IMOD comes from Internet competency MODel. It follows the
same principles as the AMOD DACUM competency models. The
AMOD rating scale is automatticaly used, and statement of
skills/competencies is done in the same way.Over the years many agencies never did follow through on building a proper competency model, lacking funds for travel and accomodations for a committee and skilled coordinator.
For occupations where all the committee members have email access, we can moderate an analysis from our own office. It may be a model built by only one expert, when there is now only one expert available. Or the IMOD can be built by a half dozen experts.
The analyst or moderator is needed to provide the rules and procedures for doing the analysis, and help the expert(s) with statement creation overcoming occupational biases.
The two next items in the index are just sample mid stages of an IMOD, done as a volunteer exercise. It covers the role of clinic nurse-managers in the ambulatory care department of a hospital. The analysis is incomplete.
In a prior stage an expert gathered competency statements from journals and other sources, position descriptions, and other documents, and began listing the "skills" that applied to the work. Many were not good statements and had to be rewritten as proper AMOD statements. Many were not skills/ competencies at all, but gave the expert insight into the underlying real skills.
In a next stage the remaining statements were clumped into a convenient number of General Areas of Competence. The expert then noticed many overlaps and redundancies, and saw gaps where other skills were needed. Next the skills in each GAC were sequenced using AMOD criteria. Then the bands were offset to make them easier to distinguish. Next the skills in various bands will be spread out from top-to-bottom, pushing them up or down to structure the entire chart.
The completed IMOD chart can quickly be drafted into a proper AMOD chart of skill blocks progressing from left-to- right. Or it can be used in a booklet form.
UNIT FINANCIAL AREA OF COMPETENCE
Reconcile variances
Monitor cost/utilization
Do up payroll
Manage clinic pharmacy revenue
Process contract payroll
Using budget data to make decisions
Prepare unit budget
Monitor use of resources
Relate utilization decisions to budget
Analyse cost effectiveness
Set fiscal priorities
UNIT ADMINISTRATIVE AREA OF COMPETENCE
Ensure maintenance of patient records
Prepare and submit progress reports
Operate Meditech terminal
Prepare budget, reporting spreadsheets
Prepare project scheduling spreadsheets
Implement emergency procedures
Handle complaints
Monitor activities on the unit
Participate on committees
Monitor computer usage
Monitor charts and documentation
Ensure resources are present
Spot check patient care
Ensure high standard of patient care
Interpret utilization statistics
Coordinate between programs
Identify resources needed
Administer policies and procedures
Ensure nursing care plans
Ensure staff performance criteria
Do performance appraisals
Transmit Organizational values to staff
Ensure organizational values are applied
Deal with unit labour relations
Serve as link between admin & staff
Market unit programs and services
Develop unit policies with staff
Develop collegial relations
Provide feedback to administration
Interact with multiple divisions
Advocate for patient/family
Interpret and actualize hospital vision
Set dept. goals/objectives with staff
Ensure written standards
Handle grievances
UNIT ORGANIZATION AREA OF COMPETENCE
Arrange continuity of care
Develop unit procedures with staff
Estimate patient workloads (quantify care)
Ensure clean. comfortable environmen
Ensure safe environment
Define unit philosophies with staff
Plan programs with staff
See the organization as a whole
Promote patient focused care
Promote primary nursing care
Promote direct nurse/physician contact
Initiate CQI activities
Coordinate work activities
Analyze and submit GRASP data
Initiate change
Ensure development of standards for patient care
Facilitate change
Ensure development of standards of peformance
Delegate
Manage by objectives
Interpret organizational goals
Manage time
Communicate organizational goals
Create favorable work environment
Ensure formulation of unit objectives
Set priorities
Exact accountability
STAFF DEVELOPMENT AND MANAGEMENT AREA OF COMPETENCE
Orient new staff
Monitor nursing practice
Inform staff of organizational changes
Provide opportunities for staff development
Coach staff
Make self accessible for staff
Disseminate info to staff
Promote group problem solving
Take charge in face of disturbances
Advocate for resources
Advocate for staff
Act as motivational role model
Gather info informally by asking, observing
Perceive barriers to staff performance
Identify and resolve personal staff problems
Promote staff autonomy
Deal with workload pressures on staff
Maintain and improve staff morale
Counsel employees on performance
Provide forum for staff communication
Assist individuals in goal setting
Identify and facilitate staff learning needs
Identify stress in staff and self
Use constructive criticism
Encourage staff to improve professionally
Write job descriptions with staff
Identify and develop staff potential
Facilitate RNs' independence
Involve staff in unit/hosptal projects
Assist staff in maintaining skills
Team building/group process skills
Foster idea sharing
Foster staff creativity and new ideas
Interview and select staff
Recruit staff
UNIT RESEARCH AREA OF COMPETENCE
Summarize monthly statistics
Prepare annual statistical repor
Prepare and analyze patient surveys
Interpret research findings
Participate in research
Conduct needs analysis
Interpret Needs analysis
Conduct research
Apply research findings
Provide care based on research
Assess community health resources
Involve staff in research
Search research grants
TRAINING AND CLASSES AREA OF COMPETENCE
Intercept resource problems and conflicts
