D157 HIP Paper Template

The D157 Health Improvement Project (HIP) requires a structured approach to team selection, personnel management, financial planning, risk mitigation, and implementation monitoring. In this project, the Unit Practice Council (UPC) serves as a formal mechanism for engaging frontline staff in organizational decision-making, while a clearly defined project team, budget, RACI framework, and implementation timeline support accountability and project sustainability.

Human Resource Management Project Team Members

How were the project team members selected?

Project team members were selected through a deliberate and collaborative process involving the project manager and preceptor. Selection focused on individuals with relevant expertise, professional integrity, leadership abilities, and skills that aligned with the goals of the healthcare improvement project. This approach helped ensure that each participant could make a meaningful contribution to planning, implementation, and evaluation.

The project team remained consistent from the beginning through the completion of the project. Maintaining a stable team structure supported continuity, accountability, effective communication, and consistent progress toward project objectives.

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

The project manager evaluated the organization’s staffing requirements to determine an appropriate team size and composition. The goal was to create a team large enough to provide the necessary expertise while remaining manageable and efficient.

Project management responsibilities included selecting appropriate team members, establishing project goals, developing timelines, coordinating activities, and monitoring implementation. Ongoing oversight was also incorporated to ensure that project activities remained within the approved scope and continued to support the intended outcomes.

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

The project team included individuals with complementary responsibilities related to UPC development, staff engagement, and leadership oversight.

Project Team Member: This individual was selected for extensive experience and knowledge of the Unit Practice Council. Responsibilities included helping develop the UPC vision, supporting staff education and training, and communicating project progress to organizational leadership. These responsibilities were shared with the project manager as outlined in the RACI matrix.
Clinical Nurse Manager: The clinical nurse manager provided leadership oversight and helped ensure that the UPC received appropriate organizational resources and support. As identified in the RACI chart, the manager was consulted and kept informed regarding key project deliverables, supporting collaboration and alignment with organizational priorities.

Personnel Costs

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	3	—	—	26	$1,136.52

Note: Personnel expenses are consolidated as one line item in the project’s pro forma operating budget.

Project Team Member Engagement

How will the team be managed during the implementation phase?

Effective team management is essential for maintaining project momentum and achieving the desired healthcare improvement outcomes. During implementation, the project manager will establish clear communication processes through regular team meetings and collaborative digital tools. These methods will help clarify responsibilities, promote transparency, and maintain accountability.

Ongoing feedback will allow the team to identify barriers early and address problems before they affect project progress. Team-building activities may also be incorporated to strengthen trust, improve collaboration, and encourage collective problem-solving.

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

Team empowerment will focus on appropriate delegation, professional autonomy, development opportunities, and open communication. Team members will receive clearly defined responsibilities while being encouraged to contribute ideas and participate in decisions related to project implementation.

A culture of constructive feedback will support open discussion and solution-focused communication. Respecting different perspectives can strengthen teamwork while creating opportunities for professional learning and continuous improvement.

How will support for team members and staff be maintained?

Continued support for staff and project team members is an important component of successful implementation. Leadership will promote an inclusive and supportive work environment that recognizes employee contributions while addressing professional and personal well-being.

A healthy work environment involves employee participation in improvement activities and organizational support for staff engagement (Madureira Pereira et al., 2022). In this project, support strategies will include clear expectations, regular communication, flexible scheduling when feasible, and periodic check-ins.

Work-life balance should also be considered when assigning responsibilities and establishing deadlines. Research has identified relationships between work-life balance, employee well-being, job satisfaction, and organizational commitment (AbdELhay et al., 2025). Therefore, manageable workloads and realistic timelines will be incorporated to reduce unnecessary strain and support sustained participation.

Healthcare Improvement Project RACI Chart

The RACI chart provides a clear framework for defining project responsibilities. It identifies who is Responsible, Accountable, Consulted, and Informed for major project activities. Establishing these distinctions helps prevent role confusion, strengthens accountability, and supports communication among the project manager, team members, and organizational stakeholders.

Financial Resource Management

What role does financial forecasting play in this project?

Financial forecasting provides a foundation for developing the project’s pro forma operating budget. It allows expected expenses to be identified and compared with the anticipated organizational benefits of the initiative.

The forecasting process considered personnel expenses, operational requirements, training needs, meeting-related costs, and other resources necessary to establish and support the UPC. By estimating these expenses before implementation, project leaders can make informed resource-allocation decisions and establish appropriate budget controls.

