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November 14th, 2018

Hr003: PROFESSIONAL DEVELOPMENT AND RETENTION

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Recruiting and training staff is a costly and time-consuming enterprise. As a result, a key focus of human resources is retention of staff. It is not easy to predict what strategies will be effective for different staff members. What is meaningful to one may be less so to another. The human resources responsibility is to develop an assortment of strategies that are most likely to have the greatest impact on a wide spectrum of employees. How do you create an environment where employees want to work? With your selected organization in mind, prepare a Retention Strategies Report that could be utilized in the organization. Your report should include the following (3–5 pages):

Describe the healthcare organization and its goals for retention.
Describe three specific retention strategies that are working for this organization, and explain why they are effective.
Evaluate specific challenges this organization has faced regarding retention.
Analyze gaps in retention efforts this organization is faced with. Explain the ramifications of the gaps.
Consider what the organization is planning to do to close the gap, and recommend three retention strategies that might be effective in promoting retention in this workplace. Explain why you think the strategies would be effective in closing the gap in the retention strategies in in this organization.

Part 2: Retention Metrics

How does a human resources (HR) department know in which areas it is effective and which need improvement? How does it know if retention strategies are working, hiring costs are in line, performance goals are met, and training/development hours are appropriately allocated and achieved? There are many metrics that can be applied to obtain important human resources-related data and some will be more critical than others to a specific organization. For Part 2 of your Retention Strategies Report, outline the metrics that can be applied to the organization. (4–5 pages). Include the following:

Describe human resources metrics currently being used to evaluate outcomes of human resources functions in your organization. Explain how they are of value to the organization.
Identify gaps in the metrics being used. Analyze what is happening as a result of these gaps.
Consider what the organization has planned for changing their metrics, and then recommend five human resources metrics that would provide data of particular value to the organization. Include at least one metric that addresses retention and onethat addresses professional development.
Describe how you would apply the data collected from each of these metrics to improve human resources outcomes.

Part 3: Professional Development

Professional development opportunities within an organization can cover widely diverse areas; greatly impact employee satisfaction and production; influence retention; and help ensure a balanced, informed, skilled, and compliant workforce. Professional development offerings are prompted by many factors, including legally mandated content required of all employees, such as sexual harassment training in some states, EEEO training, training for specific positions that involves certification or licensing, compliance with professional regulatory organizations, and organizational training on a myriad of job-specific topics. The human resources manager needs to know that staff is provided the opportunities they need to succeed both within the organization and as professionals.

As Part 3 of your Retention Strategies Report (5–8 pages):

Describe key training for at least three different positions (e.g., nurses, radiology technicians, etc.), required of the organization by state or federal regulations.
Describe at least three training and/or certifications required by relevant accrediting bodies and professional organizations.
Describe training/professional development opportunities currently being used by the organization that are providing value. Analyze how they are providing value to the organization and/or individual.
Identify gaps in the training/professional development program. Recommend training/professional development opportunities that would fill those gaps. Explain how.
Describe four training delivery methods that might be most viable in your organization. Include at least two technology-based methods. Describe the advantages and disadvantages of each.
Recommend two training delivery options for the organization. Explain your rationale for these recommendations. Include influence of the organization’s mission, vision, and values on making these selections.

Laureate Education (Producer). (2014a). How to observe children [Video file]. Baltimore, MD: Author.

Talent Retention: Six Technology-Enabled Best Practices

Oracle. (2012). Talent retention: Six technology-enabled best practices [White Paper]. Retrieved from http://www.oracle.com/us/media1/talent-retention-6-best-practices-1676595.pdf

Retaining Talent: A Guide to Analyzing and Managing Employee Turnover

Allen, D. G. (2008). Retaining talent: A guide to analyzing and managing employee turnover. Retrieved from https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/Documents/Retaining-Talent.pdf

Quits Are Up: 7 Employee Retention Strategies Your Company Must Have

Conerly, B. (2013). Quits are up: 7 employee retention strategies your company must have. Retrieved from http://www.forbes.com/sites/billconerly/2013/12/11/quits-are-up-7-employee-retention-strategies-your-company-must-have/

