The Department of Nursing Services’ organisational philosophy

The Nursing Services’ philosophy of organisation is defined by nursing administration, which identifies goals, objectives, policies, regulations, procedures and also develops financial planning for plan implementation. An organisational structure promoting high-quality nursing care has been developed, maximising use of human and material resources, supporting education and participation in research projects for nursing staff.

Nursing Services have been organised based on:

  • the identification of distinct roles through defined actions
  • grouping operations
  • assigning groups of related operations to a nursing executive
  • assigning responsibility for operational completion
  • ensuring the necessary cooperation between Nursing Services’ managers and information implementation, both horizontally and vertically, within the organisational

Operation planning and scheduling has been determined based on:

  • type of activities (objectives, policies, projections, financial plan, procedures and methods)
  • timing
  • frequency of use.

Necessary staffing has been ensured by:

  • personnel selection, placement and retention in assigned working posts
  • defined requirements for each post (responsibilities, special qualifications, personal characteristics)
  • the appropriate system of work based on distinct unit needs and characteristics

Coordination to achieve the necessary actions in order to accomplish the service’s objective goals has been achieved through staff motivation and guidance. Necessary and appropriate checks have been developed with the intention of achieving nursing objectives, by establishing a system of screening in all domains of responsibility.

Results comparison is carried out with clearly defined criteria while corrective actions are considered when lapses are noted. Feedback from corrective actions is also noted.

Successful staff evaluation and assessment is ensured by accomplishing goals such as:

  • determining staff ability and performance
  • promoting a plan of development and motivation
  • determining staff aspirations and recognising their achievements
  • improving communication between nursing managers and staff
  • improving operational practices through education and promoting interpersonal relationships between members of staff
  • training for nursing managers in order to improve their ability to advise or counsel
  • determining nurses’ educational and developmental needs
  • keeping records of nurses’ qualifications and abilities and re-evaluating their clinical posts. Nurses having the appropriate qualifications for promotion are selected and employees with non-satisfactory performances are also tracked.