OR Manager Tool
Page 1 of 6
MANAGER / ASSISTANT MANAGER / CHARGE NURSE FEEDBACK TOOL: Operative Services- OR Nurses
Subject’s Name: ___________________________________ Evaluator’s Name: _____________________________________
Requires Evaluation Descriptors (Quality & Effect on Team) for reference
PLANNING & MANAGING CARE
1.
2.
3.
4.
5.
6.
7.
Practice adheres to all hospital and
perioperative policies and procedures.
Addresses patient safety needs (ex:
initiates timeout before procedure for pt id,
site, side, operation of equipment,
electrical, laser and radiation safety, care
of anesthetized pt, positioning, skin care).
May be evidenced by absence of safety
problems.
Applies age-specific / cultural
considerations to care of patient.
Prioritizes patient care (Ex: knows case
specific needs based on knowledge of
procedure being performed,
pathophysiology re pt/procedure; “incharge” of room).
Addresses breaks in asepsis and sterile
technique as outlined in AORN standards.
Organizes work and manages patient flow
for maximum efficiency and notifies
internal resources of changes (ex:
anticipate and manage room turnover, call
for next pt, notify board for anticipated run
over/early closing, identify pattern of slow
room cleaning, pattern of late starts,
receiving unit, admitting labs, blood bank,
translators).
Recognizes and communicates changes in
patient condition (ex: when change in pt.
status requires > 1:1).
Job
Description
Quality/
Expertise
Effect
on
Team
Specific /Example(s) recommended for above level
criteria; especially in support of advancement
RN 1-4
RN 1-4
RN 1-4
RN 1-4
RN 1-4
RN 1-4
RN 1-4
©Nursing Research Office – Vanderbilt Univ. Medical Center
Revised 05/2006
OR Manager Tool
Takes on additional clinical responsibilities
and/or assists others (ex: learns how to
function in multiple roles: cross services,
scrub-in on cases).
9. Delegates to staff appropriately, with
consideration for other team members’
workload.
10. Manages complex clinical situations.
Page 2 of 6
8.
RN 2-4
RN 2-4
RN 2-4
It is required to describe specific example(s) for each Key Function. Please enter specific example(s) below:
Specific /Example(s) recommended for above level
CONTINUUM OF CARE PLANNING
Job
Quality/
Effect
criteria; especially in support of advancement
Planning for discharge or transfer to next level of
Description Expertise on Team
care.
1. Anticipates and reports/plans for transfer
to next level of care (Ex: notifies
RN 1-4
PACU/receiving unit of impending
transfer and anticipated needs).
2. Uses internal & external referrals &
resources that support pt/families through RN 1-4
continuum of care.
3. Initiates change in plan for next level of
care in unexpected, changing and
complex situations (ex. when pt condition RN 3-4
changes and requires a change in
transfer area.)
4. Acts to resolve systems breakdowns,
knowledge, and behavioral issues that
impact continuum of care (Ex: addresses
RN 3-4
physician/staff-related delays, uses
inservice or other method to share
knowledge re continuum of care).
It is required to describe specific example(s) for each Key Function. Please enter specific example(s) below:
©Nursing Research Office – Vanderbilt Univ. Medical Center
Revised 05/2006
OR Manager Tool
Page 3 of 6
Section Not
Applicable for OR
Nurses
PATIENT / FAMILY EDUCATION
PROBLEM SOLVING
1. Identifies and takes action to resolve pt
safety
related problems and other clinical issues.
1. Identifies and takes action to resolve
systems (operational/workarounds)
problems.
2. Follows appropriate chain of command
when problem solving.
3. Actively participates in team/group problem
solving.
4. Uses interdisciplinary approach to lead
others in problem solving projects and
evaluates outcomes using data.
5. Positively supports change.
Job
Description
Quality/
Expertise
Effect on
Team
Specific /Example(s) recommended for above
level criteria; especially in support of advancement
RN 1-4
RN 1-4
RN 1-4
RN 1-4
RN 4
RN 1-4
6. Is a consultant to manager (ex: clinical,
RN 3-4
proposed changes, dept enhancements).
It is required to describe specific example(s) for each Key Function. Please enter specific example(s) below:
©Nursing Research Office – Vanderbilt Univ. Medical Center
Revised 05/2006
OR Manager Tool
COMMUNICATION & COLLABORATION
1. Personal behavior positively
influences environment and others
(may include attendance,
tardiness, team support).
