Overtime is one of the major facts of the healthcare field. It can be defined as the extra time employees provides to their respective organization apart from the general working hours. Overtime in the field of nursing has been an issue for several years. The shortage of nursing staffs and increasing labour cost are the two main factors that are majorly affecting the overtime hours in the healthcare organizations (Beltempo et al., 2018). In order to overcome the issue, it will be important to implement an overtime management plan.
Overtimes Management Plan
The 2018 Nursing Salary Guide states that overtime hours tend to be a boost in the salary of the nursing professionals. It has been observed in various healthcare organizations that the young and fresher nurses are more eager to work beyond their shift hours. It improvises their salary as well as experience (Almorsy & Khalifa, 2016). Overtime has its effectiveness and benefit for the healthcare organizations as it reduces their labour cost as well as patient dissatisfaction. The process of overtime hours is more cost effective than that of recruiting new nursing staffs. According to a survey it has been observed that the cost of recruiting a new nursing staff is more than that of the salary of the staffs ensuring overtime hours (Sarvestani, Jafari & Moattari, 2018).
Overtime management plan can be assessed and developed with the help of PDSA cycle. The PDSA cycles is found to be affective in reviewing and analysing the management plan and the respective outcome (Bilyj et al., 2019).
The PDSA Cycle
PLAN - DO - STUDY - ACT-
A management plan needs to be conducted in order to analyse and asses the effective outcome of the overtime hours.
Managing staffs conducting overtime is a complex and impossible task until a proper management plan is incorporated. In order to manage the cost and routine of the overtime, a proper collection of the data regarding the employee’s overtime should be recorded. It will help the organization to keep a record of individual staff’s duty hours and daily performances (Lobo et al., 2018).
The margin on overtime hours
A margin or a cap must be set for the staff taking their overtime shifts in order to ensure that the nurses are not pushed beyond their limits. It will maintain the limit of overtime hours for individual nursing staffs. It has been observed that overtime for a long duration of time tends to exhaust the staff as well as leads to dissatisfaction of the patients (D'Sa et al., 2018).
Rotation of overtime hours
It will be necessary to ensure rotation of duty among the staffs during the overtime hours. The staff should be working on shifts to make sure that they do not exceed their working limits. It will lead to healthy staff and patient environment and will also encourage more staffs to apply for overtime hours (la Fuente Cañadas-De et al., 2016).
New recruitments in a healthcare organization will cost more than an overtime incentive of a regular staff. The salary of a new recruit will be equal to the incentive of two overtime staffs. In order to maintain the cost effectiveness of the healthcare organization, adding incentives to the over timing staff will be helpful. It will be satisfactory for both the staffs as well as the healthcare organization (Kingsley-Mota & Hill, 2017).
After preparation of the management plan, it needs to be performed in the healthcare organization involving the nursing staffs. The outcome from the management plan needs to be recorded which will include the patient response form the provided services, the labour cost applied during the session and the reviews from the staffs.
The results will further be studied and analysed. The result will ensure whether the management plan prove to be effective for the healthcare organization.
The results ensuring the desired outcome will lead to the conclusion. It will provide a management plan which delivers a cost-effective overtime hour for the organization (Wheatley, 2017).
In order to conclude it can be stated that overtime hours can be a helpful and effective measure in a healthcare organization. It will reduce the labour cost at the same time will ensure a better and enthusiastic working field for the nursing facilitates. A proper management plan will be a necessity to provide better services to the patient as well as encouragement for the overtime staffs.
Almorsy, L., & Khalifa, M. (2016, July). Exploring Overtime Utilization Patterns in Healthcare Organizations. In ICIMTH (pp. 198-200).
Beltempo, M., Lacroix, G., Cabot, M., Blais, R., & Piedboeuf, B. (2018). Association of nursing overtime, nurse staffing and unit occupancy with medical incidents and outcomes of very preterm infants. Journal of Perinatology, 38(2), 175-180.
Bilyj, S., Pinete, L., Haines, E., & Coscia, C. (2019, November). Bed bugs, a public health concern for nurse home visitors: Prevalence assessment and policy development PDSA cycle to promote health and wellness for staff and clients. In APHA's 2019 Annual Meeting and Expo (Nov. 2-Nov. 6). American Public Health Association.
D'Sa, V. M., Ploeg, J., Fisher, A., Akhtar-Danesh, N., & Peachey, G. (2018). Potential Dangers of Nursing Overtime in Critical Care. Nursing Leadership (Toronto, Ont.), 31(3), 48-60.
Kingsley-Mota, W. G., & Hill, B. J. (2017). Care Zones Staffing Model: Solving Workflow Barriers to Improve Patient and Nurse Outcomes.
la Fuente Cañadas-De, G. A., Albendin-Garcia, L., San, C. L., Gómez-Urquiza, J. L., & Cañadas, G. R. (2016). Burnout in Nursing Professionals Performing Overtime Workdays in Emergency and Critical Care Departments. Spain. Revista espanola de salud publica, 90, e1-9.
Lobo, V. M., Ploeg, J., Fisher, A., Peachey, G., & Akhtar-Danesh, N. (2018). Critical Care Nurses’ Reasons for Working or Not Working Overtime. Critical care nurse, 38(6), 47- 57.
Sarvestani, R. S., Jafari, A., & Moattari, M. (2018). Cost effectiveness of nursing handover: an action research. Nurse Care Open Acces J, 5(6), 343-346.
Wheatley, C. (2017). Nursing overtime: Should it be regulated? Nursing Economics, 35(4), 213.