How to Keep Your Top Talent

Martin, J., & Schmidt, C. (May 2010). How to keep your top talent. Retrieved from https://enterprisersproject.com/sites/default/files/How%20to%20Keep%20Your%20Top%20Talent_1.pdf

For this Exploration, select a specific organization, preferably one in which you work or are very familiar. Consider retention strategies used by this organization as you complete the following:

Briefly describe the organization (without identifying it).
Describe one specific retention strategy that is working for this organization, and explain why it is effective.
Describe one specific challenge this organization has faced regarding retention. Evaluate and explain why the organization is facing this challenge.
Identify one gap in retention efforts this organization is faced with. What is one ramification of this gap?
Finally, recommend one strategy that might be effective in promoting retention in this workplace. Explain why this strategy might be effective in closing the gap in the retention strategies in this organization.

How does human resources (HR) management know if its organization is appropriately staffed and well positioned to address future staffing needs? How does an organization know if compensation rates are appropriate and competitive? How does HR track turnover rates or turnover and recruitment costs? All of these issues and many more are within the purview of HR and all can be informed by applying appropriate metrics.

It is essential for a manager to be familiar with various types of calculations that can assist with measuring HR-related concerns. Read Chapters 13, 14, 15, and Appendix A with these thoughts in mind.

Fried, B. J., &Fottler, M. D. (Eds.). (2015). Human resources in healthcare: Managing for success (4th ed.). Chicago, IL: Health Administration Press.

How to Compute a Firm’s Incidence Rate for Safety Management

U.S. Department of Labor. (n.d.-a). How to compute a firm’s incidence rate for safety management. Retrieved from http://www.bls.gov/iif/osheval.htm

Improving Performance Evaluations Using Calibration

Miller, S. (2014). Improving performance evaluations using calibration. Employment law, employee relations, credentialing, and organizational development are all key HR issues that healthcare managers must understand and appropriately address if an organization is to meet its strategic goals. Consider the relevance of these topics to your own professional goals as a manager.

Fried, B. J., &Fottler, M. D. (Eds.). (2015). Human resources in healthcare: Managing for success (4th ed.). Chicago, IL: Health Administration Press.

The Affordable Care Act is influencing many employer responsibilities with regard to provision of healthcare to employees. Managers need to be aware of the ramifications of new requirements and impact on costs. The following report looks at opportunities within this environment for strategic change.

An HR Perspective: The Future of Healthcare Benefits—Employers’ Opportunity for Strategic Change in the New Healthcare World

PricewaterhouseCoopers. (2014). An HR perspective: The future of healthcare benefits—Employers’ opportunity for strategic change in the new healthcare world. Retrieved from http://www.pwc.com/en_US/us/hr-management/publications/assets/hr-perspectives-healthcare-roundtables.pdf

To yield productive results, learning, training, and professional development cannot be approached haphazardly. Within healthcare organizations today, learning must be viewed as a continual process, and opportunities have to be provided for targeted continual development. Healthcare managers today need a solid understanding of the value of training and the variety of delivery methods available. The resources provide guidance.

Learning, Training & Development: Implementing An Employee Training & Development Program

HR Council. (n.d.). Learning, training & development: Implementing an employee training & development program. Retrieved from http://hrcouncil.ca/hr-toolkit/learning-implementing.cfm

Any manager, within any healthcare organization, needs to have a working understanding of key U.S. labor laws. An overview is provided.

Summary of the Major Laws of the Department of Labor

U.S. Department of Labor. (n.d.-b). Summary of the major laws of the department of labor. Retrieved from http://www.dol.gov/opa/aboutdol/lawsprog.htm

There are many opportunities to improve an organization’s HR functions, and it is important for a manager to be able to identify gaps for process improvement. The following resource provides an approach for human resource management assessment.

Human Resources Management Assessment Approach

Marsden, P., Caffrey, M., & McCaffery, J. (2013). Human resources management assessment approach. Retrieved from http://www.capacityplus.org/files/resources/hrm-assessment-approach.pdf

About the Joint Commission

The Joint Commission. (2015). About The Joint Commission. Retrieved from http://www.jointcommission.org/about_us/about_the_joint_commission_main.aspx

Health Information Privacy

U.S. Department of Health and Human Services. (n.d.) Health information privacy. Retrieved from https://www.hhs.gov/hipaa/index.html

HR003: Professional Development and Retention: Evaluate a healthcare organization’s practices for retaining talent and providing professional development and recommend strategies for improvement.

