MAMATA COLLEGE OF NURSING

KHAMMAM
UNIT: V
SUBJECT: NURSING MANAGEMENT
GUIDED BY: Dr. Mrs. Ratna Philip, Principal
DATE:
PRESENTED BY: Mrs. Udaya Sree.G, M.Sc. (N) II year
TIME:
HUMAN RESOURCE FOR HEALTH
SEMINAR ON HUMAN RESOURCE FOR HEALTH
NORMS OF STAFFING
Norms are standards that guide, control, and regulate individuals and
communities. For planning nursing manpower we have to follow some
norms. The nursing norms are recommended by various committees, such
as; the Nursing Man Power Committee, the High Power Committee, Dr.
Bajaj Committee, and the Staff Inspection Committee, TNAI and INC. The
norms has been recommended taking into account the workload
projected in the wards and the other areas of the hospital.
All the above committees and the staff inspection unit recommended the
norms for optimum nurse-patient ratio. Such as 1:3 for Non Teaching
Hospital and 1:5 for the Teaching Hospital.
STAFF INSPECTION UNIT (S.I.U.)
The Staff Inspection Unit (S.I.U.) is the unit which has recommended the
nursing norms in the year 1991-92. As per this S.I.U. norm the present
nurse-patient ratio is based and practiced in all central government
hospitals.

Recommendations of S.I.U
1. The norms for providing staff nurses and nursing sisters in Government
hospital is given in annexure to this report. The norm has been
recommended taking into account the workload projected in the wards
and the other areas of the hospital.
2. The posts of nursing sisters and staff nurses have been clubbed
together for calculating the staff entitlement for performing nursing
care work which the staff nurse will continue to perform even after she
is promoted to the existing scale of nursing sister.
3. Out of the entitlement worked out on the basis of the norms, 30%posts
may be sanctioned as nursing sister. This would further improve the
existing ratio of 1 nursing sister to 3.6.staff nurses fixed by the
government in settlement with the Delhi nurse union in may1990.
4. The assistant nursing superintendent is recommended in the ratio of 1
ANS to every 4.5nursing sisters. The ANS will perform the duty
presently performed by nursing sisters and perform duty in shift also.
5. The posts of Deputy Nursing Superintendent may continue at the level
of 1 DNS per every 7.5 ANS
6. There will be a post of Nursing Superintendent for every hospital
having 250 or beds.
7. There will be a post of 1 Chief Nursing Officer for every hospital having
500 or more beds.
8. It is recommended that 45% posts added for the area of 365 days
working including 10%leave reserve (maternity leave, earned leave,
and days off as nurses are entitled for 8 days off per month and 3
National Holidays per year when doing 3 shift duties).
Most of the hospital today is following the S.I.U. norms. In this the post of
the Nursing Sisters and the Staff Nurses has been clubbed together and
the work of the ward sister is remained same as staff nurse even after
promotion. The Assistant Nursing Superintendent and the Deputy
Nursing Superintendent has to do the duty of one category below of their
rank.

BAJAJ COMMITTEE, 1986

An "Expert Committee for Health Manpower Planning, Production and
Management" was constituted in 1985 under Dr. J.S. Bajaj, the then
professor at AIIMS. Manpower is one of the most vital resources for the
labour intensive health services industry. Health for all (HFA) can be
achieved only by improving the utilization of these resources.
Major recommendations are
1. Formulation of National Medical & Health Education Policy.
2. Formulate on of National Health Manpower Policy.
3. Establishment of an Educational Commission for Health Sciences
(ECHS) on the lines of UGC.
4. Establishment of Health Science Universities in various states and
union territories.
5. Establishment of health manpower cells at centre and in the states.
6. Vocationalisation of education at 10+2 levels as regards health related
fields with appropriate incentives, so that good quality paramedical
personnel may be available in adequate numbers.
7. Carrying out a realistic health manpower survey.
In relation to nursing, the Bajaj Committee recommended staffing norms
for nursing manpower requirements for hospital nursing services and
requirements for community health centres and primary health centres on
the basis of calculations as follow:
Hospital Nursing Services
1. Nursing superintendents-1:200 beds
2. Deputy nursing superintendents-1:300 beds
3. Departmental nursing- 7:1000 + 1 Additional: 1000 beds (991 x 7 +
991)
4. Ward nursing -8:200 + 30% leave reserve supervisors/sisters
5. Staff nurse for wards 1:3 (or 1:9 for each shift)+30 leave reserve

6. For OPD, Blood Bank, X-ray, Diabetic clinics, CSR, etc 1:100 (1:5 OPD)
+30% leave reserve
7. For intensive units 1:8 (1:3 for each shift)(8 beds ICU/200 beds) +
30% leave reserve
8. For specialized depts. and clinics, OT, Labour room 8:200 + 30%
leave reserve

Community Nursing Service

Projected population - 991,479,200 (medium assumption) by
2000 AD
1 Community Health Centre 1, 00,000 populations
1 Primary Health Services - 30,000 population in plain area
1 Primary Health Services - 20,000 population in difficult areas
1 Sub-centre - 5000 population in plain area
1 Sub-centre - 3000 population for difficult area
It also requires nursing manpower to cater to the needs of the rural
community as follows:
Manpower requirements by 2000 AD:

Sub-centre ANM/FHW 323882

Health supervisors /LHV 107960
Primary Health Centres PHN 26439
Community health centre Nurse-midwives 26439
Public health nursing supervisor 7436
Nurse-midwives 52,052
District public health nursing officer 900

 In additional to the above, 74361 Traditional Birth Attendants

will be required.

