Demystifying the Competency Conundrum Facilitated by: Sylvia McKee, MN, RN, BC Coordinator, Clinical Staff Development & Education VA Salt Lake City Health Care System - PowerPoint PPT Presentation

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Demystifying the Competency Conundrum Facilitated by: Sylvia McKee, MN, RN, BC Coordinator, Clinical Staff Development & Education VA Salt Lake City Health Care System

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Title: Demystifying the Competency Conundrum Facilitated by: Sylvia McKee, MN, RN, BC Coordinator, Clinical Staff Development & Education VA Salt Lake City Health Care System


1
Demystifying the Competency Conundrum Facilita
ted by Sylvia McKee, MN, RN, BC Coordinator,
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.
2
Topics 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

4
Why Competency Assessment?
  • Competent Staff Quality Care
  • JCAHO Requirement
  • NEW Competence Assessment HR.3.10
  • Competence to perform job responsibilities
  • is assessed, demonstrated and
  • maintained.

5
Competence 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.

6
Competency
  • Actual performance is the gold standard for
    demonstration of competency.

7
Competency 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.

8
Components of Competence
Additional Considerations Patient satisfaction
feedback Incident reports Physician
feedback Preceptor/mentor teaching
9
Program Components
  • Backbone to a high-quality assessment program
  • Policy
  • Process
  • Reporting Mechanism

10
How Will I Know It When I See It?
  • Initial Competency Assessment
  • Ongoing Competency Assessment

11
Initial 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

12
Ongoing 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

14
Competency 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.

15
Competency Assessment Tools
  • A performance checklist is used to determine
    presence of performance
  • Demonstration of knowledge does not equal
    demonstration of competence.

16
Competency Assessment Tools
  • Learner centered performance criteria stated
    in terms of what the learner has to demonstrate
    for the behavior to be considered competent.

17
Writing 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

18
Writing Competency Statements Initial
Assessment Examples
  • Handouts Orientation Competency
    Skills Checklists
  • Dialysis
  • Physical Science Technician Research
  • Research Nurse BSN and/or Coordinator

19
Writing Competency Statements Annual
Assessment Examples
  • Operating Room
  • Research Nurse

20
Writing 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

21
Writing Performance Criteria Initial Assessment
Examples
  • Handouts Orientation Competency
    Skills Checklists
  • Dialysis
  • Physical Science Technician Research
  • Research Nurse BSN and/or Coordinator.

22
Writing Performance Criteria Annual Assessment
Examples
  • Operating Room
  • Research Nurse

23
VALIDATING
COMPETENCY
  • READING THE STARS

24
Validating 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

25
Validating 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

26
Validating Competency
  • Key Activities
  • Remediate if necessary, then reassess
  • Assign accountability for follow-up

27
REPORTING
RESULTS/LINK
TO EDUCATION
  • PEERING INTO THE CRYSTAL BALL

28
Reporting 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

30
Competency 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

31
Performance 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

32
QUESTIONS ?
33
THANK YOU
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