Module 15 Assignment Catherine Dossett Final Draft

8/2/2019 Module 15 Assignment Catherine Dossett Final Draft

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Module 15 Assignment Catherine Dossett-Davies 04/10/2012

I selected the Texas Association of Rural Health Clinics (TARHC).In the past year;thedepartment has to create a new Community Rural Health (CRH) Team. The CRH IT

team will maintain existing applications and develop new applications specific to the

needs of the Community Rural Health Department. My first step will be to create a team

with strategic group members, using a PRISM Tools Organizational and Behavioral

Questionnaire to determine if team members have the necessary knowledge, skills,

problem-solving ability, confidence, and motivation to complete the project.

I would then write SMART consistent operational definitions (ground rules) identifying

the three elements-Tasks, Process and Norms, that each member of the team agrees

to. We shall then identify needs, develop alternatives and create solutions to problems

through knowledge of departmental functions, processes and capabilities. Working with

other IT Staff (Applications and Data Team &Technology and Infrastructure Team), the

team will develop solutions that may involve a combination of software, hardware and

procedures. I feel that by working with other IT Staff, my team will learn how to interact

with different personalities and will benefit from the experience, therefore helping them

to complete their mission.

My next step would be to develop an action plan. I prefer the Work Breakdown

Structure action plan. I feel this tool add to the performance of the HIT team and it is

best for helping the HIT team complete its mission in a timely manner. I think it will help

organize the teams work into manageable sections. The work breakdown structure is a

deliverable oriented hierarchical decomposition of the work to be executed by the

project team. The work breakdown structure visually defines the scope into

manageable chunks that a project team can understand, as each level of the work

breakdown structure provides further definition and detail.


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To help facilitate communication between team members I would create a Google-

Wave account. Google-Wave is part e-mail, part wiki, part instant messaging and part

social networking; it offers an unprecedented opportunity to collaborate with peers in

real-time, where edits and additions can be seen as theyre made. Replies can be

threaded and nested many levels deep, with the entire progress of each Wave able to

be played back in sequential order to see how the document unfolded. I would also

have the way to bring in and display outside information into a Wave with extensions

dubbed gadgets and robots Since anyone can create these extensions, not only is there

a robust community already making useful apps, but my team could potentially create

its own custom extensions if and when need as well. I feel that with this tool and Skype,


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my team would be able to collaborate 24/7 therefore make us a stronger team. I believe

that Google-Wave will also help the team complete its mission.

I would require that each member of the team have a laptop with an integrated

webcam, delegated just for this project. I think that they should all be the same brand.

These shall be returned to department head at the end of said project. I would also like

them to each have iPads. While I prefer Dell and HP, TOSHIBA has a computer that is

designed for the IT business. TOSHIBA has added Intel Active Management

Technology. This software gives IT teams direct access to the fleets laptops, wherever

the team is so they can be maintained remotely. A Port Replicator is sold separately,

which allows the team to dock the laptop and be instantly connected to other devices,

such as external screens, back up HDDs and the office network, as well as the powersupply. I believe that using this device will help the team evaluate its progress and

facilitate information sharing and collaborative efforts as well. With virtualization

technology, you can run multiple operating systems and programs on a single laptop

simultaneously.This will enable the team to access both systems as needed, rather

than alternating between different devices. With the virtualization technology, the team

can access and work on different operating systems simultaneously. I believe that the

TOSHIBA along with the SWOT Analysis tool will also help the HIT team complete its

mission.

In my research for this assignment, I learned about Team Strategies and Tools to

Enhance Performance and Patient Safety (TeamSTEPPS) at

http://www.ncbi.nlm.nih.gov/books/NBK43686/ .While this tool was originally developed

for anacademically oriented field and converted for the healthcare field, I feel that this

tool would definitely enhance my teams performance and interaction.TeamSTEPPS

is a systematic approach developed by the Department of Defense (DoD) and the

Agency for Healthcare Research and Quality (AHRQ) to integrate teamwork into

practice. It is designed to improve the quality, safety, and the efficiency of health care.

TeamSTEPPS is based on 25 years of research related to teamwork, team training, and

culture change. As a direct outcome of the 1999 Institute of Medicine (IOM) report, To

Err is Human; TeamSTEPPS introduces tools and strategies to improve team
http://www.ncbi.nlm.nih.gov/books/NBK43686/http://www.ncbi.nlm.nih.gov/books/NBK43686/http://www.ncbi.nlm.nih.gov/books/NBK43686/


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performance in health care. TeamSTEPPS could be modified for HIT as well, since the

main focus is team work and patient safety .Quote from their site:TeamSTEPPS

instructs team members to monitor the performance of others and provide assistance,

plan and organize team roles, and communicate with one another efficiently and

effectively. Combined, these skills yield a highly adaptable and flexible team. These are

all qualities that Id like in my team. This tool also allows for client feedback.

The primary goals of my performance evaluation system would be to provide an

equitable measurement of an employees contribution to the team and company,

produce accurate appraisal documentation to protect both the team member and

company, and obtain a high level of quality and quantity in the work produced. To create

a performance evaluation system on my team, I would follow these five steps:

1. Develop an evaluation form.

The form that I would use shall focus only on the essential job performance areas.

Limiting these areas of focus makes the assessment more meaningful and relevant

and allows me and the employee to address the issues that matter most.

2. Identify performance measures.

Standard performance measures, which allow me to evaluate a team members job

performance objectively, can cut down on the amount of time and stress involved in

filling out the evaluation form. Although developing these measures can be one of the

more time-consuming parts of creating a performance evaluation system, its also one

of the most powerful.

3. Set guidelines for feedback.

I would be sure not make the common error of glossing over an employees deficiencies

and focusing only on his or her strengths. It is by understanding their weaknesses that

team members can take ownership of their performance and role in the practice. Andwhen given the support they need to make improvements in these areas, employees

learn to take pride in their work and are willing to take on new challenges with

confidence.

4. Create disciplinary and termination procedures.


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Id need to be prepared to handle such a situation by having well-defined, written

disciplinary and termination procedures in place. These procedures should outline the

actions that will be taken when performance deteriorates a verbal warning, a written

warning if there is no improvement or a recurrence, and termination if the situation is not

ultimately resolved.

5. Set an evaluation schedule.

Once Ive built my performance evaluation system the evaluation form, the

performance measures, the feedback guidelines and the disciplinary procedures I

would just need to decide when to conduct the performance evaluations. When I was in

business I scheduled all employee evaluations within 30 days of each employees

anniversary of employment. However I decide to schedule the evaluations, Ill ensure

that each appraisal consistently meets the deadline. Ignoring employees overdue

evaluations would make them feel devalued and may hurt morale.

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Module 15 Assignment Catherine Dossett Final Draft