NHS FPX 8040 Assessment 2 Project Charter Part 2
NHS FPX 8040 Assessment 2 Project Charter Part 2
Name
Capella university
NHS-FPX 8040 21st-Century Health Care Leadership
Prof. Name
Date
Project Charter
Part 1: Project Overview
Project Name
Healing the Workforce: Addressing Nursing Shortages at Lima Memorial Hospital
Gap Analysis
Lima Memorial Hospital is facing a significant challenge with a nursing shortage, negatively impacting healthcare delivery and patient outcomes. Of the 500 approved registered nursing positions, 75 remain vacant, leading to increased workloads for existing staff, elevated burnout rates, and compromised patient care quality. The project aims to reduce these vacancies to 25 within 12 months, alleviating staff workload and enhancing the overall quality of care.
| Current State | Desired State | Identified Gap | Methods Used to Identify the Gap | Implications/Relevance to Identified Population |
|---|---|---|---|---|
| 75 vacant nursing positions due to inadequate recruitment and retention strategies. | 25 vacant positions by the end of 12 months. | Filling 50 positions within the hospital. | Analysis of current staffing levels, vacancy rates, and staff feedback through surveys on workload and burnout. | Nursing shortages lead to compromised patient care and adverse outcomes. Addressing this gap ensures effective healthcare delivery and patient safety. |
Evidence to Support the Need
Recent surveys conducted at Lima Memorial Hospital reveal that 65% of nursing staff report high burnout levels, while 50% express concerns about compromised patient safety due to staffing shortages. This aligns with global trends, where approximately three million additional nurses are needed in the U.S. to close the gap (Tamata & Mohammadnezhad, 2022). Furthermore, the Joint Commission highlights the importance of maintaining adequate staffing levels to ensure safe, effective care (Baker, 2022). Addressing this shortage is essential for financial sustainability, resource optimization, and equitable access to quality healthcare (Udod, 2023).
Problem Statement
The nursing shortage at Lima Memorial Hospital, driven by inadequate recruitment and retention strategies, compromises care quality, increases staff turnover, and undermines overall staff well-being. Targeted interventions are required to fill these vacancies and improve workflows for enhanced patient outcomes.
SMART Objectives
- Specific: Focus on the hospital’s nursing staff and applicants for vacant positions, along with recruitment and retention processes.
- Measurable: Reduce nursing turnover rates and fill 50 vacant positions.
- Achievable: Leverage resources and leadership commitment to implement initiatives.
- Relevant: Aligns with the hospital’s mission of promoting staff well-being and excellent patient care, while addressing healthcare disparities.
- Time-Bound: Complete the project within 12 months.
Project Aim
This project seeks to reduce nursing turnover and vacancies at Lima Memorial Hospital, decreasing the number of vacant positions from 75 to 25 within 12 months. This will benefit nurses by reducing workload and burnout while enhancing patient care quality. Evidence-based strategies, such as competitive salaries, professional development, and a respectful workplace, will be implemented.
References
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
NHS FPX 8040 Assessment 2 Project Charter Part 2
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
Part 2: Project Team
| Title | Department | Role and Contribution |
|---|---|---|
| Executive Sponsor | Medical Administration | Oversees resource allocation, approves initiatives, and facilitates interdepartmental collaboration. |
| Nurse Manager | Nursing Administration | Provides insights on staffing challenges and daily workflows, contributing to effective strategy design and implementation. |
| HR Manager | Human Resources | Develops recruitment and retention strategies, ensuring alignment with hospital policies. |
| QI Coordinator | Quality Assurance | Monitors project outcomes, evaluates impact, and facilitates continuous improvement initiatives. |
| Finance Manager | Finance | Conducts cost-benefit analyses, budgets for project initiatives, and ensures financial sustainability. |
| Team Leader (CNO) | Nursing Administration | Employs transformational and servant leadership to inspire collaboration and address staffing challenges while fostering a supportive environment. |
Stakeholders
| Title/Role | Connection to the Project | Impact | Contribution |
|---|---|---|---|
| Union Representative | Advocates for nursing staff rights and interests. | Improved working conditions. | Provides feedback on strategies and advocates for the team. |
| Patient Advocate | Focuses on patient safety and care quality. | Enhanced patient satisfaction. | Offers insights into patient experiences and priorities. |
| Community Leader | Represents the hospital’s local community. | Improved community trust and healthcare. | Advocates for resources and supports workforce initiatives. |
NHS FPX 8040 Assessment 2 Project Charter Part 2