The following questions were developed to help guide the provider profile analysis. This is not an exhaustive list, but a starting point to support critical analysis.
Critical Analysis Questions
Ask:
What is working well with the scheduling practices for the unit/setting? What is not working well? How can these areas be addressed?
What percentage of team members would be considered novice in their practice and/or to the practice setting (for example, less than 1-2 years)? How does this inform the unit's transition to practice, onboarding and preceptorship processes/practices? How does it inform scheduling practices?
Thinking about the 'typical' patient care needs and required provider competencies:
Which team members can perform which care and/or have primary accountability to meet the need(s)? How do scope of practice, regulatory requirements or non-regulated role restrictions influence duties/scope of employment?
What support do team members need to acquire or enhance required competencies?
Is the current team composition and complement adequate to support care delivery? For example:
What is the actual vs. required nursing Hours Per Patient Day [HPPD] needed to support care delivery? Use the Planned NHPPD Calculator (linked below) to calculate HPPD.
What is the total patient care hours per day (nursing hours per patient plus hours of care provided by supportive team roles like CTA)?
Does the structure of the current team-based care delivery model support role optimization and the delivery of efficient, safe care?
What is the current state of the planned vs. actual vs. budgeted staffing complement?
How many staff are on leave? How many positions are vacant? What is the mitigation plan to address?
What are the trends for OT, sick time and purchased services? What explains these variances? What are strategies to address these variances?
Review the "5 Es" before introducing a new role into the team.
