Administration and management skills needed by physical therapist graduates in 2010: a national survey.Administration and Management Skills Needed by 2010 In today's health care environment, it is difficult for any clinician clinician /cli·ni·cian/ (kli-nish´in) an expert clinical physician and teacher. cli·ni·cian n. to manage the care of patients or clients without considering their resources, the reimbursement Reimbursement Payment made to someone for out-of-pocket expenses has incurred. that may be received for the services provided, and a myriad Myriad is a classical Greek name for the number 104 = 10 000. In modern English the word refers to an unspecified large quantity. The term myriad is a progression in the commonly used system of describing numbers using tens and hundreds. of factors related to the organization and operation of his or her clinical practice. Therefore, we believe that leadership, administration, management, and professionalism professionalism the upholding by individuals of the principles, laws, ethics and conventions of their profession. (LAMP) skills are integral to the clinical practice of physical therapy. The original LAMP (1) conceptualization con·cep·tu·al·ize v. con·cep·tu·al·ized, con·cep·tu·al·iz·ing, con·cep·tu·al·iz·es v.tr. To form a concept or concepts of, and especially to interpret in a conceptual way: , with its 4 elements symbolizing sym·bol·ize v. sym·bol·ized, sym·bol·iz·ing, sym·bol·iz·es v.tr. 1. To serve as a symbol of: independent business or practice management functions, did not emphasize the integration of clinical practice with practice management. However, as we examined the nature of LAMP skills (1) and studied the relationship of LAMP to the American American, river, 30 mi (48 km) long, rising in N central Calif. in the Sierra Nevada and flowing SW into the Sacramento River at Sacramento. The discovery of gold at Sutter's Mill (see Sutter, John Augustus) along the river in 1848 led to the California gold rush of Physical Therapy Association's (APTA's) Vision 2020, (2) it became clear that the concepts of leadership, administration, management, and professionalism were not only interdependent in·ter·de·pen·dent adj. Mutually dependent: "Today, the mission of one institution can be accomplished only by recognizing that it lives in an interdependent world with conflicts and overlapping interests" with one another, but also were interrelated in·ter·re·late tr. & intr.v. in·ter·re·lat·ed, in·ter·re·lat·ing, in·ter·re·lates To place in or come into mutual relationship. in with the elements of the patient/client model from the Guide to Physical Therapist Practice (Guide) (3) and included many of the generic Generic Describes the characteristics and/or experience of the total universe of a coupon of MBS sector type; that is, in contrast to a specific pool or collateral group, as in a specific CMO issue. abilities described by May et al. (4) Thus, we felt that a revised conceptualization of the LAMP acronym acronym: see abbreviation. A word typically made up of the first letters of two or more words; for example, BASIC stands for "Beginners All purpose Symbolic Instruction Code. was needed to depict de·pict tr.v. de·pict·ed, de·pict·ing, de·picts 1. To represent in a picture or sculpture. 2. To represent in words; describe. See Synonyms at represent. these relationships and further research in this area. In the revised conceptualization (Fig. 1), (5) professionalism provides the contextual background for all physical therapist practice, while the administration and management (A&M) skills that depict the business side of physical therapist practice, together with the Guide's (3) patent/ client management skills, provide the content necessary for optimal physical therapist practice. Finally, leadership is the means through which the content of practice is professionally applied to the problems facing the physical therapist. Leadership can take many forms and represents the roles that therapists assume to fulfill ful·fill also ful·fil tr.v. ful·filled, ful·fill·ing, ful·fills also ful·fils 1. To bring into actuality; effect: fulfilled their promises. 2. their professional responsibilities in their chosen practice arenas. (5) [FIGURE 1 OMITTED] If, as we propose, LAMP skills are important to clinical practice, then we need a clearer understanding of which of these skills are appropriate to include in professional physical therapist education programs and which are better left for development at a later stage in the therapist's career. The APTA's Normative nor·ma·tive adj. Of, relating to, or prescribing a norm or standard: normative grammar. nor Model, which guides physical therapist curriculum content, lists 5 categories of A&M content expected of new graduates: direction and supervision of human resources The fancy word for "people." The human resources department within an organization, years ago known as the "personnel department," manages the administrative aspects of the employees. , participation in financial management, establishment of a business plan, participation in marketing and public relations public relations, activities and policies used to create public interest in a person, idea, product, institution, or business establishment. By its nature, public relations is devoted to serving particular interests by presenting them to the public in the most , and use of other business strategies in physical therapist management. (6)(pp70-71) However, the Normative Model does not articulate articulate /ar·tic·u·late/ (ahr-tik´u-lat) 1. to pronounce clearly and distinctly. 2. to make speech sounds by manipulation of the vocal organs. 3. to express in coherent verbal form. 4. which specific skills or groups of skills are most critical for newly graduated physical therapists to have upon entry into clinical practice, nor does it indicate the level of skill or knowledge that should be required. Furthermore, it is not known whether these 5 suggested content areas are the most appropriate areas that need to be addressed by physical therapist educators This is a list of educators. See also: Education, List of education topics.
General
In 2004, Lopopolo et al (7) laid the groundwork for identifying the administration and management content that should be included in professional physical therapist curricula. Their research produced an extensive list of A&M behaviors that was organized according to according to prep. 1. As stated or indicated by; on the authority of: according to historians. 2. In keeping with: according to instructions. 3. a Guide-based framework of business management suggested by the Leadership, Administration, and Management Preparation (LAMP) document. (1) Although Lopopolo and colleagues' list of behaviors appeared to be exhaustive, the authors suggested that using this organizing For other uses, see Organising model and Union organizer. Organizing is the act of rearranging following one or more s. It can also be seen as the opposite of messing up. One organized opposite could be disordered, since ordered is almost synonymous. framework "may have ... affected the clarity Clarity is the property of being clear or transparent. Clarity can refer to one's ability to clearly visualize an object or concept, as in thought, understanding, and the "mind's eye", as well as the traditional notion of visual perception, that is, with the and relationship of the components [behaviors] within the elements [categories] and may have influenced the respondents' ratings." (7(p147)) Because of these shortcomings A shortcoming is a character flaw. Shortcomings may also be:
In other disciplines, the framework for administrative and management content been historically been organized by functions performed (3,8-11) or roles assumed by managers. (12-14) Recently, Luedtke-Hoffmann (15) created a 6-category model of A&M content derived de·rive v. de·rived, de·riv·ing, de·rives v.tr. 1. To obtain or receive from a source. 2. from an extensive review of business and health care management literature and tested it using an expert group of physical therapist managers. The categories in this model were: planning and forecasting, managing subordinates, managing operations, building networks, managing information, and managing resources. The results from her research suggest that management tasks in physical therapy are similar to and fall into the same general categories as found for all managers, regardless of industry. The findings also suggest that this 6-category model is an appropriate organizing framework for the administrative and management work of physical therapists. Preliminary sorting of Lopopolo and colleagues' list of A&M behaviors (7) using Luedtke-Hoffmann's findings (15) suggests the following 6-category A&M model: finance, information management, networking, human resource management, operations, and planning and forecasting (FINHOP). (5) Using the FINHOP model, we sought to determine which administration and management skills will be needed by newly graduated physical therapists in the year 2010. The year 2010 was selected to capture changes in the A&M skill set needed in clinical practice as the profession moves toward APTA's Vision 2020, (2) when all entry-level en·try-lev·el adj. Appropriate for or accessible to one who is inexperienced in a field or new to a market: an entry-level job in advertising; an entry-level computer. (professional) physical therapists are projected to be prepared at the doctoral level. This date also was selected to provide the survey participants with a more realistic time frame (5 years out) when thinking about the needs of therapists in future clinical practice as compared with 2020 (15 years out). Because we were interested in the views of a cross-section cross section also cross-sec·tion n. 1. a. A section formed by a plane cutting through an object, usually at right angles to an axis. b. A piece so cut or a graphic representation of such a piece. 2. of physical therapists and because previous research suggested that opinions of physical therapists regarding A&M content might differ based on work setting (16) or primary role (clinician versus manager), (17) we first needed to be sure that the responses from our sample of participants were representative regardless of work setting or role. Therefore, we tested the following hypotheses: (1) There is no difference between clinicians and managers on the average scores of any of the 6 FINHOP categories. (2) There is no difference among the 4 practice settings on the average scores of any of the 6 FINHOP categories. (3) There is no interaction between roles and practice settings on the average scores of any of the 6 FINHOP categories. If no differences were found, we could combine all responses to address the primary research question: Which administration and management skills will be needed by newly graduated physical therapists in the year 2010? Method Sample To obtain a diverse representation of opinions on the research questions, physical therapists from across the United States United States, officially United States of America, republic (2005 est. pop. 295,734,000), 3,539,227 sq mi (9,166,598 sq km), North America. The United States is the world's third largest country in population and the fourth largest country in area. who worked in various clinical practice settings were surveyed. A sample of 2,500 physical therapists was drawn from the APTA APTA American Physical Therapy Association. membership list in October October: see month. 2004 and stratified stratified /strat·i·fied/ (strat´i-fid) formed or arranged in layers. strat·i·fied adj. Arranged in the form of layers or strata. into those in clinical practice and those in academia to ensure a sufficiently large In mathematics, the phrase sufficiently large is used in contexts such as:
adj. Employed for or involving a standard number of hours of working time: a full-time administrative assistant. full educators. Specifically, 2,000 names were randomly selected from members in clinical work settings, and the remaining 500 (20% of the total sample) were randomly selected from members whose primary setting was academia. The overall sample size of 2,500 was established because we anticipated a response rate of approximately ap·prox·i·mate adj. 1. Almost exact or correct: the approximate time of the accident. 2. 20%, which is typical for a complex, mailed survey. In addition, a power analysis suggested that between 400 and 500 participants would be needed for the planned statistical analyses, based on an effect size of approximately 0.20, an alpha level of .05, and a desired power of 0.70. (18) A total of 435 physical therapists returned the survey questionnaire questionnaire, n a series of questions used to gather information. questionnaire, n a form usually filled out by patients that provides data concerning their dental and general health. for a response rate of 17.4%. Four hundred seventeen Seventeen novel of young love. [Am. Lit.: Booth Tarkington Seventeen in Magill I, 882] See : Adolescence of the survey questionnaires were considered usable USable is a special idea contest to transfer US American ideas into practice in Germany. USable is initiated by the German Körber-Stiftung (foundation Körber). It is doted with 150,000 Euro and awarded every two years. and were included in subsequent analyses. Participants included fulltime educators (21.2%), full-time clinicians (32.6%), clinicians with some managerial responsibilities (41%), and others who had retired or were temporarily out of the workforce (5.2%). Respondents In the context of marketing research, a representative sample drawn from a larger population of people from whom information is collected and used to develop or confirm marketing strategy. lived in 46 states, the District of Columbia District of Columbia, federal district (2000 pop. 572,059, a 5.7% decrease in population since the 1990 census), 69 sq mi (179 sq km), on the east bank of the Potomac River, coextensive with the city of Washington, D.C. (the capital of the United States). , and Puerto Rico Puerto Rico (pwār`tō rē`kō), island (2005 est. pop. 3,917,000), 3,508 sq mi (9,086 sq km), West Indies, c.1,000 mi (1,610 km) SE of Miami, Fla. and were well distributed among 10 regions defined by APTA (Tab. 1). Seventy percent of the participants were women. Just over half of the respondents (57.3%) had completed a baccalaureate physical therapist professional education program, and half (50.4%) reported that the master's degree master's degree n. An academic degree conferred by a college or university upon those who complete at least one year of prescribed study beyond the bachelor's degree. Noun 1. was their highest earned degree (Tab. 2). Nearly half of the participants (47.7%) had up to 16 years of experience as a physical therapist (Tab. 3). The predominant pre·dom·i·nant adj. 1. Having greatest ascendancy, importance, influence, authority, or force. See Synonyms at dominant. 2. clinical practice setting was private, outpatient outpatient /out·pa·tient/ (-pa-shent) a patient who comes to the hospital, clinic, or dispensary for diagnosis and/or treatment but does not occupy a bed. out·pa·tient n. , or group practice (23.4%). All of these demographic See demographics. outcomes were consistent with the APTA's 2005 member survey results, which reported on data gathered in 2004. (19) Survey instrument As stated previously, a new survey instrument was needed: (1) to organize organize /or·ga·nize/ (or´gan-iz) 1. to provide with an organic structure. 2. to form into organs. or·gan·ize v. 1. the A&M skills in a manner that is consistent with the business and management literature, (2) to produce a more parsimonious par·si·mo·ni·ous adj. Excessively sparing or frugal. par  si·mo survey instrument than had been used in Lopopolo and colleagues'
(7) original research (ie, complete in its capture of all appropriate
content, yet practical and efficient for survey respondents to complete
(20)), and (3) to transform all behaviors into skill statements by
changing definitions into action statements.
