Posted: May 24th, 2022

Hypothetical implementation and evaluation analysis

 

 

 

Hypothetical implementation and evaluation analysis plan of nursing shortage

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Abstract
The nursing profession continually faces shortages because of inequitable distribution of the workforce, high turnover, and limited potential of educators, among other factors. This work aims to reduce home nurse turnover rates from 33% to 13% in the next two months. To learn more about the present rate of nurse shortage and turnover in health institutions, nurse leaders will be polled and taught about the reasons for the nursing shortage and how to deal with high turnover rates. Clinic administrators face a nursing shortage and a scarcity of suitably qualified personnel, and significant turnover in the sector. Developing a strategic plan to solve nurse shortage is critical in today’s healthcare environment if one is to address current concerns and challenges effectively while also anticipating and addressing those that may occur in the foreseeable future.

 

 

Keywords: Nursing Shortages, healthcare, workplace, better performance, improvements, quantitative and qualitative measures.

Literature Review
Significance of the study
Developing a strategic plan to solve nurse shortage is critical in today’s healthcare environment, which is hit by a constant and high nurse turnover rate and low recruitment of new professionals. Suppose one is to address current concerns and challenges of the nursing department effectively while also anticipating and addressing those that may occur in the foreseeable future. There is a need to understand the factors that lead to the challenges in that case. These challenges are two majorly; shortage of nurses and a high turnover rate. Various factors influencing nurse shortage are increased nurse-to-patient ratios, an aging retiring workforce, and staff burnout (Haddad et al., 2020). Nurses make up more than half of the fitness industry’s workforce globally. Although disproportionality will impact countries like Africa, a 9 million scarcity forecast in 2014 is likely to be decreased by 2030 by using million. The aim is to explain a comprehensive strategy for dealing with the nursing workforce gap and turnover to reduce nurse turnover rates in homes from 33% to 13% in the next two months.
Nurses are the most critical institution of health care workers delivering direct impacted person care in hospitals, according to an Institute of Medicine report, and the quality of care offered to clinic patients is closely connected to the overall performance of nursing staff. Due to a nursing shortage, patient waiting times are lengthened, readmissions are raised, and work shifts are extended. Solving the nurse shortage and reducing the nurse turnover rate will help address the challenges that the inadequate number of nurses has imposed. Allocation of more finance to the nursing department is required as part of the solution to addressing the shortage.
One of the most tragic consequences of the nurse shortage and lack of healthcare specialists is caused by high turnover rates in inpatient death. Several studies have discovered a correlation between understaffed facilities and higher fatality rates. Nurse burnout among the final nurses and healthcare specialists is another factor. As many nurses leave their jobs, others are left to pick up the slack. Furthermore, patients who do not receive proper nursing care are forced to stay longer in the facility and are far more inclined to re-admit due to their poor experience. The number of people in need of emergency care is likewise rising. Increased wait times impact the quality of patient treatment across the country. Regrettably, the treatment of most of those affected is now in peril. A nurse who is burned out or feels underappreciated at work is more likely to make mistakes that may have been prevented.
When dealing with the nursing shortage, there are several factors to consider. First, as the population rises, the demand for healthcare services and labor will rise. The majority of this group consists of toddler boomers who require a great deal of scientific assistance. An increase in hospital patients is the primary reason for the developing nursing shortage (Armmer, 2017). An aging population of 75 million “Baby Boomers” continues to drive the demand for healthcare services, with 80 percent suffering from at least one chronic illness. The opioid crisis has also increased the nurse shortage. In only one year, about one million people were admitted to hospitals or treated in emergency departments due to opioid-related diseases. Nurse shortages are wreaking havoc in hospitals and clinics all around the country. Seventy thousand nurses retire each year, implying that by 2030, one million nurses will have retired, leaving the workforce with years of experience and knowledge (Jarrar et al.2018).

