D157 HIP Paper Template

D157 HIP Paper Template

Student Name

Western Governors University 

D157 Managing Resources in an Era of Disruption

Prof. Name

Date

D157 HIP Paper Template

Human Resource Management Project Team Members

How were the project team members selected?

The process of choosing the project team members for this healthcare improvement project was deliberate and collaborative, guided primarily by my preceptor and myself. We prioritized selecting individuals who exhibited essential skills, upheld professional ethics, and had expertise relevant to the project’s objectives. These qualities ensured that each member could contribute meaningfully throughout the project lifecycle. Importantly, the team composition remained consistent from project initiation to completion, without any changes or additions, to preserve continuity and accountability.

What criteria were used to determine the size and composition of the project team?

As the project manager, I conducted a thorough evaluation of the organization’s staffing needs to decide on the ideal team size. This assessment ensured that the team was neither too large to be unwieldy nor too small to be ineffective. Strong project management capabilities were deemed critical to coordinate activities, manage deadlines, and keep the project aligned with its intended outcomes. The project manager’s responsibilities included selecting team members, defining project goals, setting timelines, and supervising overall execution. Continuous monitoring was planned to ensure adherence to the project scope.

Who were the key team members and what were their roles?

• Team Member One: Selected due to her deep experience and extensive knowledge of the Unit Practice Council (UPC). She was responsible for helping shape the vision of the UPC, supporting staff education and training efforts, and reporting progress to leadership. These responsibilities were shared with the project manager, as clarified in the RACI matrix.

• Clinical Nurse Manager: Included specifically to provide leadership oversight and ensure the UPC had the necessary resources and organizational support. According to the RACI chart, she was consulted and informed on important deliverables to encourage collaborative decision-making and maintain leadership alignment.

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Personnel Costs Table

Team Member Role	Number of Personnel	Estimated Annual Salary	Hourly Rate	Projected HIP Hours	Individual Cost
Project Manager (Student)	1	$92,000	$44.23	12	$506.76
Stakeholder (Clinical Manager)	1	$109,000	$52.40	6	$314.40
Project Team Member	1	$82,000	$39.42	8	$315.36
Total Personnel Cost					$1,136.52

Note: Personnel costs are consolidated as a single line item in the project’s pro forma operating budget.

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Project Team Member Engagement

How will the team be managed during the implementation phase?

Successful project implementation depends on effective team management. As project manager, I plan to establish clear communication channels through regular meetings and collaborative digital tools. These will clarify roles, encourage transparency, and hold members accountable. Additionally, continuous feedback loops will be employed to promptly detect and address any challenges, ensuring alignment with project goals. Team-building exercises will be strategically integrated to strengthen trust, foster collaboration, and support collective problem-solving.

What measures will be taken to support and empower the team?

Empowering the team involves delegating responsibilities appropriately, encouraging autonomy, and supporting professional development opportunities. Clear communication policies emphasizing mutual respect and accountability will be established. A culture of constructive feedback will be fostered, encouraging open dialogue and solution-focused input. This environment enhances teamwork, values diverse opinions, and nurtures continuous growth.

How will support for team members and staff be maintained?

Maintaining support for team members and staff is essential throughout the project. Leadership will foster a positive, inclusive work atmosphere to boost motivation and promote well-being alongside professional responsibilities. A healthy work environment, as described by Madureira Pereira et al. (2022), involves active employee engagement in ongoing improvement activities backed by strong organizational leadership.

Efforts to promote work-life balance include flexible scheduling, setting clear expectations, and frequent check-ins. Research by AbdELhay et al. (2025) supports that balancing professional and personal life enhances job satisfaction, organizational loyalty, and positive workplace attitudes. Manageable workloads and realistic deadlines will help prevent burnout, while flexibility allows team members to meet their duties without compromising their health, leading to sustained productivity.

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Healthcare Improvement Project RACI Chart

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Financial Resource Management

What role does financial forecasting play in this project?