HIGH
POWER
COMMITTEE
PROFESSION (1987-1989)

ON

NURSING

AND

NURSING

High power committee on nursing and nursing profession was set up by

the Government of India in July 1987, under the chairmanship of Dr. Jyothi
former vice-chancellor of SNDT
Women University, Mrs. Rajkumari Sood, Nursing Advisor to Union
Government as the member-secretary and CPB Kurup, Principal,
Government College of Nursing, Bangalore and the then President. TNAI is
also one among the prominent members of this committee. Later on the
committee was headed by Smt. Sarojini Varadappan, former Chairman of
Central Social Welfare Board.
The terms of reference of the Committee are
1. To look into the existing working conditions of nurses with particular
reference to the status of the nursing care services both in the rural
and urban areas.
2. To study and recommend the staffing norms necessary for providing
adequate nursing personnel to give the best possible care, both in
the hospitals and community.
3. To look into the training of all categories and levels of nursing,
midwifery personnel to meet the nursing manpower needs at all
levels o health services and education.
4. To study and clarify the role of nursing personnel in the health care
delivery system including their interaction with other members of
the health team at every level of health service management.
5. To examine the need for organised nursing services at the national,
state, district and local levels with particular reference to the need

for planning service with the overall health care system of the
country at the respective levels.
6. To look into all other aspects, the Committee will hold consultations
with the State Governments.

E-Commendations of High Power Committee on Nursing and

Nursing Profession
Working conditions of nursing personnel
1. Employment: Uniformity in employment procedures to be made.
Recruitment rules are made for all categories of nursing posts. The
qualifications and experience required or these be made thought the
country.
2. Job description: Job description of all categories of nursing personnel
is prepared by the central government to provide guidelines.
3. Working hours: The weekly working hours should be reduced to 40
hrs per week. Straight shift should be implemented in all states. Extra
working hours to be compensated either by leave or by extra emoluments
depending on the state policy. Nurses to be given weekly day off and all
the gazetted holidays as per the government rules.
4. Work load/ working facilities
Nursing norms for patient care and community care to be adopted as
recommended by the committee.

 Hospitals to develop central sterile supply departments, central linen

services, and central drug supply system. Group D employees are
responsible for housekeeping department.
Policies for breakage and losses to be developed and nurses not are
made responsible for breakage and losses.
5. Pay and allowances: Uniformity of pay scales of all categories of
nursing personnel is not feasible. However special allowance for nursing
personnel, i.e.; uniform allowance, washing, mess allowance etc should be
uniform throughout the country.
6. Promotional opportunities: The committee recommends that along
with education and experience, there is a need to increase the number of
posts in the supervisory cadre, and for making provision of guidance and
supervision during evening and night shifts in the hospital.
Each nurse must have 3 promotions during the service period.
Promotion is based on merit cum seniority.
Promotion to the senior most administrative teaching posts is made
only by open selection.
In cases of stagnation, selection grade and running scales to be
given.
7. Career development: Provision of deputation for higher studies after
5 yrs of regular services is made by all states. The policy of giving
deputation to 5 -10 % of each category be worked out by each state.
8. Accommodation: As far as possible, the nursing staff should be
considered for priority allotment of accommodation near to work place.
Apartment type of accommodation is built where married/unmarried
nurses can be allowed to live. Housing colonies for hospital s must be
considered in long run.
9. Transport: During odd hours, calamities etc arrangements for
transport must be made for safety and security of nursing personnel.

10. Special incentives: Scheme of special incentives in terms of awards,

special increment for meritorious work for nurses working in each
state/district/PHC to be worked out.
11. Occupational hazards: Medical facilities as provided by the central
govt. by extended by the state govt to nursing personnel till such times
medical services are provided free to all the nursing personnel. Risk
allowance to be paid to nursing personnel working in the rural $ urban
area.
12. Other welfare services: Hospitals should provide welfare measures
like crche facilities for children of working staff, children education
allowance, as granted to other employees, be paid to nursing personnel.

Additional Facilities for Nurses Working In the Rural Areas

Family accommodation at sub centre is a must for safety and
security of ANM's /LHV.
Women attendant, selected from the village must accompany the
ANM for visits to other villages.
The district public health nurse is provided with a vehicle for field
supervision.
Fixed travel allowance with provision of enhancement from time to
time.
Rural allowance as granted to other employees is paid to nursing
personnel.
NURSING EDUCATION
Nursing education to be fitted into national stream of education to bring
about uniformity, recognition and standards of nursing education. The
committee recommends that;
1. There should be 2 levels of nursing personnel - professional nurse
(degree level) and auxiliary nurse (vocational nurse). Admission to

professional nursing should be with 12 yrs of schooling with science.