As a starting point Noun 1. starting point - earliest limiting point terminus a quo commencement, get-go, offset, outset, showtime, starting time, beginning, start, kickoff, first - the time at which something is supposed to begin; "they got an early start"; "she knew from the , we used the FINHOP model as a framework to organize the A&M skills defined by Lopopolo and colleagues' research (7) (see Tab. 4 for category definitions). The steps involved in the placement of the A&M skills within the 6 category framework included: (1) an initial refinement of the skill list and skill definitions by the researchers, (2) a card sort process using subject matter experts (SMEs) to place the skills into the appropriate FINHOP category, (3) a follow-up follow-up, n the process of monitoring the progress of a patient after a period of active treatment. follow-up subsequent. follow-up plan review and categorization of skills that had not been consistently categorized cat·e·go·rize tr.v. cat·e·go·rized, cat·e·go·riz·ing, cat·e·go·riz·es To put into a category or categories; classify. cat in the card sort step, and (4) an examination of the skill list for exclusivity. These steps are outlined more completely in Figure 2. Card sorting has long been used in the social sciences as a means of gathering survey data to understand how people think about the organize a set of concepts. (21-24) This method has been found to be a fast and interesting way to obtain valid and reliable data that can be analyzed an·a·lyze tr.v. an·a·lyzed, an·a·lyz·ing, an·a·lyz·es 1. To examine methodically by separating into parts and studying their interrelations. 2. Chemistry To make a chemical analysis of. 3. using ordinal (mathematics) ordinal - An isomorphism class of well-ordered sets. statistical procedures and appears to be effective in reducing the more serious forms of systematic response error. (22) [FIGURE 2 OMITTED] During the follow-up review of 19 skills that had not been consistently categorized by the SMEs, 2 of the 3 researchers independently reviewed the skills, identified problems that likely hindered their classification during the card sort process, and suggested options for resolution. Invariably in·var·i·a·ble adj. Not changing or subject to change; constant. in·var i·a·bil , the problem with skill
classification related to imprecise im·pre·cise adj. Not precise. im pre·cise ly adv. skill definitions. Due to time
constraints In law, time constraints are placed on certain actions and filings in the interest of speedy justice, and additionally to prevent the evasion of the ends of justice by waiting until a matter is moot. , the researchers did not go back to the SMEs for placement
of these skills into categories. Rather, the researchers agreed on
category placement of 17 skills and deletion deletion /de·le·tion/ (de-le´shun) in genetics, loss of genetic material from a chromosome. de·le·tion n. Loss, as from mutation, of one or more nucleotides from a chromosome. of 2 skills that were considered to be redundant Repetitive. See redundancy. . The last step was to establish preliminary subcategories within each FINHOP category to examine the skills for exclusivity. Fourteen additional skills were deleted Deleted A security that is no longer included on a specified market. Sometimes referred to as "delisted". Notes: Reasons for delisting include violating regulations, failing to meet financial specifications set out by the stock exchange and going bankrupt. at this step, resulting in 121 skills for inclusion in the final A&M survey instrument. The final survey instrument (questionnaire) was compiled into a 12-page booklet format. The first and second pages included demographic questions and instructions, and the last page allowed for participant Participant A party of a funding. It usually refers to the lowest rank or smallest level of funding. comments. The remaining 9 pages included the list of 121 skills along with their corresponding definitions, grouped within the FINHOP categories. The list of skills with their accompanying ac·com·pa·ny v. ac·com·pa·nied, ac·com·pa·ny·ing, ac·com·pa·nies v.tr. 1. To be or go with as a companion. 2. definitions is included in the Appendix appendix, small, worm-shaped blind tube, about 3 in. (7.6 cm) long and 1-4 in. to 1 in. (.64–2.54 cm) thick, projecting from the cecum (part of the large intestine) on the right side of the lower abdominal cavity. . For each skill, participants were asked to identify what they believed would be the skill level, and the accompanying knowledge level, needed by a newly graduated physical therapist to be successful in clinical practice in the year 2010. Each item was scored on a 7-point Likert-type level of independence scale that measured both skill and knowledge levels, where a score of 7 represented total independence and a score of 1 represented total dependence (Fig. 3). Survey participants were instructed to first select the skill level and then determine the appropriate level of accompanying knowledge. The resulting combination would determine the actual score to be circled for each skill. Because the format for the response scale was more complex than is typically found in a survey instrument, the wording used in the scale and clarity of instructions were pretested using a group of 10 clinicians. The refinement of wording and clarity proceeded until group consensus on these characteristics was achieved. Unlike in the Delphi study by Lopopolo et al, (7) in which skill and knowledge were viewed as separate constructs and were measured on 2 separate scales, in the present study we considered skill level (ie, level of independence) to be the primary construct that is supported by requisite knowledge. Therefore, our 7-point measurement scale was designed to capture both constructs simultaneously si·mul·ta·ne·ous adj. 1. Happening, existing, or done at the same time. See Synonyms at contemporary. 2. Mathematics (Fig. 3). We interpreted Translated from source code into machine code one line at a time. See interpreted language and interpreter. interpreted - interpreter a median score of 7 to mean that the new graduate would be ready for independent performance of an A&M skill, whereas at the other end of the spectrum, median scores of 1 and 2 would indicate no expectation for readiness to perform the skill. Median scores of 3 and 4 would indicate a need for substantial assistance to perform a skill, and median scores of 5 and 6 would indicate that the new graduate should be moderately independent (ie, ready to perform the skill with only limited assistance). Differentiation differentiation, in biology, series of changes that occur in cells and tissues during development, resulting in their specialization. This, in turn, permits a greater variety of organisms. of scores between 3 and 4 or between 5 and 6 were based on differing levels of knowledge that would be required. For example, while only limited knowledge related to a skill would be required for a score of 5, the new graduate would be expected to have substantial knowledge related to a skill to have a score of 6. If one considers being able to perform a skill with only limited assistance as the baseline The horizontal line to which the bottoms of lowercase characters (without descenders) are aligned. See typeface. baseline - released version expectation for entry-level performance, then we interpreted that A&M skills with a median score of 5, 6, or 7 should be considered for inclusion in Doctor of Physical Therapy The Doctor of Physical Therapy (DPT) is a postbaccalaureate degree conferred upon successful completion of an entry-level postprofessional education program. The specific nomenclature "DPT" is not a substitute or alternative for the physical therapist clinical designator "PT. (DPT) education programs and receive more emphasis than A&M skills with scores of 1 through 4. A final step was to test the stability of responses for the entire survey. We selected 16 physical therapists from a variety of work settings to participate in a test-retest reliability test-retest reliability Psychology A measure of the ability of a psychologic testing instrument to yield the same result for a single Pt at 2 different test periods, which are closely spaced so that any variation detected reflects reliability of the instrument study. Each participant completed the entire survey twice with a minimum of 2 weeks between sessions. Using a paired t test to compare the first- and second-survey scores on the overall average of all 121 items, no differences were found between the first and second sets of scores (t = -.503, df = 15, P = .623). This result suggests overall stability of responses over time, but does not address the potential variability of responses within the 6 FINHOP categories. To explore this issue, intraclass correlation In statistics, the intraclass correlation (or the intraclass correlation coefficient[1]) is a measure of correlation, consistency or conformity for a data set when it has multiple groups. coefficients (ICCs) were calculated for the responses within each FINHOP category using the average of all items within each category as the variable of interest. The ICC ICC See: International Chamber of Commerce was selected because it is a measurement of both correlation correlation In statistics, the degree of association between two random variables. The correlation between the graphs of two data sets is the degree to which they resemble each other. and agreement between repeated measures, while taking into account the variance The discrepancy between what a party to a lawsuit alleges will be proved in pleadings and what the party actually proves at trial. In Zoning law, an official permit to use property in a manner that departs from the way in which other property in the same locality in responses, and therefore is an appropriate statistical means to examine test-retest reliability. (20,25,26) Because average scores were used in the calculation, ICC model 3, k was selected, where k is the number of raters. (27) Furthermore, a 2-way mixed-effects ICC model was selected, where raters' effects are assumed to be random and survey item (average) scores are fixed. (25,27) The calculated ICC (3,k) values for each FINHOP category were as follows, in descending descending /des·cend·ing/ (de-send´ing) extending inferiorly. order: human resources= .90, operations=.80, finance=.78, planning and forecasting=.77, networking=.61, and information management=.61. Portney and Watkins Watkins may refer to:
Procedure The questionnaires were mailed to the random sample of 2,500 physical therapists in November November: see month. 2004. Participants were informed that the return of the completed survey questionnaire would be construed as informed consent. Each package included the survey booklet, a cover letter explaining the project and requesting participation, a stamped return envelope (1) A range of frequencies for a particular operation. (2) A group of bits or items that is packaged and treated as a single unit. (3) See also pushing the envelope. , and a small incentive (APTA decal). Reminder postcards Postcards may mean:
