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Health Insurance and Economy

Health Insurance and Economy

When dealing with public health policy and laws, we need to consider  various aspects of the economy. Concepts of efficiency can be utilized  when deciding which goods and services should be produced and who should  receive them.
The three types of efficiencies are allocative, production, and  technical. The two types of health economics are positive and normative.  Positive Economics deals with “what is” or the current status that is  linked to a clear standard of measurement. Normative economics deals  with “what ought to be” and is subject to interpretation with the moral  or ethical aspects of a policy. Your lecture has more details.
Using South University Online Library or the Internet, search the  article, “The Interplay of Public Health Law and Industry  Self-Regulation: The Case of Sugar-Sweetened Beverage Sales in Schools.”
On the basis of the article and your understanding on the topic,  write a 3- to 4-page essay in a Microsoft Word document on the three  types of economic efficiencies and both positive and normative economics  as it relates to regulating sugar-sweetened beverage sales in schools.
Support your statements with at least two other scholarly sources,  correctly formatted in APA style. This assignment requires a title page,  an introduction, a body, a conclusion, and a separate reference page.

Submission Details:

  • Support your responses with reasoning and examples.
  • Cite any sources in APA format.
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Structure of Health Insurance

Structure of Health Insurance

The present health care system relies on public and private health  insurance systems. On the basis of your understanding of the health  insurance system, answer the following questions:

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Research children's health issues, focusing on environmental factors and links to poverty

Research children’s health issues, focusing on environmental factors and links to poverty.  The assessment of environmental processes includes agents and factors that predispose communities and populations to injury, illness, and death. What correlations did your research show between environmental and health issues in the school-aged child? Make sure to include references to the article(s) you consulted.

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The media, and Hollywood in particular, represent one avenue in which the general public becomes familiar with the role of nurses-discussion

The media, and Hollywood in particular, represent one avenue in which the general public becomes familiar with the role of nurses. How does the media positively or negatively influence the public’s image of nursing? What other avenues may better educate the general public on the role and scope of nursing as well as the changing health care system?

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Advanced Practice Registered Nurse (APRN)

 
Every Advanced Practice Registered Nurse (APRN) should develop a personal development plan (PDP). A PDP includes a written evaluation of the regulations and requirements needed to obtain licensure and practice in the APRNs designated geographical area. The PDP should also include a personal action plan that reflects the results of one’s self-assessment, including one’s strengths, weaknesses, goals, and objectives. In order to develop a PDP, the APRN should be aware of and understand the state in which they plan to practice educational, regulatory, and licensure requirements. This paper aims to describe the APRNs scope of practice in the state of Florida, a personal assessment using Benner’s self-assessment tool, tactics for marketing and networking, a Curriculum Vitae, and a summary of the information acquired for the PDP.

APN Scope of Practice

Every state decides the guidelines or requirements for licensure, accreditation, certification, and education, also known as LACE, by which an APRN must abide by to practice in that state. Unfortunately, not all states are equal when it comes to the requirements for LACE and how much autonomy the APRN is allowed. In Florida, the Nurse Practitioner (NP) applicant must have a valid RN license, a master’s degree or a certificate in a nurse specialty area from a post master’s program, have completed at least 500 clinical hours, and have a national advanced practice certification from an accepted nursing specialty board (FLBON, 2017).

Per the American Association of Nurse Practitioners (AANP) (2017), nursing regulations and practice laws are set by each state. There are three levels at which an NP can practice: Full practice, reduced practice, and restricted practice (AANP, 2017). Full practice means the NP works under the authority of the state board of nursing (AANP, 2017). An NP who works in a state that allows full practice can evaluate and assess patients, diagnose, set up a treatment plan and manage the treatment plan, order diagnostic testing and interpret diagnostic results, and prescribe medications (AANP, 2017). Full practice for NPs is the scope recommended by the National Council of State Boards of Nursing and by the Institute of Medicine (AANP, 2017). Reduced practice means the state reduces the NPs ability to practice by at least one element (AANP, 2017). In reduced practice states, NPs must have a collaborative agreement with a healthcare provider before they can practice (AANP, 2017). Restricted practice means the state restricts the NP in at least one element of practice and it requires the delegation, supervision, and/or team management by a healthcare provider (most often a physician) before the NP can practice (AANP, 2017).

