This Performance Task Assessment is a case-based study of a large urban hospital called Lockeport Medical Center located in Boston, Massachusetts. You have just obtained a key management position within the Lockeport Medical Center Human Resources Department and are charged with preparing a three-part report with recommendations specific to Lockeport’s geographic location and type of organization. You will consider the organizational goals and values of the organization, identify five or more specific job titles that represent the impact of Lockeport’s workforce environment, and directly address the needs as identified in organizational goals and align them to Lockeport’s organizational goals.
To complete this Assessment:
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to use as a guide when completing your Assessment. Responses that do not meet the expectations of scholarly writing will be returned without scoring. Properly formatted APA citations and references must be provided, w
here
appropriate.
Be sure to use scholarly academic resources as specified in the rubric. This means using Walden Library databases to obtain peer reviewed articles. Additionally, .gov (government expert sources) are a quality resource option.Note: Internet and .com sources do not meet this requirement. Contact your coach or SME for guidance on using Library Databases.
Carefully review the rubric for the Assessment as part of your preparation to complete your Assessment work.
Access the following to complete this Assessment:
Job Requirements Matrix
Sample Job Description
Use the APA course paper template available here.
Download the
Writing Checklist
to review prior to submitting your Assessment.
Academic Writing Expectations Checklist
Rubric
Save Part I as HR001_PartI_firstinitial_lastname (for example, HR001_PartI_J_Smith).
Save Part III as HR001_PartIII_firstinitial_lastname (for example, HR001_PartIII_J_Smith).
This cased-based assessment has three-parts that all work together to create a recommendation to executive leadership. Click each of the items below to complete this assessment.
Conduct an analysis of Lockeport’s organizational goals, identifying essential positions that align with those goals to ensure goals are achieved, and making reasonable recommendations for compensation strategies that are specific to the workforce trends and potential challenges of recruitment and retention for the geographic location and type of organization presented in the case. You have been asked to assist in aligning workforce capacity with the organizational needs of the organization in order to ensure delivery of cost-effective, high-quality healthcare. You must first become familiar with Lockeport Medical Center by reviewing the document “Organizational Description—Lockeport Medical Center and conduct your own research into the workforce conditions specific to healthcare workers and physicians that pertain to Lockeport. Based on your analysis of the workforce environment for Lockeport and the organizational description and goals you have developed and inferred from the case information, address the following: (2-4 pages)
Infer five organizational goals of the Lockeport Medical Center and explain why the goals are essential to the operational success of this medical center. Create goals in your own words that best address the goals as outlined in the case.
Infer five values of the Lockeport Medical Center and explain what the values communicate about this organization. Discuss values using specific language that relates to the case details about Lockeport’s location and the anticipated needs for this type of organization.
Describe five key employee traits or qualities relevant to and necessary to fulfill the described organizational goals that are specific to Lockeport, and explain how each key employee trait or quality is essential to achieve the organizational goals.
Insert an organizational chart that highlights 10 potential positions that align to specific organizational goals you have created. Present a realistic and authentic organizational chart that illustrates where these potential positions would be placed within the chart showing realistic lines of reporting. The organizational chart needs to be realistic for the size and type of organization as described in the case.
Summarize by explaining how each of these positions will specifically help Lockeport Medical Center achieve its organizational goals.
Describe two advantages and two disadvantages for each method you describe.
Recommend the one best compensation method to be used for physicians and the one best compensation method for support staff that are the most relevant and reasonable based on what you know about the workforce environment and organizational goals for Lockeport Defend why you made each recommendation.
In a summary slide, explain the impact of compensation on the recruitment of support staff and physicians at Lockeport Medical Center.
Part III: Job Description
As a final part of your three-part report for the executive leadership team, you will provide a job description that aligns with the goals of the organization for one of the specific and key positions you identified in Part I.
Complete the “Job Requirements Matrix” for one key position at Lockeport Medical Center.
HR001: Aligning Workforce Capacity: Evaluate organizational values and goals in order to align the workforce and
deliver cost-effective, high-quality care.
Assessment Rubric
Rubric Criteria
Needs Improvement
Meets Expectations
Exceeds Expectations
Response accurately and
sufficiently describes
advantages and
disadvantages of healthcare
workforce environments
specific to geographic
locations.