Assessment Rubric

	0	1	2	3
	Not Present	Needs Improvement	Meets Expectations	Exceeds Expectations
Part I: Retention Strategies
Sub-Competency 1: Evaluate retention strategies for healthcare organizations.
Learning Objective 1.1:	Description of the	Description of the	Description of the	Demonstrates the same
Describe an organization	organization and its	organization vaguely or	organization clearly	level of achievement as
and its goals for	retention goals is missing.	incompletely indicates the	indicates the type of	“2” plus the following:
retention.		type of organization,	organization, employee
		employee demographics,	demographics, and	Response describes recent
		and description of the	description of the	issues or trends that have
		population the	population the	impacted retention in this
		organization serves.	organization serves.	organization.
			Organization goals for
			retention are relevant to
			improving retention.

Learning Objective 1.2:	Description of retention	Response describes fewer	Response clearly describes	Demonstrates the same
Describe effective	strategies is missing.	than three retention	at least three specific	level of achievement as
retention strategies.		strategies that are working	retention strategies that	“2” plus the following:
		for an organization or the	are working for an
		descriptions are vague.	organization.	Response describes
				rationale for why the
				strategies are working.

Learning Objective 1.3:	Explanation of retention	Response explains fewer	Response clearly explains	Demonstrates the same
Explain retention	challenges is missing.	than three retention	at least three specific	level of achievement as
challenges in healthcare		challenges the	challenges the	“2” plus the following:
organizations.		organization has faced and	organization has faced
		organization has faced and	organization has faced
		lacks sufficient explanation	regarding retention.

©2014 Walden University				1

	0	1	2	3
	Not Present	Needs Improvement	Meets Expectations	Exceeds Expectations
		regarding these		Response describes recent
		challenges.	Response explains the	issues or trends that have
			sources of these	impacted retention in this
			challenges.	organization.

Learning Objective 1.4:	Description of gaps in	Response identifies fewer	Response identifies at	Demonstrates the same
Analyze gaps in	retention strategies is	than three gaps in	least three HR gaps within	level of achievement as
retention strategies.	missing.	retention strategies.	the organization.	“2” plus the following:
		Response insufficiently	Response explains the	Response describes a
		and/or unclearly explains	ramifications of these gaps	reason why each of these
		the ramifications of the	on the organization.	gaps might exist in the
		gaps.		organization.

Learning Objective 1.5:	Recommendation of	Response recommends	Response recommends at	Demonstrates the same
Recommend strategies	strategies for promoting	fewer than three valid	least three valid strategies	level of achievement as
for promoting	retention is missing.	strategies for promoting	for promoting retention	“2” plus the following:
retention.		retention.
			Rationale explains why	Response describes
		Rationale insufficiently	these strategies will help	potential barriers or
		supports	close the gaps.	constraints to
		recommendations.		implementing these
				strategies.

Part 2: Retention Metrics

Sub-Competency 2: Evaluate human resource metrics.

Learning Objective 2.1:	Description of metrics is	Response describes fewer	Response describes at
Explain how human	missing.	than five metrics to	least five metrics that are
resources metrics are		evaluate outcomes of	being used to evaluate
proving value to an		human resources (HR)	outcomes of HR functions
organization.		functions.	in the organization.

Demonstrates the same level of achievement as “2” plus the following:

	0	1	2	3
	Not Present	Needs Improvement	Meets Expectations	Exceeds Expectations
				Response explains how the
		Explanation of value of	Response explains why	selection of these
		these metrics to the	these metrics are of value	particular metrics aligns
		organization is not well	to this organization.	with the organization’s
		supported.		strategies and goals.

