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Job Description for Nurse Manager
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Director of Nursing for CHCs
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Policy and Procedure Manual by the Kalihi-Palama Health Center

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Staffing ratios are a critical component of clinic productivity and business plans. This table shows one way to look at staffing ratios by estimating how many support staff is reasonable for each FTE provider in the clinic. Clearly this figure will vary depending on the type of practice (i.e. very heavy procedure oriented, high risk patients, a lot of obstetrics) but this example is a good "bench mark" for a basic primary care CHC doing full scope primary care with a primary care provider staff.
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Sample of one health center's prodictivity and revenue analysis used to determine staffing needs.
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Sample montly individual encounter report.
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Sample worksheet used to analyze provider staffing in a family practice setting.
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The purpose of this paper is to provide balanced information on the issue of physician productivity. It discusses how different organizations currently measure physician productivity and what they do with that information.
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Sample year-to-date medical encounter report. This is included to show an example of how encounter reports can be written.
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Sample forms to help calculate provider productivity incentives.
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A sample written provider productivity incentive plan.
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Sample provider contract.
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Sample provider contract with a physician.
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Staff member must be able to demonstrate the knowledge and skill necessary to provide care based on physical, psychosocial, educational, safety and related criteria appropriate to the age of the patients served in their assigned area. Validation to be completed by a co-worker with minimum of equivalent licensure, physician and/or manager/supervisor. Person validating must initial, date and indicate method of validation in appropriate column and sign form.

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Staff member must be able to demonstrate the knowledge and skill necessary to provide care based on physical, psychosocial, educational, safety and related criteria appropriate to the age of the patients served in their assigned area. Validation to be completed by a co-worker with minimum of equivalent licensure, physician and/or manager/supervisor. Person validating must initial, date and indicate method of validation in appropriate column and sign form.
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Member must be able to demonstrate the knowledge and skill necessary to provide care based on physical, psychosocial, educational, safety and related criteria appropriate to the age of the patients served in their assigned area. Your validation needs to be completed by a co-worker with minimum of equivalent licensure and/or physician. Person validating must initial, date and indicate method of validation in appropriate column and sign form.
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Tool that can be used to evaulate support staff (RN, LPN, MA) competencies in key areas.
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Comprehensive evaluation of staff nurse competencies.
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Guidelines/Evaluation for Medical Interpreters
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Form to evaluate lab proficiency testing competencies during training.
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Form for use in evaluating testing personnel competencies.
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A third example of a checklist to determine provider competencies at all age levels.
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Another example of a checklist to determine provider competencies at all age levels.
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Checklist to determine provider competencies at all age levels.
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Competency Development Additional Considerations
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Sample credentialing policy (see Human Resources for other credentailing resources).
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Checklist of delineation of privileges for OB/GYN care for applicants or new hires.
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Checklist of clinical social worker privileges for use with any applicants or new hires.
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