Florida is a restricted practice state. Per Florida’s administrative code, Rule 64B9-4.010(1), an ARNP “shall only perform medical acts of diagnosis, treatment, and operation pursuant to a protocol between the ARNP and a Florida-licensed medical doctor, osteopathic physician, or dentist” (FLBON, 2016, para. 1). The protocol delineates the professional agreement between the physician and the ARNP. Protocols must include the ARNPs information, the physician’s information, the practice’s information, a description of the ARNPs duties such as procedures the NP can perform, conditions for which the ARNP is allowed to manage and treat, medications the ARNP may prescribe, and situations in which the NP must contact the physician (FLBON, 2016). Currently, NPs in Florida are also restricted from signing a Baker Act, signing a death certificate, certifying DNR orders, and are not recognized by Medicare and Medicaid as primary care providers (FLBON, 2016). In March 2017, bill HB 7011 was presented during the March legislative session; this bill recommended independent practice for ARNPs (FLANP, 2017). As of April 2017, the bill is in the House, specifically being evaluated by the Health and Human Services Committee (The Florida Senate, 2017).

One exciting landmark for NPs in Florida came in April of 2016; bill HB 423 passed, which allows NPs and PAs to prescribe schedule I, schedule II, and schedule III controlled substances (FLBON, 2016). As of January 2017, NPs were allowed to apply for a DEA license. However, there were some stipulations put in place with the passing of this bill. NPs must have an updated protocol filed with the Florida Board of Nursing (FLBON) stating the NP has the authority to prescribe controlled medication (FLANP, 2017). NPs must complete a minimum of three continuing education unit (CEU) hours relating to the safe and effective prescribing of controlled substances (FLBON, 2016). The NP must distinguish on their practitioner profile that they prescribe controlled medications. If the NP prescribes a schedule II medication, they are restricted to prescribing for a maximum of seven days (FLBON, 2016). Lastly, unless the NP is a certified psychiatric nurse, NPs cannot prescribe psychotropic medications to anyone under the age of 18 (FLBON, 2016).

Personal Assessment

Completing a personal assessment tool is beneficial for anyone; they can help determine one’s strengths, weaknesses, goals, and objectives. For NPs, personal assessment tools also allow them to explore their interests, discover passions, and to determine which areas of practice would suit them best. To care for others, one must have a true understanding of themselves, from what they want in life to what their strengths and weaknesses are.

Knowing one’s strengths is the first step to having a true understanding of who they are. The strengths this author possesses are good communication skills, good listening skills, determination, and patience. These strengths, especially communication and listening, are important to anyone wanting to work in the healthcare industry. Effective communication and listening skills are vital to ensuring one accurately assesses, diagnoses, and treats the patient. Aside from diagnosing and treating the patient, patients want to feel as if their concerns have really been heard. How a patient perceives the provider will influence the message they receive and ultimately their care. If the patient feels the provider does not listen, cuts them off, or is too hasty in their diagnosis, it is likely the patient will not fully comply with the treatment options, lifestyle changes, and/or follow-up appointments ordered by the provider.

Just as everyone has their strengths, everyone also has weaknesses. The good thing about weakness is that it can be turned into a strength. If one is aware they are weak in certain areas, one can work on improving in these areas until they are no longer weaknesses. The weaknesses this author deals with are the fear of being an advanced beginner and time management skills. According to Benner’s Novice to Expert Model, the advanced beginner is one who has some clinical knowledge but they still require support and assistance, such as a mentor/preceptor who can help set priorities and give constructive feedback (Davis & Maisano, 2016). Luckily, time builds knowledge and confidence; the new NP should keep in mind that over time they will navigate through all of Benner’s stages. Time management skills are essential if one wants to provide quality care. New NPs often feel they must be the one to complete all tasks, which makes time management even more difficult. The new NP needs to learn that delegating certain tasks is actually beneficial to their patients because it allows the NP to spend more time with them.

