ABSTRACT
Contracts are a common foundation for faculty practice relationships between a college of nursing and other agencies. Although the legal format of a contract is relatively standardized, the process of contracting entails decisions and issues that increase its complexity. Little is available in the faculty practice literature that addresses contracts and contractual issues as a comprehensive whole. This article contains discussions of nursing faculty practice contractual issues such as the elements of a contract as a framework, including competent parties, offer, consideration, and acceptance. Evaluation of contract performance is addressed and alternatives for decision making and problem resolutions are suggested throughout. J Prof Nurs 17:173-179, 2001.
Subject(s)
Nursing Faculty Practice/legislation & jurisprudence , Schools, Nursing/legislation & jurisprudence , Contract Services , Humans , United StatesSubject(s)
Drug Prescriptions , Drug Therapy/nursing , Job Description , Nurse Practitioners/organization & administration , Nurse's Role , Practice Patterns, Physicians'/organization & administration , Professional Autonomy , Adult , Female , Florida , Humans , Male , Middle Aged , Nurse Practitioners/education , Surveys and QuestionnairesABSTRACT
In this descriptive survey study, four elements of performance evaluation of advanced practice nurses (APNs) currently in clinical practice were examined: evaluation frequency, evaluation responsibility, evaluation parameters, and monitored patient outcomes. Questionnaires were mailed to 2,093 APNs living in Florida and licensed by the Florida State Board of Nursing. Eight hundred twenty-two usable surveys were returned, for a 39% response rate. Of these respondents, 654 were in clinical practice as APNs, and comprised the final sample. The majority (56.9%) received formal annual evaluations, and most (75.9%) were evaluated primarily by physicians; only 17.5% reported peer evaluation. The most frequent evaluation parameters were appropriateness of care, patient satisfaction, patient outcomes, and patient volume. Patient outcomes fell into four categories: clinical endpoints, complications, compliance, and functional status. A need to increase the regularity, formality, and peer review elements of APN performance evaluation was concluded.
Subject(s)
Clinical Competence/standards , Employee Performance Appraisal/organization & administration , Job Description , Nurse Midwives/standards , Nurse Practitioners/standards , Outcome Assessment, Health Care/organization & administration , Peer Review, Health Care , Adult , Aged , Female , Florida , Humans , Male , Middle Aged , Nursing Evaluation ResearchABSTRACT
Nurse managers need to be aware of the use of both nonmonetary and monetary rewards in the world of health care reform with new paradigms of management. Through gaining an understanding of the basic approaches and the theoretical basis of rewards, a balanced program will be based on the values of the organization and the needs of the staff.
Subject(s)
Nursing Staff , Nursing, Supervisory , Reward , Salaries and Fringe Benefits , Humans , Nursing Staff/economics , Nursing Staff/psychologyABSTRACT
This article describes a course designed for use by staff development departments that incorporates the information and skills needed for staff nurses and nurse managers to become contributing partners in the financial planning management of their units, their division, and their organization. The delicate balance between the delivery of quality care and corporate economic stability can best be fostered by knowledgeable practitioners and administrators who share a common philosophy of care giving and fiscal accountability.
