Annual competency should be tied to clinical outcomes and should
fluctuate based on changes in those outcomes. So I would look at the
problems you are having now, create an improvement plan that includes
competency demonstration related to that aspect, then reevaluate your
plan at a specific period. Simply performing a procedure under
observance is does not truly accomplish the goal of performance
improvement. So what are your PICC outcomes? Create your clinical
competency assessment program around those problems.
The professional growth and participation parts are good ideas for
the individual's performance evaluation. Lynn
At 5:39 PM -0500 5/19/06, DAVID LONGSETH wrote:
I have been tasked with writing our team's annual competency and
would welcome some ideas and feedback from this group.
I have it broken down into 3 areas--performance,participation and
professional growth. Performance meaning 1) a minimum of 20
successful insertions in the past year and a success record of not
less than 80%;2) 1-2 insertions observed by one of our "proficient"
inserters--essentially me or our CNS.
Participation meaning attending 75% of our monthly meetings.
Professional growth meaning a minimum of CEU's per year and/or an
educational presentation at one of the meetings and/or writing an
article for our hospital's monthly paper.
What I aspire to acheive is a higher degree of professionalism
within the group of PICC'ers, a group which unfortunately was
essentially a 'picc-stick-and-run' mess two years ago.
--
Lynn Hadaway, M.Ed., RNC, CRNI
Lynn Hadaway Associates, Inc.
126 Main Street, PO Box 10
Milner, GA 30257
http://www.hadawayassociates.com
office 770-358-7861
