Reference no: EM132865932

BUS 350-Sensitive Memo (Reprimand)? Henry Jekyll

This assignment is to create a memo with this information.

As Chief Administrator of Lanyon Hospital, you are responsible for the workings of many interrelated medical and administrative departments. Over the course of the past few months, the new director of your nursing staff, , has not lived up to his performance expectations. For ten years, you have been happy with his work as a head nurse; however, he has not been as successful since his promotion to Director of Nursing. In this new position, he seems to not understand how his duties and responsibilities have changed. His work performance has faltered in other areas as well.

The main problem concerns new regulations everyone is required to follow. Henry's nursing staff has not implemented new hospital policies concerning the keeping and filing of patient medical records, which must be properly completed and logically filed to comply with state and federal medical regulations as well as HIPAA regulations. You have gathered an exhaustive amount of evidence confirming these problems in the form of personal interviews with doctors, specialists, and other department administrators as well as from an internal audit conducted after the new policies and practices went into effect.

You had a meeting with Henry at the first of the month, and you highlighted the seriousness of the situation and demanded he immediately address his staff's inability to handle the new patient record protocols, above all protecting both the patients and the hospital. Unfortunately, Henry seemed very preoccupied and inattentive during the meeting, and many of these problems have continued since your conversation. In addition to these issues you personally witnessed, many employees have commented on Henry's odd behavior, the disorder of his office, and the number of personal days he has been taking.

In a follow-up memo to Henry, restate your case using specific background information (for example, the dates and content of your previous communications) and suggest a course of action to correct the situation. You should be firm and direct in your tone, but not insulting or condescending. Begin and end your message on a positive note, if possible. Clearly outline a timetable for full compliance to the new protocol, offering access to any necessary retraining or additional staff Henry may need to accomplish this goal. Give him all the help you feel is reasonable. Finally, be sure to set a deadline for a follow-up evaluation or final assessment of the situation and suggest possible outcomes (termination, probation, salary cut, reduced staff, etc.) if the situation does not show significant improvement by that time.

Reprimand documents provide hardcopy records of serious situations. As a result, copies are generally kept in an employee's personnel file for future reference, and they may also be used as evidence in any future legal disputes. Therefore, you must document the situation and your position very carefully, as what you write could in future affect you and others. Make sure you also send a "CC:" to Henry's Human Resources File.