A strategic plan must be established to address the identified challenges. In order to address the nursing shortage, states have to begin creating and passing nursing-laws related bills. States and legislators have been working together to develop ways to get around legal restrictions on the patient-to-nurse ratio, ensuring that nurses are not overworked and reducing the risk of hospital overcrowding. Conclusion: there are options to help cutting-edge staff be more efficient in their work responsibilities and solutions to help the healthcare team flourish. To make their duties easier; several healthcare facilities attempt to build an age in which nurses can lean for assistance (Abhicharttibura et al. 2017).
Furthermore, because around 0.33 percent of the nurse workforce is above the age of fifty, the average age of a full-time nursing university is 40 and half years. A physically demanding profession, nursing should deal with this challenge by testing the new generation (Jarrar et al., 2018). The speed at which they switch from one activity to another is unexpectedly high. Listed below are a handful of essential concepts in the framework. To support and develop the abilities and knowledge of new workers, establishing a mentorship program is recommended. When a facility aids a recent graduate in making the transition from school to independent practice, positive outcomes can be obtained. When experienced employees are involved in developing new employees’ skills and knowledge, employee retention is ensured.
In addition, experienced employees are given a renewed sense of importance and accomplishment due to the advancement of new employees’ skills and knowledge (Schroyer, Zellers, & Abraham, 2020). This helps to create a welcoming and joyful workplace environment, which helps to increase employee recruitment and retention efforts. Aside from that, this paper will identify key individuals who will play a significant role in the process and the organization’s assessment and the strategic planning’s most essential goals and targets.
Problem statement
The nursing team’s planning is the first severe issue. In comparison to scientific manpower planning, national workforce planning is an inexact technique rarely used in nursing. To prepare for solutions, you must first understand the problem’s dimensions, which are confined by massive proof gaps in the case of nursing. For example, on a national level, nursing team staff data is frequently incomplete and dependent on historical data rather than estimates. The WHO decision on human resources for health in 2016 encourages all countries to have fitness group of workers-related planning mechanisms, and the WHO Secretariat has received countrywide fitness group of workers bills with middle indicators, such as the nurse-to-population ratio, for annual submission. This may be considered the bare minimum for benchmarking rather than proactively anticipating future nurse demand, supply, and delivery and adopting steps to close the gap or shortfall. As a result, the next gap emerges in the evidence that should be used to guide future planning decisions.
The problem is linked to healthy people 2020. The Healthy People 2020, an effort of the federal government, strives to make the United States a healthier country. Its a declaration of national fitness goals to identify the most severe preventable fitness issues and establish national goals to address them. This is a strategic plan which can help solve the nurse shortage and reduce the turnover rate as they are the best fit and professional individuals prescribed to offer fitness services and advice.
Aim Statement
The research aims to reduce nurse turnover rates in homes from 33% to 13% in the next two months. This will help improve the service delivery and as well minimize nurse workload. The department will devise creative and inventive methods of enticing nurses to join it and providing additional allowances.

Prediction
There will be a reduction in nurse turnover rates within two months from three nurses per month to one nurse per month.

Description of Project
To understand more about the present rate of nurse shortage and turnover in health facilities, nurse leaders are to be surveyed and educated on the reasons for the nursing shortage and how to deal with high turnover rates.
Fishbone diagram

Nurse unions&leadership Lack of motivation
Hiring international nurses hiring counselors overworking
Hiring interns encouraging nursing-related courses uptake a low nurse-patient rate.
Nursing shortage and nurse turnover rate Career change
Financial support
Effective legislation retiring aging
Burn out technology use

Fig1. Fishbone diagram

 