Data Analysis To address the 3 preliminary hypotheses, we used the following independent variables: role of respondent In Equity practice, the party who answers a bill or other proceeding in equity. The party against whom an appeal or motion, an application for a court order, is instituted and who is required to answer in order to protect his or her interests. (clinician, manager, educator) and work setting (inpatient inpatient /in·pa·tient/ (in´pa-shent) a patient who comes to a hospital or other health care facility for diagnosis or treatment that requires an overnight stay. in·pa·tient n. , hospital-based outpatient, community outpatient, other community-based practice). The dependent variables were the average scores of the skills within each of the 6 FINHOP categories. Two analyses were necessary to identify whether differences existed in participants' responses due to demographic variables. First, a chi-square test chi-square test: see statistics. of independence was used to determine the association between the 2 clinical roles (clinician versus manager) and the 4 practice settings. Then, a 2x4 factorial factorial For any whole number, the product of all the counting numbers up to and including itself. It is indicated with an exclamation point: 4! (read “four factorial”) is 1 × 2 × 3 × 4 = 24. multivariate analysis multivariate analysis, n a statistical approach used to evaluate multiple variables. multivariate analysis, n a set of techniques used when variation in several variables has to be studied simultaneously. of variance (MANOVA MANOVA Multivariate Analysis of the Variance ) was conducted to test the 3 null A character that is all 0 bits. Also written as "NUL," it is the first character in the ASCII and EBCDIC data codes. In hex, it displays and prints as 00; in decimal, it may appear as a single zero in a chart of codes, but displays and prints as a blank space. hypotheses stated above. If no differences were found in these analyses, then 1-way MANOVAs were performed to determine whether the average scores of any of the FINHOP categories differed based on role (educator, clinician, and manager) and the participants' years of clinical experience as categorized in Table 3. If no differences were found in any of the analyses, the responses from all participants could be combined to address the primary research question. First, to study the correlation of responses within each FINHOP category and to determine whether the responses clustered clus·ter n. 1. A group of the same or similar elements gathered or occurring closely together; a bunch: "She held out her hand, a small tight cluster of fingers" Anne Tyler. together into subcategories (skill groups), an exploratory principal component factor analysis with varimax rotation Rotation An active asset management strategy that tactically overweighted and underweighted certain sectors, depending on expected performance. Sometimes called sector rotation. would be performed on each FINHOP category. (20,21) Scree plots and eigenvalues eigenvalues statistical term meaning latent root. [greater than or equal to] 1.0 would be used to ascertain the appropriate number of skill groups within each category. Then, each exploratory analysis would be followed by a confirmatory factor analysis In statistics, confirmatory factor analysis (CFA) is a special form of factor analysis. It is used to assess the the number of factors and the loadings of variables. to verify (1) To prove the correctness of data. (2) In data entry operations, to compare the keystrokes of a second operator with the data entered by the first operator to ensure that the data were typed in accurately. See validate. placement of skills into skill groups based on similar levels of independence. A factor loading of 0.5 or greater would be used to determine the appropriate placement of each skill in a skill group. Subsequently, the skill groups would be named by the researchers based on the nature of the skills included in each skill group. (20) The names would reflect the level of independence of the skills in the skill groups. In addition, an analysis of the internal consistency In statistics and research, internal consistency is a measure based on the correlations between different items on the same test (or the same subscale on a larger test). It measures whether several items that propose to measure the same general construct produce similar scores. reliability (Cronbach alpha) of each FINHOP category and subsequent (statistically derived) skill group would be performed to assess the consistency Consistency can refer to:
Finally, the descriptive statistics descriptive statistics see statistics. for the FINHOP categories, skill groups, and individual skills could be examined to answer the primary research question: Which A&M skills will be needed by newly graduated physical therapists in the year 2010? Results Analysis of Participants' Responses for Differences Across Work Settings or Participant Roles Noun 1. participant role - (linguistics) the underlying relation that a constituent has with the main verb in a clause semantic role linguistics - the scientific study of language The chi-square chi-square (ki´skwar) see under distribution and test. chi-square n. analysis demonstrated no association between the 2 primary independent variables, clinical setting and primary role ([chi square chi square (kī), n a nonparametric statistic used with discrete data in the form of frequency count (nominal data) or percentages or proportions that can be reduced to frequencies. ]=5.28, df=3, P=.152) (Tab. 5). The subsequent 2x4 MANOVA found no differences between clinical and managerial roles on the average scores of any of the 6 FINHOP categories ([F.sub.6,177]=0.49, P=.816), no differences among 4 practice settings on the average scores of any of the FINHOP categories ([F.sub.18,501]= 0.92, P=.55), and no interaction between clinical roles and practice settings (F.sub.18,501]=1.23, P=.23). In addition, 1-way MANOVAs produced no differences among educator, clinician, and manager roles ([F.sub.12,490]= 1.04, P=.41) or in the respondents' number of years of clinical experience ([F.sub.36,1114]=1.15, P=.25) on the average score of any of the 6 FINHOP categories. Because no differences were found in any of these analyses, responses from all 417 participants were combined for all remaining analyses. Determination of Skill Groups Within FINHOP Category Structure The internal consistency of responses within FINHOP categories (Cronbach alpha) ranged from .87 to .98 (Tab. 6). These results are considered to be in the "very good" range, indicating good correlation among the responses within each category. (20) A total of 16 skill groups emerged from the factor analyses Verb 1. factor analyse - to perform a factor analysis of correlational data factor analyze analyse, analyze - break down into components or essential features; "analyze today's financial market" of the FINHOP categories. All items achieved a factor loading score of 0.50 or higher, and each item loaded on only one factor in both the exploratory and confirmatory analyses. As displayed in Table 7, human resources and operations each had 4 skill groups, finance and planning and forecasting each had 3 skill groups, and information and networking each had a single skill group. A fairly large portion of the variability in the data within each of the FINHOP categories was captured in the factor analysis procedure, with networking lowest at 53.5% and finance highest at 85.4%. The internal reliability coefficient coefficient /co·ef·fi·cient/ (ko?ah-fish´int) 1. an expression of the change or effect produced by variation in certain factors, or of the ratio between two different quantities. 2. (Cronbach alpha) of each skill group ranged from .76 to .99, indicating good to very good correlation among the responses within the skill groups and good discrimination among skill groups. (20) The responses to individual skills within most of the skill groups demonstrated a great deal of variability in that the entire 7-point scale was utilized. Determination of A&M Skills Needed by Newly Graduated Physical Therapists in 2010 Median scores were calculated for each FINHOP category, skill group, and individual skill. At the category (FINHOP) level, a hierarchy hierarchy: see ministry and orders, holy. A structure that has a predetermined ordering from high to low. For example, all files and folders on the hard disk are organized in a hierarchy (see Win Folder organization). of A&M skills began to emerge with human resource, information, and operations skills having higher median scores (5.3-5.6) than networking, planning and forecasting, and finance skills (4.6-5.0) (Tab. 6). The median scores of all 16 skill groups, which were derived from factor analyses, ranged from 4.3 to 6.5 (Tab. 8). Four skill groups (self-management Self-management means different things in different fields:
(lī´s  nsh and certification
requirements, professional ethics professional ethics,n the rules governing the conduct, transactions, and relationships within a profession and among its publics. professional ethics liability, n 1. , documentation requirements, and time management) had a median score of 7, while 25 skills had median scores of 6. Of the remaining 90 skills, 61 had median scores of 5, while 29 had median scores of 4. No individual skill had a median score below 4. Discussion Using visual inspection, we found our sample to be remarkably similar to APTA's 2005 member distribution (19) in terms of location of practice, type of entry-level physical therapy degree earned, highest degree earned, level of experience, and primary work setting (Tabs. 1, 2, and 3). This finding suggests that our sampling technique captured a representative group of physical therapists. Unlike previous research, (16,17) we found that neither primary role nor type of work setting led to differences in any of the skill and knowledge ratings of the A&M categories. Thus, we were able to use the entire sample to learn more about physical therapists' expectations for new DPT graduates in 2010. Because Lopopolo et al (7) suggested that the Guide-based structure (3) they used in their research may have confused their subjects while they scored A&M skills, in this study we used a new 6-category framework of A&M skills (FINHOP) that was based on a thorough review of business and health care management literature. (15) Using level of independence in a skill needed at entry into practice as our primary measure, we found the taxonomy taxonomy: see classification. taxonomy In biology, the classification of organisms into a hierarchy of groupings, from the general to the particular, that reflect evolutionary and usually morphological relationships: kingdom, phylum, class, order, of A&M skills represented in the 6 FINHOP categories to be consistent with that found in the business and management literature. We believe that this taxonomy improves upon Lopopolo and colleagues' (7) results. FINHOP Category Analysis When we examined the median scores for each of the FINHOP categories, we found that the new graduate would need to be moderately independent (median scores of 5 or higher) in performing the skills in 4 FINHOP categories: human resources, information, operations, and networking (Tab. 6). Only 2 of the 6 categories--planning and forecasting and finance--demonstrated median scores below 5. The variability of median scores among the FINHOP categories suggests a hierarchy among A&M skills expected of the new physical therapist, with human resource and information management being the most critical entry-level skills for future DPT graduates to possess. This hierarchy of A&M skill categories represents a departure from established APTA core documents (3,6,29) as well as from the original LAMP model (1) in that none of them provided a sense of the relative importance of A&M skills for new physical therapists. However, we found the category level of analysis to be too broad to yield meaningful suggestions for practical application of specific A&M skills. Therefore, we chose to statistically group skills within each category in order to draw more specific conclusions. Skill Group Analysis Unlike Lopopolo et al, (7) who used professional judgment to identify 38 groups of A&M content, we discovered 16 skill groups using factor analyses to help us further examine the skills needed by new physical therapist graduates (Tabs. 7 and 8). These findings indicate that the new graduate would need to have a substantial level of knowledge about and be moderately to completely independent (median scores between 6 and 7) in performing skills in 4 of the 16 skill groups: self-management, compliance, ethics and culture, and coding. For skills in 9 of the skill groups, the new graduate would need to be moderately independent, but possess only a limited level of knowledge (median scores between 5 and 5.57). Finally, the new graduate would need substantial assistance in performing skills in only 3 skill groups (median scores below 5). These findings suggest that 13 skill groups contain A&M skills that should be included in entry-level DPT education programs and that a hierarchy of independence exists among these skill groups. However, the level of instruction and learning cannot be determined without paying attention Noun 1. paying attention - paying particular notice (as to children or helpless people); "his attentiveness to her wishes"; "he spends without heed to the consequences" attentiveness, heed, regard to the individual A&M skills in each skill group. Two skill groups--self-management and compliance--had the highest median scores, suggesting the highest levels of independence. They reside in the human resource and operations categories, respectively. Self-management includes skills in communication, stress management, complying with licensure requirements, and participating in role modeling and self-assessment Self-assessment in an organisational setting, according to the EFQM definition, refers to a comprehensive, systematic and regular review of an organisation's activities and results referenced against the EFQM Excellence Model. for the job market, whereas compliance includes skills related to adhering ADHERING. Cleaving to, or joining; as, adhering to the enemies of the United States. 