JOB DESCRIPTION REGISTERED NURSE

JOBDESCRIPTION: REGISTERED NURSE

JobDescription: Registered Nurse

Ajob description is a written statement or record of duties andresponsibilities of a particular job (Shaw &amp Blewett, 2013). Thejob description statement describes the job in question in terms ofit titles or designations, location, duties and responsibilitiesinvolved, working conditions and hazards. It is keen to note thatthe job description outlines aspects of the job and not the jobholders. A job description is important as it facilitates thedrafting of job advertisements, it guides the recruitment process inmethods such as interviews, it defines the limits of authority, itoutlines the steps involved in promotion, it facilitates jobplacement as well as job grading and classification of jobs androles, and it also facilitates time and motion studies (Shaw &ampBlewett, 2013). This paper seeks to examine the Registered Nurseposition’s job description for the institution I am currentlyworking with as well as drafting a possible job description for thesame position, in accordance with recommended best practice. Thepaper answers questions as to how much the current job description isefficient and effective in serving the purpose for which it wasdesigned.

  1. Were you given a job description when you were hired? If yes does it cover all the aspects of what you do in patient care, etc.?What aspects of your daily job are not represented? Were others identified that you do not do?

Iwas issued with a job description when I was being hired into thehealthcare institution. The document seemed, somewhat, copacetic inits coverage of roles and responsibilities. However, there areaspects that are not inclusive in the document. There are activitiesthat I conduct that were not included in the job descriptionstatement. These include: ensuring that the all equipment operatewell, adhering to manufacturers’ instructions of usage,troubleshooting possibilities of malfunction of the equipments,maintaining inventories for the equipment and assessing newtechniques and equipment. These are functions that I believe wereimportant to be stated in the job description documents as they forma great deal of my responsibilities at work. The job descriptionought to have been explicit in laying out these responsibilities.

Onthe other hand, there are responsibilities that were highlighted inthe job description but I do not find myself executing them. Forinstance, I was bestowed with the responsibility of maintaining thecontinuity of nursing teams through proper documenting andcommunication. I was supposed to be handling irregularities ofnursing teams and communicating them effectively as well as theircontinuing needs. However, I only do this at a smaller scale than wasexpected the major role of overseeing nursing teams is usually doneby the Nurse Manager. I am of the opinion that these roles shouldhave been omitted in the job description, or modified to rhyme withmy other chores and responsibilities. 2. What is the processfor employee selection for employment, promotion? How does thiscompare with what is recommended best practice?

Theinstitution employs various methods of staffing its departments. Theyuse direct, indirect and third party hiring methods. In the directmethod, the institution sends travelling recruiters in the field toeducational, technical and professional institutions such as collegesand universities where they identify potential recruits with the aidof placement offices based in the institutions.

Inregard to the indirect method of hiring, the institution advertisesits positions in newspapers, radio, trade and professional journals,and in websites on the internet. This way the recruits are able toapply for the jobs and attend interviews. I regard this as aneffective method since the institution is able to get a wide pool ofskills and qualifications to choose from so as to build an effectivetaskforce. The institution through third party recruitment agenciesis able to acquire an already evaluated group of recruits toincorporate its taskforce. The employment agencies are an emergingtrend and they could be either public or private. In this area, theinstitution also welcomes the services of a consultant to facilitatethe recruitment process.

Afterrecruitment, the managers in the institution effect interviews tofurther evaluate the recruitments beyond their documented profiles.Interviews are conducted win person or over the phone or throughteleconferencing. The recruits are then taken through an orientationprocess for them to familiarize with their responsibilities. Theinstitution is keen to observe existent best practices in the hiringprocess by ultimately ensuring that the selection of employees isdone fairly, openly and indiscriminately. 3. Do you have anemployment appraisal? Who does the appraisals? Is your appraisal tiedto compensation? Is this appraisal an accurate reflection of yourduties and responsibilities?

Theinstitution is keen on evaluating the employees based on performanceand effectiveness. The managers have an all-inclusive performanceappraisal strategy and process in place. Appraisals are done by thesupervisors who are in constant watch of the Registered Nurses.

Theemployment appraisal is identified by the management as an effectivetool in assessing the employees as it identifies an individual’scurrent level of job performance, identifies their strengths andweaknesses, identifies their potential performance, identifies areasthat require training and development, provides information forsuccession planning, it broadens the outlook of employees and it aidsin the identification of suitable employees for promotion.

Inthe institution, the employment appraisal is attached compensation.An employee whose score exemplary well is legible for salary increasewhile one who performs poorly may not receive the same even thoughthe two are in the same job class. It also goes that with goodperformance, comes promotion, and hence a rise in remuneration (Shaw&amp Blewett, 2013). On the other hand, poor performance translatesto demotion and hence a poor pay (Shaw &amp Blewett, 2013).