The duration of course should be 4 yrs at the university level.
Admission to vocational /auxiliary nursing should be with 10 yrs of
schooling. The duration of course should be 2 yrs in health related
vocational stream.
2. All school of nursing attached to medical college hospitals is
upgraded to degree level in a phased manner.
3. All ANM schools and school of nursing attached to district hospitals
be affiliated with senior secondary boards.
4. Post certificate B.Sc. Nursing degree to be continued to give
opportunities to the existing diploma nurses to continue higher
education.
5. Master in nursing programme to be increased and strengthened.
6. Doctoral programme in nursing have to be started in selected
universities.
7. Central assistance be provided for all levels of nursing education
institutions in terms of budget( capital and recurring)
8. Up gradation of degree level institutions be made in a phased
manner as suggested in report.
9. Each school should have separate budget till such time is phased to
degree/vocational programme. The principal of the school should be
the drawing and the disbursing officer.
10.
Nursing personnel should have a complete say in matters of
selection of students. Selection is based completely on merit.
Aptitude test is introduced for selection of candidates.
11.
All schools to have adequate budget for libraries and teaching
equipments.
12.
All schools to have independent teaching block called as School
Of Nursing with adequate class room facilities, library room, common
room etc as per the requirements of INC.
Continuing Education and Staff Development
Definite policies of deputing 5-10% of staff for higher studies are
made by each state.
Provision for training reserve is made in each institution.
Deputation for higher study is made compulsory after 5 yrs.
Each nursing personnel must attend 1 or 2 refresher course every
year.

 Necessary budgetary provision is made.

A National Institute for Nursing Education Research and Training
needs to be established like NCERT, for development of educational
technology, preparation of textbooks, media, /manuals for nursing.
NURSING SERVICES: HOSPITALS/INSTITUTIONS (URBAN AREAS)
Definite nursing policies regarding nursing practice are available in each
institution.
These policies include:
a) Qualification/recruitment rules
b) Job description/job specifications
c) Organizational chart of the institutions
d) Nursing care standards for different categories of patients.
1. Staffing of the hospitals should be as per norms recommended.
2. District hospitals /non teaching hospitals may appoint professional
teaching nurses in the ratio of 1; 3 as soon as nurses start qualifying
from these institutions.
3. Students not to be counted for staffing in the hospitals
4. Adequate supplies and equipments, drugs etc be made available for
practice of nursing. The committee strongly recommends that
minimum standards of basic equipment needed for each patient be
studied , norms laid down and provided to enable nurses to perform
some of the basic nursing functions . Also there should be a separate
budget head for nursing equipment and supplies in each hospitals/
PHC. The NS and PHN should be a member of the purchase and
condemnation committee.
5. Nurses to be relieved from non -nursing duties.
6. Duty station for nurses is provided in each ward.
7. Necessary facilities like central sterile supplies, linen, drugs are
considered for all major hospitals to improve patient care. Also
nurses should not be made to pay for breakage and losses. All
hospitals should have some systems for regular assessment of
losses.
8. Provision of part time jobs for married nurses to be considered. (min
16-20hrs/week)

9. Re-entry by married nurses at the age of 35 or above may also be

considered and such nurse be given induction courses for updating
their knowledge and skills before employment.
10.
Nurses in senior positions like ward sisters, Asst. nursing
superintendents, Deputy NS; N.S must have courses in management
and administration before promotions.
11.
Nurses working in speciality areas must have courses in
specialities. Promotion opportunities for clinical specialities like
administrative posts are considered for improving quality nursing
services.
1. The committee recommends that Gazetted ranks be allowed for
nurses working as ward sister and above (minimum class II
gazetted). Similarly the post of Health Supervisor (female) is
medical/ health officers.
Community Nursing Services
a. Appointment of ANM/LHV to be recommended.
1 ANM for 2500 population (2 per sub centre)
1 ANM for 1500 population for hilly areas
1 health supervisor for 7500 population (for supervision of 3 ANM's)
1 public health nurse for 1 PHC (30000 population to supervise 4
Health Supervisors)
1 Public Health Nursing Officer for 100000 populations (community
health centre)
2 district public health nursing for each district.
b. ANM/LHV promoted to supervisory posts must undergo courses in
administration and management.
c. Specific standing orders are made available for each ANM/LHV to
function effectively in the field.
d. Adequate provision of supplies, drugs etc are made.
Norms recommended
hospital setting.

for

nursing

service

and

education

in

1. Nursing Superintendent -1: 200 beds (hospitals with 200 or more

beds).
2. Deputy Nursing Superintendent. - 1: 300 beds (wherever beds are
over 200)

3.
4.
5.
6.

Assistant Nursing Superintendent - 1: 100

Ward sister/ward supervisor - 1:25 beds 30% leave reserve
Staff nurse for wards -1:3 ( or 1:9 for each shift ) 30% leave reserve
For nurses OPD and emergency etc - 1: 100 patients ( 1 bed : 5 out
patients) 30% leave reserve
7. For ICU -1:1(or 1:3 for each shift) 30% leave reserve
a. For specialized departments such as operation theatre, labour room
etc- 1: 25 30% leave reserve.

INDIAN NURSING COUNCIL (INC)

The Indian Nursing Council is an Autonomous Body under the Government
of India and was constituted by the Central Government under the Indian
Nursing Council Act, 1947 of parliament. It was established in 1949 for the
purpose of providing uniform standards in nursing education and
reciprocity in nursing registration throughout the country. Nurses
registered in one state were not registered in another state before this
time. The condition of mutual recognition by the state nurses registration
councils, called reciprocity was possibly only if uniform standards of
nursing education were maintained.
Functions of Indian Nursing Council.
a. To establish and monitor a uniform standard of nursing education for
nurses midwife, Auxiliary Nurse-Midwives and health visitors by
doing inspection of the institutions.
b. To recognize the qualifications under section 10(2) (4) of the Indian
Nursing Council Act, 1947 for the purpose of registration and
employment in India and abroad.
c. To give approval for registration of Indian and Foreign Nurses
possessing foreign qualification under section 11(2) (a) of the Indian
Nursing Council Act, 1947.
d. To prescribe the syllabus & regulations for nursing programs.
e. Power to withdraw the recognition of qualification under section 14
of the Act in case the institution fails to maintain its standards under
Section 14 (1)(b) that an institution recognized by a State Council for
the training of nurses, midwives, auxiliary nurse midwives or health
visitors does not satisfy the requirements of the Council.