Having career goals is important for the NPs professional development. Most often, people have long-term goals and short-term goals. One should always be evaluating their goals and revising them as necessary to make sure they continue to be relevant as they move forward in their life and their career. This author’s short-term goal is to work in Dermatology once NP school is complete; a long-term goal is to become a knowledgeable and confident NP that can help other new graduates find their way. Being a preceptor/mentor to new NPs would be a way of giving back to the profession as well as helping patients.

Having objectives is important because they will help one meet their goals. There are objectives that one should have when seeking a job and once they secure that job. This author’s objective is to obtain clinical sites where employment is of interest. This would be a way of networking. With so many NPs going out into the workforce, one has to think of ways to stand out. It is very difficult to apply to jobs and rely on resumes alone. When an NP student is allowed to do their clinical hours in places they can envision working in one day, they can show the potential employer exactly why they should be hired.

Networking and Marketing Strategies

The new NP must network and market themselves in order to find employment after they obtain certification. Marketing and networking are also an important part of the professional development plan. The NP should begin networking while still in school. There are a number of national and local professional nursing associations that advertise employment opportunities for NPs. Some of the professional nursing organizations in Florida include the Florida Nurse Practitioner Network (FNPN), the Florida Association of Nurse Practitioners (FLANP), and the Tampa Bay Advanced Practice Nurses Council (TBAPNC). These organizations provide a plethora of information, for new and seasoned NPs, with options such as employment opportunities, upcoming events in the area, important information on new bills that are being presented to the legislature, rejected bills, and passed bills, rules and regulations, ways to connect and network with other NPs in the area, access to a preceptor list, and the opportunity to volunteer to be a preceptor. The Florida Nurses Association (FNA) is another website Florida NPs can utilize for help finding employment as well as other resources. The FNA is actually a division of the American Nurses Association (ANA) and it is the only nursing organization that provides information for all nurses in all specialties and all areas of practice (About the Florida Nurses Association, 2012).

Nationally, the American Association of Nurse Practitioners (AANP) is the largest professional membership organization that provides full service to NPs in all areas of practice. For example, the AANP provides information on current healthcare topics and policy updates, advocacy at the state and national levels, employment, resources to assist with professional growth, resources for new graduates as well as retiring NPs, conference information, and free CEUs (“Membership Categories & Benefits”, 2017). The AANPs job link allows non-members access to the available jobs although, members are able to see job postings five days before non-members. Another national organization NPs can utilize is NP Central. Not only does NP Central provide information on job opportunities, it also provides CE opportunities, classes on how to improve your practice, access to certain resources such as Medicare information, legislative contacts, press releases, and product and book reviews. NP Central is also a resource NPs can use to meet other NPs. When googling “local and national organizations that advertise employment opportunities”, this author found an article listing the 75 top professional organizations for nurse practitioners; AANP and NP Central were both listed in the top five choices (“75 Top Professional Organizations for Nurse Practitioners”, 2017). These days, social media is also a great way to network and market oneself; some of the popular websites/applications include Facebook, LinkedIn, and Doximity.
reflect on  the above details
 

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Leadership and Role of the Advanced Practice Nurse

Chamberlain College of Nursing NR510 Leadership and Role of the Advanced Practice Nurse
Guidelines for Advanced Practice Nursing
Role Self-Assessment Using Benner’s Novice to Expert Model