2. The constitution of the United States, art. 3, s 3, defines treason against the United States, to consist only in levying war against them or in adhering to their enemies, to organizational policies and procedures Policies and Procedures are a set of documents that describe an organization's policies for operation and the procedures necessary to fulfill the policies. They are often initiated because of some external requirement, such as environmental compliance or other governmental and time management. Interestingly, most of these skills relate to how the individual conducts himself or herself and require reflection, as suggested by Jensen Noun 1. Jensen - modernistic Danish writer (1873-1950) Johannes Vilhelm Jensen et al. (30) Many of them also appear in the Guide (3) and the Normative Model (6) and in May and colleagues' Generic Abilities. (4) Additionally, communication, interpersonal skills "Interpersonal skills" refers to mental and communicative algorithms applied during social communications and interactions in order to reach certain effects or results. The term "interpersonal skills" is used often in business contexts to refer to the measure of a person's ability , and self-direction self-di·rect·ed adj. Directed or guided by oneself, especially as an independent agent: the self-directed study of a language. self are identified as basic competencies in the Leadership Effectiveness Framework developed by the US Office of Personnel Management. (31) Although these skills may not be unique to A&M content, their appearance at the top of an A&M list of skills, with individual scores of 6 or 7, suggests that DPT graduates will be expected to have mastered these skills prior to leaving the education program and, perhaps, need them as prerequisites for development of other A&M skills. The ethics and culture skill group, which is part of the human resource category, demonstrated the third highest level of independence. This skill group contains 3 items with individual median scores of 6 or 7: activities that reflect adherence adherence /ad·her·ence/ (ad-her´ens) the act or condition of sticking to something. immune adherence to professional and business ethics business ethics, the study and evaluation of decision making by businesses according to moral concepts and judgments. Ethical questions range from practical, narrowly defined issues, such as a company's obligation to be honest with its customers, to broader social as well as to organizational culture  This article or section is written like an .Please help [ rewrite this article] from a neutral point of view. Mark blatant advertising for , using . . The high rating of skills in this skill group suggests that, prior to program completion, new DPT graduates will be expected to demonstrate appropriate ethical eth·i·cal adj. 1. Of, relating to, or dealing with ethics. 2. Being in accordance with the accepted principles of right and wrong that govern the conduct of a profession. practice behaviors, which are at the core of professionalism. This result supports Lopopolo and Schafer's (5) conceptualization of the underlying contextual role that professionalism plays in clinical practice as well as APTA's emphasis on the role of professionalism in its Vision 2020 statement. (2) Like the skills in the higher-ranked self-management and compliance skill groups, the ethics and culture group focuses on behaviors related to the conduct of the individual therapist. Coding, which is in the finance category, is the fourth highest rated skill group. It contains 4 skills that address use of coding systems Noun 1. coding system - a system of signals used to represent letters or numbers in transmitting messages code - a coding system used for transmitting messages requiring brevity or secrecy to obtain reimbursement for services and is the highest rated skill group that belongs solely in the administration and management domain. Clearly, new DPT graduates are expected to be nearly independent and very knowledgeable in using the reimbursement coding systems required in various physical therapist practice settings. However, we suggest that determining what is taught should be guided by the scores of the individual skills within the skill group. Among the coding skills, for example, our results suggest that emphasis should be placed on teaching students how to use the International Classification of Diseases (ICD ICD International Classification of Diseases (of the World Health Organization); intrauterine contraceptive device. ICD abbr. ), (32) Healthcare Common Procedure Coding System The Healthcare Common Procedure Coding System (HCPCS) is a set of health care procedure codes based on the American Medical Association's Current Procedural Terminology (CPT). Commonly pronounced Hick-Picks. (HCPCS HCPCS Healthcare Common Procedure Coding System ), (33) and Current Procedural Terminology Current Procedural Terminology See CPT. (CPT CPT See: Carriage Paid To ) (34) coding systems, because all 3 skills had median scores of 6. The resource-based relative value system (RBRVS RBRVS Resource-based relative value scale Managed Care A 'work unit' used to determine the value of various physicians' labor. See Medicare, Physician reimbursement. ), however, had a median score of 5, suggesting that the graduate should possess a less thorough knowledge related to this skill than to the coding skills prior to entry into practice. By contrast, the skills in the reimbursement review and analysis skill group, also within the finance category, demonstrated a lower combined median score (5.0) than those in the coding group (6.0). These median scores suggest that skills in both skill groups should be included in DPT education programs, although the amount of knowledge that a graduate should be expected to possess upon entry into practice would differ. All skills in the reimbursement review and analysis skill group demonstrated median scores of 5, suggesting they should receive equal emphasis in the DPT curriculum. The level of knowledge expected at entry into clinical practice is lower for reimbursement review and analysis skills, perhaps because they appear to be more complicated than merely learning how to use various coding systems and may well require a higher level of critical thinking to master. The lower median score may suggest that these skills are expected to be refined after the new graduate begins his or her first clinical position. New graduates are expected to be moderately independent in performing the A&M skills in the information management, leading and directing, quality/risk management, practice analysis, personnel management (except for 1 skill), networking (except for 2 skills), operational analysis, and operational management skill groups, but are not expected to have extensive knowledge about each skill. These results suggest that all the individual skills within these skill groups should be addressed in DPT curricula with the degree of emphasis guided by the median score of each skill. The new graduate was expected to need substantial assistance and have limited supporting knowledge upon entry into practice (median scores below 5) for skills in only 3 skill groups: strategic planning and marketing, financial analysis and budgeting, and environmental assessment. Here again a review of the individual skills within each group reveals that median scores were either 4 or 5 (Appendix) and that this information would be helpful in determining which skills to emphasize in the DPT curriculum. Using this type of analysis for skills in every skill group may assist educators in determining which A&M skills to include in their curricula and how much emphasis to place on them. Interestingly, the Normative Model (6) includes classroom instructional objectives requiring higher skill levels in the areas of financial management, establishing a business plan, and participating in activities related to marketing and public relations than would appear to be indicated from the results of this study. Thus, our study may provide useful information for future editions of the Normative Model. These findings may be even more useful to future renditions of APTA's recent Board of Directors-approved document on minimum skills required for new physical therapist graduates. (29) Finally, we noted that the hierarchy of A&M skill groups based on level of independence tended to follow a pattern in which the highest expectations (median scores of 6 or 7) were placed on skills that related to the individual (ie, the new DPT graduate), with lower expectations (median scores of 5 or 6) often associated with organizational-related skills and even lower expectations (median scores of 4) associated with extra-organizational skills. Analysis of this unexpected pattern is beyond the scope of this study, but it offers an intriguing in·trigue n. 1. a. A secret or underhand scheme; a plot. b. The practice of or involvement in such schemes. 2. A clandestine love affair. v. model for making decisions about what, when, and how the new DPT graduate should gain independence in various A&M skills. Study Limitations We identified 3 potential limitations of this study. First, although respondents were instructed to respond to each item in the context of what will be expected of DPT graduates in the year 2010, it was impossible to control whether they kept this instruction in mind as they completed the survey. Even if they lapsed LEGACY, LAPSED. A legacy is said to be lapsed or extinguished, when the legatee dies before the testator, or before the condition upon which the legacy is given has been performed, or before the time at which it is directed to vest in interest has arrived. Bac. Ab. Legacy, E; Com. Dig. into thinking about what is expected of today's new graduates, however, the results suggest that "future" DPT graduates will need to demonstrate proficiency pro·fi·cien·cy n. pl. pro·fi·cien·cies The state or quality of being proficient; competence. Noun 1. proficiency - the quality of having great facility and competence in many A&M skills. Second, the overall return rate of 17.4% for this questionnaire was low for a survey, although this result was anticipated because of the length of the questionnaire and the complicated scoring system Noun 1. scoring system - a system of classifying according to quality or merit or amount rating system classification system - a system for classifying things . To compensate for an expected low return rate, however, we increased the size of the sampling frame to ensure that we had adequate power to carry out the desired statistical analyses. (18) Third, the use of one scale to capture 2 constructs (skill and knowledge) may have limited the potential range of responses to level of knowledge available to respondents. However, using 2 separate scales, as in Lopopolo and colleagues' study, (7) or expanding the scale beyond 7 points could have diminished di·min·ish v. di·min·ished, di·min·ish·ing, di·min·ish·es v.tr. 1. a. To make smaller or less or to cause to appear so. b. the return rate further. Based on the assumption that the level of skill independence is the primary construct to be defined, we believe that the necessary level of knowledge to achieve a specific skill level should follow closely. Conclusion This study provides empirical em·pir·i·cal adj. 1. Relying on or derived from observation or experiment. 2. Verifiable or provable by means of observation or experiment. 3. evidence for the A&M skills needed by the DPT graduate. The variation in median scores among the 6 FINHOP categories as well as among the 16 A&M skill groups suggests a hierarchy of A&M skill acquisition for the new graduate physical therapist in 2010 regardless of practice setting. The results also provide information related to specific A&M skills that could be used to add specificity and priority in future editions of APTA core documents that address new graduate competencies. By understanding what is expected of future new graduates, educators will be better able to design and implement curricula that better prepare their graduates for clinical practice. Finally, the findings may provide guidance into what knowledge and skills physical therapists should further develop after they enter clinical practice, information that may be useful to educators who teach postprofessional courses for physical therapists and to APTA as it develops educational offerings at the national and component levels to develop skilled physical therapist managers.
