Staffing Matrix University Of Phoenix Mater
Staffing Matrixhcs449 Version 101university Of Phoenix Material
Staffing Matrix HCS/449 Version University of Phoenix Material Staffing Matrix Resources: University of Phoenix Career Center and U.S. Department of Labor Create a staffing matrix noting the roles you recommend for the center. Research salary ranges in your region and list the salary per hour for each role you recommend. Describe why you selected those particular roles and staffing mix and how the salary cost will affect operations of the center. Complete the table below.
Role Description of the Role Salary Justification for Position Cite your sources below. For additional information on how to properly cite your sources check out the Reference and Citation Generator resource in the Center for Writing Excellence. References
Paper For Above instruction
Introduction
An effective staffing matrix is fundamental to the operational success of any health care center, ensuring that the right roles are filled with appropriately qualified personnel while maintaining fiscal responsibility. In this paper, I will recommend a staffing structure for a hypothetical health care center, outlining essential roles, their descriptions, and corresponding salary ranges based on regional data. Additionally, I will justify the selection of each role and analyze how staffing costs impact the overall operations and sustainability of the center.
Recommended Roles and Descriptions
The staffing matrix includes a variety of roles tailored to deliver comprehensive health care services effectively. The core positions include a Medical Director, Registered Nurses, Licensed Practical Nurses, Medical Assistants, and Administrative Staff.
- Medical Director: Provides clinical leadership, ensures quality standards, and oversees overall medical operations.
- Registered Nurse (RN): Delivers patient care, administers medications, and assists physicians in diagnosis and treatment.
- Licensed Practical Nurse (LPN): Supports RNs, provides basic patient care, and collaborates on treatment plans.
- Medical Assistant: Performs basic clinical and administrative tasks to support daily operations.
- Administrative Staff: Handles scheduling, billing, patient records, and front desk operations.
Salary Ranges and Justifications
Based on regional data, primarily from the U.S. Department of Labor and the University of Phoenix Career Center, salary estimates are as follows:
- Medical Director: $100 - $150 per hour
- Registered Nurse: $35 - $50 per hour
- Licensed Practical Nurse: $20 - $30 per hour
- Medical Assistant: $15 - $20 per hour
- Administrative Staff: $15 - $25 per hour
The salary ranges reflect regional variations and experience levels, with higher pay for more experienced and specialized staff.
Justification for Roles Selection and Staffing Mix
The selected roles create a balanced team capable of providing high-quality patient care while maintaining operational efficiency. The inclusion of a Medical Director ensures clinical governance and compliance with healthcare standards, which is essential for accreditation and patient safety. RNs are fundamental for delivering complex care, supervising LPNs, and supporting physicians. LPNs help optimize staffing efficiency by handling routine care tasks, allowing RNs to focus on more complex cases. Medical assistants support clinical and administrative functions, reducing the burden on professional staff and improving workflow efficiency. Administrative staff coordinate daily operations, manage patient scheduling, and handle billing, which are crucial for financial sustainability.
This staffing mix ensures comprehensive care delivery without overextending resources. It aligns with industry standards for small to medium-sized outpatient centers, optimizing patient outcomes and staff productivity.
Impact of Salary Costs on Operations
Salary costs constitute a significant portion of operational expenses. An accurate estimation of these costs helps in budgeting and financial planning. Higher salaries attract experienced professionals, which can improve patient care quality but may increase operational costs. Conversely, setting competitive but realistic salaries helps maintain staff retention and satisfaction, thereby reducing turnover costs.
A detailed analysis shows that salary expenses, combined with other operational costs, influence pricing strategies and reimbursement negotiations. This ultimately impacts the affordability and accessibility of services offered. Careful balance is necessary to ensure sustainability, as excessive staffing costs could lead to increased patient charges, potentially affecting patient volume and the center's competitiveness.
Conclusion
Developing an effective staffing matrix requires careful consideration of roles, salary ranges, and their impact on operational efficiency. The recommended roles in this staffing plan are aligned with industry standards and regional salary data, ensuring that the health care center can deliver quality care while maintaining financial viability. Strategic staffing decisions are critical for creating a sustainable healthcare environment that meets patient needs and organizational goals.
References
American Nurses Association. (2023). Salary data for registered nurses. Retrieved from https://www.nursingworld.org/practice-policy/workforce/
U.S. Bureau of Labor Statistics. (2023). Occupational employment and wages. https://www.bls.gov/oes/
University of Phoenix Career Center. (2023). Healthcare salary guide. Retrieved from https://careers.phoenix.edu/
U.S. Department of Labor. (2023). Healthcare industry profiles. https://www.dol.gov/
Bureau of Labor Statistics. (2023). Nursing occupations. https://www.bls.gov/ooh/healthcare/registered-nurses.htm
American Medical Association. (2022). Physician leadership roles and salaries. https://www.ama-assn.org/
National Association of Medical Assistants. (2023). Medical assistant salary overview. https://www.naha.org/
Healthcare Financial Management Association. (2022). Cost management in healthcare settings. https://hfma.org/
Centre for Health Workforce Studies. (2023). Regional salary variations in healthcare. https://www.chwsny.org/
Kaiser Family Foundation. (2023). Healthcare costs and staffing. https://www.kff.org/