f. To advise the State Nursing Councils, Examining Boards, State

Governments and Central Government in various important items
regarding Nursing Education in the Country.
THE EXISTING NORM BY INC WITH REGARD TO NURSING STAFF
FOR WARDS AND SPECIAL UNITS:
Staff nurse Sister (each shift)
Departmental sister/ assistant nursing superintendent
Medical ward 1:3 1:25 1 for 3-4 weeks
Surgical ward 1:3 1:25 1 for 3-4 weeks
Orthopedic ward 1:3 1:25 1 for 3-4 weeks
Pediatric ward 1:3 1:25 1 for 3-4 weeks
Gynecology ward 1:3 1:25 1 for 3-4 weeks
Maternity ward including newborns
1:3 1:25 1 for 3-4 weeks
ICU 1:1(24 hours) 1
CCU 1:1(24 hours) 1
Nephrology 1:1(24 hours) 1 1 department sister/assistant nursing
superintendent for 3-4 units clubbed together
Neurology & and neurosurgery
1:1(24 hours) 1
Special wards- eye, ENT etc.
1:1(24 hours) 1
Operation theatre 3 for 24 hours per table
1 1 department sister/asst nursing
superintendent for 4-5 operating rooms
Casuality andemergency unit
2-3 staff nurses depending on the number of beds
1 1 department sister/assistant nursing superintendent

Staffing pattern according to the Indian Nursing Council (relaxed

till 2012)
Collegiate programme-A
Qualifications and experience of teachers of college of nursing1. Professor-cum-Principal
X Masters Degree in Nursing
X Total 10 years of experience with minimum of 5 years of teaching
experience
2. Professor-cum- Vice Principal
X Masters Degree in Nursing
X Total 10 years of experience with minimum of 5 years in teaching
3. Reader/Associate Professor
X -Masters Degree in Nursing
X Total 7 years of experience with minimum of 3 years in teaching
4. Lecturer
X Masters Degree in Nursing with 3 years of experience.
5. Tutor/Clinical Instructor
X M.Sc.(N) or B.Sc. (N) with 1 year experience or Basic B.Sc. (N) with post
basicdiploma in clinical specialty
For B.Sc. and M.Sc. nursing:
Annual intake of 60 students for B.Sc. (N) and 25 for M.Sc. (N) programme
B.Sc. (N) M.Sc. (N)
Professor cum principal
1
Professor cum vice principal
1
Reader/Associate professor

12
Lecturer
23
Tutor/clinical instructor
19
Total
24 5
One in each specialty and the entire M.Sc. (N) qualified teaching faculty
will participate in both programmes.
Teacher-student ratio = 1:10
GNM and B.Sc. (N) with 60 annual intakes in each programme
Professor cum principal
1
Professor cum vice-principal
1
Reader/Associate professor
1
Lecturer
4
Tutor/clinical instructor
35
Total
42

Basic B.Sc. (N)

Admission capacity
Annual intake
40-60 61-100

Professor cum principal

11
Professor cum vice-principal
11
Reader/Associate professor
11
Lecturer
24
Tutor/clinical instructor
19 33
Total
24 40
Teacher student ratio= 1:10 (All nursing faculty including Principal and
Vice principal)
Two M.Sc (N) qualified teaching faculty to start college of nursing for
proposed less than or equal to 60 students and 4 M.Sc (N) qualified
teaching faculty for proposed 61 to 100 students and by fourth year they
should have 5 and 7 M.Sc (N) qualified teaching faculty respectively,
preferably with one in each specialty.
Part time teachers and external teachers:
1.
Microbiology
2.
Bio-chemistry
3. Sociology.
4.
Bio-physic
5.
Psychology
6.

Nutrition
7.
English
8.
Computer
9.
Hindi/Any other language
10.
Any other- clinical discipliners
11.
Physical education

The above teachers should have post graduate qualification with teaching
experience in respective area
School of nursing-B
Qualification of teaching staff1. Professor cum principal
M.Sc. (N) with 3 years of teaching experience or B.Sc.(N)basic or post
basic with 5 years of teaching experience.
2.
Professor cum vice principal
M.Sc. (N) or B.Sc. (N) (Basic)/Post basic with 3 years of teaching
experience.
3. Tutor/clinical instructor
M.Sc. (N) or B.Sc. (N) (Basic) / Post basic or diploma in nursing education
and Administration with two years of professional experience.
For School of nursing with 60 students i.e. an annual intake of 20
students:
Teaching faculty

No. required
Principal
1
Vice-principal
1
Tutor
4
Additional tutor for interns
1
Total
7
Teacher student ratio should be 1:10 for student sanctioned strength