Response demonstrates
the same level of
achievement as “Meets,”
plus the following:
Response infers five
reasonable organizational
goals of the Lockeport
Medical Center and clearly
explains why the goals are
essential to operational
success.
Response demonstrates
the same level of
achievement as “Meets,”
plus the following:
Part 1: Organizational Goals Analysis
Learning
Objective 1.1:
Describe
anticipated
advantages and
challenges of
healthcare
workforce
environments
specific to
geographic
locations.
Learning
Objective 1.2:
Infer the goals of
an organization.
© 2020 Walden University
Response does not describe,
inaccurately or insufficiently
describes advantages and
disadvantages of healthcare
workforce environments specific to
geographic locations.
Or response describes advantages
or disadvantages but not both.
Response does not provide or
provides less than five reasonable
organizational goals of the Lockeport
Medical Center, and/or the response
provides an unclear or vague
description of the organizational
goals of the Lockeport Medical
Center, and/or the response
describes unreasonable goals of the
Lockeport Medical Center.
Response sufficiently and
accurately describes the
rationale for the
advantages and
disadvantages of the
healthcare workforce
environments specific to
geographic locations.
Response infers more
than five reasonable
organizational goals of the
Lockeport Medical Center.
1
Rubric Criteria
Learning
Objective 1.2:
Infer the values of
an organization.
Learning
Objective 1.3:
Describe employee
traits or qualities
necessary to
achieve
organizational
goals.
© 2020 Walden University
Needs Improvement
Response does not provide or
provides an unclear or vague
explanation of why the goals are
essential to operational success.
Response does not provide or
provides less than five reasonable
values of the Lockeport Medical
Center, and/or the response
provides an unclearor vague
description of the values of the
Lockeport Medical Center, and/or
the response describes
unreasonable values.
Meets Expectations
Exceeds Expectations
Response infers five
reasonable values of the
Lockeport Medical Center.
Response demonstrates
the same level of
achievement as “Meets,”
plus the following:
Response includes a clear
and accurate explanation of
what the values communicate
about the organization.
Response does not provide or
provides an unclear or inaccurate
explanation of what the values
communicate about the
organization.
Response does not describe or
describes less than five traits or
qualities that are relevant and
necessary to fulfill the organizational
goals, and/or the response provides
an unclear or vague traits or
qualities.
Response describes five traits
that are relevant and
necessary to fulfill the
organizational goals.
Response explains why each
identified stakeholder has an
interest in this policy.
Response does not provide or
provides an unclear or inaccurate
explanation of how each trait or
Response provides a clear
explanation of how each trait
or quality is essential to
Response infers more
than five reasonable
organizational values of
the Lockeport Medical
Center.
Response demonstrates
the same level of
achievement as “Meets,”
plus the following:
Response describes more
than five traits that are
relevant and necessary to
fulfill the organizational
goals.
2
Rubric Criteria
Learning
Objective 1.4:
Create an
organizational
chart.
Learning
Objective 1.5:
Explain how
positions can help
achieve
organizational
goals.
Needs Improvement
quality is essential to achieve the
organizational goals.
Organizational chart does not
include or includes less than 10
potential positions
necessary to achieve the
organizational goals,
and/or the 10 potential
positions are not necessary
to achieve the
organizational goals.
Meets Expectations
achieve the organizational
goals.
Organizational chart includes
10 potential positions
necessary to achieve the
organizational goals.
Organizational chart is clear
and understandable.
Response does not provide or
provides a vague explanation of
ways the positions will help
Lockeport Medical Center achieve
its organizational goals, and/or the
response describes irrational ways
the positions will help Lockeport
Medical Center achieve its
organizational goals.
Response provides clear and
rational ways the positions
will help Lockeport Medical
Center achieve its
organizational goals.
Rubric Criteria
Needs Improvement
Part 2: Compensation Methods
Learning
Presentation does not provide or
Objective 2.1:
provides a description of less than
three different compensation
methods for support staff and less
© 2020 Walden University
Meets Expectations
Presentation provides a
description of three different
compensation methods for
support staff and two different
Exceeds Expectations
Organizational Chart
demonstrates the same
level of achievement as
“Meets,” plus the
following:
Selected positions include
cross-functional roles and
reflect different
organization goals.