Appendix.
Administration and Management Skills, Median Scores, and Their
Definitions Organized by Category and Skill Group
Category/Skill Skill Median Definition
Group (a) Score
HUMAN RESOURCE
MANAGEMENT
Self-management Listening skills 7.0 Listen actively when
another person
speaks
Verbal and 7.0 Receive, understand,
nonverbal accurately inter-
communication pret, and respond
to orally
presented
information
Personnel licensure 7.0 Comply with
and certification applicable
requirements licensure and
certification
requirements and
standards for the
utilization of
personnel
Job search 6.0 Engage in a process
to assess one's
potential in the
job market and
develop a strategy
to find the best
fit between oneself
and potential
future employers
Manage stress 6.0 Use management
practices to
identify, control,
and prevent
excessive stress
for oneself and
employees
Role modeling 6.0 Model one's behavior
after an
individual's
behaviors that are
perceived to be
worthy of emulation
Ethics and Professional 7.0 Use a systematic
culture ethics approach to
resolving
moral issues and
dilemmas based on
ethical principles
and guidelines as
stipulated by
professional
organizations
Corporate and 6.0 Engage in business
business activities in a
ethics and manner that
citizenship reflects ethical
decision-making
practices as
guided by
professions or
regulatory bodies
Organizational 6.0 Behave in a manner
culture that demonstrates
an understanding
of the behavioral
norms that guide
the actions of
employees in an
organization or
its subunits
Leading and Leadership 6.0 Use strategies and
directing processes to move
staff and
subordinates to
action in a desired
direction
Coaching 6.0 Engage in an inter-
active process with
an employee that
focuses on ways to
improve performance
Motivating 6.0 Use internal or
external forces to
initiate or
stimulate work-
related behaviors
on the part of the
employee
Direction 6.0 Assign and control
work performed by
another employee
Manage conflict 6.0 Recognize and manage
disagreements
between people over
issues of substance
or emotion that
create friction and
impede the pursuit
of organizational
goals
Team building 5.5 Empower and assist
staff and
subordinates to
combine efforts to
accomplish
organizational
goals that improve
the quality of the
work
Discipline 5.0 Confront a
subordinate with
objective evidence
of discrepancies
between expected
and actual
behaviors and
provide opportuni-
ties to rectify
behavioral gaps
Managing the 5.0 Manage the worker
knowledge worker who uses mental
processing to solve
problems
Counseling 5.0 Provide formal input
to help an employee
demonstrate
behaviors that are
consistent with
organizational
expectations
Mentoring 5.0 Engage in a
relationship
between an
influential or
knowledgeable
person (mentor) and
a protege to
support the
protege's career
development
Manage and 5.0 Empower and assist
facilitate change staff and
subordinates
to participate in
the changes of
existing structures
or processes to
achieve a desired
outcome
Manage diversity 5.0 Use the full range of
human resources to
improve organiza-
tional effective-
ness
Personnel Performance 6.0 Review job
management appraisal performance based
on a job
description,
performance
specifications,
and performance
objectives
Policy and procedure 6.0 Ensure that staff
compliance members have
access to
and comply with all
organizational
policies and
procedures
Job descriptions 5.0 Develop the list of
duties and
responsibilities,
work conditions,
relationships to
other jobs, and
skills, abilities,
and training
necessary to do the
work
Job expectations 5.0 Articulate the
duties, responsi-
bilities, and
expectations
regarding what an
employee will be
expected to
contribute
to the organization
Recruitment and 5.0 Engage in activities
retention to encourage
qualified
personnel to join
the organization
and to retain
currently employed
staff
Professional and 5.0 Assess professional
personal and personal
development needs of staff
and provide
knowledge and
skills necessary
to ensure that
they provide
quality services
Competency 5.0 Use performance
assessment assessment
processes in
core competency
areas followed by
the development of
a plan to resolve
existing
problems
Career ladders 5.0 Develop opportuni-
ties to increase
responsibility,
challenges,
learning, and
financial rewards
Contract personnel 5.0 Integrate contract
personnel into an
organization's
operation
Outsourcing 4.0 Use external
contracted
personnel to
provide services
rather than, or in
addition to,
employing personnel
to do the job
OPERATIONS
Compliance Documentation 7.0 Comply with
requirements applicable
documentation
requirements and
standards
Time management 7.0 Ensure efficient and
effective use of
time
Policies and 6.0 Use an organization's
procedures fundamental
documents to guide
behavior and
decision making
Regulatory and 6.0 Comply with the
accreditation guidelines and
requirements regulations
required by
external governing
bodies that
identify standards
to be reflected in
an organization's
policies and
procedures
Quality and Quality management 6.0 Manage the services
risk provided to
management individuals
and populations to
increase the
likelihood of
desired health
outcomes that are
consistent with
current
professional
knowledge
Quality assessment, 5.0 Investigate all
quality characteristics
improvement, associated
utilization with delivery of
review, and care, including
peer review best evidence
and outcome data,
with a view
to conform to
standards or to
improve customer
satisfaction
Continuous quality 5.0 Systematically and
improvement, regularly
continuous evaluate the
organizational organization's
improvement systems, pro-
cesses, and
procedures to
ensure the
continued
improvement of
services and
meeting of
customer
expectations
Risk management 5.0 Participate in a
coordinated effort
to identify,
assess, and
minimize the risk
of harm or loss to
the organization
and its employees
or customers
Operational Project management 5.0 Manage a new project
management to include team
selection, planning
activities,
implementation,
tracking progress,
and assessment of
the final product
Meeting management 5.0 Utilize standard
methods to plan,
organize, conduct,
and provide follow-
up for formal and
informal group
meetings
Resource allocation 5.0 Distribute resources
to achieve
organizational
objectives related
to outcomes, costs,
and satisfaction
Facility management 5.0 Oversee the use of
space, equipment,
and technology in
a clinical setting
Operational Process analysis 5.0 Evaluate mechanisms
analysis through which
resources are used
to meet the miss
and goals
Productivity 5.0 Measure and inter-
analysis pret the relation-
ship between the
resources used and
the services
provided
Operational analysis 5.0 Evaluate and
interpret input,
structure, process,
or output variables
that can affect
the operation of
the business
Satisfaction 5.0 Measure the
measures satisfaction of
various constituen-
cies with services
provided
Clinical and 5.0 Evaluate the current
functional and future status
outcomes of operations
attributed to
services provided
Work volume 5.0 Measure the quantity
analysis of the services
provided by
physical therapy
and interpret
the findings
Access 5.0 Measure the ease
with which patients
and clients are
able to obtain
services and get
to the place of
service
Development and 5.0 Participate in the
revision of development,
policies revision, and
and procedures implementation of
an organization's
policies and
procedures
FINANCE
Coding ICD-9 coding 6.0 Use the system for
coding medical
diagnoses and/or
diagnoses made by a
physical therapist
HCPCS coding 6.0 Use the system for
coding physical
therapy services
and supplies
CPT coding 6.0 Use the system for
coding physical
therapy services
and procedures
Resource-based 5.0 Use the system that
relative value translates
system (RBRVS) physical therapy
services into
provider
reimbursement
Reimbursement Private insurance 5.0 Review status of, or
review and reimbursement changes in, the
analysis reimbursement
picture related to
private insurance
programs
Managed care 5.0 Review status of, or
reimbursement changes in, the
reimbursement
picture related to
managed care
programs
Private pay 5.0 Review status of, or
reimbursement changes in, the
reimbursement
picture related to
private payment
State government 5.0 Review status of, or
reimbursement changes in, the
reimbursement
picture related to
state and federal
programs
Workers' 5.0 Review status of, or
compensation changes in, the
reimbursement reimbursement
picture related to
workers'
compensation
programs
Federal government 5.0 Review status of, or
reimbursement changes in, the
reimbursement
picture related to
federal programs
Financial Profit and loss 5.0 Use financial data
analysis analysis to determine
whether a
business is making
a profit or loss
Cost control 5.0 Control operating
costs and
expenses and
capital costs
Cost-containment 5.0 Implement specific
strategies strategies to
reduce
costs/expenses
Return-on-investment 4.0 Determine the
(ROI) analysis relationship
between the
cost of an
investment and its
potential income
production
Cash flow budgeting 4.0 Develop or prepare a
budget for cash flow
Revenue budgeting 4.0 Develop or prepare a
budget for revenue
Capital budgeting 4.0 Develop a capital
budget to include
evaluating, compa-
ring, and ranking
of multiple
investment alter-
natives and
determining
opportunity costs
of each option
Expense budgeting 4.0 Develop or prepare a
budget for expenses
Accounting 4.0 Record, classify,
summarize, and
communicate
financial data
using a formal
system to aid and
coordinate
financial and
business decisions
Economics 4.0 Use information based
on how society and
businesses choose
to use limited
resources to
produce goods and
services
Balance-sheet 4.0 Use financial data
analysis to reflect
current assets
and liabilities
Budget variance 4.0 Use financial data
analysis to investigate the
causes of
differences between
actual and expected
expenses or
revenues
Cost-volume- 4.0 Study the relation-
profit (breakeven) ships of service
analysis volume
to revenue,
expenses, and net
income
Ratio analysis 4.0 Use the relation
between financial
measures to gain
insight into the
financial status
of the business
that is not
evident in
assessing indivi-
dual measures
Cash-flow analysis 4.0 Use financial data
to reflect current
cash flow
Accounts receivable 4.0 Use financial data
analysis to reflect
current and
anticipated revenue
Business outcomes 4.0 Use financial data to
reflect overall
financial condition
and growth patterns
of a business over
a specific period
of time
Accounts payable 4.0 Use financial data
analysis to reflect
current and
anticipated
expenses
INFORMATION
MANAGEMENT
Access to and use 6.0 Use electronic means
of patient and to retrieve,
client management analyze,
data summarize, and