ESTIMATION OF NURSING STAFF REQUIRMENTSANALYSIS AND VARIOUS RESEARCH STUDIES

ACTIVITY

INTRODUCTION
Staffing is certainly one of the major problems of any nursing
organization, whether it be a hospital, nursing home, health care agency,
or in educational organization. Estimation of staff requirements is
important for rendering good and quality nursing care
Patient Classification Systems
Patient classification system (PCS), which quantifies the quality of the
nursing care, is essential to staffing nursing units of hospitals and nursing

homes. In selecting or implementing a PCS, a representative committee of

nurse manager can include a representative of hospital administration,
which would decrease scepticism about the PCS. The primary aim of PCS
is to be able to respond to constant variation in the care needs of
patients.
Characteristics
Differentiate intensity of care among definite classes
Measure and quantify care to develop a management engineering
standard.
Match nursing resources to patient care requirement.
Relate to time and effort spent on the associated activity.
Be economical and convenient to report and use
Be mutually exclusive, continuing new item under more than one
unit.
Be open to audit.
Be understood by those who plan, schedule and control the work.
Be individually standardized as to the procedure needed for
accomplishment.
Separate requirement for registered nurse from those of other staff.
Purposes
The system will establish a unit of measure for nursing, that is ,
time , which will be used to determine numbers and kinds of staff
needed.
Program costing and formulation of the nursing budget.
Tracking changes in patients care needs. It helps the nurse
managers the ability to moderate and control delivery of nursing
service
Determining the values of the productivity equations
Determine the quality: once a standards time element has been
established, staffing is adjusted to meet the aggregate times. A
nurse manager can elect to staff below the standard time to reduce
costs.
Components

 The first component of a PCS is a method for grouping patients

categories: Johnson indicates two methods of categorizing patients.
Using categorizing method each patient is rated on independent
elements of care, each element is scored, scores are summarized
and the patient is placed in a category based on the total numerical
value obtained.
The second component of a PCS is a set of guidelines describing the
way in which patients will be classified, the frequency of the
classification, and the method of reporting data.
The third component of a PCS is the average amount of the time
required for care of a patient in each category. A method for
calculating required nursing care hours is the fourth and final
component of a PCS.
Patient Care Classification
Patient Care classification using four levels of nursing care intensity
Area of care Category I Category II Category III Category IV
Eating Feeds self needs some help in preparing
Cannot feed self but is able to chew and swallowing
Cannot feed self any may have difficulty swallowing
Grooming almost entirely self sufficient
Need some help in bathing, oral hygiene
Unable to do much for self
Completely dependent
Excretion Up and to bathroom alone
Needs some help in getting up to bathroom /urinal
In bed, needs bed pan / urinal placed;
Completely dependent
Comfort Self sufficient Needs some help with adjusting position/ bed.
Cannot turn without help, get drink and adjust position of extremities
Completely dependent
General health

Good Mild symptoms Acute symptoms Critically ill

Treatment Simple supervised, simple dressing
Any Treatment more than once per shift, Foley catheter care, I&O.
Any treatment more than twice
/shift
Any elaborate/delicate procedure requiring two nurses, vital signs more
often than every two hours..
Health education and teaching
Routine follow up teaching
Initial teaching of care of ostomies; new diabetics; patients with mild
adverse reactions to their illness
More intensive
patients.

items;

teaching

of

apprehensive/mildly

resistive

Teaching of resistive patients,

Calculating Staffing Needs
The following are the hours of nursing care needed for each level patient
per shift:
Category I Category II Category III Category IV
NCHPPD for
Day shift
2.3 2.9 3.4 4.6
NCHPPD for
P.M (Evening) shift
2.0 2.3 2.8 3.4
NCHPPD for night shift
0.5 1.0 2.0 2.8
A guide to staffing nursing services
1. Projecting Staffing Needs

Some steps to be taken in projecting staffing needs include:

i.
ii.
iii.
iv.
v.

Identify the components of nursing care and nursing service.

Define the standards of patient care to be maintained.
Estimate the average number of nursing hours needed for the
required hours.
Determine the proportion of nursing hours to be provided by
registered nurses and other nursing service personnel
Determine polices regarding these positions and for rotation of
personnel.

2. Computing number of nurses required on a Yearly Basis

1. Find the total number of general nursing hours needed in one year.
Average patient census X average nursing hours per patient for 24
hours X days in week X weeks in year.
2. Find the number of general nursing hours needed in one year which
should be given by registered nurses and the number which should
be given by ancillary nursing personnel.
a. Number of general nursing hours per year X percent to be
given by registered nurses.
b. Number of general nursing hours per year X percent to be
given be ancillary nursing personnel.
Computing number of nurses assigned on weekly basis
1. Find the total number of general nursing hours needed in one week.
Average patient censes X average nursing hours per patient in 24
hours X days in week.
2. Find the number of general nursing hours needed in the week which
should be given by registered nurses and the number which could be
given by ancillary nursing personnel.
a. Number of general nursing hours per week X percent to be
given by registered nurses.
b. Number of general nursing hours per week X percent to be
given by ancillary nurses.
One method for determining the nursing staff of a hospital

1. To determine the number of nursing staff for staffing a hospital involves

establishing the number of work days available for service per nurse per
year.
Example: Analysis of how the days are used;
Days in the year 365
Days off 1 day/week 52
Casual leave 12
Privilege leave 30
1 Saturday /month 12
Public Holidays 18
Sick Leave 8
Total non-working days 132
Total working days /nurse/year 233
So 1 nurse = 233 working days /year
Example, 20 nurse means 20X233= 4660 hours
4660/365= 12.8 (13).
2. Work load measurement tools
Requirement for staffing are based on whatever standard unit of
measurement for productivity is used in a given unit. A formula for
calculating nursing care hours per patient day (NCH/PPD) is reviewed.
NCH/PPD = Nursing hours worked in 24 hours
Patient Census

