NHS FPX 8040 Assessment 1 Project Charter Part 1
NHS FPX 8040 Assessment 1 Project Charter Part 1
Name
Capella university
NHS-FPX 8040 21st-Century Health Care Leadership
Prof. Name
Date
Project Charter
Part 1 |
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Project Overview |
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| Project Name | Healing the Workforce: Addressing Nursing Shortages at Lima Memorial Hospital | ||||
| Gap Analysis | Lima Memorial Hospital faces nursing shortages, disrupting healthcare delivery and negatively impacting patients’ health outcomes. There are 75 vacant positions for registered nurses in the hospital out of 500 approved positions. This shortage has resulted in increased workload for existing staff, leading to higher levels of burnout and decreased quality of patient care.
The desired state is to reduce the nursing staff shortage. The aim is to bring the vacant positions to 25 out of 500 approved positions within 12 months. This desired state will significantly lessen the workload on existing staff and improve overall patient care quality. |
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| Current State | Desired State | Identified Gap | Methods used to identify the Gap | Implications/Relevance to Identified Population | |
| 75 vacant positions for registered nurses out of 500 approved positions due to inadequate recruitment and retention strategies. | Only 25 vacant nursing positions out of 500 approved positions by the end of the following year. | Filling up 50 registered nurses’ positions within the hospital by hiring and retaining nurses. | To identify the gap, we reviewed current staffing levels and vacancy rates. Moreover, we analyzed the trends in staff recruitment and retention strategies. Finally, surveys were sent to the nursing staff to assess workload and burnout levels. | For populations served by Lima Memorial Hospital, this problem is relevant as it leads to compromised patient care, adverse patient outcomes, and poor patient satisfaction. Thus, identifying contributing factors and mitigating those will ensure effective healthcare delivery and patient safety. | |
| Evidence to Support the Need | A recent staff survey conducted at Lima Memorial Hospital disclosed high burnout levels among nursing staff, where 65% reported increased workload due to nursing shortages. Approximately 50% of nurses said these shortages impact patient safety and care quality. These reports indicate a pressing need to address nursing shortages to reduce workload pressures and improve healthcare delivery. The nursing shortage is a significant healthcare challenge encountered by healthcare systems worldwide. According to Tamata and Mohammadnezhad (2022), approximately three million additional nurses are required in the United States to cover the nursing shortage gap. Addressing this gap is crucial to improving patient safety, decreasing workload and burnout among existing staff, and enhancing the quality of healthcare services. The regulatory requirements established by the Joint Commission, a leading accrediting body for healthcare organizations, instruct hospitals to maintain acceptable staffing levels to ensure safe and effective care delivery (Baker, 2022). Moreover, nursing shortages impair healthcare systems’ financial viability as increased turnover rates escalate expenses. Furthermore, they impede timely access to healthcare services in underserved communities. Thus, improving nursing shortages is vital for maintaining financial viability, optimizing resource allocation, and promoting equitable access to quality healthcare services (Udod, 2023). |
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| Problem Statement | The nursing shortage at Lima Memorial Hospital due to inadequate recruitment and retention strategies is leading to poor staff well-being, increased turnover rates, and vacant nursing positions. Ultimately, the gap in the desired and current state of acquired nursing positions compromises care quality, demanding targeted interventions to improve hiring and retention processes and enhance hospital workflows for improved patient care. | ||||
| SMART Objectives | Specific: The target population includes nursing staff employed at Lima Memorial Hospital and candidates who apply for the vacant positions. Moreover, we target the hospital’s recruitment and retention processes/departments for enhanced services.
Measurable: Nursing turnover rates will reduce, and we will observe a measurable outcome of 50 vacant positions being filled. Achievable: The objective is realistic and attainable as all the necessary resources are available to implement recruitment and retention initiatives. Moreover, we have attained strong commitment from hospital leadership for this project to improve staff satisfaction and patient care quality. Relevant: Addressing nursing shortages is vital to providing equitable access to quality healthcare to all communities. Moreover, it is aligned with the organization’s mission of encouraging staff well-being and providing excellent patient care. By increasing nurse staffing levels and enhancing patient care, the project contributes to population health. It addresses social determinants of health, such as reducing healthcare disparities, increasing access to healthcare services, and promoting workforce equity. Time: The project will commence immediately upon approval of the charter, and we aim to fill 50 vacant positions within 12 months. |
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| Project AIM | This project aims to reduce nurse turnover rates at Lima Memorial Hospital. The current vacant positions at the hospital are 75/500, whereas the desired state is to fill 50 positions and bring the vacancies down to 25/500 approved positions within 12 months. This project is beneficial for nurses and patients. While nurses will experience reduced workload, decreased burnout, and improved job satisfaction, patients will receive quality and equitable healthcare services. To execute the project, we plan to implement evidence-based recruitment and retention strategies, such as competitive salary packages, professional development opportunities, and a respectful workplace environment (Pressley & Garside, 2023). This project will commence immediately upon approval of the charter, and we aim to observe the results within 12 months. | ||||
| References (APA format)
Baker, D. W. (2022). Addressing the nursing shortage in the United States: An interview with Dr. Peter Buerhaus. The Joint Commission Journal on Quality and Patient Safety, 48(5), 298–300. https://doi.org/10.1016/j.jcjq.2022.02.006 Pressley, C., & Garside, J. (2023). Safeguarding the retention of nurses: A systematic review on determinants of nurse’s intentions to stay. Nursing Open, 10(5), 2842–2858. https://doi.org/10.1002/nop2.1588 Tamata, A. T., & Mohammadnezhad, M. (2022). A systematic review study on the factors affecting the shortage of nursing workforce in the hospitals. Nursing Open, 10(3), 1247–1257. https://doi.org/10.1002/nop2.1434 Udod, S. (2023). A call for urgent action: Innovations for nurse retention in addressing the nursing shortage. Nursing Reports, 13(1), 145–147. https://doi.org/10.3390/nursrep13010015 |
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