Hiring The Right Clinical Manager: Its Much More Than Just Promoting Your Best Staff Nurse.
shelly • July 3, 2021
I remember vividly being told one day, "You take all the best clinicians out of the field". At this time, the statement struck me. It is something I had not really considered. It was just what made sense. Your best clinical staff fill positions of management as they become open. Why wouldn't you want the responsible, hard-working, reliable people in these positions? Right? Well, you have to consider if this is the right decision for your agency and your patients. Let's look at some things to consider when hiring or promoting a clinical manager.
Choosing A Clinical Manager:
The best clinicians don't always hit the mark of a good clinical manager in today's home health climate. It is not to say that your best clinicians can't be great clinical managers. It is more about not assuming they will be. Here are our top 4 considerations for setting yourself up for success:
- How well does the clinician communicate during the plan of care? A huge part of clinical management is truly managing the care plan. You need to make sure that the best clinical person is also able to coordinate the care plan effectively. Changes to visit frequencies and visit plans are something that will need to be discussed by the clinical manager with the clinical disciplines providing the hands-on care on a routine basis. Gone are the times of this process just being about a one-sided report from the clinician to the manager.
- How well does the clinician understand the money? Clinicians don't like talking about clinical care and money together, but the reality is that some of your nurses and therapists are really good at understanding the finance end of things. Yes, you can afford to lose money on certain cases, but some of the best clinical staff are better in the field as opposed worrying about the dollars behind the cases they manage.
- What do your clinician candidate's care plans look like? This is also key as we live in a PDGM world. If you don't see how frequencies are based upon the most effective way to provide care to the patient in a cost-effective manner, then there are probably other things missing. Are care plans really long? If you pull 5 patients with the same diagnosis, does that clinician create the exact same care plan each time? Is the aide always added throughout the entire length of the care plan? Does it show forethought of progression of the patient to independence as the agency prepares for DC? Are the care plans updated along the way? These are all things to consider about your potential candidate. It will show you if the care plans are patient centered. It will show if the clinician clearly stays in their own swim lane and doesn't attempt to integrate a care plan. You need a clinician who promotes all disciplines working within full scope of practice for patients where they are the primary nurse. Rehab goals should be addressed with all disciplines every visit. Nursing goals can be achieved with the help of the home health aide and the rehab staff. Does your nurse have the have the aide or therapist report if there are days in the medi-box where the patient didn't take meds? Or, is this something potentially just held to assess once the nurse goes back into the home? These are simple examples of where our disciplines should overlap in advancing the care plan goals.
- How are they with confrontation? Your best clinicians may not be the ones who can address issues with other clinicians as they arise. The fact is that there absolutely will be times when your clinical manager will have to provide coaching or initiate a performance improvement plan. I recall once a manager who could not look clinical staff in the eye for these types of issues. It was a problem and the staff never took any type of performance improvement plan seriously because of it.
These are important things to consider for such an important position within your agency. It holds both clinical and financial ramifications as well potential compliance landmines if the wrong person is in charge of your clinical program. If you see good clinical staff who may not fit the role of clinical manager, then consider other ways to reward the clinician for being so good in homes with your patients.
At Kenyon Homecare Consulting
, we focus on high quality care while helping agencies to do it in a cost-effective way that promotes financial success as well. Call us today at 206-721-5091 or contact us online
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In the rapidly evolving landscape of healthcare, the burden of care is increasingly shifting from clinical facilities to the home. As the population ages, the prevalence of chronic conditions—such as heart disease, diabetes, and respiratory disorders—has reached unprecedented levels. For home care agencies, the quality of service is no longer just about assistance with daily living; it is more and more defined by the clinical competencies and disease-specific knowledge of your field staff. Chronic disease education for home care staff is not a luxury, is a strategic necessity that directly impacts patient outcomes, caregiver confidence, and the business’s bottom line. 1. Enhancing Clinical Outcomes and Safety Home care staff are the "eyes and ears" of the healthcare system. When aides and clinicians are highly educated on chronic disease processes, they can identify subtle shifts in a patient's condition before they escalate into emergencies. · Early Intervention: An educated caregiver can recognize the early signs of fluid retention in a Congestive Heart Failure (CHF) patient or skin changes in a diabetic patient, allowing for proactive adjustments rather than reactive ER visits. · Medication Adherence: Understanding why a medication is prescribed for a specific chronic condition helps staff reinforce the importance of adherence to the patient, reducing the risk of complications. 2. Reducing Hospital Readmissions Hospital readmission rates are a primary metric for home health success. Chronic diseases are the leading cause of "revolving door" hospitalizations. By providing specialized education, agencies empower their staff to implement Evidence-Based Practices at the bedside. When staff can effectively manage symptoms and educate patients on self-care, the likelihood of a patient staying stable at home increases dramatically. This not only benefits the patient but also strengthens the agency’s reputation with referral sources like hospitals and physician groups. 3. Boosting Staff Confidence and Retention The home care industry faces significant challenges with staff turnover. Often, burnout is fueled by the stress of feeling unprepared for complex patient needs. Knowledge is Empowerment: When staff members receive robust training, they feel more confident in their roles. This professional growth fosters a sense of value and belonging within the organization, leading to higher job satisfaction and lower turnover rates. 4. Improving Documentation Accuracy In an era of increased regulatory scrutiny, clinical documentation must be precise. Education on chronic diseases ensures that staff members use the correct terminology and focus on the most relevant clinical indicators during their assessments. · OASIS Accuracy: For Medicare-certified agencies, a deep understanding of chronic conditions leads to more accurate OASIS scoring, which directly influences reimbursement and quality ratings. · Audit Readiness: Well-educated staff produce notes that clearly reflect the necessity of care, making the agency much more resilient during regulatory surveys or audits. 5. Bridging the Communication Gap Effective chronic disease management requires a multidisciplinary approach. A caregiver who understands the nuances of a disease can communicate more effectively with: · Physicians: Providing clear, clinical updates that help doctors make informed decisions. · Family Members: Offering clear explanations and peace of mind to stressed family caregivers. · The Internal Team: Ensuring a seamless transition of care and consistent messaging across all disciplines. Conclusion Investing in chronic disease education is an investment in the agency’s future. By elevating the knowledge of the frontline workforce, home care providers can transform from basic service agencies into high-value clinical partners. In the end, the goal is simple: providing the highest quality of life for patients in the comfort of their own homes, a goal that can only be met through a highly trained and knowledgeable staff. If you do not know where to get comprehensive education for Chronic diseases, contact Kenyon Homecare Consulting at gkenyon@kenyonhcc.com or call 206-721-5091. We are here to help
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