Learning Objective 2.2:	Analysis of gaps in metrics	Response describes fewer	Response describes at	Demonstrates the same
Analyze gaps in the	is missing.	than three gaps in metrics.	least three gaps in the	level of achievement as
metrics.			metrics.	“2” plus the following:
		Response insufficiently
		and/or unclearly analyzes	Response clearly and	The response includes one
		what is happening as a	accurately analyzes what is	additional example from
		result of these gaps.	happening as a result of	another industry outside
			these gaps.	of healthcare
Learning Objective 2.3:	Recommendation of	Response recommends	Response recommends at	Demonstrates the same
Recommend human	metrics is missing.	fewer than five human	least five human resources	level of achievement as
resources metrics.		resources metrics.	metrics.	“2” plus the following:
			At least one recommended	The response includes one
			matric addresses retention	additional example from
			and one addresses	another industry.
			professional development.

Learning Objective 2.4:	Description of the	Response does not clearly	Response clearly and	Demonstrates the same
Describe the	application of data	or sufficiently explain how	sufficiently explains how	level of achievement as
application of data	collected is missing.	data from five metrics	data from five metrics	“2” plus the following:
collected.		could be applied to	could be applied to
		improve human resources	improve human resources	Response explains
		outcomes.	outcomes.	constraints that might be
				faced in applying data
				collected.

©2014 Walden University				3

	0	1	2	3
	Not Present	Needs Improvement	Meets Expectations	Exceeds Expectations
Part 3: Professional Development

Sub-Competency 3: Evaluate opportunities and methods for training and professional development within a healthcare organization

Learning Objective 3.1:	Description of required	Response describes fewer	Response describes at	Demonstrates the same
Describe training	training is missing.	than three key trainings	least one key training	level of achievement as
required of a		required by state or	required by state or	“2” plus the following:
healthcare		federal regulations.	federal regulations for
organization by state			each of three different	Response describes factors
or federal regulations.		Descriptions of trainings	positions.	that influence the
		are unclear and/or		receptiveness of staff to
		inaccurate.		federal or state mandated
				training.
Learning Objective 3.2:	Description of required	Response describes fewer	Response clearly and	Demonstrates the same
Describe training	training is missing.	than three trainings and/or	accurately describes at	level of achievement as
and/or certifications		certifications required by	least three trainings	“2” plus the following:
required by key		key accrediting bodies and	and/or certifications
accrediting bodies and		professional organizations.	required by key accrediting	Response describes how
professional			bodies.	the training is proving
organizations.		Descriptions of trainings		value to the organization
		are unclear and/or		and/or the individual.
		inaccurate.
Learning Objective 3.3:	Analysis of	Response describes fewer	Response describes at	Demonstrates the same
Analyze	training/professional	than two professional	least two professional	level of achievement as
training/professional	development	development	development	“2” plus the following:
development	opportunities that provide	opportunities provided by	opportunities provided by
opportunities that	value to an organization is	the organization.	the organization that are	Response clearly describes
provide value to an	missing.		providing value.	four optimal methods for
organization.		Analysis of value to the		conducting training that
		organization and/or	Analysis of value to the	add value to the
		individual is unclear and	organization and/or	organization and their
		poorly stated.	individual is clear and well	impact
			stated.

©2014 Walden University				4

	0	1	2	3
	Not Present	Needs Improvement	Meets Expectations	Exceeds Expectations

Learning Objective 3.4:	Recommendation for	Response does not	Response accurately	Demonstrates the same
Recommend	training/professional	accurately identify gaps in	identifies gaps in	level of achievement as
training/professional	development is missing.	training/professional	training/professional	“2” plus the following:
development		opportunities.	opportunities.
opportunities.				Response explains
		Recommendations for	Recommendations for	constraints that might be
		training/professional	training/professional	faced when enacting these
		development	development	training/professional
		opportunities do not align	opportunities align with	development
		with the caps in the	the caps in the	opportunities.
		organization.	organization.

