect for the patient’s autonomy because exposing the data can damage the relationship (Hammaker & Knadig, 2017). Various legal aspects certify confidentiality in health care facilities. These legal aspects guide the healthcare managers on which information can be exposed and specifically to whom it can be exposed.
Patent Relationships
Patent relationships are sexual relationships between nursing and medical practitioners which are forbidden by the healthcare code of ethics. Patent relationships in the area of a healthcare manager are regarded as abuse of power since patents are highly vulnerable.
Malpractice
Healthcare facility managers are at risk of being prosecuted for malpractices. Specifically, hospital managers can be sued due to poor management of medical products, poor handling of patients and staff, injuries due to surgery, and omitted health care procedures. The risk of facing lawsuits ensures that the healthcare facility managers practice defensive healthcare practices.
Informed Consent
Healthcare facility managers must ensure their nurses provide informed consent to their patients to facilitate legal treatment. For instance, Hammaker & Knadig (2017) journal of Health care management and the law expresses that surgery without informed consent is regarded as an assault.
Job Description
The healthcare facility manager is responsible for making effective decisions based on the hospital’s structure and financial status. The selected hospital manager has to assess the institution’s procedures and their effectiveness. The manager has to work with other administrators to manage and plan the delivery of healthcare services in the hospital. The hospital manager should supervise other hospital staff including, nurses, doctors and technicians. Develop reports that help evaluate the organizational effectiveness and also work on an effective budget that meets the financial objectives. The healthcare facility managers have to implement measures that enhance the hospital’s health care efficiency, oversees its compliance with legal and ethical standards, organizes the hospital’s service records and represents the facility at the managing board meetings.
Education Requirements
A bachelor’s degree in Business Administration or Healthcare Administration is the minimum requirement for the position of the healthcare facility manager. However, most healthcare facilities require that their managers have a Master’s degree in Health Administration or Business Administration. On top of this qualification, the manager should have undergone additional programs in health care policy, financial management, and economics. Subsequently, the healthcare facility manager should be knowledgeable on hospital financial management, labour relationships, and human resource management. A considerable experience in a previous management position is also essential since employee interaction is quite high in this particular position. The manager should have excellent verbal and written communication abilities to facilitate appropriate communication with other professionals such as nurses, doctors and other CEOs.
The Compensation Package
Basic Salary
The basic salary of a health facility manager depends on the variations in the local markets. For instance, in the United States, healthcare facility managers receive a basic salary of $75, 281 per annum or $ 36.71 hourly (V. Canady, 2018). However, the basic salary for healthcare managers may vary depending on the entry-level. In this case, the basic salary for an entry-level healthcare facility manager is approximately $50, 321 per annum, while an additional 10% makes the average compensation roughly $ 109,432.
Recruitment Plan for the Job Position
Inputs
Annual and long-term operational plans for the hospital
Labour force plan: 1) Recruiting plans for the first one year; 2) organizational scenarios that would trigger the recruitment
Important roles
Yielding and effective job descriptions
Key performance indicators (KPI) and success factors for the roles from human resource managers
Availability of talent: 1) Market analysis capabilities, 2) Talent reviewing processes, 3) Performance plans abilities
Hospital branding and cultural value plans: 1) Why choose to work for this organization? 2) What are the views of the current staff about the healthcare facilities? 3) What is the turnover rate in the hospital?
Expectations
An effective financial budget: 1) To appropriately staff the hiring team, 2) To effectively implement new programs within the proposed budget.
Ensure the hospital staff are qualified to meet the set health care goals: 1) Recruit talented staff, 2) Develop talent and 3) Train the employees.
The hiring strategy aligns with the human resource operating strategy as well as the hospital’s framework.
The healthcare facility manager is available for board meetings and interviews.
The manager understands the annual and long-term operation plans
The manager comprehends the present labour force landscape
The manager can develop an effective staffing plan based on the hospital’s short and long-term operational plans.
The Interview Plan for the Job Position
The interview will begin with the normal questions such as;
Tell us what you know about this healthcare facility?
What are your goals?
Tell us about your main strengths and weaknesses?
The subsequent questions will be focused on determining the candidate’s experience
Think of a situation you found difficult to solve in the past. What made that situation difficult?
In your previous management position which strategy did you implement that you consider most effective? What made you think so?
What aspects would you like to improve on?
