To improve health care outcomes within a community, leaders must understand the needs of specific populations. In addition, it is important that leaders are able to gather and present persuasive evidence to decision makers to obtain the necessary funding and establish these needs as priorities for budget and resource planning. Thus, proposed changes should support improved outcomes and align with the current or needed health care policy.
This assessment provides an opportunity to propose a community health care change that is based on the community health assessment you completed in Assessment 2.
Your community health assessment was well received by the executives at Vila Health. Consequently, they have asked you to recommend a change in the community that will improve health outcomes. They have also asked you to submit your recommendation in a formal change proposal. You are confident that you can present a strong case for change, including a financial plan, that will ensure the success of this initiative.
In this assessment, you will draft a change proposal to executive leaders to solicit support for a change to the current community health care system. To prepare for the assessment, you are encouraged to begin thinking about your justification for establishing the recommended change as a priority, a strategy for leading change, and how the change will be funded. In addition, you may wish to:
Note: As you revise your writing, check out the resources listed on the Writing Center’s Writing Support page.
The following resource is required to complete the assessment.
Vila Health is a virtual environment that simulates a real-world health care system. In the various Vila Health scenarios, you will apply professional strategies, practice skills, and build competencies that you can apply to your coursework and in your career. The information you gather in this scenario will help you to complete the assessment.
Complete this assessment in two steps:
- If you have not already done so, complete the Vila Health: Planning for Change simulation.
- Draft a change proposal to justify your recommendation for improving the health of the community and establish the change as a priority for the next budget cycle. Consider the feasibility of your proposed change, in terms of overall scope, funding, and timeframe.
The change proposal requirements outlined below, correspond to the grading criteria in the scoring guide, so be sure to address each point. Read the performance-level descriptions for each criterion to see how your work will be assessed. The Guiding Questions: Planning for Community and Organizational Change document provides additional considerations that may be helpful in completing your assessment. In addition, be sure to note the requirements below for document format and length and for citing supporting evidence.
- Identify the benefits of proposed health care system changes and its implications for a community.
- Describe potential barriers to change in an organization or community.
- Develop strategies for changing barriers into opportunities and resolving conflict.
- Develop a strategy for helping organizational stakeholders understand and evaluate the proposed changes to an existing health care system.
- Develop a grant proposal and associated budget for a proposed change to an existing health care system.
- Write clearly and concisely in a logically coherent and appropriate form and style.
- Support assertions, arguments, propositions, and conclusions with relevant and credible evidence.
CHANGE PROPOSAL 7
CHANGE PROPOSAL 8
Change Proposal
Your Full Name (no credentials)
School of Nursing and Health Sciences, Capella University
NURS-FPX6218 Leading the Future of Health Care
Planning for Community and Organizational Change
Instructor’s Name
Month, Year
Title of Paper
Note: Delete this note and all instructions from the template before submitting your proposal. Use headings to organize your text, rather than bullets.
Summary
Benefits and Implications
Identify the benefits of proposed health care system changes and its implications for a community.
Consider the goals and potential outcomes of the proposed changes.
What are the direct benefits of your proposed changes?
How will improvements in overall health affect the community?
Potential Barriers to Change
Describe potential barriers to change in an organization or community.
What factors in an organization and community create or contribute to resistance to changes?
What other factors can create barriers to change?
Articulate strategies for changing barriers into opportunities and resolving conflict.
What are the drivers of change in organizations and communities?
How will you communicate with stakeholders and overcome resistance?
How will you resolve conflict among competing interests?
Stakeholder Communications
Articulate a strategy for helping organizational stakeholders understand and evaluate proposed changes to the existing health care system.
Who are the key stakeholders in the organization?
What influence do they have on your proposal?
Consider the effects of these changes on the organization and the specific information needs of decision makers.
References
List your APA-formatted references here.
Appendix A: Grant Proposal
Need Statement
Define the problem that this change is addressing.
Describe the scope of the problem.
· Who is affected? How will you describe this population?
· How many people does this problem affect?
Identify the barriers you are likely to encounter when implementing this change?
Identify the sources of information you used to define the need for change.
Identify any other change initiatives or studies that are addressing this problem.
Program Description
Describe the proposed change initiative and how you plan to implement it. Address the basic questions of who, what, when, where, why, and how.
Goals and Objectives
Describe the goals and objectives of the change initiative.
Program Evaluation
Explain how this change initiative will be evaluated.
· Who will have oversight responsibilities?
· How and how often, will this initiative be evaluated?
· Who is the recipient of the evaluation reports?
· What is the extent of stakeholder involvement in evaluation?
