...DECISION TREE Nurse Delegation to Nursing Assistive Personnel (NAP) Step One – Assessment and Planning Are there laws and rules/regulations in place that support the delegation? [NMAC 16.12.2] Yes Is the task within the scope of practice of the delegating nurse? [NMAC 16.12.2] Yes Has there been assessment of the client’s needs? Yes No Do not delegate. No If not in the licensed nurse’s scope of practice, he/she should not delegate to NAP. Authority to delegate varies from state-to-state; licensed nurses should check the local jurisdiction’s statutes and administrative rules/regulations. No Assess client’s needs; then proceed to a consideration of delegation. Does the delegating nurse have competencies to make the delegation decisions required? Yes No Do not delegate until evidence of competency is obtained and is documented; then reconsider delegation. Does the procedure/task meet all the following recommended criteria for delegating to NAP? • • • • • • • Task/procedure is within the range of approved functions for the NAP. Task/procedure frequently recurs in daily care of client or group of clients. Task/procedure is performed according to an established sequence of steps. Task/procedure involves little or no modification from one client-care situation to another. Task/procedure may be performed with a predictable outcome. Task/procedure does not inherently involve ongoing assessment, interpretation, or decision-making which cannot be logically separated from...
Words: 877 - Pages: 4
...These changes have subsequently led to the emergence need of registered nurses having to work with personnel who will assist them in their work. Delegation of tasks is important so that the nurse can have more time to critically reason, plan and coordinate healthcare given to patients. The act of delegating is attributed to the fact that, as a registered nurse, one has greater knowledge and critical reasoning ability than the assistive personnel. As a result, the RN has the responsibility of delegating, assigning and supervising the assistive personnel. According to the NCBSN and the ANA, appropriate delegation of tasks can result in effective and safe nursing care (NCSBN & ANA, 2006). In the case study given, the recently graduated registered nurse (RN) is new in the field, thus does not have enough experience with regard to attending to six patients during the morning shift. Six patients are too many for the new RN thus, need for the UHCW. Delegation of duties as stated earlier on should be done so that the registered nurse gets enough time to complete tasks that require his or her specialized attention and knowledge. The reason why the RN has delegated the UHCW to assess the patients’ vital signs is so that he or she can do the final touches with regard to personal hygiene care. This reason is not professional enough in that the RN can use the help of the UHCW in completing the personal hygiene care process. The UHCW can gather up the dressing the used up dressing materials...
Words: 1945 - Pages: 8
...Delegation and Ethical Decision Making Student’s Name Institution Date Question 1 Delegation Delegation is a process by which a task’s responsibility and authority is transferred to individual who accepts the transfer. It is based on effective up-down and down-up communication in an organization or unit. However, the delegator retains accountability for the tasks delegated (Lipe & Beasley, 2004). The five rights of delegation are the right task, circumstances, person, communication and supervision. Considering the right task, a task may only be delegated if the delegator has responsibility and authority over it and if it has not been delegated to them. From the right circumstances, a task is appropriate for delegation if it does not involve personal information or confidential issues that the person is not allowed to access. Considering the right person, tasks that require specific skills, knowledge and attitudes can only be delegated to a person who has such qualities. The right communication implies that a task will be appropriate for delegation if there are clear instructions and information concerning it. Lastly, a task that requires a certain level supervision and monitoring, cannot be delegated unless that level of monitoring and supervision is available. These rights of delegation are applied in decisions concerning what tasks a manager will delegate and to whom the tasks will be delegated (Lipe & Beasley, 2004). Question 2 Ethical Dilemmas The...
Words: 432 - Pages: 2
...Continuing Education Effective Delegation: Understanding Responsibility, Authority, and Accountability Christine Mueller, PhD, RN, FAAN, and Amy Vogelsmeier, PhD, RN The obligation to provide safe, quality care creates challenges and concerns when registered nurses (RNs) delegate duties to unlicensed assistive personnel. These challenges and concerns are magnified in today’s health care environment of shrinking resources; patients with complex, chronic conditions; health care settings with high patient acuity rates; and the use of sophisticated technology. To make safe, effective delegation decisions, RNs must understand the responsibility, authority, and accountability related to delegation. Delegation decisions must be based on the fundamental principle of public protection. This article describes effective delegation by presenting the factors affecting delegation, explaining when and what an RN can delegate, and describing the delegation process. Learning Objectives ⦁ ⦁ ⦁ Identify three factors that affect delegation. Discuss what registered nurses can and cannot delegate. Explain the steps of the delegation process. N ursing’s Social Policy Statement (American Nurses Association [ANA], 2010), the Code of Ethics for Nurses with Interpretive Statements (ANA, 2001), and individual state nurse practice acts (NPAs) underscore the responsibility, authority, and accountability of registered nurses (RNs) for their nursing practice. The RN’s obligation...