Response demonstrates
the same level of
achievement as “Meets,”
plus the following:
The rationale includes an
explanation of how the
different positions
interrelate to achieve
organizational goals.
Exceeds Expectations
Presentation
demonstrates the same
level of achievement as
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Describe
compensation
methods.
Learning
Objective 2.2:
Describe the
advantages and
disadvantages of
compensation
methods.
than two different compensation
methods for physicians, and/or the
compensation methods are not
supported by academic/professional
resources or the resources are not
relevant.
The audio narration is missing,
incomplete, or insufficient.
.
compensation methods for
physicians.
Presentation does not provide or
provides less than two advantages
and less than two disadvantages of
designing, implementing, or using
each compensation method at
Lockeport Medical Center, and/or
the advantages and disadvantages
are illogical.
Presentation provides two
logical advantages and two
disadvantages of designing,
implementing, or using each
compensation method at
Lockeport Medical Center.
Presentation is supported by
relevant academic/
professional resources.
Presentation is not supported by
academic/professional resources or
the resources are not relevant.
Learning
Objective 2.3:
Recommend
compensation
methods.
© 2020 Walden University
Presentation does not provide or
provides unclear or vague
recommendations for one
compensation method for physicians
and one compensation method for
support staff.
Response is supported by
relevant academic/
professional resources.
The audio narration
adequately supports the slide
presentation.
Presentation provides
recommendations for one
compensation method for
physicians and one
compensation method for
support staff.
“Meets,” plus the
following:
Presentation provides a
summary of more than
three different
compensation methods for
support staff and more
than two different
compensation methods for
physicians.
Presentation
demonstrates the same
level of achievement as
“Meets,” plus the
following:
Presentation provides
more than two logical
advantages and more
than two disadvantages of
designing, implementing,
or using each
compensation method at
Lockeport Medical Center.
Presentation
demonstrates the same
level of achievement as
“Meets,” plus the
following:
4
Learning
Objective 2.4:
Explain the impact
of compensation on
recruitment.
The rationale for the
recommendations based on the
organizational goals and values is
missing, unclear, or irrelevant.
The rationale for the
recommendations is based on
the organizational goals and
values.
Presentation does not provide or
provides an unclear, vague, or
inaccurate explanation of the impact
of compensation on the recruitment
of support staff and physicians at
Lockeport Medical Center.
Explanation is not supported by
academic/professional resources or
the resources are not relevant.
Presentation provides a clear
and accurate explanation of
the impact of compensation
on the recruitment of support
staff and physicians at
Lockeport Medical Center.
Explanation is supported by
relevant academic/
professional resources.
Rubric Criteria
Needs Improvement
Part 3: Job Description
Learning
A completed Job Requirements
Objective 3.1:
Matrix is not provided, or the Job
Identify key
Requirements Matrix provided:
indicators to
• Identifies less than 10 jobcomplete a Job
specific tasks,
Requirements
• Inaccurately lists the
Matrix.
corresponding task-specific
dimensions,
© 2020 Walden University
The rationale incorporates
current research (past
three years) and/ or data
related to compensation of
healthcare professionals.
Presentation
demonstrates the same
level of achievement as
“Meets,” plus the
following:
The rationale discusses
impacts related to specific
evolving human resource
management trends,
including recruitment cost
containment, productivity
changes, and/or diversity
management.
Meets Expectations
Exceeds Expectations
Job Requirements Matrix
accurately:
• Identifies at least 10
job-specific tasks,
• Lists the corresponding
task-specific
dimensions,
• Assigns percentage to
each task indicating
Job Requirement Matrix
demonstrates the same
level of achievement as
“Meets,” plus the
following:
Job matrix identifies more
than 10 job-specific tasks.
5
•
•
•
•
Does not assign percentage
to each task indicating how
important each task is to the
overall position.
Unclearly or vaguely defines
job-specific Knowledge,
Skills, Abilities, and Other
characteristics (KSAOs).
Unclearly or vaguely identifies
which KSAOs are required
and which are preferred to
fulfill the job role.
Does not rate the relative
importance of each KSAO on
a scale that ranges from 1 –
5.
Response provides a
recommendation of fewer than five
of the most important skills for the
position and/or unclearly or vaguely
explains why each is so important.
Response unclearly and/or
inaccurately explains the purpose of
the selected skills in terms of the
organization’s outcome measures
and strategic goals.