Give us examples of how your weaknesses have instigated problems in your previous managerial position.
Employee Retention Plan
According to V. Canady research conducted on more than 600,000 workers in 300 organizations, out of 50 employees’ retention aspects, pay is the least significant (V. Canady, 2018). Other research that involved more than 1000 respondents from different companies depicted similar outcomes. Here are some of the common things employees want to retain within an organization:
Career development
Learning and employee’s skill development
Exposure to exciting and challenging work
Contribution to meaningful work that makes a difference in the organization
A working environment with great people
Good boss, supervisor, and manager.
Work as a team
Appreciation for a job well done
Independence, have a sense of self-control in their work
Flexible dressing code
Flexible working hours
Fair employee compensation and benefits.
The Training and Assessment Plan
There are three kinds of training and evaluation plans associated with the healthcare facility manager position. The first is to conduct a different levelled assessment to assess the manager’s capability to solve the problems within the healthcare facility. This kind of assessment helps determine the abilities and the requirements the health organization needs. It evaluates the appropriate qualities and capacities required to solve the problems and weaknesses in the healthcare facility (Shea et al., 2014). The different levelled assessment technique puts into consideration additional variables such as technological advancements, political knowledge, and economy.
Another essential assessment technique is the word detailed assessment. This kind of assessment takes a look at the abilities, learning and limits needed for the affected words. Word related assessment assess who well the healthcare facility manager is familiarized with crucial medical-related words. Eventually, a particular assessment evaluates how well the healthcare manager is in executing his mandate. This helps in selecting the appropriate personnel with adequate capacity to manage the hospital unmistakeably.
Employee Evaluation Plan
Implementation Evaluation
It is essential to evaluate the employees’ capabilities to implement the necessary strategy that aligns with the organization goals. Evaluating the employees’ capabilities is one of the fundamental roles associated with this position. Specifically, employees’ capabilities reflect the important requirements needed to successfully implement the new strategies that will facilitate the organization to attain its anticipated objectives (Johnston et al., 2020). Although some employees may exhibit similar qualities, it is essential to evaluate each of the employee’s qualities.
Employee Development
Employee development is another important evaluation plan applicable to the healthcare facility manager position. Notably, employee development involves all the actions and documentations utilized actively by managers to enhance their employees’ skills (Williams, 2017). In this case, therefore, the healthcare facility manager ensures that the employees are growing personally, enhancing their skills and abilities to attain more in their workplaces, and achieve the hospital’s goals.
Conclusion
Today, the new healthcare reforms have seen hospitals draw more patients. This implies that there is an unending need for effective healthcare facility managers who should manage these hospitals to ensure quality health care services to these patients. Therefore, it is essential for the selected hospital human resource manager start by developing a more effective staffing plan to help prevent the essential growing concerns of the healthcare institutions. The healthcare facility manager plays a crucial role in ensuring the efficiency and effectiveness of the healthcare organization. Significantly, the managers’ skills and abilities for managing the organization are important to make the organization run effectively and offer quality healthcare services that are satisfactory to both their patients and employees. A proper staffing plan to recruit the healthcare facility manager is hence important to ensure that the right individual is selected for this position.
References
Albert, Pappas, Porter-O'Grady, & Malloch. (2020). Quantum leadership: Creating sustainable value in health care: Creating sustainable value in health care . Jones & Bartlett Learning.
Canady. (2018). Rural MH workers reflect on recruitment, retention concerns. Mental Health Weekly , 28 (18), 4-5. https://doi.org/10.1002/mhw.31438
Graban, & Toussaint. (2018). A vision for a lean hospital and health system. Lean Hospitals , 305-313. https://doi.org/10.4324/9781315380827-13
Hammaker, & Knadig. (2017). Health care management and the law . Jones & Bartlett Learning.
Johnston, Hockenberry, & Joynt Maddox. (2020). Building a better clinician value-based payment program in Medicare. JAMA . https://doi.org/10.1001/jama.2020.22924
Shea, R. Wynyard, & C. Lionis. (2014). providing compassionate healthcare: Challenges in policy and practice . Routledge.
Weedy, J. T. (2014). Healthcare safety for nursing personnel: An organizational guide to achieving results . CRC Press.
Williams, J. (2017). Enhancing compassionate care: Recommendations for practice. Nursing Standard , 31 (29), 55-60. https://doi.org/10.7748/ns.2017.e10181