Financial forecasting was fundamental in creating the project’s pro forma operating budget. The budget acts as a strategic guide, outlining expected expenses against anticipated benefits. Key considerations included startup costs, ongoing operational expenses, and the projected organizational and staff advantages.

How were resources allocated and validated?

The budgeting process began by calculating personnel costs, which set a baseline for labor expenses. Additional allocations covered essential project activities such as refreshments for meetings, office supplies, and training materials needed for UPC development. The clinical nurse manager reviewed and validated these cost projections, leveraging her leadership experience and prior involvement with similar initiatives to ensure accuracy.

How will budget control be maintained?

Budget oversight will be maintained through monthly UPC meetings that include financial reviews. These meetings will help track spending patterns, identify resource needs, and ensure adherence to budget guidelines. Engaging all team members in financial discussions promotes transparency, accountability, and continuous improvement.

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Pro Forma Operating Budget

Budget Component	Amount
Personnel Costs	$1,136.52
Non-Personnel Costs	$1,900.00
Total Project Budget	$3,036.52

Non-personnel costs include food and snacks, office supplies, training materials, printing, and UPC-related literature.

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Budget Variances and Monitoring

How will budget adherence be ensured?

Adherence to the budget will be achieved through monthly comparisons of actual expenses versus projected costs. Any variances will be analyzed to detect discrepancies early and allow for timely corrective actions.

How will project progress be monitored?

Progress will be tracked using a detailed implementation timeline, with milestones and deadlines clearly defined. Regular reports will document achievements, challenges, and any necessary adjustments. This process supports transparency, improves stakeholder communication, and integrates feedback from UPC members to optimize project outcomes.

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Justification

Why was the Unit Practice Council established?

The UPC was strategically formed to empower frontline staff by providing them with a formal channel to influence decisions affecting their work environment and patient care. Serving as a communication bridge between frontline workers and leadership, the UPC ensures that clinical insights are incorporated into organizational decisions.

What benefits does the UPC provide?

By incorporating diverse professional perspectives, the UPC fosters shared governance and promotes a culture of accountability and ownership. This collaborative framework enhances communication, increases professional engagement, and supports evidence-based policy and practice development grounded in staff expertise.

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Purpose of the Project

The primary objective of the UPC is to empower frontline staff by giving them an organized platform to participate in decision-making processes that impact clinical practices and workflows. Through active involvement in policy development, process improvements, and evidence-based initiatives, staff expertise is both recognized and utilized. This engagement is expected to improve motivation, foster respect, align efforts with organizational goals, and enhance both patient outcomes and staff satisfaction.

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Significant Risks

Identified Risk	Mitigation Strategies
Limited education and unclear leadership expectations within UPC	Implement targeted education programs and provide leadership support
Restrictions imposed by Veterans Affairs (VA) national directives limiting local agency solution implementation	Align initiatives with organizational policies and secure leadership endorsement

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Project Budget Summary

The overall projected cost of the Health Improvement Project (HIP) is $3,036.52. Personnel costs, covering the compensation of stakeholders and team members, account for $1,136.52. Non-personnel expenses, estimated at $1,900.00, include costs related to refreshments, office supplies, training resources, printing, and UPC literature.

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Project Timeline

The UPC project began on February 8, 2025, with an expected completion date of September 15, 2025. The initial implementation phase, marked by the first UPC meeting, is scheduled for May 28, 2025, signifying the transition from planning to active project execution.

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References

AbdELhay, E. S., Taha, S. M., El-Sayed, M. M., Helaly, S. H., & AbdELhay, I. S. (2025). Nurses’ retention: The impact of transformational leadership, career growth, work wellbeing, and work-life balance. BMC Nursing, 24(1), 1–15. https://doi.org/10.1186/s12912-025-02762-1

Madureira Pereira, L. E., Souza Ramos, F. R., Cavalcanti de Farias Brehmer, L., & da Silva Diaz, P. (2022). Healthy work environment in primary health care: Integrative literature review. Revista Baiana de Enfermagem, 36, 1–14. https://doi.org/10.18471/rbe.v36.38084