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What is a Non-Medical Home Care Organizational Chart?

Non medical Home Care Organizational Chart is defined as a chart used to convey, at a glance, the line of decision-making authority from the top management of a home care facility down through its caregivers and employees.

A good number of facilities in the medical field have a divisional split, with the functions of administration separated from the medical service functions. The primary objective of an organization chart is to buttress the skeletal structure of the practice, including the functional relationships between, among, and within the specific components.

This chart serves as a point of reference and improves the flow and direction of communications. It lets employees understand how they fit into the big picture, increases efficiency, and maintains a balance in the practice.

Running a home healthcare agency more or less means running a profitable business with meaningful opportunities to help clients maintain quality of life. Note that how you structure your staff entails how well your business functions and how quickly, effectively, and thoroughly it serves the needs of those who depend on your expertise to help maintain their autonomy.

Note that the most crucial aspect of a well-designed home healthcare agency’s organizational structure rests on its contribution to efficient and appropriate care.

Well noted lines of communication between supervisors and field staff ensure that information about changes in a client’s condition reaches those personnel charged with overseeing care plans, communicating with clients’ physicians, and screening staff/client interactions for potential liabilities.

Have it in mind that these three aspects of oversight lie at the heart of every home care agency’s mission to preserve and extend the quality of life of its clients.

You will have to invest time in checking your agency’s hierarchy for signs that affects the free flow of these kinds of crucial observations from care sites to the home office, and listen to the suggestions your employees offer based on their direct interaction with clients.

How is a Non-Medical Home Care Organizational Chart Structured?

Home care agencies are known to leverage a wide range of medical professionals to offer short- and long-term services to patients who are elderly, disabled, or too ill to care for themselves.

Note that these agencies are structured to help build a well oiled relationship between patients and their physicians, which in turn help patients and their families have substantial control over their treatment. Nonetheless, here is how a non-medical home care organizational chart is structured;

  1. The Vanguard

Note that nurses, nurse practitioners, home health aides, and physical therapists make up the care giving staff of home care agencies and are the first and initial line of service providers.

According to reports, these well trained and licensed experts work directly with patients and function as the liaison between them, their family members, and agency. Also, note that they are tasked with all basic patient care and have regular contact with patients and their families.

  1. Link Employees

Coupled with the first line of experts in a home care agency, it takes a good and reliable support staff to ensure that a home care agency is started and managed efficiently.

Note that the human resource department is tasked with ensuring that agencies are staffed with experienced and talented customer service professionals like receptionists and secretaries as well as qualified medical technology specialists, coders, and billers. Also note that the human resources are the link between caregivers, support staff, and management.

  1. Supervision

According to reports, the Quality Assurance RN is tasked with direct supervision of the care giving staff, and is expected to see to all scheduling issues, answers caregiver questions, making sure patient visits are made on schedule, and limit staffing problems as they come up.

Also, note that this position is the first in the management chain of command. The Assistant Director of the agency is tasked with immediate supervision and serves as the link between the Quality Assurance RN and the Director of the agency.

  1. Management

Have it in mind that the director of the agency is in the first tier of upper management and is without a doubt tasked with overseeing all operations within a home care agency.

Policy and procedure are the scopes of the agency manager; this individual is expected to hold a degree in business or healthcare administration. Although they might be on the same executive level as the director of the agency, the administrator is not in any way directly involved in patient care.

  1. Senior Management

An executive administrator, who sometimes doubles also as the agency owner manages the home care agency. Have it in mind that ensuring the business’s functionality, like inspection readiness, marketing, understanding of new and/or updated legislation, and limiting consumer complaints are among the executive administrator’s major responsibilities.

Also note that the executive administrator aligns closely with both the agency manager and director to ensure that all aspects of the agency are functioning well and in compliance with all municipal, state, and federal laws.

How to Put Together a Non-Medical Home Care Organizational Chart

Indeed, the development of a good structure for organizations has been a point of duty for managers. Medical practices have both structure and process. The structure refers to the formal organization and the plans, schedules, and procedures that bind it together. To put together a non-medical home care organizational chart, here are steps to take;

  1. Take your time to list your goals of running a home care agency. Note that these objectives might include providing relevant, friendly, and professional business services to the elderly population, ensuring a lucrative income to registered nurses or practitioners whom you employ, and have a good image in the community.
  2. Analyze and elucidate with your staff as well as management what are the goals. Owing to the company’s size, align privately with the owners or with a team of employees from all levels. Choose the type of organization structures — formal, informal, hierarchical, or flat — that need to be established or built upon. Home care agencies might easily lend themselves to a hierarchy through doctors, nurses, and nurse assistants. Choose where home care owners and their employees, such as marketing managers and accountants suit in the hierarchy.
  3. Share your goals with all staff and make sure they understand how crucial it is to achieve these goals. To function well, employees should understand how their position contributes to the larger picture and company goals.
  4. At this point, divide your organization into departments with enough employees in each area. Know your employees to understand their core competencies and assign them to positions they would like to work in, which gives your agency the best chance at success. Having people working in areas they are good at increases your agency’s effectiveness.
  5. Explicitly state the roles and responsibilities of each staff member. For instance, the registered nurses are to report to a specific physician in matters concerning patients. They will also have to be punctual and professional. Remember to create a job description buttressing the expectations and responsibilities of each position, and have each staff member sign that they understand their responsibilities.
  6. Establish individual goals, as well as organizational goals. The organizational goals are expected to be shared into individual goals to be realistic. Ensure to motivate and empower your staff to reach their individual goals, and let them understand the success of the organization depends on them. Always have it in mind that the probability of achieving success increases when employees can help create their own goals that contribute to the company mission.
  7. Assume responsibility for organizational mistakes either internal or public and strive to motivate your staff to do the same. Always learn from those errors, discuss what went wrong, and look toward future scenarios to avoid making the same mistakes.
  8. Learn different ways to encourage your staff to get involved and take part in all the organizational activities. Always let them to voice their opinions. This creates a more informal nature and enhances the importance of cooperation and teamwork.