Act as teaching role model
Liaise between staff. doctor, patient, family
Acting as unit spokesperson
Teach patients and family
Facilitate Med/Nursing student learning
Monitor and evaluate classes
Act as teaching resource person
Monitor patient education materials
Monitor patient education programs
Select and update patient ed. materials
Act as a patient advocate
orient new teachers
Orient Med/Nursing students
Prepare class schedules
Recruit and select class teachers
Initiate new patient educ. materials
Perform under stress
PERSONAL AND COMMUNICATIONS SKILLS AREA OF COMPETENCE
Maintain professional identity
Interact with other departments
Relate with community programs
Cooperate with affiliated education programs
Serve as model of trust and respect
Ensure infection control standards
Handle general public enquiries
Participate in media interviews
Conduct community programs
Write patient education amterial
Exhibit positive image and enthusiasm
Consult for external agencies
Develop patient education programs
Participate in hospital strategic planning
Weigh legal implications of nursing practices
Maintain clinical expertise
Continue professional development
Ensure patient confidentiality
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1 2 3 4 5 6 7
FIN ADM STF RES TRG ORG PERS
Reconcile variances
Monitor cost/utilization
Do up payroll
Manage pharmacy revenue
Process contract payroll
Using budget data to make decisions
Prepare unit budget
Monitor use of resources
Relate utilization decisions to budget
Analyse cost effectiveness
Set fiscal priorities
Ensure maintenance of patient records
Prepare and submit progress reports
Operate meditech erminal
Prepare budget, reporting spreadsheets
Prepare project scheduling spreadsheets
Implement emergency procedures
Handle complaints
Monitor activities on the unit
Participate on committees
Monitor computer usage
Monitor charts and documentation
Ensure resources are present
Spot check patient care
Ensure high standard of patient care
Interpret utilization statistics
Coordinate between programs
Identify resources needed
Administer policies and procedures
Ensure nursing care plans
Ensure staff performance criteria
Do performance appraisals
Transmit Organizational values to staff
Foster manifestations of organizational values
Deal with unit labour relations
Serve as link between admin & staff
Market unit programs and services
Develop unit policies with staff
Develop collegial relations
Provide feedback to administration
Interact with multiple divisions
Set department goals and objectives
Ensure written standards
Handle grievances
Orient new staff
Monitor nursing ractice
Inform staff of organizational changes
Provide opportunities for staff development
Coach staff
Make self accessible for staff
Disseminate info to staff
Ensuree staff scheduling
Take charge in face of disturbances
Advocate for resources
Act as motivational role model
Gather info informally by asking, observing
Perceive barriers to staff performance
Identify and resolve personal staff problems
Promote staff autonomy
Deal with workload pressures on staff
Maintain and improve staff morale
Counsel employees on performance
Provide forum for staff communication
Assist individuals in goal setting
Identify and facilitate staff learning needs
Identify stress in staff and self
Use constructive criticism
Encourage staff to improve professionally
Write job descriptions
Identify and develop staff potential
Facilitate RNs' independence
Assist staff in maintaining skills
Team building/group process skills
Ensure staff scheduling
Interview and select staff
Recruit staff
Summarize monthly statistics
Prepare annual statistical repor
Prepare and analyze patient surveys
Interpret research findings
Participate in research
Conduct needs analysis
Interpret Needs analysis
Conduct research
Apply research findings
Provide care based on research
Assess community health resources
Involve staff in research
Search research grants
Trouble shoot room usage
Act as teaching role model
Liaise between staff. doctor, patient, family
Acting as unit spokesperson
Teach patients and family
Monitor and evaluate classes
Act as teaching resource person
Monitor patient education materials
Select and update class AV materials
Act as a patient advocate
orient new teachers
recruit and select class teachers
Initiate new patient educ. materials
Perform under stress
Arrange continuity of care
Develop unit procedures with staff
Estimate patient workloads (quantify care)
Ensure safe environment
Define unit philosophies with staff
Plan programs with staff
See the organization as a whole
Promote patient focused care
Promote primary nursing care
Promote direct nurse/physician contact
Set unit goals
Initiate CQI activities
Coordinate work activities
Analyze and submit GRASP data
Initiate change
Ensure development of standards for patient care
Facilitate change
Ensure development of standards of peformance
Delegate
Manage by objectives
Interpret organizational goals
Manage time
Communicate organizational goals
Create favorable work environment
Ensure formulation of unit objectives
Set priorities
Exact accountability
Maintain professional identity
Interact with other departments
Relate with community programs
Cooperate with affiliated education programs
Ensure infection control syandards
Participate in media interviews
Conduct community programs
Write patient education amterial
Consult for external agencies
Develop patient education programs
Participate in hospital strategic planning
Weigh legal implications of nursing practices
Maintain clinical expertise
Continue professional development
Ensure patient confidentiality
1 2 3 4 5 6 7
FIN ADM STF RES TRG ORG PERS
FIN Unit Financial skills
ADM Unit Administration
ORG Unit Organization
STF Staff development and management
RES Unit Research
TRG Training and classes
PERS Personal and communications skills
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