2. Participates in multidisciplinary
efforts to form plan
of care/meet patient’s needs.
3. Effectively communicates and
collaborates with staff and other
HCT members.
4. Communicates positively and
constructively in stressful
situations.
5. Provides accurate and objective
feedback in a respectful and
professional manner while
maintaining confidentiality.
6. Completes assigned evaluation
tools within designated timeframe
(ex: end of orientation, self report,
peer feedback).
7. Receives peer feedback in a
respectful and professional
manner.
Page 4 of 6
Job
Description
Quality/
Expertise
Effect
on
Team
Specific /Example(s) recommended for above level criteria;
especially in support of advancement
RN 1-4
RN 1-4
RN 1-4
RN 2-4
RN 1-4
RN 2-4
RN 1-4
RN 2-4
8. Participates directly in and/or
supports orientation of new staff.
It is required to describe specific example(s) for each Key Function. Please enter specific example(s) below:
©Nursing Research Office – Vanderbilt Univ. Medical Center
Revised 05/2006
OR Manager Tool
Page 5 of 6
Evaluation Scoring Descriptors Effective May 2006
For each criterion, evaluator considers 2 dimensions and chooses only 1 descriptor for each:
ƒ How well the subject performs this behavior, the quality or degree of expertise
ƒ The subject’s effect of the team when performing this behavior
Quality / Expertise
Effect on team
a
Does not perform
a
Unaware or ignores standards and/or direction
b
Performs inconsistently or not to standard
b
Requires much direction
c
Consistently competent = performing to standard
c
Requires some support = what would be expected of a new nurse within their first year
d
Performs independently
consistently
d
Consistently proficient = model performance
exceeding standard with big picture view
e
performance, specialist
Consistently an expert = exceptional, masterful
e
Role model & resource to others (beyond precepting) = a positive example for others to try to meet;
demonstrates knowledge & expertise that others recognize and go to (outside the preceptor
relationship), personal behavior demonstrates interest in sharing knowledge/expertise with others
Initiates informal coaching 1:1 with others (beyond precepting) = Takes opportunities to share
f
Benner’s definitions for above descriptors:
•
Competent = uses experience-based practical
knowledge to apply this criteria appropriately
and efficiently while mindful of goals
•
Proficient = has achieved a global “big
picture” perspective, attends to total situation,
proactive
•
Expert = highly skilled performance intuitively
knowing what to do and expected results
g
expertise with the intention of facilitating other’s professional development
ƒ
Isn’t waiting until asked (resource), sees a situation and spontaneously coaches
ƒ
Not telling how, but uses questions, etc. to prompt critical thinking
ƒ
Random, and persons and topics vary
Facilitates improved group practice = beyond 1:1 individual coaching, does something to improve
the practice group’s performance:
ƒ
In-service
ƒ
Poster, posting, group email
ƒ
Develop or update a standard, protocol, etc.
ƒ
Debrief a critical incident for the benefit of the group present
Formally mentors individuals &/or groups by mutual agreement =
h
Individual
ƒ
Active, personal relationship by mutual agreement focused on specific personal &/or
professional goals
Group
ƒ
Commits to perform an operational or clinical activity or service for a group or practice area,
e.g. chart rounds, competency training, review of policies, pathways, area super-user, etc.
Instructions continued on next/back page
©Nursing Research Office – Vanderbilt Univ. Medical Center
Revised 05/2006
OR Manager Tool
Page 6 of 6
As the evaluator
¾ read each criteria- even above level criteria
¾ choose the 1 descriptor for each of the 2 dimensions that fits best with the subject’s performance of that specific criteria
¾ If above level criteria is not applicable, skip it, do not select any descriptors
The selected descriptors eventually are tallied from all evaluation tools into overall key function scores related to the subject’s RN level
One specific example is required for each key function: Planning & Managing Care, Patient/Family Ed, etc.
For advancement evaluations only: One specific example is required for each RN 3-4 level criteria in addition to key function examples
If one example will cover > 1 criteria or key function, you can refer to it rather than add another
©Nursing Research Office – Vanderbilt Univ. Medical Center
Revised 05/2006