As a result, patient classification systems (PCS), also known as workload

management or patient acuity tools, were developed in the 1960s.
Important Factors of staffing
There are 3 factors: quality, quantity, and utilization of personnel.
Quality and Quantity:

This factor depends on the appropriate education or training provided to

the nursing personnel for the kind of service they are being prepared for
i.e., professional, skilled, routine or ancillary.
Utilization of personnel: Nursing personnel must be assigned work in such
a way that her/his knowledge and skills learnt are based used for the
purpose she was educated or trained.
Other factors affecting staffing
1. Acutely Ill : Where the life saving is the priority or bed ridden condition
which might require 8-10 hours / patient /day ie., direct nursing care in 24
hours or nurse patient ratio may have to be 1:1, 2:1,3:1
2. Moderately Ill: here 3.5 HPD are required in 24 hours or nurse patient
ration of 1:3 in teaching hospitals and 1:5 non-teaching hospitals.
3. Mildly Ill: this required 1-2 HPD and for such patients 1:6 or 1:10.
4. Fluctuation of workload: workload is not constant.
5. Number of medical staff: In PHC , 30,000 to 50,000 population getting
care from 3 to 4medical staff but only 1 PHN gives care for all like in
hospital the ratio is vary from medical and nursing staff.
Modified approaches to nurse staffing and scheduling
Many different approaches to nurse staffing and scheduling are being
tried in an effort to satisfy needs of the employees and meet workload
demands for patient care. These include game theory, modified
workweeks (10 or 12hours shifts), team rotation, premium day, weekend
nurse staffing .Such approaches should support the underlying purpose,
mission, philosophy and objectives of the organization and the division of
nursing and should be well defined in a staffing philosophy, statement
and policies.
Modified work week: This using 10 and 12 hour shifts and other
methods are common place.
A nurse administrator should be sure work schedules are fulfilling the
staffing philosophy and policies, particularly with regard to efficiency.
Also, such schedules should not be imposed on the nursing staff but
should show a mutual benefits to employer, employees and the client
served.

h One modification of the worksheet is four 10 hour shifts per week in

organized time increments. One problem with this model is time overlaps
of 6 hours per 24 hour day.
The overlap can be used for patient centered conference, nursing care
assessment and planning and staff development. It can be done by hour
or by a block of 3-4 hours.
Starting and ending time for the 10 hours shifts can be modified to
provide minimal overlaps, the 4- hour gap being staffed by part-time or
temporary workers
h A second scheduling modification is the 12 hour shift, on which nurses
work even shifts ,on which nurses work seven shift in 2 weeks: three on ,
four off: four on, three off. They work a total 84 hours and are paid of
overtime. Twelve hour shifts and flexible staffing have been reported to
have improved care and saved money because nurses can better manage
their home and personal lives.
h The weekend alternatives: another variation of flexible scheduling
is the weekend alternative. Nurses work two 12 hour shifts and are paid
for 40 hours plus benefits. They can use the weekdays for continued
education or other personal needs. The weekend scheduled has several
variations. Nurses working Monday through Friday have all weekends off.
h Other modified approaches: team rotation is a method of cyclic
staffing in which a nursing team is scheduled as a unit. It would be used if
the team nursing modality were a team practice.
h Premium day weekend: nursing staffing is a scheduling pattern that
gives the nurse an extra day off duty, called a premium day, when he/she
volunteers to work one additional weekend worked beyond those required
by nurse staffing policy. This technique does not add directly to hospital
costs.
h Premium vacation night: staffing follows the same principle as does
premium day weekend staffing. An example would be the policy of giving
extra 5 working days of vacation to every nurse who works a permanent
night shifts for a specific period of time ,say 3, 4, or 6 months.
h A flexible role: this programme has enabled the hospitals to better
meet the staffing needs of units whenever workload increases. Since
establishment of the resources acuity

nurse position, nurses position, nurses morale has improved because

they know short term helps is more readily available and will be more
equitably distributed among units.
Cross training: It can improve flexible scheduling. Nurses can be
prepared through cross-training to function effectively in more than one
area of expertise. To prevent errors and incidence job satisfaction during
cross training nurses assigned to units and in pools require complete
orientation and ongoing staff development.
Scheduling with Nursing Management Information Systems
Planning the duty schedule does not always match personnel with
preferences. This is one major dissatisfaction among clinical nurses.
Posting the number of nurses needed by timeslot and allowing nurses to
put colored pins in slots to select their own times can improve satisfaction
with the schedule.
Hanson defines a management information system as an array
components designed to transform a collective set of data into knowledge
that is directly useful and applicable in the process of directing and
controlling resources and their application to the achievement of specific
objectives..
The following process for establishing any MIS:
1. State the management objective clearly.
2. Identify the actions required to meet the objective.
3. Identify the responsible position in the organization.
4. Identify the information required to meet the objective.
5. Determine the data required to produce the needed information.
6. Determine the systems requirement for processing the data.
7. Develop a flowchart.
Productivity
Productivity is commonly defined as output divided by input. Hanson
translates this definition in to following:
Required staff hours

100
Provided staff hours
Example
380 hours
X 100 = 95% productivity
400 hours
Productivity can be increased by decreasing the provided staff hours
holding the required staff hours constant or increasing them.
Measurement
In developing a model for an MIS, Hanson indicates several formulas for
translating data into information. He indicates that in addition to the
productivity formula, hours per patient day
(HPPD) are a data element that can provide meaningful information when
provided for an extended period of time.
HPPD is determined by the formula
Staff hours
Patient days
For example,
52000
2883
Answer = 18 HPPD

Another useful formula

1. Budget utilization
Provided HPPD
X 100 = budget utilization
Budgeted HPPD
Example
18.03 % so, answer is 112.7% Budget utilization.