Stage 1: Novice The Novice or beginner has no experience in the situations in which they are expected to perform. The Novice lacks confidence to demonstrate safe practice and requires continual verbal and physical cues. Practice is within a prolonged time period and he/she is unable to use discretionary judgment.
Stage 2: Advanced Beginner Advanced Beginners demonstrate marginally acceptable performance because the nurse has had prior experience in actual situations. He/she is efficient and skillful in parts of the practice area, requiring occasional supportive cues. May/may not be within a delayed time period.
Knowledge is developing.
Stage 3: Competent Competence is demonstrated by the nurse who has been on the job in the same or similar situations for two or three years. The nurse is able to demonstrate efficiency, is coordinated and has confidence in his/her actions. For the Competent nurse, a plan establishes a perspective, and the plan is based on considerable conscious, abstract, analytic contemplation of the problem. The conscious, deliberate planning that is characteristic of this skill level helps achieve efficiency and organization. Care is completed within a suitable time frame without supporting cues.
Stage 4: Proficient The Proficient nurse perceives situations as wholes rather than in terms of chopped up parts or aspects. Proficient nurses understand a situation as a whole because they perceive its meaning in terms of long-term goals. The Proficient nurse learns from experience what typical events to expect in a given situation and how plans need to be modified in response to these events. The
Proficient nurse can now recognize when the expected normal picture does not materialize. This
holistic understanding improves the Proficient nurse’s decision making; it becomes less labored because the nurse now has a perspective on which of the many existing attributes and aspects in the present situation are the important ones.
Stage 5: The Expert The Expert nurse has an intuitive grasp of each situation and zeroes in on the accurate region of the problem without wasteful consideration of a large range of unfruitful, alternative diagnoses and solutions. The Expert operates from a deep understanding of the total situation. His/her performance becomes fluid and flexible and highly proficient. Highly skilled analytic ability is necessary for those situations with which the nurse has had no previous experience.

Source: Benner, P. (2001). From Novice to Expert: Excellence and power in clinical nursing practice.
Upper Saddle River, NJ: Prentice Hall Health.
Instructions: The levels of Benner’s Model reflect movement from reliance on past abstract principles to the concrete experience. An individual’s perception of situations change as experience is gained. To help better understand your perspective on your new role, complete the following self-assessment. Refer to the model to guide your perception.
1. What areas of your career do you most want to focus and further develop?
2. What do you look forward to most about your new role?
3. What do you fear the most about your new job?
4. What do you most hope to gain from your new experience?
5. Adapting to a new position/work setting is stressful and overwhelming. List three ways in which you cope with excessive stress.
6. What are your goals and objectives for your first, second, and third months in your new position as well as the remainder of your first year?

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APN Professional Development Plan

APN Professional Development Plan

APN Professional Development Plan
Guidelines with Scoring Rubric
Purpose
The purpose of this application is to provide the student an opportunity to explore the role of the advanced practice nurse (APN) and develop an APN professional development plan.
Course Outcomes
Through this assignment, the student will demonstrate the ability to:
CO1: Synthesize knowledge and concepts from advanced practice nursing with supporting disciplines as a foundation for APN/specialty nurse practitioner practice that is culturally competent and population-specific (PO #1).
CO3: Assimilate primary care competencies into APN/specialty nurse practitioner practice that exemplify professional values, scholarship, service, and culturally competent global awareness and support ongoing professional and personal development. (PO #5)
CO5: Contribute to the body of advanced practice nursing knowledge through participation in systematic inquiry, utilization of evidence-based practice, and dissemination of findings to support high-quality care and healthcare innovation. (PO #9)
CO9: Evaluate strategies for contract negotiation, CV/resume writing, credentialing, national board certification, hospital privileges, and reimbursement (PO #8).
CO 10: Develop visionary leadership skills that combine best evidence with nursing expertise to support quality improvement, safety, and change across healthcare organizations and systems (PO #1, 3, 8, and 9).
CO 11: Differentiate leadership strategies that strengthen interprofessional collaboration and incorporate an ethic of care, values, and ethical principles into the role of the nurse leader across healthcare organizations and systems (PO #2, 4, 5, 6, and 7).
Due Date: Sunday 11:59 p.m. MT at the end of Week 6
Total Points Possible: 200

Requirements:

