Healthcare organizations are under pressure to provide consistent, high-quality care at the lowest possible cost. However, their nursing skills management processes for orientation, annual assessments, and staffing are inefficient and lack visibility into trusted skills data.
Gain visibility into the assessment progress within your orientation population at an individual level through a personalized skills profile, a team level through a matrixed view of assessment statuses, or at a unit level through reporting and analytics.
Assign relevant skills to a caregiver based on their role and responsibilities.
Manage a qualified pool of preceptors and coordinate assessment assignments with assessor matrix rules.
Track proof of caregiver proficiencies for JCO compliance in detail with a flexible data model.
Regulate the assessment processes executed by qualified assessors.
Ensure caregivers in regulated roles have the right coverage of requirements through standard skill and role assignment logic.
Gain insight into workforce proficiency at a unit and system level with reporting and analytics.
Advance caregiver competency proficiencies with trusted experience data integrated from the EHR, reducing overall time to competence through on-the-job experience rather than a training-only approach.
Reduce redundant assessments on skills routinely performed by nurses by specifying requirements to be completed upon recertification and linking these to the validated experience records captured in an EHR.
Personalize and target requirements with Kahuna’s role framework rather than using broad non-specific curricula.
Utilize historical assessment records from nurses’ prior roles to give credit for previously attained skills without compromising the validity of their skills profile.
Employ Intermountain Healthcare’s standard content library of roles and competencies as the cross-functional foundation of a competency management program, giving proficiency credit to each nurse for the skill requirement regardless of their placement in the organization.
Fill resource gaps with qualified individuals by searching specific skills and proficiencies and filtering metadata in Kahuna’s Talent Finder.
Understand skill gaps at the unit and system level with reporting and analytics.
Keep pace with industry changes by evaluating your current state of skills, creating demand for needed skills, and understanding who to develop with the capability planning workbench.
Define and track actions for targeted upskilling with individual development plans.
Forecast skills demand, create specific development plans for individual caregivers and manage progress to target skills through the capability planning analytics in Kahuna.
The framework is created and maintained by healthcare professionals for healthcare professionals. Having been through multiple Joint Commission Audits, it is fully validated with a remarkable zero remediation recommendations. Most importantly, it has been curated to support a “building block” approach to curricula, allowing for core development with supplemental disciplines supporting the way healthcare professionals advance and specialize in their careers. When it comes to transferring nurses, the building block approach forms the basis for massive efficiencies. Finally, the framework is in complete alignment with the future of clinical staffing models.
Check out our Competency Role List. It was curated to reflect the evolving demands of healthcare, the content is frequently reviewed by clinicians in each given area of expertise to align with any regulatory changes from accreditation bodies. We’ve also applied best practices in competency development and maintenance from several competency models including Magnet, NCBI, Donna Wright, ATD, QSEN, and others.