disseminate patient
and client
management data to
intra- and extra-
organizational
consumers
Record keeping 6.0 Collect data in an
organized manner
and produce a
succinct and
accurate summation
of the information
for current and
future use
Data and information 6.0 Review, revise, and
analysis interpret written
information to
share with others
Data systems 5.0 Use electronic means
to collect, store,
protect, verify,
and retrieve all
forms of data
integral to the
operation of the
organization
Access to and 5.0 Use electronic means
use of operational to retrieve,
management data analyze,
summarize, and
disseminate
operational
data to consumers
both within and
outside of the
organization
Information systems 5.0 Review status of, or
assessment changes in, the
nature of infor-
mation systems
used in the parent
organization or
therapy practice
Tele-health 5.0 Use telecommunica-
tions or computer
technology from
distant locations
to exchange
information
NETWORKING
Consultation 6.0 Provide professional
or expert opinion
or advice
Professional 6.0 Participate on a
involvement regular basis in
educational and
governance
activities offered
through one's
professional
organization
Managing across 5.0 Manage services in
the continuum an integrated
delivery
system or network
to meet the
comprehensive needs
of patients
Interdisciplinary 5.0 Concurrently manage
and trans- members of an
disciplinary organization or
management organizational
subdivision
who may be guided
by different
educational
preparation and
philosophies
Coordination and 5.0 Develop and imple-
collaboration ment strategies
to enable
individuals or
groups to work
together
Negotiation 5.0 Engage in a give-and-
take transaction
between 2 or more
people in an
attempt to reach
agreement
Organizational power 4.0 Use elements of
and influence power and
influence
(prestige, status,
and control) that
one has over
access to and
distribution of
valued organiza-
tional resources,
such as people,
information,
property, and
money
Contract development 4.0 Negotiate, develop,
and execute a
contract or enter
into a contractual
arrangement
with other parties
PLANNING AND
FORECASTING
Practice Profession review 6.0 Review the status of,
analysis or changes in,
policy articulated
by the profession
at various levels
(national, state,
local) that may
affect physical the
rapist practice
Length of stay (LOS) 6.0 Use data regarding
and number of length of time
visits the client is
under treatment
Consumer 5.0 Identify the
identification individuals who
indirectly or
directly may need
or want to use your
product or service
Rehabilitation 5.0 Review the status
sector analysis of, or changes
in, the
rehabilitation
sector that may
have a bearing on
future operation
Health care industry 5.0 Review the status
analysis of, or changes
in, the health
care industry as a
whole that may
have a bearing on
future operation
Regulatory analysis 5.0 Review the status of,
or changes in, the
regulatory climate
(such as
accreditation
standards) that
may have a bearing
on future operation
Vision and mission 5.0 Define, communicate,
and facilitate
attainment of the
desired future of
the organization
Strategic Long-term planning 5.0 Choose appropriate
planning strategies and plan
and marketing actions in a 1- to
5-year time frame
that can lead to
achieving the
organization's
vision and mission
Planning 5.0 Implement the
implementation and strategies and
assessment objectives of
the long-term plan
and develop
mechanisms to
assess the outcomes
Goal setting 5.0 Formulate specific,
measurable,
attainable,
relevant, and
timely objectives
to carry out the
planned actions
Competitor analysis 5.0 Analyze the nature
of one's competi-
tion in relation
to providing the
desired services
Risk taking 5.0 Proceed with plans
or activities when
faced with an
uncertain environ-
ment or limited
information
Strategic assessment 5.0 Examine the rela-
and SWOT analysis tionship between
(strength, internal
weakness, strengths and
opportunities, weaknesses of the
threats) organization as
well as external
opportunities and
threats in the
environment to
identify possible
organizational
responses
Organizational 5.0 Review the status,
review or changes in,
values,
vision, mission, or
policy articulated
by the organization
within which the
practice functions
that may affect the
relationship of the
practice to the
parent organization
Organizational 5.0 Analyze performance
performance factors to compare
analysis present and past
performance of the
organization or
subunits
Market conditions 4.0 Assess the condition
analysis of the current
marketplace in
terms of available
resources, competi-
tion, consumers,
and the state of
the business
environment
Marketing strategy 4.0 Develop a marketing
strategy based on
product, pricing,
promotion, place,
and packaging that
will meet
consumers' needs
and demands
Market share and 4.0 Measure the propor-
competitive tion of the
position analysis market served by
the practice as
compared with the
competition and
identify the
factors within your
organization that
distinguish you
from your
competitors
Organizational 4.0 Modify the organi-
design zational struc-
modification ture and
reporting
relationships in
response to the
identification of a
performance gap,
changes in status
of the organiza-
tion, or its
relationship to the
environment
Organizational 4.0 Participate in
change changing the
nature of
services delivered,
how the organiza-
tion delivers its
services, or how
the organization is
organized in
response to envi-
ronmental needs
Environmental Community analysis 5.0 Review the status of,
assessment or changes in,
demands at the
community level
that may have a
bearing on future
operation
Political analysis 4.0 Review the status of,
or changes in, the
political climate
that may have a
bearing on future
operation
Societal analysis 4.0 Review the status of,
or changes in,
societal demands
that may have a
bearing on future
operation
Historical analysis 4.0 Review historical
data about the
business and the
context in which
it operates that
may have a bearing
on future operation
Economic analysis 4.0 Review the status of,
or changes in, the
economic climate
that may have a
bearing on future
operation
Legal analysis 4.0 Review the status of,
or changes, in the
legal climate that
may have a bearing
on future operation
Systems review 4.0 Analyze sets of
related and
interdependent
parts of the
organizational
environment
that may affect the
operation of the
physical therapist
practice
(a) Skill groups as determined from factor analysis. Skills listed in
order of median score within skill group. ICD-9=International
Classification of Diseases, 9th revision, HCPCS=Healthcare Common
Procedure Coding System, CPT=Current Procedural Terminology.
A summary of this research was presented at the Combined Sections Meeting of the American Physical Therapy Association The American Physical Therapy Association (APTA) is a national professional organization representing more than 66,000 members. Its goal is to foster advancements in physical therapy practice, research, and education. ; February February: see month. 1-5, 2006; San Diego San Diego (săn dēā`gō), city (1990 pop. 1,110,549), seat of San Diego co., S Calif., on San Diego Bay; inc. 1850. San Diego includes the unincorporated communities of La Jolla and Spring Valley. Coronado is across the bay. , Calif. This study was funded, in part, by a grant from the Health Policy and Administration Section of the American Physical Therapy Association. This article was received January January: see month. 4, 2006, and was accepted October 10, 2006. DOI (Digital Object Identifier) A method of applying a persistent name to documents, publications and other resources on the Internet rather than using a URL, which can change over time. : 10.2522/ptj.20060003 References (1) Kovacek P, Powers D, Iglarsh ZA, et al. Report of the Task Force on Leadership, Administration, and Management Preparation (LAMP). The Resource. 1999;29(1):8-13. (2) APTA vision statement for physical therapy 2020. Available at: http://www.apta. org/AM/Template.cfm?Section=Vision_ 20201&Template (1) A pre-designed document or data file formatted for common purposes such as a fax, invoice or business letter. If the document contains an automated process, such as a word processing macro or spreadsheet formula, then the programming is already written and embedded in the =/TaggedPage/TaggedPage Display.cfm&TPLID=285&ContentID= 32061. Accessed October 31, 2006. (3) Guide to Physical Therapist Practice. 2nd ed. Phys Ther. 2001;81:7-746. (4) May WW, Morgan Morgan, American family of financiers and philanthropists. Junius Spencer Morgan, 1813–90, b. West Springfield, Mass., prospered at investment banking. BJ, Lemke Lemke is a surname, and may refer to
This page or section lists people with the surname Lemke. JC, et al. Model for ability-based assessment in physical therapy education. Journal of Physical Therapy Education. 1995;9(1):3-6. (5) Lopopolo RB, Schafer There are a few people with the last name "Schafer":
(2) (High Power A Resource. 2004;4(2):1-3. (6) A Normative Model of Physical Therapist Professional Education. Alexandria Alexandria, city, Egypt Alexandria, Arabic Al Iskandariyah, city (1996 pop. 3,328,196), N Egypt, on the Mediterranean Sea. It is at the western extremity of the Nile River delta, situated on a narrow isthmus between the sea and Lake Mareotis (Maryut). , Va: American Physical Therapy Association; 2004. (7) Lopopolo RB, Schafer DS, Nosse LJ. Leadership, administration, management, and professional (LAMP) processes in physical therapy: a Delphi study. Phys Ther. 2004; 84:137-150. (8) Fayol H. Administration Industrielle et Generale. Paris, France: Dunod Dunod may refer to:
(9) Fayol H. General and Industrial Management. London London, city, Canada London, city (1991 pop. 303,165), SE Ont., Canada, on the Thames River. The site was chosen in 1792 by Governor Simcoe to be the capital of Upper Canada, but York was made capital instead. London was settled in 1826. , United Kingdom: Pitman; 1949. (10) Gulick L, Urwick L. Papers on the Science of Administration. 3rd ed. New York New York, state, United States New York, Middle Atlantic state of the United States. It is bordered by Vermont, Massachusetts, Connecticut, and the Atlantic Ocean (E), New Jersey and Pennsylvania (S), Lakes Erie and Ontario and the Canadian province of , NY: Institute of Public Administration; 1954. (11) Stewart Stewart, river, Canada Stewart, river, 331 mi (533 km) long, rising in the Mackenzie Mts., central Yukon Territory, Canada, and flowing generally W to the Yukon River S of Dawson. R. A model for understanding managerial jobs and behavior. Acad Manage Rev REV Revolution REV Reverse REV Reverend REV Revision REV Review REV Revised REV Revelations (bible) REV Reversal REV Revolver (Beatles album) REV Reverendo . 1982;7(1):7-13. (12) Mintzberg H. Managerial work: analysis from observation. Manage Sci. 1971; 18(2):B97-B110. (13) Mintzberg H. The Nature of Managerial Work. New York, NY: Harper & Row; 1973. (14) Mintzberg H. Rounding out the manager's job. Sloan Sloan , John French 1871-1951. American painter whose scenes of urban life include Sunday, Women Drying Their Hair (1912). Manage Rev. 1994;36(1):11-26. (15) Luedtke-Hoffmann KA. Identification of Essential Managerial Work Activities and Competencies of Physical Therapist Managers Employed in Hospital Settings [doctoral dissertation dis·ser·ta·tion n. A lengthy, formal treatise, especially one written by a candidate for the doctoral degree at a university; a thesis. dissertation Noun 1. ]. Denton Denton, city (1990 pop. 66,270), seat of Denton co., N Tex.; inc. 1866. The city lies in an agricultural and industrial region, but the economy is based on education and research. The Univ. of North Texas, Texas Woman's Univ. , Tex: School of Physical Therapy, Texas Woman's University Texas Woman's University, main campus at Denton; state supported; primarily for women; est. 1901. It is the largest state-supported university for women in the country. ; 2002. (16) Schafer DS. Do physical therapist educators, clinicians, and students in Texas agree with the core beliefs of the leadership, administration, management preparation (LAMP) document? Journal of Physical Therapy Education. 2001;15(4):36-43. (17) Schafer DS. Three perspectives on physical therapist managerial work. Phys Ther. 2002;82:228-236. (18) Cohen cohen or kohen (Hebrew: “priest”) Jewish priest descended from Zadok (a descendant of Aaron), priest at the First Temple of Jerusalem. The biblical priesthood was hereditary and male. J. Statistical Power Analysis for the Behavioral Sciences behavioral sciences, n.pl those sciences devoted to the study of human and animal behavior. . 2nd ed. Hillsdale Hillsdale, borough (1990 pop. 9,750), Bergen co., NE N.J.; inc. 1923. It is primarily residential. , NJ: Lawrence Lawrence. 1 City (1990 pop. 26,763), Marion co., central Ind., a residential suburb of Indianapolis, on the West Fork of the White River. It has light manufacturing. 2 City (1990 pop. 65,608), seat of Douglas co., NE Kans. Irlbaum Associates Inc; 1988. (19) American Physical Therapy Association. 2005 PT member demographic profile A demographic or demographic profile is a term used in marketing and broadcasting, to describe a demographic grouping or a market segment. This typically involves age bands (as teenagers do not wish to purchase denture fixant), social class bands (as the rich may want . Available at: http://www.apta.org See .org. (networking) org - The top-level domain for organisations or individuals that don't fit any other top-level domain (national, com, edu, or gov). Though many have .org domains, it was never intended to be limited to non-profit organisations. RFC 1591. . Accessed October 1, 2005. (20) DeVellis RF. Scale Development: Theory and Application. 2nd ed. Newbury Newbury, town (1991 pop. 31,488), West Berkshire, S central England. In a farming region, Newbury trades in wool, malt, and farm products. Paper, furniture, and metal products are also made. In the Middle Ages the town was an important textile manufacturing center. Park, Calif: Sage Publications This article or section needs sources or references that appear in reliable, third-party publications. Alone, primary sources and sources affiliated with the subject of this article are not sufficient for an accurate encyclopedia article. ; 2003. (21) Bernard Ber·nard , Claude 1813-1878. French physiologist noted for his study of the digestive and nervous systems. HR, Ryan Ryan may refer to: Places
This article is about reference works. For the subnotebook computer, see .
Traditional analysis of firm-specific prospects for future earnings. It may be based on data collected by the analysts, there is no formal quantitative framework used to generate projections. . 2nd ed. Thousand Oaks Thousand Oaks, residential city (1990 pop. 104,352), Ventura co., S Calif., in a farm area; inc. 1964. Avocados, citrus, vegetables, strawberries, and nursery products are grown. , Calif: Sage Publications; 2000. (22) Cataldo EF, Johnson RM, Kellstedt KA, Milbrath LW. Card sorting as a technique for survey interviewing. Pub Opin Q. 1970; 34:202-215. (23) Coxon Coxon is a surname, and may mean
This page or section lists people with the surname Coxon. APM (Advanced Power Management) A programming interface (API) from Intel and Microsoft for battery-powered computers that lets programs communicate power requirements to slow down and speed up components. See ACPI. APM - Advanced Power Management . Sorting Data: Collection and Analysis. Thousand Oaks, Calif: Sage Publications; 1999. (24) Faiks A, Hyland Hyland can refer to any of the following:
(25) Nichols Nich·ols , Mike Originally Michael Igor Peschkowsky. Born 1931. German-born American stage and film director whose credits include The Odd Couple (1965) and the motion pictures Who's Afraid of Virginia Woolf? (1966) and DP. Choosing an intraclass correlation coefficient. SPSS A statistical package from SPSS, Inc., Chicago (www.spss.com) that runs on PCs, most mainframes and minis and is used extensively in marketing research. It provides over 50 statistical processes, including regression analysis, correlation and analysis of variance. Keywords Keywords are the words that are used to reveal the internal structure of an author's reasoning. While they are used primarily for rhetoric, they are also used in a strictly grammatical sense for structural composition, reasoning, and comprehension. , 67. Available at: http://www.ats.ucla.edu/STAT/spss/ library/whichicc.htm. Accessed May 23, 2006. (26) McGraw Mc·Graw , John Joseph Called "Little Napoleon." 1873-1934. American baseball player (1891-1900) and manager (1902-1932) of the New York Giants, which he led to 2,840 victories, including 10 pennants and 3 World Series championships (1905, KO, Wong n. 1. A field. SP. Forming inferences about some intraclass correlation coefficients. Psych psych also psyche Informal v. psyched, psych·ing, psyches v.tr. 1. a. To put into the right psychological frame of mind: Methods. 1996;1(1): 30-46. (27) Shrout PE, Fleiss JL. Intraclass correlations: uses in assessing rater rat·er n. 1. One that rates, especially one that establishes a rating. 2. One having an indicated rank or rating. Often used in combination: a third-rater; a first-rater. reliability. Psychol Bull. 1979;86:420-428. (28) Portney LG, Watkins MP. Foundations of Clinical Research: Applications to Practice. 2nd ed. Upper Saddle River Saddle River may refer to:
In 1913, law professor Dr. Health; 2000. (29) American Physical Therapy Association. Minimum required skills of physical therapist graduates at entry-level. Available at: http://www.apta.org/education. Accessed May 24, 2006. (30) Jensen GM, Gwyer J, Hack The source code of a program (noun); writing the source code of a program (verb). The phrase "nobody has a package for that; it must be done through a hack" means someone has to write programming code to solve the problem because there is no pre-written software that does it. LM, Shepard Shep·ard , Alan Bartlett, Jr. 1923-1998. American astronaut who on a 15-minute flight on May 5, 1961, became the first American in space. He also commanded the Apollo 14 mission to the moon (1971). Noun 1. KF. Expertise in Physical Therapy Practice. Woburn Woburn, village, England Woburn (w  `bərn), village, Bedfordshire, S central England. , Mass: Butterworth-Heinemann Butterworth-Heinemann was a UK-based international publishing company specialized in professional information and learning materials for higher education and professional training, in printed and electronic forms. It had publishing units in Oxford, UK and Boston, MA, USA. ; 1999.
(31) Atkinson Atkinson may refer to: Places In Canada:
(32) International Classification of Diseases (ICD). Available at: http://www.who.int/ classifications/icd/en/. Accessed October 31, 2006. (33) Healthcare Common Procedure Coding System (HCPCS). Available at: http://search. cms.hhs.gov/search?q=hcpcs&site=default _collection&output=xml_no_dtd&client= my_frontend&proxystylesheet=my_frontend &oe=UTF-8&bmG.x=11&btnG.y=10. Accessed October 31, 2006. (34) Current Procedural Terminology (CPT). Available at: http://www.ama-assn.org/ama/ pub/category/3113.html. Accessed October 31, 2006. DS Schafer, PT, PhD, is Professor and Associate Director, School of Physical Therapy, Texas Woman's University, Dallas Dallas, city (1990 pop. 1,006,877), seat of Dallas co., N Tex., on the Trinity River near the junction of its three forks; inc. 1871. The second largest Texas city, after Houston, and the eighth largest U.S. , TX 75235 (USA). Address all correspondence to Dr Schafer at: sschafer@twu.edu See .edu. (networking) edu - ("education") The top-level domain for educational establishments in the USA (and some other countries). E.g. "mit.edu". The UK equivalent is "ac.uk". . RB Lopopolo, PT, PhD, MBA MBA abbr. Master of Business Administration Noun 1. MBA - a master's degree in business Master in Business, Master in Business Administration , is Professor, Department of Physical Therapy, Arcadia University Arcadia University is a private liberal arts university located in Glenside, Pennsylvania, on the outskirts of Philadelphia. The university has a co-educational student population of 3,600. , Glenside Glenside may refer to the following places:
KA Luedtke-Hoffmann, PT, PhD, MBA, is Assistant Professor, School of Physical Therapy, Texas Woman's University, Dallas, Tex. [Schafer DS, Lopopolo RB, Luedtke-Hoffmann KA. Administration and management skills needed by physical therapist graduates in 2010: a national survey. Phys Ther. 2007;87:261-281.] All authors provided concept/idea/research design, writing, and data analysis. Dr Schafer and Dr Lopopolo provided data collection, project management, and fund procurement The fancy word for "purchasing." The procurement department within an organization manages all the major purchases. . Dr Schafer provided clerical support. The authors acknowledge the following physical therapist students who assisted with the pilot studies for this research: Aimee Aimee, or Aimée, is a female given name and a version of Amy. Both names come from Aimée, which means beloved/loved in French (for a female), from Old French amede, from Latin amāta, feminine singular past participle of Ahrons, Ryan Long, Tikisha Thomas (language) Thomas - A language compatible with the language Dylan(TM). Thomas is NOT Dylan(TM). The first public release of a translator to Scheme by Matt Birkholz, Jim Miller, and Ron Weiss, written at Digital Equipment Corporation's Cambridge Research Laboratory runs , and Tran Tran.