Words: 5394 - Pages: 22
...health care environmental checklist I selected supervision of non-licensed personnel is by professional nurses, staffing requirements are based on acuity levels and optimum staffing models, and nursing leadership and management as areas I would address as a nurse manager. As a registered nurse you are responsible for the supervision of unlicensed direct care staff in the performance of nursing tasks and activities. It is the responsibility of the nurse manager and the company to ensure that all staff is adequately trained regarding the elements of supervision and delegation of duties. As a nurse manager address the following will help improve quality of care for patients. The initial training of the task or activity, and periodic inspection of the actual act of accomplishing the task or activity are important for proper patient care. The amount and type of nursing supervision required will be determined by the registered nurse responsible for supervising the task or activity, and will depend upon the complexity of the task, the skill, experience and training of the staff, and the health conditions and health status of the patient (Potter & Kuhrik, 2010). The purpose of delegation is to gain work efficiency, which can only be achieved when registered nurses and patient care technicians work together in partnership to manage the changing priorities of care within a patient care assignment (Potter & Kuhrik, 2010). Delegation is not only key for the registered nurse it is...
Words: 656 - Pages: 3
...Delegation Paper Delegation Paper The definition of delegation, according to the medical-dictionary.com, is delegation of Administrative authority responsibility transfer to a person of lower license from the person of higher license, while remaining responsible for the actions of the outcome. The RN must have trust and confidence in the team members they are delegating to be able to delegate effectively and with minimal stress for themselves (Harris, 2007). With the determining of competence and appropriateness of the task to be delegated, there are many things to consider. According to the nursing practice act, the RN is authorized to delegate to lower licensed staff with ongoing supervision to help patients receive a quality of health care. The RN has to evaluate the patient for stability, condition, and abilities of the team to perform the task (Joint Statement on Delegation). One of the difficult responsibilities for an effective delegation of responsibilities is that the RN understands the families and patients need to be able to assign the right team member with a compatible personality. This is important because the family and the patient have to be able to trust the staff member assigned to them to help with managing care and having a RN, LPN, and CNA that work well as a team will benefit any and all patients. It has been stated, many times, in different articles, that the RN delegation skills are not checked off like the other clinical skills are the...
Words: 1122 - Pages: 5
...------------------------------------------------- Does delegation help or hurt nursing? A Research Paper April 11, 2013 Fiona Molloy Dr. McDonnell HAS 420 April 11, 2013 Fiona Molloy Dr. McDonnell HAS 420 Fiona Molloy Dr. McDonnell/Bill Miller HSA 420 Does Delegation Help or Hurt Nursing? Chapter One: The History of Nursing. The first nursing school was established in India in about 250 B.C., and only men were permitted to attend because men were viewed to be more pure than women. If you think of a woman dressed in scrubs with a stethoscope around her neck and a clipboard in her hands, you aren’t alone. An overwhelming majority of nurses in the United States today are women. However, nursing began as a practice reserved for men. It wasn’t until the 1800's that nursing became an organized practice. During the Crimean War, Florence Nightingale and 38 volunteer nurses were sent to the main British camp in Turkey. Nightingale and her staff immediately began to clean the hospital and equipment and reorganized patient care. Nightingale pushed for reform of hospital sanitation methods and invented methods of graphing statistical data. When she returned to Britain, Nightingale aided in the establishment of the Royal Commission on the Health of the Army. As a woman, Nightingale could not be appointed to the Royal Commission, but she composed the Commission’s report. (Travel Nurses of America, 2010) Completed, the report was over 1,000 pages in length and included detailed...