1. To complete this application, you will need to access to the following databases: CINAHL, MEDLINE, Cochrane Library, and the Joanna Briggs Institute. You may access these databases through the Chamberlain College of Nursing Online Library.
2. The APN Professional Development Plan paper is worth 200 points and will be graded on quality of information, use of citations, use of Standard English grammar, sentence structure, and overall organization based on the required components as summarized in the directions and grading criteria/rubric.
3. Create your manuscript using Microsoft Word 2007 (a part of Microsoft Office 2007), which is the required format for all Chamberlain College of Nursing documents. You can tell that the document is saved as a MS Word 2007 document because it will end in “.docx”
4. Follow the directions and grading criteria closely. Any questions about this paper may be posted under the Q & A Forum.
5. The length of the paper is to be no less than 6 and no greater than 8 pages excluding title page and reference pages.
6. APA (2010) format is required with both a title page and reference page. Use the required components of the review as Level 1 headers (upper and lower case, centered):
a. Introduction to the APN professional development plan
b. APN Scope of Practice
c. Personal Assessment
d. Networking and Marketing Strategies
e. Conclusion

Preparing the paper

The following are best practices for preparing this paper:
1. Review Chapter 30- Role Transition: Strategies for Success in the Marketplace in
DeNisco and Barker (2015).
2. Nurse practitioners need to take into account the state rules and regulations that guide advanced practice. Research and review the Nurse Practice Act and APN scope of practice guidelines in your particular state. Identify information regarding educational requirements, licensure and regulatory requirements, as well as practice environment details. Review information regarding full, limited, or restricted practice limitations as well as prescriptive authority.
3. Review Guidelines for APN Role Transition Using Benner’s Self-Assessment Tool in Course Resources. Prior to engaging in pursuit for employment, APNs should complete a comprehensive, honest, affirmative personal assessment to identify their strengths and weaknesses as well as their goals and objectives. Research assessment tools, conduct a personal assessment, and reflect upon your strengths, weaknesses, goals, and objectives.
4. To complete the transition from students to expert nurse practitioners working in the healthcare field, graduating APN students will need to secure their first position. Research local and national professional organizations that advertise employment opportunities for APNs. Identify networking and marketing strategies and provide a rationale for your selections.
5. Write your Curriculum Vitae (CV). Refer to the template on pages 772-773 in DeNisco and Barker (2015). Your CV should not exceed 2 pages in length.
6. When concluding the paper, summarize important aspects of the APN professional development plan.