How were resources allocated and validated?

Personnel expenses were calculated first to establish the project’s anticipated labor costs. Additional funds were allocated for project activities and materials, including meeting refreshments, office supplies, training resources, printing, and UPC-related literature.

The clinical nurse manager reviewed and validated the proposed expenses. Her leadership experience and familiarity with comparable initiatives provided an additional level of review to help confirm that the projected costs were reasonable and aligned with project requirements.

How will budget control be maintained?

Budget control will be incorporated into the project’s regular monitoring process. Monthly UPC meetings will provide opportunities to review expenditures, identify emerging resource requirements, and compare actual spending with approved projections.

Including team members in financial discussions can promote transparency and accountability. Regular monitoring also makes it possible to identify potential budget variances early and determine whether corrective action is necessary.

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 expenses include food and snacks, office supplies, training materials, printing, and UPC-related literature.

Budget Variances and Monitoring

How will budget adherence be ensured?

Budget adherence will be monitored by comparing actual expenses with projected costs on a monthly basis. Variances will be reviewed to determine whether differences result from unexpected expenses, changes in resource requirements, or implementation-related factors.

Early identification of variances allows the project manager and stakeholders to respond promptly. Corrective actions may include adjusting expenditures, revising resource allocations, or modifying project activities while maintaining alignment with project objectives.

How will project progress be monitored?

Project progress will be monitored using an implementation timeline containing defined milestones, activities, and deadlines. Regular progress reports will document completed activities, emerging challenges, resource requirements, and necessary adjustments.

Feedback from UPC members and other stakeholders will be incorporated throughout implementation. This approach supports transparent communication and allows project activities to be refined as implementation progresses.

Justification

Why was the Unit Practice Council established?

The Unit Practice Council was established to provide frontline staff with a structured opportunity to participate in decisions affecting their work environment, clinical practice, and patient care. The UPC creates a communication pathway between frontline employees and organizational leadership, allowing staff knowledge and clinical experience to inform decision-making.

This structure supports shared governance by giving staff a defined role in identifying concerns, discussing potential improvements, and contributing to organizational initiatives.

What benefits does the UPC provide?

The UPC brings together different professional perspectives and creates opportunities for staff participation in organizational improvement. Through shared governance, staff members can contribute their knowledge and experience to discussions involving policies, processes, and clinical practices.

A functioning UPC can also support communication, professional engagement, accountability, and staff ownership of improvement initiatives. By incorporating frontline perspectives into decision-making, the organization can better connect improvement activities with the practical needs of staff and patients.

Purpose of the Project

The primary purpose of the UPC project is to empower frontline staff by creating an organized structure for participation in decisions that influence clinical practice and workplace processes. Staff members can contribute to policy development, workflow improvements, and evidence-based initiatives through active participation in the council.

The project is designed to recognize staff expertise, strengthen communication between employees and leadership, and align improvement activities with organizational goals. Greater staff involvement may also contribute to professional engagement, improved workplace relationships, and patient-centered quality improvement.

Significant Risks

Risk identification is an important component of healthcare improvement planning because potential barriers can affect implementation, staff participation, and project outcomes. Two significant risks identified for this project are limited UPC education and restrictions associated with Veterans Affairs (VA) national directives.

Identified Risk	Mitigation Strategy
Limited education and unclear leadership expectations within the UPC	Provide targeted education, clarify responsibilities, and maintain leadership support throughout implementation.
VA national directives may restrict implementation of locally developed agency solutions	Align proposed activities with applicable organizational policies and obtain appropriate leadership endorsement before implementation.

Project Budget Summary

The total projected cost of the Health Improvement Project is $3,036.52. Personnel expenses account for $1,136.52 and include the projected labor costs of the project manager, clinical manager, and project team member.

Non-personnel expenses are estimated at $1,900.00. These costs include refreshments, office supplies, training materials, printing, and UPC-related educational literature. Together, these expenses represent the resources anticipated to support project implementation and UPC development.

Project Timeline

The UPC project began on February 8, 2025, with an anticipated completion date of September 15, 2025. The first UPC meeting was scheduled for May 28, 2025, representing the transition from the planning stage to active implementation.

The timeline provides a framework for organizing project activities, monitoring milestones, and maintaining accountability throughout the implementation period. Regular review of the timeline can help identify delays and determine whether adjustments are needed to keep the project aligned with its objectives.

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