NHS FPX 8040 Assessment 3 Sample Paper
NHS FPX 8040 Assessment 3 Sample Paper
Use this template to develop your project charter, replacing the instructional text in the cells with the required information. Consider making a copy of this template should you require a second look at the instructions. For each part of the charter, review the step-by-step instruction, replacing the instructional text in the cells with your information. Submit the assessment template as one document for each of the assessments so we can evaluate the progression of the project.
| Part 3 | ||||||||
| Intervention | ||||||||
| Planned Intervention | A targeted documentation training program will be developed and delivered to nursing staff. The program will include workshops, role-playing scenarios, and competency assessments focused on improving accuracy and compliance.Nurse Educators, Clinical Nurse Specialists (CNS), and IT Specialists.The intervention will begin in January 2025 and be completed by June 2025. Training sessions will occur bi-weekly. Pre- and post-training audits will measure improvements. | |||||||
| Measurement: Proposed Outcomes | ||||||||
| Develop outcome, process, and counter/balancing measures for your project. | ||||||||
| Outcome Measure What is the desired outcome in measurable terms?Compare to the SMART objective you developed that is stated in measurable terms.This is the desired outcome after the intervention has been implemented and is stated in very specific and measurable terms with time parameters. | Process MeasureState 1–2 process measures that address:Are you doing the right things to get to the outcome? Are the steps in the process leading to the planned outcome? These should be specific and in measurable terms. | Counter/Balancing Measure As you are not implementing the project, develop counter/balancing measures that might be anticipated if the planned intervention is implemented.Consider the potential for the changes being made causing problems in other areas that may not be anticipated. | ||||||
| The desired outcome is to improve nursing documentation accuracy from 75% to 95% within six months, aligning with the SMART objective. | Training Completion Rates: Measure the percentage of nursing staff who complete all required training sessions by the midpoint and endpoint of the project. The goal is for 100% of eligible staff to attend the sessions. | Impact on Patient Care Time: Monitor whether the time nurses spend on documentation reduces their availability for direct patient care. Surveys and time-motion studies will help identify any negative effects on care delivery. | ||||||
| This measurable improvement will be achieved by auditing nursing records monthly to monitor progress and assess the impact of training interventions. | Documentation Audit Results: Conduct bi-weekly audits during the project period to evaluate whether the accuracy and completeness of nursing records are improving. Achieving at least a 3% monthly increase in accuracy is a key indicator of progress toward the outcome goal. | Workload Stress Levels: Measure any increases in nurse-reported stress through bi-weekly surveys, ensuring that training sessions and documentation requirements do not create an unsustainable workload. | ||||||
| By the end of the project, at least 95% of nursing documentation should meet accuracy and completeness standards set by regulatory guidelines. | ||||||||
| Data Collection & Management | ||||||||
| Use the table below to develop a plan for the collection, management, and stewardship of the data you will collect for your Project Charter. Use at least one source/citation to support your data collection plan. | ||||||||
| Data CollectionWhat data will be collected? Be specific! | Data CollectorWho will collect the data? Explain their role and why this person(s) is selected. | Collection TimelineWhen will data be collected? Provide a beginning and ending time frame. | Data Storage/ProtectionHow will the data be stored?How will it be protected? Consider security, de-identification, confidentiality, and anonymity. | Diversity, Equity, and Inclusion How will the data be interpreted? Do you have any concerns about how bias might affect data collection, interpretation, or application? | ||||
| Training certification and scores, workload stress reports, and documentation review of audit findings. | The roles of the Position are Quality Improvement Coordinator and IT Specialist. | The data will be collected from January 2025 up to June 2025. | Data will be stored at appropriate hospital electronic database which will be easily administered but access to the data will be highly restricted and data will be anonymized. | Some aspects of the analysis process will include, looking at the results for different demographic group to make sure everyone is affected equally. Potential bias when doing data collection will be addressed by using standard means. | ||||
| Ethical Leadership | ||||||||
| The project will focus on benefitting patients by improving safety and care quality while supporting nursing staff through enhanced skills and reduced documentation-related errors. Ethical considerations will address inclusivity by ensuring all nurses, including those in vulnerable roles, receive equal training opportunities. Leadership approaches, including servant and transformational leadership, will ensure team collaboration and equity in resource allocation. Specialized skills like emotional intelligence and collaborative decision-making will be leveraged to foster a supportive environment. Aligning with the Quadruple Aim, the project will promote patient care, staff well-being, and ethical practices, ensuring success and equity for all involved. | ||||||||
| SWOT Analysis | ||||||||
| Strengths | ||||||||
| Dedicated nurse educators, supportive leadership, and access to training resources. | ||||||||
| Weaknesses | ||||||||
| Limited time availability for staff to participate in training sessions. | ||||||||
| Opportunities | ||||||||
| Enhancing patient safety and regulatory compliance; potential for scaling training programs. | ||||||||
| Threats | ||||||||
| Resistance to change and potential workload increases during training. | ||||||||
| National Institute for Healthcare Improvement (2022). Improving clinical documentation to enhance patient safety. Retrieved from https://www.ihi.org.Jankelová, N., & Joniaková, Z. (2021). Communication Skills and Transformational Leadership Style of First-Line Nurse Managers in Relation to Job Satisfaction of Nurses and Moderators of This Relationship. Healthcare (Basel, Switzerland), 9(3), 346. https://doi.org/10.3390/healthcare9030346 | ||||||||
