Laboratory Management (Midterm) preparation of the schedule for the

STAFFING AND SCHEDULING immediate period.

Staffing  Analysis of future trends, based on
 the setting of long term goals and
an examination of past and current
objectives for the number and
testing volumes to detect tests that
types of personnel needed to meet
are gaining in popularity (POCT),
labor requirements of the
becoming obsolete or giving way
laboratory.
to alternative methodology.
Factors in Staffing
 Analysis of foreseeable changes
 Set the types of personnel needed
resulting from the introduction of
by the laboratory.
new procedures, discontinuance of
-depends of complexity of procedures,
old tests, acquisition of new
amount of supervision and support for
instruments, changes in medical
the people, workload, turnaround time,
staff, and availability of new
testing methodology.
services such as an outpatient
 Staffing Level
center or open heart surgery.
-level of service expected from each unit
Job – a collection of tasks, duties and
and the workload.
responsibilities assigned to an
 Performance Training
individual worker.
-make sure employees are properly
Job Design – the process of
trained to perform their assignments
organizing work into jobs
-starts with an orientation and follows
Factors that Influence the Makeup of
thru with the employee’s development
a Job
programs.
 ORGANIZATION FACTORS:
 Workload Projections
general economic health of the
-anticipating needs and matching the
organization (management
right people with the workload (an
styles, structure, products or
obvious factor in establishing a STABLE
services produced, technology
LABOR FORCE & EFFECTIVE STAFFING
requirements)
PLAN).
 PEOPLE ISSUES: includes
SOURCES:
people’s skills & limitations,
 Historical records, such as
personal motivation needs,
productivity and financial data
behaviour characteristics,
which form the basis for current
expectations, social mores, work
staffing requirements and the
force availability, & ability to
 function in the conditions of the
work environment.
 LEGAL AND UNION
REQUIREMENTS: includes
legislative and labor rules and
regulations.
JOB ANALYSIS – the process of
collecting and analysing information
about the tasks work flow and jobs being
done in an organization so that job
descriptions, work standards and
performance appraisal systems can be
developed.
Factors in Job Analysis:
1. Working condition
2. Technology
3. Job specifications
4. Availability of labor
5. Personal interaction
6. Legal aspects
7. Work flow
8. Work itself
9. Work process
Working conditions: physical
environment, temperature extremes,
manual labor exertion.
Technology: methodology and
instrumentation, both technical skills and
physical dexterity factors.
Job specifications: qualifications, skills,
special knowledge, and experience.
Availability of Labor: types and quality of
personnel available; both are limiting
factors in job design.
Personal interaction: types, frequency,
and the degree of coordination required
with other people, both inside and
outside the organization.
Legal aspect: personnel and facility
licensure requirements
Work flow: time of arrival of work orders
and service needs, test requests, volume
and predictability of STAT’s, routine, AM-
timed tests, and TATs.
Work itself: actual tasks and duties that
must be performed and completed to do
the work.
Work process: similar to methodology
and work flow but deals with the steps
and timing of tasks that must take place
in the work process.
FUNCTIONAL JOB ANALYSIS (FJA)
-employees are assigned to jobs for
which they have appropriate training and
competence, a major factor in assuring
quality health care services.
JOB DESCRIPTION
-a written statement that designates the
tasks, duties, working conditions and
reporting relationships for a specific job.
-a tool that provides a means of
communication between the staff and
the organization.
-a tool for assuring that employee,
supervisor and organization understand
the duties of the position.
BASIC INFORMATION IN THE JOB
DESCRIPTION
 Identification and headings
o Name of the facility
o Location of the work
 o Short descriptive title of the
position (POSITION SUMMARY)
o Job classification data
(personnel & payroll codes such
as salary or wage grade, job
status and the DOT/FJA code, if
used by the organization).
 Job Specification
-a summary in abridged form of the
formal education skills and experience
required to perform the duties of the
job and also include are any unusual
physical requirements or working
conditions.
 Reporting Relationships
-the person or position to whom the
employee reports is specified
(supervisor), along with the
supervisory responsibilities of the job
(the supervisees).
 Duties- the heart of the document
-list of the duties, tasks and
responsibilities and functions that
define the job with the authority scale
code to clarify the latitude the
individual has in carrying out
assignments
*Priorities of duties ranked
according to their importance
*Format of duty descriptions
*Authority scale
*Performance and evaluation criteria
Authority Scale: level of authority &
degree of autonomy
EXAMPLE:
TASKS AL
Order routine supplies 1
Discipline staff 3
Call in additional 3
(overtime) staffing
1 – no prior checking or special
notification required
2 – notify supervisor ASAP during
normal working schedule
3 – must attempt to consult
supervisor before acting
4 – NOT authorized to act
 Date of preparation and activation
 Approval Signature
JOB DESCRIPTION AND EVALUTION
CRITERIA
 Knowledge Parameters – trainings
and education requirements,
quality
 Technical Abilities – hands-on
experience, physical skills and
talents quantity
 Judgement Factors – degree of
autonomy in decision making
 Relationship – communication
routes, supervision status
 Attendance and Reliability –
expectations regarding technical
and physical demands of the
workload.