Learning Objective 3.5:	Response is missing.	Response describes fewer	Response describes four	Demonstrates the same
Describe viable		than four delivery	delivery methods, at least	level of achievement as
training/professional		methods.	two of which are	“2” plus the following:
development delivery			technology based.
methods for a		Response insufficiently or		Response explains how
healthcare		inaccurately describes	Response describes three	different methods of
organization.		advantages and	advantages of each	delivery can ensure equal
		disadvantages of delivery	delivery option and	opportunity in accessing
		options.	explains why they are	learning.
			advantages.
			Response describes three
			disadvantages of each
			delivery option and
			explains why they might
			be disadvantages.
Learning Objective 3.6:	Recommendation of	Response does not clearly	Response accurately	Demonstrates the same
Recommend	professional	or accurately describe the	describes two	level of achievement as
professional	development/training	recommended delivery		“2” plus the following:

©2014 Walden University				5

	0	1	2	3
	Not Present	Needs Improvement	Meets Expectations	Exceeds Expectations
development/training	delivery methods to a	methods; the rationale is	recommended delivery
delivery methods to a	healthcare organization is	not well supported, and/or	methods.	Response describes a
healthcare	missing.	alignment to		future-oriented training
organization.		organizational mission,	Rationale for the	delivery method that
		vision and values is	recommendations is well	might not be viable now,
		missing.	supported.	but is likely to become so
				in the future. Provides a
			Alignment of the	look ahead.
			recommendations to the
			organization’s mission,
			values and vision is
			provided.
PS001: Written Communication: Demonstrate graduate-level writing skills.

Learning Objective	Multiple major and minor	Multiple minor errors in	Writing reflects competent	Grammar, spelling, and
PS 1.1:	errors in grammar,	grammar, spelling, and/or	use of standard edited	mechanics reflect a high
Use proper grammar,	spelling, and/or mechanics	mechanics are distracting	American English.	level of accuracy in
spelling, and	are highly distracting and	and negatively impact		standard American English
mechanics.	seriously impact	readability.	Errors in grammar,	and enhance readability.
	readability.		spelling, and/or mechanics
			do not negatively impact
			readability.
Learning Objective	Writing is poorly organized	Writing is loosely	Writing is generally well-	Writing is consistently
PS 1.2:	and incoherent.	organized. Limited use of	organized. Introductions,	well-organized.
Organize writing to	Introductions, transitions,	introductions, transitions,	transitions, and	Introductions, transitions,
enhance clarity.	and conclusions are	and conclusions provides	conclusions provide	and conclusions are used
	missing or inappropriate.	partial continuity.	continuity and a logical	effectively to enhance
			progression of ideas.	clarity, cohesion, and flow.
Learning Objective	APA conventions are not	APA conventions for	APA conventions for	APA conventions for
PS 1.3:	applied.	attribution of sources,	attribution of sources,	attribution of sources,
Apply APA style to		structure, formatting, etc.,	structure, formatting, etc.,	structure, formatting, etc.,
written work.		are applied inconsistently.	are generally applied	are applied correctly and

©2014 Walden University				6

	0	1	2	3
	Not Present	Needs Improvement	Meets Expectations	Exceeds Expectations
			correctly in most	consistently throughout
			instances. Sources are	the paper. Sources are
			generally cited	consistently cited
			appropriately and	appropriately and
			accurately.	accurately.
Learning Objective	Vocabulary and tone are	Vocabulary and tone have	Vocabulary and tone are	Vocabulary and tone are
PS 1.4:	inappropriate and	limited relevance to the	generally appropriate for	consistently tailored to the
Use appropriate	negatively impact clarity of	audience.	the audience and support	audience and effectively
vocabulary and tone	concepts to be conveyed.		communication of key	and directly support
for the audience and			concepts.	communication of key
purpose.				concepts.

PS005: Critical Thinking and Problem Solving: Use critical-thinking and problem-solving skills to analyze professional issues and inform best practice.

Learning Objective	Assumptions are missing.	Response does not	Response presents and	Response justifies the
PS 5.2:		adequately present and	discusses key assumptions	reasonableness and need
Generate reasonable		discuss key assumptions in	in an original argument.	for assumptions in an
and appropriate		an original argument.		original argument.
assumptions.
Learning Objective	Assessment of multiple	Response does not identify	Response identifies and	Response justifies
PS 5.3:	perspectives is missing.	nor adequately consider	considers multiple	selection of chosen
Assess multiple		multiple perspectives or	perspectives and	alternative relative to
perspectives and		alternatives.	alternatives.	others.
alternatives.
Learning Objective	Problems and solutions are	Response presents	Response presents	Response presents
PS 5.4:	not identified.	solutions, but they are	solutions that are practical	compelling supporting
Use problem-solving		ineffective in addressing	and work in addressing the	arguments for proposed
skills.		the specific problem.	specific problem.	solutions.