16
2. Budget adequacy
Budgeted HPPD X100, this is known as Budget adequacy
Required HPPD
16/18.03= 88.74% budget adequacy.
Nurse Staffing, Models of Care Delivery, and Interventions
Nurse Staffing
Measure
Definition
Nurse to patient ratio Number of patients cared for by one nurse typically
specified by job category (RN, Licensed Vocational or Practical Nurse-LVN
or LPN);this varies by shift and nursing unit; some researchers use this
term to mean nurse hours per inpatient day
Total nursing staff or hours per patient day
All staff or all hours of care including RN, LVN, aides counted per patient
day (a patient day is the number of days any one patient stays in the
hospital, i.e., one patient staying 10 days would be 10 patient days)
RN or LVN FTEs per patient day
RN or LVN full time equivalents per patient day (an FTE is 2080 hours per
year and can be composed of multiple part-time or one full-time
individual)

Nursing skill (or staff) mix

The proportion or percentage of hours of care provided by one categoryof
caregiver divided by the total hours of care (A 60% RN skill mixindicates
that RNs provide 60% of the total hours of care)
Nursing Care
Delivery Models
Definition

Patient Focused Care A model popularized in the 1990s that used RNs as
care managers andunlicensed assistive personnel (UAP) in expanded roles
such asdrawing blood, performing EKGs, and performing certain
assessmentactivities
Primary or Total
Nursing Care
A model that generally uses an all-RN staff to provide all direct careand
allows the RN to care for the same patient throughout the patient'sstay;
UAPs are not used and unlicensed staff do not provide patient care
Team or Functional
Nursing Care
A model using the RN as a team leader and LVNs/UAPs to
performactivities such as bathing, feeding, and other duties common to
nurseaides and orderlies; it can also divide the work by function such
as"medication nurse" or "treatment nurse"
Magnet Hospital
Environment/Shared governance
Characterized as "good places for nurses to work" and includes a high
degree of RN autonomy, MD-RN collaboration, and RN control of practice;
allows for shared decision making by RNs and managers Jean Ann
Seago, Ph.D.,RN

VARIOUS RESEARCH STUDIES

1. ESTIMATION OF DIRECT COST AND RESOURCE ALLOCATION IN
INTENSIVE
CARE: CORRELATION WITH OMEGA SYSTEM.
Department of Public Health & Medical Information, Hpital Ambroise
Par, Boulogne, France.
Comment in: Intensive Care Med. 1999 Feb; 25(2):245-6.
Abstract

OBJECTIVE: An instrument able to estimate the direct costs of stays in

Intensive Care Units
(ICUs) simply would be very useful for resource allocation inside a
hospital, through a global budget system. The aim of this study was to
propose such a tool.
DESIGN: Since 1991, a region-wide common data base has collected
standard data of intensive care such as the Omega Score, Simplified
Acute Physiologic Score, length of stay, length of ventilation, main
diagnosis and procedures. The Omega Score, developed in France in 1986
and proved to be related to the workload, was recorded on each patient of
the study.
SETTING: Eighteen ICUs of Assistance Publique-Hpitaux de Paris (AP-HP)
and suburbs.
PATIENTS: 1) Hundred twenty-one randomly selected ICU patients; 2)
12,000 consecutive
ICU stays collected in the common data base in 1993.
MEASUREMENTS: 1) On the sample of 121 patients, medical
expenditure and nursing time associated with interventions were
measured through a prospective study. The correlation between Omega
points and direct costs was calculated, and regression equations were
applied to the 12,000 stays of the data base, leading to estimated costs.
2) From the analytic accounting of AP-HP, the mean direct cost per stay
and per unit was calculated, and compared with the mean associated
Omega score from the data base. In both methods a comparison of actual
and estimated costs was made.
RESULTS: The Omega Score is strongly correlated to total direct costs,
medical direct costs and nursing requirements. This correlation is
observed both in the random sample of 121 stays and on the data base'
stays. The discrepancy of estimated costs through Omega Score and
actual costs may result from drugs, blood product underestimation and
therapeutic procedures not involved in the Omega Score.

CONCLUSIONS: The Omega system appears to be a simple and relevant

indicator with which to estimate the direct costs of each stay, and then to
organise nursing requirements and resource allocation.
2. THE IMPACT OF NURSING GRADE ON THE QUALITY AND
OUTCOME OFNURSING CARE.
Carr-Hill RA, Dixon P, Griffiths M, Higgins M, McCaughan D, Rice N, Wright
K.
Centre for Health Economics, University of York, UK.
Abstract
The large industry which has grown up around the estimation of nursing
requirements for a ward or for a hospital takes little account of variations
in nursing skill; meanwhile nursing researchers tend to concentrate on the
appropriate organisation of the nursing process to deliver best quality
care. This paper, drawing on a Department of Health funded study,
analyses the relation between skill mix of a group of nurses and the
quality of care provided. Detailed data was collected on 15wards at 7
sites on both the quality and outcome of care delivered by nurses of
different grades, which allowed for analysis at several levels from a
specific nurse-patient interaction to the shift sessions. The analysis shows
a strong grade effect at the lowest level which is 'diluted' at each
succeeding level of aggregation; there is also a strong ward effect at each
of the lower levels of aggregation. The conclusion is simple; you pay for
quality care.
PMID: 7780528 [PubMed - indexed for MEDLINE]
3. IMPACT OF SHIFT WORK ON THE HEALTH AND SAFETY OF
NURSES AND
PATIENTS.
Berger AM, Hobbs BB.
College of Nursing, University of Nebraska Medical Center, Omaha, USA.
[email protected]
Abstract

