Title: Demystifying the Competency Conundrum Facilitated by: Sylvia McKee, MN, RN, BC Coordinator, Clinical Staff Development & Education VA Salt Lake City Health Care System
1Demystifying the Competency ConundrumFacilita
ted by Sylvia McKee, MN, RN, BCCoordinator,
Clinical Staff Development Education VA Salt
Lake City Health Care System
Developing a highly visible, tightly linked
competency assessment program is key to
organizational success.
2Topics to Cover
- Why Competency Assessment?
- Establishing a Competency Program
- Initial and On-going Competency Assessment
Process - Validating Competency
- Results of Competency Assessment
3 COMPETENCY FACTS
- SECRET INGREDIENTS
- YIELD MAGIC POTIONS
4Why Competency Assessment?
- Competent Staff Quality Care
- JCAHO Requirement
- NEW Competence Assessment HR.3.10
- Competence to perform job responsibilities
- is assessed, demonstrated and
- maintained.
5Competence vs. Competency
- Competency
- An individuals actual performance in a
particular situation. - The ability to integrate knowledge and skill
to perform a task under the varied
circumstances of the real world.
- Competence
- An individuals capacity to perform his or her
job functions. - Professional Competence
- The ability to function effectively in the
tasks considered essential within a given
profession.
6Competency
- Actual performance is the gold standard for
demonstration of competency.
7Competency vs. Training
- Train to instruct so as to make proficient or
qualified - Training the process or experience of being
trained - Competency an individuals actual performance
in a particular situation - The ability to integrate knowledge and skill to
perform a task under the varied circumstances of
the real world.
8Components of Competence
Additional Considerations Patient satisfaction
feedback Incident reports Physician
feedback Preceptor/mentor teaching
9Program Components
- Backbone to a high-quality assessment program
- Policy
- Process
- Reporting Mechanism
10How Will I Know It When I See It?
- Initial Competency Assessment
- Ongoing Competency Assessment
11Initial Competency Assessment
- References
- Previous competence assessments and performance
evals - Direct observation
- Preceptor evaluation
- Formal peer review
- Narrative/anecdotal comments
- Education
- Certification
- Experience
- Knowledge Testing
- Self-assessment
- Interviews (PBI)
- In-service or CE attendance
12Ongoing Competency Assessment
- JCAHO requirement - AGAIN!!
- New HR.2.30 Ongoing education, including
in-services, training, and other activities,
maintains and improves competence. - Limited (job specific)
13 PROCESS/TOOLS
- EXPANDING YOUR REPERTOIRE OF TRICKS
14Competency Assessment Process
- Performance tests consists of evaluation
entries embedded within a checklist - A performance standard is used to compare
actual performance against in order to
determine competency.
15Competency Assessment Tools
- A performance checklist is used to determine
presence of performance - Demonstration of knowledge does not equal
demonstration of competence.
16Competency Assessment Tools
- Learner centered performance criteria stated
in terms of what the learner has to demonstrate
for the behavior to be considered competent.
17Writing Competency Statements
- Essential Characteristics of A Competency
Statement - Describes a general category of behavior or
performance - Describes staff behavior
- Describes behavior that is observable and
measurable - Includes no conditions imposed on performance
- Is validated by practitioners in the designated
role and setting
18Writing Competency Statements Initial
Assessment Examples
- Handouts Orientation Competency
Skills Checklists - Dialysis
- Physical Science Technician Research
- Research Nurse BSN and/or Coordinator
19Writing Competency Statements Annual
Assessment Examples
- Operating Room
- Research Nurse
20Writing Performance Criteria
- Essential Characteristics of Performance Criteria
- Describe employee behavior
- Describe behavior that is observable and
measurable - Limited to a single behavior
- Include sufficient description of the behavior
- Include desired conditions imposed on performance
- Include a performance standard
- Include only essential aspects of performance
21Writing Performance Criteria Initial Assessment
Examples
- Handouts Orientation Competency
Skills Checklists - Dialysis
- Physical Science Technician Research
- Research Nurse BSN and/or Coordinator.
22Writing Performance Criteria Annual Assessment
Examples
-
- Operating Room
- Research Nurse
23 VALIDATING
COMPETENCY
24Validating Initial Competency
- Requirements of position
- Develop skills checklist
- Develop measurable performance criteria
- Performance standard to compare actual
performance against - Determine method of assessment to be used
- Provide training if required
- Assess
25Validating On-going Competency
- Select competencies (high-risk, low volume,
problem prone) - Develop measurable performance criteria
- Performance checklist
- Performance standard to compare actual
performance against - Determine method of assessment to be used
- Assign appropriate person to perform assessment
- Provide training if required
- Assess
26Validating Competency
- Key Activities
- Remediate if necessary, then reassess
- Assign accountability for follow-up
27 REPORTING
RESULTS/LINK
TO EDUCATION
- PEERING INTO THE CRYSTAL BALL
28Reporting Results/Link to Education
- Annual report
- Why report findings?
- What you will report
- To whom you will report
- How will the report be used?
29- Competency assessment snapshot
- Performance appraisal videotape
30Competency Assessment
- Is this staff member able to do his/her
assigned job? - Answer found in comparing employees
performance against a set of criteria - Completed during orientation
- Ongoing to determine if competency maintained
31Performance Evaluation
- Is this staff member doing his/her assigned
job? - Answer found in comparing daily performance
against set of expectations - Compiled and summarized annual basis
- Used to monitor the quality of care/service
32QUESTIONS ?
33THANK YOU