Assessment Rubric

	0	1	2	3
	Not Present	Needs Improvement	Meets Expectations	Exceeds Expectations
Part I: Retention Strategies
Sub-Competency 1: Evaluate retention strategies for healthcare organizations.
Learning Objective 1.1:	Description of the	Description of the	Description of the	Demonstrates the same
Describe an organization	organization and its	organization vaguely or	organization clearly	level of achievement as
and its goals for	retention goals is missing.	incompletely indicates the	indicates the type of	“2” plus the following:
retention.		type of organization,	organization, employee
		employee demographics,	demographics, and	Response describes recent
		and description of the	description of the	issues or trends that have
		population the	population the	impacted retention in this
		organization serves.	organization serves.	organization.
			Organization goals for
			retention are relevant to
			improving retention.

Learning Objective 1.2:	Description of retention	Response describes fewer	Response clearly describes	Demonstrates the same
Describe effective	strategies is missing.	than three retention	at least three specific	level of achievement as
retention strategies.		strategies that are working	retention strategies that	“2” plus the following:
		for an organization or the	are working for an
		descriptions are vague.	organization.	Response describes
				rationale for why the
				strategies are working.

Learning Objective 1.3:	Explanation of retention	Response explains fewer	Response clearly explains	Demonstrates the same
Explain retention	challenges is missing.	than three retention	at least three specific	level of achievement as
challenges in healthcare		challenges the	challenges the	“2” plus the following:
organizations.		organization has faced and	organization has faced
		organization has faced and	organization has faced
		lacks sufficient explanation	regarding retention.

©2014 Walden University				1

	0	1	2	3
	Not Present	Needs Improvement	Meets Expectations	Exceeds Expectations
		regarding these		Response describes recent
		challenges.	Response explains the	issues or trends that have
			sources of these	impacted retention in this
			challenges.	organization.

Learning Objective 1.4:	Description of gaps in	Response identifies fewer	Response identifies at	Demonstrates the same
Analyze gaps in	retention strategies is	than three gaps in	least three HR gaps within	level of achievement as
retention strategies.	missing.	retention strategies.	the organization.	“2” plus the following:
		Response insufficiently	Response explains the	Response describes a
		and/or unclearly explains	ramifications of these gaps	reason why each of these
		the ramifications of the	on the organization.	gaps might exist in the
		gaps.		organization.

Learning Objective 1.5:	Recommendation of	Response recommends	Response recommends at	Demonstrates the same
Recommend strategies	strategies for promoting	fewer than three valid	least three valid strategies	level of achievement as
for promoting	retention is missing.	strategies for promoting	for promoting retention	“2” plus the following:
retention.		retention.
			Rationale explains why	Response describes
		Rationale insufficiently	these strategies will help	potential barriers or
		supports	close the gaps.	constraints to
		recommendations.		implementing these
				strategies.

Part 2: Retention Metrics

Sub-Competency 2: Evaluate human resource metrics.

Learning Objective 2.1:	Description of metrics is	Response describes fewer	Response describes at
Explain how human	missing.	than five metrics to	least five metrics that are
resources metrics are		evaluate outcomes of	being used to evaluate
proving value to an		human resources (HR)	outcomes of HR functions
organization.		functions.	in the organization.

Demonstrates the same level of achievement as “2” plus the following:

	0	1	2	3
	Not Present	Needs Improvement	Meets Expectations	Exceeds Expectations
				Response explains how the
		Explanation of value of	Response explains why	selection of these
		these metrics to the	these metrics are of value	particular metrics aligns
		organization is not well	to this organization.	with the organization’s
		supported.		strategies and goals.

Learning Objective 2.2:	Analysis of gaps in metrics	Response describes fewer	Response describes at	Demonstrates the same
Analyze gaps in the	is missing.	than three gaps in metrics.	least three gaps in the	level of achievement as
metrics.			metrics.	“2” plus the following:
		Response insufficiently
		and/or unclearly analyzes	Response clearly and	The response includes one
		what is happening as a	accurately analyzes what is	additional example from
		result of these gaps.	happening as a result of	another industry outside
			these gaps.	of healthcare
Learning Objective 2.3:	Recommendation of	Response recommends	Response recommends at	Demonstrates the same
Recommend human	metrics is missing.	fewer than five human	least five human resources	level of achievement as
resources metrics.		resources metrics.	metrics.	“2” plus the following:
			At least one recommended	The response includes one
			matric addresses retention	additional example from
			and one addresses	another industry.
			professional development.