Shift work generally is defined as work hours that are scheduled outside
of daylight. Shift work disrupts the synchronous relationship between the
body's internal clock and the environment.
The disruption often results in problems such as sleep disturbances,
increased accidents and injuries, and social isolation. Physiologic effects
include changes in rhythms of core temperature, various hormonal levels,
immune functioning, and activity-rest cycles. Adaptation to shift work is
promoted by re-entrainment of the internally regulated functions and
adjustment of activity-rest and social patterns. Nurses working various
shifts can improve shift-work tolerance when they understand and adopt
counter measures to reduce the feelings of jet lag. By learning how to
adjust internal rhythms to the same phase as working time, nurses can
improve daytime sleep and family functioning and reduce sleepiness and
work-related errors. Modifying external factors such as the direction of the
rotation pattern, the number of consecutive night shifts worked, and food
and beverage intake patterns can help to reduce the negative health
effects of shift work.
Nurses can adopt counter measures such as power napping, eliminating
overtime on 12-hourshifts, and completing challenging tasks before 4 am
to reduce patient care errors.
PMID: 16927899 [PubMed - indexed for MEDLINE]
4. NURSE STAFFING
OUTCOMES.

AND

PATIENT,

NURSE,

AND

FINANCIAL

Unruh L.
Department of Health Professions, University of Central Florida, Orlando,
FL, USA.
[email protected]
Abstract
Because there's no scientific evidence to support specific nurse-patient
ratios, and in order to assess the impact of hospital nurse staffing levels
on given patient, nurse, and financial outcomes, the author conducted a
literature review. The evidence shows that adequate staffing and
balanced workloads are central to achieving good outcomes, and the
author offers recommendations for ensuring appropriate nurse staffing
and for further research. Policy Polit Nurs Pract. 2009 Nov; 10(4):240-51.

5. AN APPLIED SIMULATION MODEL FOR ESTIMATING THE SUPPLY

OF AND
REQUIREMENTS
FOR
REGISTERED
POPULATION HEALTHNEEDS.

NURSES

BASED

ON

Tomblin Murphy G, MacKenzie A, Alder R, Birch S, Kephart G, O'BrienPallas L.

Dalhousie University, Halifax, Nova Scotia, Canada, University of Toronto,
Toronto, Ontario, Canada. [email protected]
Abstract
Aging populations, limited budgets, changing public expectations, new
technologies, and the emergence of new diseases create challenges for
health care systems as ways to meet needs and protect, promote, and
restore health are considered. Traditional planning methods for the
professionals required to provide these services have given little
consideration to changes in the needs of the populations they serve or to
changes in the amount/types of services offered and the way they are
delivered. In the absence of dynamic planning models that simulate
alternative policies and test policy mixes for their relative effectiveness,
planners have tended to rely on projecting prevailing or arbitrarily
determined target provider-population ratios. A simulation model has
been developed that addresses each of these shortcomings by
simultaneously estimating the supply of and requirements for registered
nurses based on the identification and interaction of the determinants.
The model's use is illustrated using data for Nova Scotia,
Canada.
PMID: 20164064 [PubMed - indexed for MEDLINE]
J Public Health Manag Pract. 2009 Nov; 15(6 Suppl):S56-61.
6. HEALTH HUMAN RESOURCES PLANNING AND THE PRODUCTION
OFHEALTH: DEVELOPMENT OF AN EXTENDED ANALYTICAL
FRAMEWORK FOR
NEEDS-BASED HEALTH HUMAN RESOURCES PLANNING
Birch S, Kephart G, Murphy GT, O'Brien-Pallas L, Alder R, MacKenzie A.

Centre for Health Economics and Policy Analysis, McMaster University,

Hamilton, Ontario,Canada. birch@mcmaster
Comment in:
J Public Health Manag Pract. 2009 Nov;15(6 Suppl):S62-3.
Abstract
Health human resources planning is generally based on estimating the
effects of demographic change on the supply of and requirements for
healthcare services. In this article, we develop and apply an extended
analytical framework that incorporates explicitly population health needs,
levels of service to respond to health needs, and provider productivity as
additional variables in determining the future requirements for the levels
and mix of healthcare providers. Because the model derives requirements
for providers directly from the requirements for services, it can be applied
to a wide range of different provider types and practice structures
including the public health workforce. By identifying the separate
determinants of provider requirements, the analytical framework avoids
the "illusions of necessity" that have generated continuous increases in
provider requirements. Moreover, the framework enables policy makers to
evaluate the basis of, and justification for, increases in the numbers of
provider and increases in education and training programs as a method of
increasing supply. A broad range of policy instruments is identified for
responding to gaps between estimated future requirements for care and
the estimated future capacity of the healthcare workforce.
PMID: 19829233 [PubMed - indexed for MEDLINE]