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HR Strategy Statement

HOMEWORK4

ACTIVITY #1
1.  Comment on your thinking of the “So That Statement” for Reyes HR department (this is the mission statement which describes the Who, What and Why of the HR team).
Who: The HR Team are strategic positioners who
What: Serve their internal customers to ensure core employee competencies, an engaged workforce and co-creation of strategic initiatives
Why: So that Reyes has sustained business success.
This is an example.  You are to create your own “Statement” for Reyes HR”
Tool 4.1 HR Strategy Statement
https://learn.umuc.edu/content/enforced/201227-005308-01-2172-OL1-6381/4.1+HR+Strategy+Statement.pdf?_&d2lSessionVal=vIZMvG3RFoNPrZHYMTt9YM2py
HR STRATEGY STATEMENT Worksheet (RLB Group 2009)
An HR strategy gives focus and direction to the HR department. There are many versions and dimensions of strategy statements in general and HR in particular. We suggest that in transforming the strategy of a specific HR department, the statement of strategy (sometimes called strategic direction, intent, or architecture) should answer three questions, in this order:
1. Who are you? (vision) 2. What do you deliver? (mission or value propostion) 3. Why do you do it? (the results HR wants to achieve)
Who are you? Who we are represents an identity or image, which is what an HR strategy should offer those outside as well as inside the function (ie. thought leaders, change architects, facilitators, or coaches). We have found a simple
question helps frame the definition of identity: What are the top three things we (in HR) want to be known for by those who use our service?
What do you deliver? What we deliver is the set of outcomes described in Chapter 3 of “HR Transformations.” Defining HR deliverables comes from doing organization audits as described in Chapter 3.
Why do you do it? This question links back to the business context (Chapter 2) and specific business results tied to key stakeholders. These “so that” statements should imply measures that allow you to monitor the progress HR makes and the impact it has on the business.
Directions: Brainstorm individually, then refine with the entire HR transformation team. Putting the three statements together creates your HR Strategy Statement (you will likely select more than one result for each question but should have enough focus to select no more than three).
Example Worksheet
WE ARE thought leaders, change architects, AND facilitators
WHO build individual talent AND increase speed AND ensure productivity.
SO THAT we increase revenue, customer share, AND customer loyalty.
ACTIVITY #2
2: Mid-Point Check-In
We are at the mid-point in our course!
Please provide feedback on how you are progressing toward the learning outcomes stated for the course. Share, in addition, a tip or recommendation you have for the rest of the class for staying focused, organized and successful for the rest of the course.
Objectives for the first 4 weeks:
After completing this week, you should be able to:
identify and discuss how HR professionals can shift their focus from transactional activities to more value-added strategic ones
list and describe the HR activities that contribute the most to organizational effectiveness
discuss current challenges and myths facing organizations and HR professionals
explain the numerous relationships among HR activities and the organization’s competitive challenges
discuss the future of HR
define strategic human resource management and its implications for crafting HRM practices
describe how HR practitioners can add value to the areas of people, performance, information, and workflow, and how they can identify ways to institutionalize best practices in these areas
discuss barriers to crafting strategic human resource management practices and develop strategies to remove barriers
select appropriate strategies to expand opportunities for crafting strategic human resource management practices
discuss a number of different perspectives concerning competencies
explain what knowledge, skills, and abilities (KSAs) are and how they are important in competency development
list five steps that are important for a validated competency model
describe the benefits of a competency model
describe a specific HR competency development model
develop specific roles and responsibilities for HR professionals at different levels
articulate five critical HR competencies
identify specific, measurable behaviors for HR competencies
discuss behavioral anchors or indicators and provide examples
explain the need to assess competencies, reward and recognize competency achievement, or take appropriate corrective action if competency achievement is not reached
explain why measurement is important
discuss Fitz-enz’s 11 guiding principles for human capital metrics (HCM)
demonstrate the difference between traditional HR metrics and HCM
list nine steps to metrics excellence
illustrate the AIM (awareness, investigation, monitoring/measurement) for Success Model
collect and analyze data using basic tools
develop a basic metrics plan to obtain key metrics
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SWOT Assessment for the PAC HR function

 

Using the SHRM case study (an organization named Reyes) provided, students will apply their knowledge about business and the function of Human

Resources. In addition the use of a common business tool, a Strengths, Weaknesses, Opportunities and Threats (SWOT) assessment is used to assess

both the HR domains and the role the HR function is performing in the organization.

SPECIFICS

It is anticipated that the presentation will be approximately seven to ten slides, written in bullet points with additional notes, if needed, included in the

notes section of the presentation, and demonstrate good academic writing style. In text citations and references will be pres ented in APA format and are

in addition to the approximately seven to ten slides. At least one scholarly source is to be included on the reference page a long with corresponding in

text citations in the content of the presentation. Students are to use the UMUC writ ing center or Owl Purdue online writing center for tutoring on APA

format for in text citations and reference lists.

1. Title Page (Title of the paper, Your Name, Course Number, University, Professor’s Name & Date)

2. Introduction and Purpose of the Presentati on (what the paper is intended to achieve)

3. Summary of Organization’s Capabilities and Requisite Employee Competencies (what is Reyes in business to do and what competencies or
 
knowledge, skills or abilities are needed of the employees in the entire organiz ation in order to sustain success?) The course

module/commentary gives examples of capabilities and competencies.

4. Challenges the Organization Needs to Address (There are many in this study, find at least three that you think are key issues )

5. Summary of the Findings of the SWOT Assessment for the HR function (using the following chart)

6. Summary or Conclusions (Based on the challenges you identified and the SWOT, what are your findings? Go back to your purpose statement

for the paper and reiterate what you have achieved)

7. Reference Page (do not use bullet points, do not number the references , list alphabetically the sources you cited in the presentation and only

those)

8. Attachment (completed SWOT Assessment for the PAC HR function based on what you read in the cas e study and the emails included in the

case study)