© 2020 Walden University
•
•
•
how important each
task is to the overall
position.
Defines job-specific
Knowledge, Skills,
Abilities, and Other
characteristics
(KSAOs).
Identifies which
KSAOs are required
and which are
preferred to fulfill the
job role.
Rates the relative
importance of each
KSAO on a scale that
ranges from 1 – 5.
Response provides a
recommendation of the five
most important skills for the
position and clearly explains
why each is so important.
Response clearly and
accurately explains the
purpose of the selected skills
in terms of the organization’s
outcome measures and
strategic goals.
6
Learning
Objective 3.2:
Create a job
description.
© 2020 Walden University
Response does not provide or
provides a vague, unclear, or
inaccurate description of the position
summary, essential job functions,
goals, prerequisite preparation,
worker traits, working conditions,
physical demands, responsibility for
errors and losses, and job
relationships in the job description.
Response clearly and
accurately provides the
position summary, essential
job functions, goals,
prerequisite preparation,
worker traits, working
conditions, physical demands,
responsibility for errors and
losses, and job relationships
in the job description.
Response demonstrates
the same level of
achievement as “Meets,”
plus the following:
Response incorporates
specific practice demands
in the job description,
including assessment
management and/or
specialized job functions,
goals, and job
relationships in the job
description.
7
VICE PRESIDENT HOSPITAL ADMINISTRATION
DISTINGUISHING FEATURES OF THE CLASS: Under general supervision, an incumbent
of this class is responsible for the administrative supervision over several clinical services
of the Westchester Medical Center. The incumbent administers and coordinates the
operations of several clinical divisions to ensure proper management and effective
operation of the delivery of patient care services in accordance with strict health standards
and departmental policies and procedures. Responsibility involves coordinating ancillary,
support and community services as well as direct patient care services. Supervision is
exercised over a number of professional, supervisory, technical and/or clerical personnel.
Performs related work as required.
EXAMPLES OF WORK: (Illustrative Only)
Administers and coordinates the development and implementation of several clinical
divisions and services in the delivery of quality patient care;
Ensures that the standards and codes regulating the quality assurance of health care set
forth by the various accreditation boards and regulatory agencies are maintained;
Maintains total administrative responsibilities for the optimum utilization and effectiveness
of several divisions of the Medical Center;
Plans, develops and executes programs and services for various clinical divisions for the
Medical Center;
Evaluates program effectiveness and recommends reorganization strategies to ensure
compliance with regulations, that the needs of the targeted population are met and funding
guidelines are adhered to;
Coordinates the activities of hospital staff to ensure continuing efforts towards the
accomplishment of organizational goals;
Conducts investigation of complaints or problems and takes corrective action;
Develops, recommends and implements changes in overall administrative policies and
procedures to more effectively carry out departmental programs and objectives;
Acts as liaison with regulatory agencies regarding standards of care and utilization review;
Acts as liaison and coordinates all communication with outside agencies, media and the
public;
Uses computer applications or other automated systems such as spreadsheets, word
processing, calendar, e-mail and database software in performing work assignments;
Accesses protected health information (PHI) in accordance with departmental assignments
and guidelines defining levels of access (i.e. incidental vs. extensive);
May perform other incidental tasks, as needed.
VICE PRESIDENT HOSPITAL ADMINISTRATION
Page 2
REQUIRED KNOWLEDGE, SKILLS, ABILITIES AND ATTRIBUTES: Comprehensive
knowledge of the principles and practices of hospital administration; comprehensive
knowledge of the development, coordination and delivery of medical services;
comprehensive knowledge of the regulations and codes of the Joint Commission on the
Accreditation of Hospitals and the New York State Department of Health; thorough
knowledge of administrative reporting and control procedures; thorough knowledge of
acceptable business practices in dealing with contract agencies; thorough knowledge of
the principles and practices of administrative supervision and decision making; good
knowledge of risk management issues in a hospital or health delivery setting; ability to
establish and maintain effective working relationships with a wide range of professional
administrative, technical and clerical staff; ability to delegate responsibility effectively;
ability to communicate effectively both orally and in writing; ability to effectively use
computer applications such as spreadsheets, word processing, calendar, e-mail and
database software in performing work assignments; ability to read, write, speak,
understand, and communicate in English sufficiently to perform the essential duties of the
position; sound professional judgment; resourcefulness; initiative; tact; discretion;
thoroughness; integrity; physical condition commensurate with the demands of the
position.
