D157 E-Portfolio: Leadership & Management CPE Record Template

Student Name

Western Governors University

D157 Managing Resources in an Era of Disruption

Prof. Name:

Date

Leadership and Management E-Portfolio Template

Instructions for Completion

To successfully complete this course, you must develop the CPE (Continuing Professional Education) Record. Refer to the Assessment Task Overview to understand the specific deliverables required for each phase. All necessary deliverables must be included in this e-portfolio.

Written submissions such as reflections can be entered directly into this template for each phase. Previously created documents, such as Word or PDF files, may also be incorporated into this template or submitted separately for evaluation.

To insert content from an existing Word or PDF document:

Place the cursor where the content should appear.
Navigate to Insert and select the arrow next to Object.
Choose Text from File.
Select the desired file and double-click to insert.
Repeat as needed for multiple documents.

Phase 1 Deliverables

What are the required deliverables for Phase 1?

A CPE schedule table including tasks and timeline.
A completed RACI chart identifying roles of project team members.
Three screenshots documenting the GoReact video reflection: one of the reflection video and two showing peer responses.
A written summary reflecting on the Phase 1 video.

Phase 2 Deliverables

What must be submitted for Phase 2?

A CPE schedule table including tasks and timeline.
A completed Personnel Cost Table template.
A completed Pro Forma Operating Budget template.
Three screenshots documenting the GoReact video reflection: one for the reflection video and two peer responses.
A written summary reflecting on the Phase 2 video.

Phase 1: CPE Schedule and Task Timeline

Below is the detailed schedule of tasks for Phase 1 and 2 with anticipated and actual completion dates.

Task	Estimated Time	Anticipated Completion Date	Actual Completion Date
Phase 1
1a. CPE Table/Timeline	30 minutes	05/01/2025	05/01/2025
1b. RACI Chart Completion	2 hours	05/03/2025	05/03/2025
1c. GoReact Video Reflection	30 minutes	05/04/2025	05/03/2025
1d. GoReact Peer Responses	30 minutes	05/04/2025	05/03/2025
1e. Written Reflection	30 minutes	05/06/2025	05/03/2025
Phase 2
2a. Personnel Cost Table	2 hours	05/08/2025	05/03/2025
2b. Pro Forma Budget	3 hours	05/09/2025	05/03/2025
2c. GoReact Video Reflection	30 minutes	05/09/2025	05/03/2025
2d. GoReact Peer Responses	30 minutes	05/09/2025	05/03/2025
2e. Written Reflection	30 minutes	05/09/2025	05/03/2025

Phase 1: RACI Chart

Who are the key project members and what are their responsibilities according to the RACI chart?

HIP Tasks/Deliverables	Project Manager	Director of Nursing	Nurse Educator	Clinical Resource Lead (CRL)	Clinical Nurse Specialist (CNS)
Define Project and Create Timeline	R, A, C	C	I	C	C
Create Education/Training Materials	R, A	C	R	I	C
Build Time in PM Schedule for Rounding	R, A	I	I	I	I
Educate the CRL Team on Project	R	C	R, A	I	C
Review Compliance with Documentation	R, A	I	I	I	I
Weekly Reminders on Project Goal	R, A	I	I	I	I
Gather Data on Pre-project RRT Data	R, A	C	I	I	I
Project Team Debrief	R, A	C	I	I	I

Key:
R = Responsible for task completion
A = Accountable for task approval
C = Consulted for advice
I = Informed about progress

Phase 1 Reflection Summary

What is the goal of the HIP project and how were roles assigned?

The HIP project focuses on proactive rounding with the Clinical Resource Lead (CRL) team to identify potentially deteriorating patients early. The goal is to reduce rapid response calls and code blues by early intervention.

The RACI chart helped clarify the roles and responsibilities of all stakeholders. As project manager and nurse manager for the CRL team, I am accountable for project development, timeline creation, and rounding activities. The nurse educator is charged with developing training materials, while the director of nursing acts as the project sponsor, providing oversight and presenting results to senior leadership. The clinical nurse specialist offers regulatory guidance and ensures data accuracy.

Completing the RACI chart highlighted the similarities to the GAANT chart and suggested these tools could be completed concurrently for efficiency.

Phase 2: Personnel Cost Table

What are the personnel costs associated with the project?

Team Member	Number of Personnel	Estimated Annual Salary	Hourly Rate	Projected Hours	Individual Cost
Project Manager (Nurse Manager)	1	$131,500	$63.22	20	$1,264.40
Director of Nursing	1	$173,270	$82.34	5	$411.70
Nurse Educator	1	$119,000	$57.21	15	$858.15
Clinical Nurse Specialist	1	$111,354	$53.53	5	$267.65
Clinical Resource Lead RN	1	$102,801 (32 hr/week)	$61.78	10	$617.80
Total Cost					$3,419.70

Phase 2: Pro Forma Budget

What are the estimated costs for the project beyond personnel expenses?

Budget Category	Budget Item	Budget Amount	Comments
Personnel	Personnel Expenses	$3,419.70	From personnel cost table
Non-Personnel	Education/Meetings to Staff	$2,700.00	Three meetings, one hour each, for 15 CRLs
Non-Personnel	Advertisement to Staff	$100.00	Flyers and printing costs
Non-Personnel	Food/Snack for Team Meetings	$500.00	Refreshments during meetings
Non-Personnel	Equipment/Technology	$100.00	Updates to PowerPoint and EPIC
Total Budget		$6,819.70

Phase 2 Reflection Summary

How did completing the personnel cost and budget tables help?

Constructing the personnel cost table and pro forma budget clarified the financial aspects of the project. By using actual salary data from my organization where available, I ensured the estimates were as accurate as possible, which is crucial for presenting the budget to leadership, especially the director of nursing, who oversees budgeting.

Estimating hours was challenging, particularly for stakeholders who will work normal shifts without additional project time. Including these staff was necessary but could be redundant since they are already salaried.

The pro forma budget provided a comprehensive view of the project’s total expenses, including personnel, education, meetings, technology, and materials. Although the personnel costs form the bulk of the budget, the project remains cost-effective given that many participants are salaried employees and this initiative doesn’t incur significant additional organizational expenses.

The most considerable expense is staff education and training, highlighting the need for well-structured meetings that effectively communicate key information while respecting the hospital’s budget constraints.