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Cultural Competency Organizational Assessment and Solutions

Cultural Competency Organizational Assessment and Solutions

Sample Answer 

Cultural Competency Organizational Assessment and Solutions

Cultural competency has recently become essential in medical patient-centered medical care. In this regard, the Chief of the Privacy and Compliance office proposes a Language Assistance project as part of a cultural competency training toolkit to be rolled out in the Health Center. The project will involve the recruitment of language interpreters to provide interpreter services from among the facility’s staff in an effort to offer additional pay for bilingual employees.

Process of Identifying Language Interpreters

The Chief of Privacy and Compliance office will post a memo on all departmental notice boards informing the facility’s staff about the upcoming project. The memo will invite applications for ten language interpreter positions. An applicant must be a medical staff member including nurses, physicians, and allied professionals, proficient in English and at least one of Spanish, Chinese, French, Arabic, and Sign Language (Karliner, Pérez-Stable, & Gregorich, 2017). The applicants will then undergo competency testing and rating to demonstrate proficiency in English and respective languages, comprehension capability, knowledge of medical terminology, basic conversion skills, and interpersonal skills (Ross, 2017). Ten best applicants will be selected, two from each category.

Determine supplemental pay

Interpreters will be eligible for a shift allowance with a differential of 5%. Additionally, per language assistance session, they will earn supplemental pay of 3% of the base pay rate of the medical staff’s position. The language interpreters will be required to submit a weekly extra pay request for interpreter services to the Human Resource office (Karliner, Pérez-Stable, & Gregorich, 2017). The request will be accompanied by an extra pay worksheet indicating the total number of completed language interpretation sessions.

Work Schedule for interpreters

The two interpreters in each minority language category will be designated either 1 or 2. Any interpreter services offered during rest periods for the regular work schedule will be considered time worked and hence payable. Every interpreter will be on duty for at least 35 hours a week.

Schedule start time: 8.00 am

Schedule end time: 5 pm.

Week Monday Tuesday Wednesday Thursday Friday Saturday Sunday
Week 1 Interpreter 1 Interpreter 1 Interpreter 1 Interpreter 2 Interpreter 2 Interpreter 2 Interpreter 1
Week 2 Interpreter 1 Interpreter 1 Interpreter 2 Interpreter 2 Interpreter 2 Interpreter 1 Interpreter 1
Week 3 Interpreter 1 Interpreter 2 Interpreter 2 Interpreter 2 Interpreter 1 Interpreter 1 Interpreter 1
Week 4 Interpreter 2 Interpreter 2 Interpreter 2 Interpreter 1 Interpreter 1 Interpreter 1 Interpreter 2

 

The two interpreters in each minority language category will be designated either 1 or 2. Any interpreter services offered during rest periods for the regular work schedule will be considered time worked and hence payable. Every interpreter will be on duty for at least 35 hours a week.

The process to locate Interpreters

The cell phone contact of each language interpreter will be available on a contact list in each consultation room, at the reception, and at all nurses’ stations (Jacobs et al., 2018). Additionally, the interpreters can be notified through the facility’s pager system when needed (Carey et al., 2015). Finally, each interpreter will be furnished with a personal medical pager through which they can be notified when interpreter services are needed in any health center area.

References

Carey et al. (2015). In-hospital paging systems: an effective method of communication between hospital staff in 2015?. Irish Medical Journal.

Jacobs et al. (2018). Medical interpreters in outpatient practice. The Annals of Family Medicine, 70-76.

Karliner, L. S., Pérez-Stable, E. J., & Gregorich, S. E. (2017). Convenient access to professional interpreters in the hospital decreases readmission rates and estimated hospital expenditures for patients with limited English proficiency. Medical care, 199–206.

Ross, S. J. (2017). Language Proficiency Interviews and Emerging Alternatives. Interviewing for Language Proficiency, 265-278.

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Question 


Cultural Competency Organizational Assessment and Solutions

Description

Cultural Competency Organizational Assessment and Solutions

Scenario: Cross, Bazron, Dennis, and Isaacs (1989) defined cultural competence as “a set of congruent behaviors, attitudes, and policies that come together as a system, that system, agency or those professionals to work effectively in cross-cultural situations”. Cultural Competency is vital to the sustainability of a healthcare organization and its capability to provide high-quality healthcare to the community it serves. Cultural competency consists of a blend of ethics, values, morals, healthcare organization’s mission and commitment hat all employees, patients and visitors shall be treated equally.

A new community health center has opened in your county offering basic healthcare services, preventative care and education to migrant workers, illegal residents, and recent immigrants. To ensure the health center promotes and establishes a culturally competent environment, as the health center’s chief privacy and compliance officer (CPCO), you have been tasked to develop a cultural competency training toolkit.

Deliverables: The final product to be submitted is robust cultural competency training toolkit for department- and organization-wide use. Your final submission must include the following. Submit as Microsoft Word document along with an accompanying Microsoft PPT presentation by the end of Week Five no later than Sunday, by 11:59 PM EST. This is an individual assignment.

A 1-2 page proposal for language assistance as an effort to offer additional pay for bilingual employees willing to serve as a designated language interpreter

  • Process identifying language interpreters

    Cultural Competency Organizational Assessment and Solutions

    Cultural Competency Organizational Assessment and Solutions

  • Determine supplemental pay
  • Schedule of interpreters (be sure schedule does not interfere with regular work schedule)
  • Process to locate identified interpreters when needed

Design an actual forty-five (45) minute to one (1) hour virtual training session for departmental and organizational use on Cultural Competency (the intent is future mandatory automated training)

  • Presentation can include clip art, links to additional sources
    Must include recorded audio of each presentation slide
  • Topics must include cultural competency discussion on employees and patient care and aligned with the mission, vision, and values of the organization; define and discuss cultural competency; compare and contrast cultural competency and diversity, ethics, health disparities; impact on decision making; and measures to establish and maintain a culturally competent organization and environment.

Using Microsoft Excel, Word or a survey software, design a tool for attendees to assess the cultural competency training

  • Identify a list of cultural competency-related domains and accompanying knowledge, skills, and abilities for attendees to measure the effectiveness of the virtual training session
  • Integrate data analytics to assess, evaluate and/or recommend local state and federal cultural competence (and/or related) regulatory compliance measures.

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