MINIMUM ACCEPTABLE TRAINING AND EXPERIENCE: Possession of a Bachelor’s
Degree* and seven years experience where the primary function of the position was in a
management or administrative capacity in a hospital or health care facility/agency, three
years of which was management or administration of the delivery of clinical or technical
services to patients, and two of which must have been at a supervisory level.
SUBSTITUTION: Possession of a Master’s Degree* in Hospital, Public or Business
Administration may be substituted for one year of the management or administrative
experience, but not for the three years of specialized experience or for the two years of
supervisory experience.
NOTE: Unless otherwise noted, only experience gained after attaining the minimum
education level indicated in the minimum qualifications will be considered in evaluating
experience.
*SPECIAL NOTE: Education beyond the secondary level must be from an institution
recognized or accredited by the Board of Regents of the New York State Education
Department as a post-secondary, degree-granting institution.
West. Co.
J.C.: Competitive†
PQS1
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Job Class Code: E0764
Job Group: XVIII
Job Requirements Matrix
Tasks
Specific Tasks
Task Dimensions
Importance
(Percentage of time
spent)
KSAOs (knowledge, skill, ability, and other personal
characteristics required for good job performance on a specific
job)
KSAO Definition
KSAO—Required or Importance of
Preferred?
KSAO to Tasks (1–5
Rating)
Five important KSAOs for the position and an explanation of their importance
Important KSAOs
Reason of Importance
Purpose for Organization
1.
2.
3.
4.
5.
© 2020 Walden University
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© 2020 Walden University
2
Sample Job Description at Lockeport Medical Center
Job Title: Nurse Shift Supervisor
Position Purpose: The purpose of this position is to oversee the nursing staff, direct clinical activities, and provide
administration oversight of patient-care departments and overall unit operation during the scheduled period, ensuring
appropriate quality of care and compliance with facility regulations.
Typical Job Duties:
1. Serves as the primary safety net (7 days per week, 365 days per year) for any events occurring during the shift, for
which the supervisor is responsible, that require the immediate attention of facility management.
2. Guarantees that the facility is always operating with the appropriate staffing levels during the shift for which the
supervisor is responsible.
3. Communicates with the unit manager regarding pertinent issues related to each unit (i.e., falls, infections, negative
outcomes, changes in condition, per occurrence events, complaints, etc.).
4. Evaluates, directly supervises, and writes performance plans for designated staff on assigned shift, and communicates
with department managers, as indicated.
5. Conducts on-the-job training, as necessary, and coordinates workflow to best suit the needs of the residents.
6. Participates in the resident assessment instrument (RAI) process, as assigned.
7. Acts as a resource for nursing staff. Attends licensed staff meetings and monthly management meetings.
8. Monitors and ensures that incident reports are completed and reported per policy and procedure.
9. Performs other duties, as assigned.
Physical Requirements:
Standing; walking; sitting; using hands to finger, handling, or feeling; reaching with hands and arms; and smelling.
Occasionally required: lifting up to 50 pounds and pushing or pulling up to 150 pounds.
Work Conditions: Good; quiet to moderate noise level.
© 2020 Walden University
1
Supervisory Responsibilities: Responsible for the supervision of all licensed and non-licensed personnel who provide
healthcare and nursing services on an assigned shift.
Qualifications:
Education: Graduation from an accredited school of nursing with a master’s of science in nursing (MS in Nursing); must
be licensed as a registered nurse (RN) in the working state, supplemented with 3–5 years of responsible nursing
experience, preferably in a long-term care facility or hospital.
Related Experience: Must have acute care nursing skills. Must be proficient in the use of the computer and programs
utilized by the facility.
Job Knowledge/Skills Required:
1. Comprehensive understanding of patient-care departments, nursing operations, and facility regulations.
2. Fundamental understanding of Resident Rights, confidentiality, EEO, and ADA.
3. Ability to keep accurate records and to communicate effectively in English, both orally and in writing.
4. Ability to perform basic mathematical, algebraic, and statistical calculations.
5. Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form.
6. Ability to deal with problems involving several variables in standardized situations.
7. Managerial and human relations skills.
© 2020 Walden University
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