Words: 3287 - Pages: 14
...Journal Article Summary I am summarizing the article called “Delegation by licensed nurses” and it is written by Jan Lanier and Kathleen Morris. This article begins by stating the tasks that are required of a registered nurse and one of these tasks includes delegation. According to the article, delegation is defined as assigning a task to an individual that is not a registered nurse. This transferring of tasks gives a nursing assistant that has been properly taught how to perform the task the responsibility to complete the duty. Tasks that are delegated to nursing assistants include bathing, linen changes, and feedings. Although these tasks are delegated to another individual the nurse is still considered responsible for the outcome. This...
Words: 428 - Pages: 2
...Grievance Handling Grievance is defined as ‘cause for complaint or annoyance’. Before the machine age, when a handful of workers worked directly for an employer, grievance handling was a one-step procedure : the worker directly approached his boss who gave a decision on the issue. The machine age has introduced a vast echelon of intermediary supervision between the principal employer and the rank-and-file worker. Increase in the number of workers and supervisors in a complicated industrial unit, has led to an increased number of grievances of varying types at different levels. No longer can an employer nonchalantly brush aside the problem of handling grievances as a trivial function. Those who have done so have reaped the whirlwind. A grievance is the embryo of more serious trouble to come, and whether real or imagincary, it is a canker in the organisation and calls for prompt and effective measures. If it is real, the need for curative action is obvious; if it is imaginary, the need to explain and clear up the atmosphere is all the more imperative. Prompt and effective handing of grievances is the key to industrial peace. In our country particularly, where illiteracy is high and people from villagers seek employment in the laien atmosphere of an industrial unit, grievances are many and varied. Operations, procedures and supervisory techniques are not easily understood and lead to grievances. An induction programme coupled with a well understood and sound grievance procedure...
Words: 973 - Pages: 4
...SUBDOMAIN 724.7 - PROFESSIONAL ROLES & VALUES 1 SUBDOMAIN 724.7 - PROFESSIONAL ROLES & VALUES Delegation Orchid Quiton Chefalo Western Governors University Nursing Program 11/11/2011 Revised 11/30/2011 12/10/2011 SUBDOMAIN 724.7 - PROFESSIONAL ROLES & VALUES 2 Delegation It takes a team approach to manage patient-care. As a FNP, and a provider for this patient, she could collaborate with other experts and delegate care of the patient. The nursing supervisor for the clinic can aid the FNP to identify her role in the best utilization of the diverse workforce by facilitating the coordination of care by employing the experts and give an introduction of what services each specialty can offer to meet the needs of the patient. Examples of the roles of the diverse workforce are as follows: The LVN educator can give one to one instructions and education in pre-partum, intra- partum and post-partum care; The social worker can interview the patient’s life condition like the family dynamics and make appropriate recommendations for the patient to be successful at home; The community health RN, BSN can use her knowledge on what specific resources the patients needs within the facility and/or outside the community; The obstetrician can be consulted, and may...
Words: 1167 - Pages: 5
...Delegation Example in a Health Care Setting Presentation * The delegation model or process * The delegation issue in your work place * The stakeholders in their different health care roles * How you choose the right stakeholder for the job At the completion of this presentation the learner will know the delegation model process, be capable of identify issues in the workplace, how to choose the appropriate stakeholder to complete the job, and the stake holders in their different health care roles. By using a possible occurrence that can happen in the work place as an example we will walk through the delegation process. * How you communicate with the stakeholders * How you resolve conflict * How you know when to give feedback * How you evaluate the problem solved * Relevant recommendations With communication being the most important aspect of delegation, we will discuss how to communicate with the stakeholders, resolving conflict, different ways to know when to give feedback, different evaluation methods to problem solve and relevant recommendations. * Know Your World * Know Yourself * Know What Needs To Be Done * Know Your Delegate * Communicate * Resolve Conflict * Feedback/Evaluate First, we will need to know what the definition of delegation is. According to Hansten and Jackson (2009), the National Council of State Boards of Nursing states that delegation is the “transferring to a competent individual...