Summary
Explain why this change is important to the community.
Explain how the goals and objectives of this change initiative align with those of the funding organization and why their financial support is vital to the success of this initiative.
Be sure to thank the funding agency for considering and supporting this initiative.
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Appendix B: Project Budget
Table directions:
Add table rows, as needed, for each budget category.
Enter the information (startup, first-year budget figures, other sources of revenue, and justification) for each budget category line item in columns 2–5.
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Speak in first person:
In response to your classmates, contrast and compare pay structures and the impact of these structures on employee motivation, engagement, and retention. What insights have you gained from this analysis? Provide supportive workplace examples and cited information from your research and module resources.
Andy Discussion:
I would compare our organization with competitors such as New York Life, and Northwestern Mutual strictly because of their revenue stream. They have the 1st and 2nd largest direct premiums written in 2023 along with the highest market shares. These companies provide us with a good benchmark for us to strive towards.
If we have an outdated pay structure, we risk not being competitive in the labor market. Our entire industry is built on expanding its sales force to increase its market cap. Due to the nature of our industry, companies experience an extreme turnover rate. Since companies have similar systems, there are a lot of times people leave one company and go to another. “Approximately 30% of new insurance agents quit within three months. By the three-year mark, 87% of agents have either moved on to another company or left the industry altogether” (Danforth, 2023).
My recommendation for improved engagement is an incentive program. These incentives range from all-inclusive trips, cash bonuses, paid dinners, etc. People want the feeling of achieving something new which most people won’t. These incentives positively influence the office's morale and drive others to elevate their games. Individuals high on need for achievement are well suited to positions such as sales where there are explicit goals, feedback is immediately available, and their effort often leads to success (Managing People, 2024).
References
Managing People. (2024). Retrieved from https://learn.saylor.org/mod/book/view.php?id=60414&chapterid=47621
Danforth, J. (2023, Febuary 1). Mitigating Employee Turnover in Insurance Agencies. Retrieved from Edge: https://onedge.co/mitigating-employee-turnover-in-insurance-agencies
Grace Discussion:
When I assess whether my organization’s pay structure is competitive, it’s crucial to start by comparing it with similar companies. To do this effectively, I need to look at organizations within the same industry, such as tech companies if I’m in that field, since these companies usually compete for the same types of talent (Noe et al., 2023). It’s also important for me to consider geography because pay can vary significantly depending on the region. By comparing with businesses in the same or similar locations, I ensure that I’m measuring against relevant benchmarks. Additionally, I need to take into account the size and revenue of the companies I’m comparing against, as well as ensuring the job roles are similar in terms of responsibilities and required skills (Noe et al., 2023).
If my pay structure isn’t aligned with what competitors offer, it can lead to several problems within my organization. For example, employees might feel demotivated if they find out they’re being paid less than their peers at other companies, which can hurt productivity and job satisfaction (Noe et al., 2023). This can also affect engagement—since pay is a big part of how connected employees feel to their work and the company. If they believe they’re underpaid, they may be less engaged, which can lead to higher absenteeism and lower effort (Noe et al., 2023). Moreover, a non-competitive pay structure can increase turnover rates, with top performers potentially leaving for better-paying opportunities elsewhere, which can then drive up recruitment and training costs. For example, if a competitor is offering salaries that are 20% higher, keeping my best employees could become a real challenge (Noe et al., 2023). Furthermore, an uncompetitive pay structure might make it tough to attract new talent, as candidates might avoid my company if they know the pay is below the market average (Noe et al., 2023).
To keep my organization competitive and my employees motivated and engaged, it’s important to implement some key strategies. One effective approach is to conduct regular market surveys to ensure my pay rates are aligned with what others in the market are offering (Noe et al., 2023). Additionally, implementing performance-based incentives, such as bonuses or profit-sharing, can help align employees’ efforts with the company’s goals, boosting motivation (Noe et al., 2023). It’s also beneficial to offer non-monetary benefits like flexible working hours and professional development opportunities. These perks can make my organization more attractive, even if the base pay isn’t the highest (Noe et al., 2023). Being transparent about how pay decisions are made is also crucial because when employees understand the process, they’re more likely to feel valued and less likely to look for opportunities elsewhere (Noe et al., 2023). Lastly, providing clear paths for career progression can help retain talent by showing employees that they have growth opportunities within the organization (Noe et al., 2023). By aligning my pay structure with market standards and offering a strong overall employee value proposition, I can boost motivation, engagement, and retention, which ultimately helps my organization stay competitive.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2023). Human Resource Management: Gaining a Competitive Advantage (12th ed.). McGraw-Hill Education.
