professional accountability ppt

3 Steps to Develop Your Accountability

Improve efficiencies and build trust with colleagues

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“My inbox always has a couple of messages I send to myself that I mark as unread until I can complete them,” Carty said. “It’s a little reminder for when I can’t handle them at the moment. It’s my accountability trick.’

Being accountable on work teams means completing projects on time, communicating updates, owning missteps and showing initiative, says Don Shortslef, a senior practitioner for Duke Learning & Organization Development (L&OD). 

He leads the L&OD course “ Crucial Accountability ,” which teaches employees how to hold peers accountable in a positive way to build trust, efficiency and engagement. Participants, who must complete “ Crucial Conversations ” to take “Crucial Accountability,” learn a step-by-step process to identify and resolve performance gaps, eliminate inconsistencies and strengthen trust and reliability. 

“Being accountable builds trust and confidence with your team,” Shortslef said. “They know they can rely on you to do well on a project, complete it on time and take ownership over any hiccups that may happen along the way.”

Consider these steps for finetuning your accountability skills at work. 

Understand your workload

A first step for holding yourself accountable is to learn how long tasks take. 

Shortslef said understanding how much time you spend in meetings, responding to emails or working on common projects helps formulate a schedule each week that guarantees you’re not rushing to complete assignments or missing deadlines. 

“It doesn’t have to be this process where you track your time down to the second,” Shortslef said. “Having an idea of how long a job takes means you can hold yourself accountable by giving yourself enough room in your schedule to finish the work on time.”

“I keep myself accountable by chopping up my workload into smaller chunks, so I can chip away at big projects,” Gordon said. “​This way, I’m not overwhelmed at the end of the week with complex deliverables that my team might be waiting for me to complete.”

Identify growth opportunities

Not every project will run flawlessly. 

The chart helps identify reasons for a gap between expected performance and results. Use the model to compare whether you (“personal”); the people around you (“social”); or the environment (“structural”) affects motivation or ability. 

For example, a presentation does not go well because you created a poorly designed PowerPoint. Your personal ability with PowerPoint is the source of the issue. You can take a class on the software to improve your next presentation. 

“The model helps us figure out what is getting in the way of achieving success,” Shortslef said.  “If we can identify what’s stopping us from achieving our responsibilities then we can work to improve upon that for the next project.”

Jeanne Myer, a nurse manager for the Department of Orthopaedic Surgery at Duke University Hospital, took the L&OD course and plans to use the Six Sources of Influence model when reviewing expectations with her team of 40 nurses. 

“The ‘Six Sources’ model will help decipher why expectations for myself or my team aren’t being met,” she said. “We can work through it together to be a more accountable team.” 

Practice transparency 

Update your team frequently about your workload. 

Hitches happen in every assignment but hiding a self-made error or barrier outside your control can cause further complications down the road or hurt trust. 

“Being accountable means being honest about your work,” Shortslef said. “Own up to your shortcomings. Be ready to come up with a plan for how to fix the situation.” 

He talked with the director about how to manage both projects. She told him to focus on the more pressing work and not to worry about the other project. 

“If I hadn’t been honest about how much work I had, then I would have had two projects fighting for my attention, and I wouldn’t have done as well on either one,” he said.

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by James Rodriguez

March 10, 2022

by Danny Kennedy

March 9, 2022

Accountability

• 2 Courses | 44m 9s
• 11 Books | 25h 55m
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Taking Responsibility for Your Accountability

• Playable 1.  Taking Responsibility for Your Accountability 54s
• Playable 2.  Creating a Foundation for Personal Accountability 4m 55s

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the concept of professional accountability

 Simply respond to the writer(student) post above supporting positively using 200-300 words APA format with references. 

  3 posts Re: Topic 4 DQ 2

Accountability in Nursing Profession:-

Nursing Accountability is an ethical code of conduct where nurses are responsible for their actions (ANA 2015). Professional accountability impacts patient care through health promotion, patient teaching, counseling, daily life activities, and collaboration with the interdisciplinary team (physiotherapist, dietician, pharmacist, etc.) (Leonenko and Drach‐Zahavy, 2016). The nurses who are accountable focus on patient’s trust in the nursing profession. When the nurses work together by improving patient care as a team, they can earn the patient’s trust. Accountability is seen in nurses by following practice guidelines of the nursing practice act, questioning the standards of care to the provider’s order, maintain confidentiality, ensuring safe quality care to the patient, and delegating works in team members to patient care. (Murphy, 2020)

In daily lives, nurses are accountable for the work they do in clinical. The nurse should be responsible to self, peers, employer, and patient. Examples of professional accountability to self in nursing would be nurses working on unsafe nursing practices, like if the unit is overload with high acuity patients and more work overload. A nurse should be responsible for refusing the work in an unsafe setting to protect the public and be accountable. The nurses should make sure that organizational policies and refuse to work in a bizarre environment. If the nurse cannot take responsibility for the vast number of patients, it is better to discuss with the authority in time rather than face the consequences due to lack of care. (Murphy, 2020)