Learning Objective 2.4:	Description of the	Response does not clearly	Response clearly and	Demonstrates the same
Describe the	application of data	or sufficiently explain how	sufficiently explains how	level of achievement as
application of data	collected is missing.	data from five metrics	data from five metrics	“2” plus the following:
collected.		could be applied to	could be applied to
		improve human resources	improve human resources	Response explains
		outcomes.	outcomes.	constraints that might be
				faced in applying data
				collected.

©2014 Walden University				3

	0	1	2	3
	Not Present	Needs Improvement	Meets Expectations	Exceeds Expectations
Part 3: Professional Development

Sub-Competency 3: Evaluate opportunities and methods for training and professional development within a healthcare organization

Learning Objective 3.1:	Description of required	Response describes fewer	Response describes at	Demonstrates the same
Describe training	training is missing.	than three key trainings	least one key training	level of achievement as
required of a		required by state or	required by state or	“2” plus the following:
healthcare		federal regulations.	federal regulations for
organization by state			each of three different	Response describes factors
or federal regulations.		Descriptions of trainings	positions.	that influence the
		are unclear and/or		receptiveness of staff to
		inaccurate.		federal or state mandated
				training.
Learning Objective 3.2:	Description of required	Response describes fewer	Response clearly and	Demonstrates the same
Describe training	training is missing.	than three trainings and/or	accurately describes at	level of achievement as
and/or certifications		certifications required by	least three trainings	“2” plus the following:
required by key		key accrediting bodies and	and/or certifications
accrediting bodies and		professional organizations.	required by key accrediting	Response describes how
professional			bodies.	the training is proving
organizations.		Descriptions of trainings		value to the organization
		are unclear and/or		and/or the individual.
		inaccurate.
Learning Objective 3.3:	Analysis of	Response describes fewer	Response describes at	Demonstrates the same
Analyze	training/professional	than two professional	least two professional	level of achievement as
training/professional	development	development	development	“2” plus the following:
development	opportunities that provide	opportunities provided by	opportunities provided by
opportunities that	value to an organization is	the organization.	the organization that are	Response clearly describes
provide value to an	missing.		providing value.	four optimal methods for
organization.		Analysis of value to the		conducting training that
		organization and/or	Analysis of value to the	add value to the
		individual is unclear and	organization and/or	organization and their
		poorly stated.	individual is clear and well	impact
			stated.

©2014 Walden University				4

	0	1	2	3
	Not Present	Needs Improvement	Meets Expectations	Exceeds Expectations

Learning Objective 3.4:	Recommendation for	Response does not	Response accurately	Demonstrates the same
Recommend	training/professional	accurately identify gaps in	identifies gaps in	level of achievement as
training/professional	development is missing.	training/professional	training/professional	“2” plus the following:
development		opportunities.	opportunities.
opportunities.				Response explains
		Recommendations for	Recommendations for	constraints that might be
		training/professional	training/professional	faced when enacting these
		development	development	training/professional
		opportunities do not align	opportunities align with	development
		with the caps in the	the caps in the	opportunities.
		organization.	organization.

Learning Objective 3.5:	Response is missing.	Response describes fewer	Response describes four	Demonstrates the same
Describe viable		than four delivery	delivery methods, at least	level of achievement as
training/professional		methods.	two of which are	“2” plus the following:
development delivery			technology based.
methods for a		Response insufficiently or		Response explains how
healthcare		inaccurately describes	Response describes three	different methods of
organization.		advantages and	advantages of each	delivery can ensure equal
		disadvantages of delivery	delivery option and	opportunity in accessing
		options.	explains why they are	learning.
			advantages.
			Response describes three
			disadvantages of each
			delivery option and
			explains why they might
			be disadvantages.
Learning Objective 3.6:	Recommendation of	Response does not clearly	Response accurately	Demonstrates the same
Recommend	professional	or accurately describe the	describes two	level of achievement as
professional	development/training	recommended delivery		“2” plus the following:

©2014 Walden University				5

	0	1	2	3
	Not Present	Needs Improvement	Meets Expectations	Exceeds Expectations
development/training	delivery methods to a	methods; the rationale is	recommended delivery
delivery methods to a	healthcare organization is	not well supported, and/or	methods.	Response describes a
healthcare	missing.	alignment to		future-oriented training
organization.		organizational mission,	Rationale for the	delivery method that
		vision and values is	recommendations is well	might not be viable now,
		missing.	supported.	but is likely to become so
				in the future. Provides a
			Alignment of the	look ahead.
			recommendations to the
			organization’s mission,
			values and vision is
			provided.
PS001: Written Communication: Demonstrate graduate-level writing skills.

Learning Objective	Multiple major and minor	Multiple minor errors in	Writing reflects competent	Grammar, spelling, and
PS 1.1:	errors in grammar,	grammar, spelling, and/or	use of standard edited	mechanics reflect a high
Use proper grammar,	spelling, and/or mechanics	mechanics are distracting	American English.	level of accuracy in
spelling, and	are highly distracting and	and negatively impact		standard American English
mechanics.	seriously impact	readability.	Errors in grammar,	and enhance readability.
	readability.		spelling, and/or mechanics
			do not negatively impact
			readability.
Learning Objective	Writing is poorly organized	Writing is loosely	Writing is generally well-	Writing is consistently
PS 1.2:	and incoherent.	organized. Limited use of	organized. Introductions,	well-organized.
Organize writing to	Introductions, transitions,	introductions, transitions,	transitions, and	Introductions, transitions,
enhance clarity.	and conclusions are	and conclusions provides	conclusions provide	and conclusions are used
	missing or inappropriate.	partial continuity.	continuity and a logical	effectively to enhance
			progression of ideas.	clarity, cohesion, and flow.
Learning Objective	APA conventions are not	APA conventions for	APA conventions for	APA conventions for
PS 1.3:	applied.	attribution of sources,	attribution of sources,	attribution of sources,
Apply APA style to		structure, formatting, etc.,	structure, formatting, etc.,	structure, formatting, etc.,
written work.		are applied inconsistently.	are generally applied	are applied correctly and

©2014 Walden University				6

	0	1	2	3
	Not Present	Needs Improvement	Meets Expectations	Exceeds Expectations
			correctly in most	consistently throughout
			instances. Sources are	the paper. Sources are
			generally cited	consistently cited
			appropriately and	appropriately and
			accurately.	accurately.
Learning Objective	Vocabulary and tone are	Vocabulary and tone have	Vocabulary and tone are	Vocabulary and tone are
PS 1.4:	inappropriate and	limited relevance to the	generally appropriate for	consistently tailored to the
Use appropriate	negatively impact clarity of	audience.	the audience and support	audience and effectively
vocabulary and tone	concepts to be conveyed.		communication of key	and directly support
for the audience and			concepts.	communication of key
purpose.				concepts.

PS005: Critical Thinking and Problem Solving: Use critical-thinking and problem-solving skills to analyze professional issues and inform best practice.

Learning Objective	Assumptions are missing.	Response does not	Response presents and	Response justifies the
PS 5.2:		adequately present and	discusses key assumptions	reasonableness and need
Generate reasonable		discuss key assumptions in	in an original argument.	for assumptions in an
and appropriate		an original argument.		original argument.
assumptions.
Learning Objective	Assessment of multiple	Response does not identify	Response identifies and	Response justifies
PS 5.3:	perspectives is missing.	nor adequately consider	considers multiple	selection of chosen
Assess multiple		multiple perspectives or	perspectives and	alternative relative to
perspectives and		alternatives.	alternatives.	others.
alternatives.
Learning Objective	Problems and solutions are	Response presents	Response presents	Response presents
PS 5.4:	not identified.	solutions, but they are	solutions that are practical	compelling supporting
Use problem-solving		ineffective in addressing	and work in addressing the	arguments for proposed
skills.		the specific problem.	specific problem.	solutions.

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