Words: 2794 - Pages: 12
...the general guidelines of delegation are: * primary concern is to make sure that the patient is safe * you must know the job descriptions and abilities of the healthcare personnel and subordinates who you supervise * you must know facility policies and procedures * you must know your nurse practice act * you must delegate tasks to those who you know are capable of performing what you are assigning them to do * you base tasks that you delegate to others on your knowledge of the state nurse practice act, facility policies and facility job descriptions. * give directions for the task that are clear in order to avoid misunderstandings * give a deadline when you expect the task to be completed * ask the person to repeat back instructions to verify they have the directions correct if you suspect they do not understand what you are asking them to do * follow-up to make sure the task was completed correctly and by the deadline in order to evaluate the performance of the task (this is your supervision function) * provide praise when tasks are done well and within deadlines; provide feedback and criticism when necessary * assign same tasks to the same individuals if possible http://nclextestprep.com/delegation.html - points to ponder when considering delegation and nursing management of personnel. from the anderson nclex-rn review. this is more about delegation and prioritization of nursing task involving patients...
Words: 340 - Pages: 2
...Reducing Your Risk As a Registered Nurse (RN), we have the responsibility of delegating tasks to our team of nurses and aids. We may have Licensed Practical Nurses (LPN), patient care techs (PCT), mental health techs (MHT), or certified nursing assistants (CNA) on our unit and are responsible for all of their actions. The RN must be familiar with the rules of delegation and take responsibility for the delegations that he assigns. The Arkansas State Board of Nursing rules, chapter five delegation, lists criteria for delegation: a licensed nurse delegating the task is responsible for the nursing care given to the client and for the final decision regarding which nursing tasks can be safely delegated ("ASBN," 2008, para. 3). Followed by seven other provisions that must be met. It also lists specific nursing tasks which may be delegated without prior nursing assessment, and nursing tasks that may not be routinely delegated. When I work on the psychiatric unit we usually have a set team that includes a RN charge nurse, an RN, an LPN, and three MHTs. We have...
Words: 696 - Pages: 3
...Question I Assigning fault in this case is difficult because all the facts are not presented; there are so many details and questions that are left unanswered to make a justified decision as to who really is at fault in this case. That being said I would not place fault to anyone in this case, however everyone involved in this case has some shared responsibility to the patients care. During report Jane is told that the patient fell without injury around lunch time but has had an uneventful evening. At my current place of work VA Hospital there is a Fall Prevention Program with a Post Fall Management Protocol in place, these are measures that are to be implemented after a fall by nursing, and multidisciplinary team members they are; assess for injuries and determine level of injuries, assess vital signs, including sitting/standing blood pressure and pulse, If diabetic, check blood glucose, notify physician/medical provider, The provider of or on-call physician will assess patient within one hour, provide care, order any needed diagnostic tests, medications, etc., complete a Report of Fall Incident Note and document circumstances of fall in medical record, notify all team members of the patient’s fall, complete Fall Risk assessment and implement high risk fall interventions, if indicated. First 24 hours after the fall: obtain vital signs every 8 hours, observe for possible injuries not evident at the time of the fall (assess limb reflex, joint range of motion, weight bearing)...
Words: 1548 - Pages: 7
...1Care Delivery: Delegation Introduction The topic I have chosen to discuss in this essay is delegation, as from my experience this is one of the most complex nursing skills to develop, this claim is supported by literature (Weydt: 2010) Delegation is a suitable topic to discuss as it is a necessity for any nurse to be able to delegate effectively, especially in recent times in which nurses are stretched to their limits due to an increase in patient numbers and current government NHS cuts. The NHS is supposed to be protected from the public sector cuts, but new research shows that more than 50,000 jobs are disappearing from the NHS (Ramesh: 2011) Delegation has particular relevance to me as a third year student because knowing when, how and to whom you can delegate requires a complex understanding of the task in hand, the process of delegation, and the skills and existing workloads of the people available. It is especially important to achieve the right balance as a third year student, as delegating too much may result in a loss of control, while failing to delegate or not delegating enough can lead to duties not being completed. I will begin by discussing areas of delegation such as responsibility, accountability and authority. I will then move on to discuss aspects and principles of best practice. I will then continue to focus on managerial and organisational aspects relating to delegation, I will discuss these aspects using examples from practice. Delegation may be difficult...
Words: 1996 - Pages: 8