Table 1.
Distribution of Participant Sample by Location of Practice (N=417)
APTA
Region (a) (States Represented) Frequency % % (b)
East North Central (IL, IN, MI, OH, WI) 68 16.3 15.5
South Atlantic (DE, DC, FL, GA, 67 16.1 17.3
MD, NC, SC,VA, WV)
Pacific (AK, CA, HI, OR, WA) 58 13.9 14.7
Middle Atlantic (NJ, NY, PA) 50 12.0 14.4
West South Central (AR, LA, OK, TX) 47 11.3 8.5
West North Central (IA, KS, MN, 43 10.3 9.9
MO, NE, SD)
Mountain (AZ, CO, ID, MT, NV, NM, UT) 40 9.6 7.8
New England (CT, MA, RI, VT) 22 5.3 6.9
East South Central (AL, KY, MS, TN) 20 4.8 5.0
Other (PR) 2 0.5 n/a
(a) Same as regions used by the Commission on Accreditation in
Physical Therapy Education (CAPTE) (source: 2005 fact Sheet:
physical therapist education programs. Available at:
http://www.apta.org/AM/Template.Redirect.cfm&
TEMPLATE=/CM/ContentDisplay.cfm&CONTENTID=23836. Accessed
October 31, 2006). Missing states from this study were Maine, New
Hampshire, North Dakota, and Wyoming.
(b) 2005 American Physical Therapy Association (APTA) member survey
(N=8,309). (19) n/a=not applicable.
Table 2.
Educational Background of Study Participants
Frequency % APTA % (a)
Type of physical
therapist professional
education program completed
Baccalaureate 233 57.3 54.0
Master's 135 33.3 35.5
Doctoral 10 2.5 3.1
Other 28 6.9 7.4
Highest earned degree
Baccalaureate 113 27.9 37.3
Master's 204 50.4 47.9
Doctorate in physical therapy 39 9.6 7.4
Other doctorate 44 10.9 6.1
Other 5 1.2 1.3
(a) 2005 American Physical Therapy Association (APTA) member survey
(N=8,309). (19)
Table 3.
Years of Experience as a Physical Therapist as Compared With American
Physical Therapy Association Data (n=405)
Experience (y) Frequency % APTA % (a)
<2 14 3.5 1.1
2-6 66 16.3 20.7
7-11 63 15.6 17.4
12-16 50 12.3 14.4
17-21 54 13.3 12.7
22-26 60 14.8 12.7
26 98 24.2 21.0
(a) 2005 American Physical Therapy Association (APTA) member survey
(N=8,309). (19)
Table 4.
FINHOP (a) Categories and Definitions
Category Name Definition
Finance Planning, controlling the financial
operation of a business
Information management Managing tangible information
Networking Managing the interactions of various
individuals or groups
Human resource management Managing personnel who provide direct or
indirect service to customers
Operations Managing day-to-day nonpersonnel matters
within the organization
Planning and forecasting Being involved in determining the future
course of action for the organization.
(a) The acronym "FINHOP" represents the 6 categories of the
administration and management model.
Table 5.
Distribution of Therapists in Clinical Practice by Clinical Setting
and Primary Roles (a)
Clinical Setting Primary Role
Manager (b) Clinician (c) Total (%)
Inpatient, acute (d) 42 34 76 (27.0)
Outpatient, hospital 36 38 74 (26.3)
Outpatient, private 58 31 89 (31.7)
Community-based (e) 21 21 42 (14.9)
Total (%) 157 (55.9) 124 (44.1) 281 (100.0)
(a) [chi square]=5.28, df=3, P=.152.
(b) Engages in management and supervision activities some of the time
(may engage in patient care).
(c) Engages in patient care activities on a regular basis with no
management or supervision responsibilities reported.
(d) Includes acute care hospital, subacute care rehabilitation
hospital, skilled nursing facility/extended care
facility/intermediate care facility.
(e) Includes health and wellness facility, industry, home care,
school system.
Table 6.
Internal Consistency Reliability Coefficients of Administration and
Management (FINHOP (a)) Categories
FINHOP N No. of Mean Median
Category Items (SD)
Human resource 343 31 5.47 (0.05) 5.61
management
Information 402 7 5.29 (0.05) 5.57
management
Operations 387 20 5.19 (0-05) 5.30
Networking 401 8 4.95 (0.05) 5.00
Planning and 379 27 4.52 (0.06) 4.70
forecasting
Finance 374 28 4.55 (0.07) 4.64
FINHOP Reliability
Category Coefficient (b)
Human resource .958
management
Information .871
management
Operations .957
Networking .872
Planning and .980
forecasting
Finance .985
(a) The acronym "FINHOP" represents the 6 categories of the
administration and management model.
(b) Cronbach alpha.
Table 7.
Factor Structure and Descriptive Statistics for 16 Administration
and Management Skill Groups
FINHOP (a) Skill Group (Factor) N %
Category Variance
Explained (b)
Human resource 343
management
Leading and directing (1) 46.9
Personnel 8.4
management (2)
Self-management (3) 5.8
Ethics and culture (4) 4.2
Information Information 402 56.9
management management (1)
Operations 387
Operational analysis (1) 55.2
Operational 10.1
management (2)
Compliance (3) 5.6
Quality and risk 4.5
management (4)
Networking Networking (1) 401 53.5
Planning and 379
forecasting
Strategic planning and 65.8
marketing (1)
Environmental 5.5
assessment (2)
Practice analysis (3) 3.9
Finance 374
Financial analysis and 70.6
budgeting (1)
Reimbursement review 9.1
and analysis (2)
Coding (3) 5.7
FINHOP (a) Skill Group (Factor) Mean Median Mini-
Category (SD) mum
Human resource
management
Leading and directing (1) 5.3 (1.1) 5.4 1.5
Personnel 5.0 (1.2) 5.1 1.2
management (2)
Self-management (3) 6.2 (0.7) 6.5 2.7
Ethics and culture (4) 6.0 (1.0) 6.3 1.3
Information Information 5.3 (1.1) 5.6 1.6
management management (1)
Operations
Operational analysis (1) 4.9 (1.2) 5.0 1.1
Operational 4.8 (1.3) 5.0 1.0
management (2)
Compliance (3) 6.2 (0.9) 6.5 1.3
Quality and risk 5.2 (1.1) 5.3 1.8
management (4)
Networking Networking (1) 5.0 (1.1) 5.0 1.8
Planning and
forecasting
Strategic planning and 4.4 (1.2) 4.5 1
marketing (1)
Environmental 4-3 (1.3) 4.3 1
assessment (2)
Practice analysis (3) 4.9 (1.2) 5.1 1
Finance
Financial analysis and 4-3 (1.4) 4.4 1
budgeting (1)
Reimbursement review 4.8 (1.4) 5.0 1
and analysis (2)
Coding (3) 5.6 (1.3) 6.0 1
FINHOP (a) Skill Group (Factor) Maximum Reliability
Category Coefficient (c)
Human resource
management
Leading and directing (1) 7 .954
Personnel 7 .933
management (2)
Self-management (3) 7 .764
Ethics and culture (4) 7 .778
Information Information 7 .871
management management (1)
Operations
Operational analysis (1) 7 .952
Operational 7 .911
management (2)
Compliance (3) 7 .820
Quality and risk 7 .883
management (4)
Networking Networking (1) 7 .872
Planning and
forecasting
Strategic planning and 7 .969
marketing (1)
Environmental 7 .950
assessment (2)
Practice analysis (3) 7 .925
Finance
Financial analysis and 7 .988
budgeting (1)
Reimbursement review 7 .991
and analysis (2)
Coding (3) 7 .926
(a) The acronym "FINHOP" represents the 6 categories of the
administration and management model.
(b) Percentage of variance within the category.
(c) Reliability coefficient based on Cronbach alpha.
Table 8.
Administration and Management Skill Groups From Highest to Lowest
Median Scores
FINHOP (a) Skill Group
Category
Name Median (b) No. of Items
Human resource Self-management 6.50 6
management
Operations Compliance 6.50 4
Human resource Ethics and culture 6.33 3
management
Finance Coding 6.00 4
Information Information 5.57 7
management management
Human resource Leading and 5.42 12
management directing
Operations Quality and risk 5.25 4
management
Planning and Practice analysis 5.14 7
forecasting
Human resource Personnel 5.10 10
management management
Networking Networking 5.00 8
Operations Operational analysis 5.00 8
Operations Operational 5.00 4
management
Finance Reimbursement 5.00 6
review and
analysis
Planning and Strategic planning 4.54 13
forecasting and marketing
Finance Financial analysis 4.39 18
and budgeting
Planning and Environmental 4.29 7
forecasting assessment
(a) The acronym "FINHOP" represents the 6 categories of the
administration and management model.
(b) Based on a 7-point Likert-type scale, where 1=no knowledge or
skill required and 7=independent performance of skill with substantial
knowledge.
Figure 3.
Survey scoring system.
LEVEL OF SKILL None Need Substantial Need Limited
Assistance Assistance
LEVEL OF None Minimal Limited Substantial
KNOWLEDGE
Score 1 2 3 4 5 6
LEVEL OF SKILL Perform
Independently
LEVEL OF KNOWLEDGE Substantial
Score 7
|
|
||||||||||||||||
is true for sufficiently large
Printer friendly
Cite/link
Email
Feedback
Reader Opinion