Theemployment appraisal scores well in terms of the coverage of theroles of a Registered Nurse as it is a true reflection of asatisfactory assessment of the day to day duties andresponsibilities. The appraisal comprises of an effective gradingsystem which the supervisors employ to assess every aspect of thejob. With this assessment, we are kept in check and we are always onour toes to ensure that we achieve the highest grade in everysection. The appraisal motivates individual employees to give theirbest in every activity owing to the benefits of good performance nthe accruals of poor performance that are detrimental to one’s job.The employment appraisal has also fostered the trend where employeesseek clarifications on their jobs so as to avoid any mistakes,misdeeds or omissions. 4. Do you have a pay for performancecompensation program. Would this be an additional motivator? Howwould this performance be measured?

Theinstitution has a performance compensation program in place. This isused to evaluate how much which employees should be getting asremuneration. The variables that are used in the determination ofcompensation include: The results produced by the employee, theeffort dissipated and the amount of work done on various activities,the process involved in the provision of services, the valuedelivered by the employee and the security earned. These are weightedto form an aggregate whose result is the employee’s totalcompensation. The institution employs the following simple formula:

TotalCompensation = Value + Results + Process + Efforts &amp Activities +Security

Themanagers have made it known to the employees how their salaries arearrived at hence facilitating their increased input and quality so asto earn more. The performance compensation program also ensurestransparency (Shaw &amp Blewett, 2013). The program is tied to theemployment appraisal as the latter acts as a tool to measureperformance that is used to determine the earlier.5. Evaluatewhat needs to be changed within your institutions based on thecurrent staffing regulations.

Themain area where the institution ought to improve on is the increaseof the patient-to-nurse ratio. There are complaints from work mateswho claim to be overloaded with duties and responsibilities. Thisadversely contributes to the lowering of their morale to work,regardless of attractive pays, owing to job dissatisfaction. Theinstitution needs to improve on this area as it would lead to furthercomplications such as increased mortalities (Shaw &amp Blewett,2013). 6. Write a job description of your current job keepingin mind the fair employment regulation that must be included and aperformance appraisal which reflects the duties and responsibilitiesand submit with this paper.

REGISTEREDNURSE JOB DESCRIPTION

Astaff Registered Nurse, under the supervision of the Administrator,Registered Nurse Director, Registered Nurse Assistant Director,Registered Nurse Supervisor, and Registered Nurse Manager, isresponsible to perform treatment and routine services in deliveringhealth care to residents. A Registered Nurse should offer services asa staff nurse, and when necessary, act as a charge nurse who isresponsible for working daily assignments on the floor of the LVN,LPN and nurse assistant. It is the duty of a Registered Nurse toavail information that will be used for valuation of assistant nursesand LPNs on issues involving their performance appraisals. It is alsothe responsibility of educating, listening to, and consolingresidents and families.

Responsibilities

  1. Is conscious and aware of areas that lead to abuse of residents and work towards avoiding such abuse.

  2. Is aware of all the safety issues and works towards the accomplishment of all responsibility that foster safety by executing duties in a safe manner, reinforcing the best safety attitudes and conduct exhibited by other staff members.

  3. Maintains effective and open lines of communication among colleagues in shifts, departments, physicians, supervisors and families.

  4. Controls, manages and administers medications and treatments with perfect knowledge of their purpose and consequential side effects of the type of health care offered.

  5. Prepares and completes all the necessary documents for orders by physicians, evaluation of planning, assessments and observations.

  6. Functions as supportive and knowledgeable member of the committee when requested to by the Director of Nursing for the purpose of maintaining high levels of quality healthcare

  7. Applies professional nursing assessment skills in order to identify mental, physical and physiological needs of residents and patients, and develops a care plan that addresses those needs through the application of multi-disciplinary knowledge and experience.

  8. Operates as a mentor and resource person to subordinates and peers so as to facilitate the maintenance of professionalism in nursing standards.

  9. Acts on the behalf of residents and patients to ensure that their rights are upheld and protected.

  10. Ensures that all equipment is functioning accordingly by ensuring preventive requirements are met adheres to manufacturers’ instruction on the usage of equipment troubleshoots malfunctions of the equipment calls for repairs maintains inventories of the equipment evaluates new techniques and equipment.

Qualifications

  1. Able to work as a team player.

  2. Able to supervise Nursing Assistants, LVNs and LPNs.

  3. Able to observe the confidentiality of information.

  4. Able to effectively communicate with other personnel, patients, residents and families.

  5. Able to handle verbal and physical abuse from patients and residents and handle the occasional situations in a professional manner.

Skills

  1. Able to apply and use the Registered Nurse skills as outlined by the Board of Nursing.

Educationand Experience

  1. Possess an up-to-date license to practice professional nursing.

  2. Certification as a professional nurse by the Department of Education.

  3. Posses a CPR certificate.

  4. Meet the CUE requirements as necessitated by the Board of Nursing.

WorkingConditions

  1. Exposure to possible noise and abuse by agitated residents and patients.

  2. Subjection to significant, necessary, work pressure or pace.

  3. Exposure to disinfectants and chemicals.

  4. Exposure to fluids with the inclusion of the bodily ones.

  5. Working in heated, well-lit and air conditioned environments.

Reference

Shaw,A., &amp Blewett, V. (2013). GoodPractice Guide to Performance Management for Nurses and Midwives inVictorian.Retrieved fromhttp://www.health.vic.gov.au/__data/assets/pdf_file/0005/764321/Final-guide_April-2013.pdf