Demystifying the Competency Conundrum Facilitated by Sylvia Mc

Demystifying the Competency Conundrum Facilitated by: Sylvia Mc. Kee, MN, RN, BC Coordinator, Clinical Staff Development & Education VA Salt Lake City Health Care System Developing a highly visible, tightly linked competency assessment program is key to organizational success.

Topics to Cover v v v Why Competency Assessment? Establishing a Competency Program Initial and On-going Competency Assessment Process Validating Competency Results of Competency Assessment

COMPETENCY FACTS SECRET INGREDIENTS YIELD MAGIC POTIONS

Why Competency Assessment? v Competent Staff = Quality Care v JCAHO Requirement Ø NEW Competence Assessment – HR. 3. 10 Competence to perform job responsibilities is assessed, demonstrated and maintained.

Competence vs. Competency v Competence: An individual’s capacity to perform his or her job functions. Ø Professional Competence ★ The ability to function effectively in the tasks considered essential within a given profession. v Competency: An individual’s actual performance in a particular situation. Ø The ability to integrate knowledge and skill to perform a task under the varied circumstances of the real world.

Competency Actual performance is the gold standard for demonstration of competency.

Competency vs. Training v v v Train – to instruct so as to make proficient or qualified Training – the process or experience of being trained Competency – an individual’s actual performance in a particular situation The ability to integrate knowledge and skill to perform a task under the varied circumstances of the real world.

Components of Competence COMPETENCE Performance Appraisal/Evaluation Continuing Education & Training Orientation Job Description License, Certificate Peer Review Skills Checks Effectiveness assessed through performance improvement activities Additional Considerations Patient satisfaction feedback Incident reports Physician feedback Preceptor/mentor teaching

Program Components v Backbone to a high-quality assessment program Ø Ø Ø Policy Process Reporting Mechanism

How Will I Know It When I See It? v v Initial Competency Assessment Ongoing Competency Assessment

Initial Competency Assessment ü ü ü ü Education Certification Experience Knowledge Testing Self-assessment Interviews (PBI) In-service or CE attendance ü ü ü References Previous competence assessments and performance evals Direct observation Preceptor evaluation Formal peer review Narrative/anecdotal comments

Ongoing Competency Assessment v JCAHO requirement - AGAIN!! Ø v New HR. 2. 30 Ongoing education, including in-services, training, and other activities, maintains and improves competence. Limited (job specific)

PROCESS/TOOLS EXPANDING YOUR REPERTOIRE OF TRICKS

Competency Assessment Process v Performance tests consists of evaluation entries embedded within a checklist v A performance standard is used to compare actual performance against in order to determine competency.

Competency Assessment Tools v A performance checklist is used to determine presence of performance v Demonstration of knowledge does not equal demonstration of competence.

Competency Assessment Tools v Learner centered: performance criteria stated in terms of what the learner has to demonstrate for the behavior to be considered competent.

Writing Competency Statements v Essential Characteristics of A Competency Statement Ø Describes a general category of behavior or performance Ø Describes staff behavior Ø Describes behavior that is observable and measurable Ø Includes no conditions imposed on performance Ø Is validated by practitioners in the designated role and setting

Writing Competency Statements – Initial Assessment Examples Handouts – Orientation Competency Skills Checklists Dialysis Physical Science Technician – Research Nurse BSN and/or Coordinator

Writing Competency Statements – Annual Assessment Examples Operating Room v Research Nurse v

Writing Performance Criteria v Essential Characteristics of Performance Criteria Ø Describe employee behavior Ø Describe behavior that is observable and measurable Ø Limited to a single behavior Ø Include sufficient description of the behavior Ø Include desired conditions imposed on performance Ø Include a performance standard Ø Include only essential aspects of performance

Writing Performance Criteria – Initial Assessment Examples Handouts – Orientation Competency Skills Checklists Dialysis Physical Science Technician – Research Nurse BSN and/or Coordinator.

Writing Performance Criteria – Annual Assessment Examples Operating Room v Research Nurse v

VALIDATING COMPETENCY READING THE STARS

Validating Initial Competency v Requirements of position Ø Develop skills checklist Ø Develop measurable performance criteria ★ Performance standard to compare actual performance against Ø Determine method of assessment to be used Ø Provide training if required Ø Assess

Validating On-going Competency v Select competencies (high-risk, low volume, problem prone) Ø Develop measurable performance criteria ★Performance checklist ★Performance standard to compare actual performance against Ø Determine method of assessment to be used Ø Assign appropriate person to perform assessment Ø Provide training if required Ø Assess

Validating Competency v. Key Activities ØRemediate if necessary, then reassess ØAssign accountability for follow-up

REPORTING RESULTS/LINK TO EDUCATION PEERING INTO THE CRYSTAL BALL

Reporting Results/ Link to Education v Annual Ø Why report findings? Ø What you will report Ø To whom you will report Ø How will the report be used?

v Competency assessment = snapshot v Performance appraisal = videotape

Competency Assessment v v “Is this staff member able to do his/her assigned job? ” Answer: found in comparing employee’s performance against a set of criteria Completed during orientation Ongoing to determine if competency maintained

Performance Evaluation v v “Is this staff member doing his/her assigned job? ” Answer: found in comparing daily performance against set of expectations Compiled and summarized annual basis Used to monitor the quality of care/service

QUESTIONS ?

THANK YOU