An example of evidence-based nursing accountability practice will be my personal experience working in a nursing home if a new patient comes in admission on my time. I am accountable for the patient’s activity. So, correct documentation about the patient would be necessary to justify my accountability. Likewise, I need to update the legal information, ensure the patient signs the admission and treatment consent form before administering any meds, or providing any care. If I gave any medicine as the patient requested without a prescription, I would be the one who has to justify my action. I have to check before administering meds to the patient; without knowing the history and known allergies, I cannot help the patient giving medicine. It is beyond nursing practice. I will be the accountable one. So, as a nurse, I should always follow the nursing process to take care of the patient. I have to assess the patient by taking vitals and physical assessment. Secondly, planning regarding the care and treatment is significant for the patient. Thirdly, I have to implement the care provided to the patient. Fourthly, I had to give a rationale for the implementation of care, and lastly, evaluation helps know the patient’s outcome. Documentation and reporting have a significant role in professional accountability.

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ACCOUNTABILITY

Aug 21, 2014

320 likes | 692 Views

ACCOUNTABILITY. P ublish Results. R eport. I nformation. C ontinuous Improvement. E ffective, Efficient Programs. 3 PART REPORTING SYSTEM. Annual Report Quarterly Summary Report Individual Records (WIA Standardized Record Data--WIASRD). MANAGEMENT INFORMATION AND REPORTING.

• requirements keyed
• public reports
• quarterly summary report
• report numerator
• national emergency grant

Presentation Transcript

ACCOUNTABILITY Publish Results Report Information Continuous Improvement Effective, Efficient Programs

3 PART REPORTING SYSTEM • Annual Report • Quarterly Summary Report • Individual Records (WIA Standardized Record Data--WIASRD)

MANAGEMENT INFORMATION AND REPORTING Individual Quarterly Annual Public Reports Records = Reports = Reports = To Customers States will need additional data for their management system and respond to: - participants - local boards - employers - elected officials

ANNUAL REPORT • Report of outcomes for Program Year • Foundation for incentives & sanctions • For: • The state as a whole • Statewide programs • Each local area

Annual Report--2 • Performance indicators and additional outcomes required by law • Some narrative information • Total population and subgroups required by law • Report numerator and denominator for each outcome • Allows aggregation

ANNUAL REPORT--3 • Outcomes reported for cohorts used for performance indicators: • Adults, dislocated workers, older youth • Exiters last 3 quarters of previous program year and first quarter of program year • Youth • Skill attainment: program year participants • GED attainment: program year exiters • Retention: exiters last 3 quarters of previous program year and first quarter of program year

ANNUAL REPORT--4 • Submitted after the end of the program year • Initial submission incomplete • Updated as new information becomes available

DATA COLLECTION CYCLE- Adult Pre-Program Earnings Quarters Quarter of Core, Intensive and Training Services Registration PPQ 3 PPQ 2 PPQ 1 Help Wanted Collect and report data Entered Employment Quarter Post-Program Retention Quarters 12 mo. 6 mo. PEQ 7 Exit Q PEQ 1 PEQ 2 PEQ 3 PEQ 4 PEQ 5 PEQ 6 Collect and report data

Quarterly Summary • Not keyed to program year • Most recent quarter available for each performance indicator and other outcomes • Mixes program years • For the state as a whole only • Submitted after the end of each quarter

INDIVIDUAL RECORDS • WIA Standardized Record Data--WIASRD • Submitted annually • Includes all program year participants • Also includes former participants until all outcomes have been reported

WIASRD--WHAT’S NEW • One record for each person served by the local area • Even if served by several programs • Also one record for each person in statewide programs and each person in each national emergency grant • Revised document format • Simple identification of when item required • Order related to when the item is required • Within major groups of characteristics, services, and outcomes

REQUIREMENTS KEYED TO NEED • Adults and dislocated workers: depends on intensity of service • Information and self-service only: No data required, no record submitted • Core services only: Limited demographic information, some service information, all outcome information • Intensive and training services: additional characteristics and services info • Youth: depends on age at registration • Multiple programs: all relevant items

WHAT’S NEW--ETHNICITY AND RACE • Ethnicity a separate item • Hispanic: yes/no • Separate items for each racial group • Multiple yeses allowed

WHAT’S NEW--SERVICES • Services reported include WIA I-B services • Also include partner funded services when coordinated with WIA services • Exit defined across WIA programs and partner-funded services (when reported)

WIASRD--SUBMISSION • Records submitted • Annually • For participants • Also for former participants (exiters) until all outcomes are reported • Records for each participant will be submitted at least three times for adults and dislocated workers • Records will not be complete when first submitted • Beginning with PY 2000 participants • Excludes individuals who exited during JTPA

SCHEDULE • February • Publish FRN • Issue Draft Guidelines • Conduct Technical Training • March • Training and Technical Assistance • April • Issue Final Guidance & Procedures • July • Implement Performance Accountability System

Want a Copy of This Presentation • Please e-mail a request to: • [email protected]

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