Nursing shortage and nurse turnover rate
Healthcare personnel has been singled out for closer scrutiny, which has been long overdue and has largely occurred during the COVID-19 outbreak. As a result of the increased scrutiny, the nurse shortage, which began in 2012 and is expected to last until 2030, has gained more attention. The disparity is related to a number of variables, including increased healthcare demand across the country. As the largest generation, the baby-boom generation, aged, the healthcare system will be put under unprecedented strain, requiring nearly one million additional nurses by 2030. (Jarrar et al., 2018). Nurses play an important role in the healthcare team. According to studies, hospitals and other healthcare facilities with the most nurses increase patient safety, death rates, and overall patient outcomes. Unfortunately, finding enough nurses to care for patients is not always straightforward. There has been a severe nursing shortage for almost a decade. The shortfall is expected to last for several more years. By 2030, over 1 million new registered nurses (RNs) may be needed to meet rising healthcare demands. In addition to newly created opportunities, jobs for nurses who are expected to retire or leave the profession may need to be replaced. (Armmer, 2017).
Moreover, registered nurse turnover is a crucial indicator of the nurse labor market. Despite its widespread usage as a benchmark for fitness-care device analysis, the definition of turnover may be inconsistent. There are a variety of causes that contribute to high nurse workforce turnover, resulting in a nursing shortage in hospitals. Supervisors and Management should be noticeable and accessible to their businesses, as well as they should also seek effort from nurses on serious labor matters (Squires et al., 2017)
There is no way to reduce the demand for healthcare, unlike many other industries that are suffering workforce shortages. Certified nurses will always be required in hospitals and other healthcare facilities. Unfortunately, the fact that scarcity persists causes many issues, including Burnout among nurses is a big issue (Squires et al., 2017). Nursing shortages are both a cause and a symptom of Burnout. Understaffed nursing gadgets add to the stress and pressure on nurses. The mental and physical toll of this stress can soon lead to Burnout.
There have been instances where patients have had to wait longer for care. Patients would have to wait longer due to a shortage of nursing workers at healthcare facilities. When visiting more patients, nurses are usually rushed and anxious. Patient satisfaction may suffer as a result, and patient outcomes may suffer. Errors in medication and deaths as a result of them. Patient care and safety increase when the correct amount of nurses are on staff. When centers are understaffed, errors in medicine and other forms of care delivery are significantly more often. These errors will have far-reaching ramifications.
Nursing shortages are caused by various factors, which everyone wishes to address. We’ll need more than one solution to deal with this complex situation. Some actions you could take are as follows: There are various academic options accessible. Nursing programs can attract more students by providing options that make it easier for aspiring nurses to get the training. Encourage and encourage college students to obtain a bachelor’s degree and continue their education, as this is a crucial step in preparing trained nurses.
Additionally, online learning options and flexible scheduling may make college more accessible to a broader spectrum of students. Nurses’ Management has been improved. Nurses can advance their careers by working in management positions in healthcare facilities. Nurses in those roles with greater experience can teach and train more junior nurses and demonstrate to new graduates a feasible career path. They might be able to develop software and processing equipment to help in nurse recruitment and retention.
Advocacy. By promoting healthcare guidelines, nurse advocacy groups can assist in creating solutions to address the nursing shortage and nurses’ aims. Regulations governing the number of nurses required in healthcare institutions may help to improve nurse training and recruiting. Improved staffing practices can also aid in the recruitment of new nurses by establishing a welcoming environment for today’s nurses. Furthermore, mentorship programs boost employee satisfaction and retention in fundamental processes. For instance, Health Centers in Indianapolis and Francis Hospital established a mentor and preceptor drive to help fresh graduate nurses through their first year, dropping turnover by about 20% in two years (Lockhart, 2020). One of the most commonly reported causes of nursing turnover is shift length, with 12-hour periods being a retention difficulty for employers. Interactions, which include peer-to-peer connections on the unit and rapport with nurse leaders, staffing, and personal chores, according to Becker’s Hospital Review, are the three top reasons for nursing turnover. Although the turnover cycle may appear scary, some strategies might help reduce turnover and increase nursing practice satisfaction.
Measure
Increased workplace elasticity is one of the solutions being considered to address the nursing shortage.
When nurses can work in a relaxed environment, they will be able to do their best work (Winter & Thiel, 2020). In addition to nursing, nurses will be encouraged to explore other interests.
The Career Progression initiative, which encourages more nurses to enroll in degree programs, can also help close the gap between patients and nurses. If 80 percent of nurses participate in degree programs, the gap between patients and nurses will be narrowed.
Financial support to the nursing sector to aid in the recruitment of more nurses
Utilization of technology to ease the work of nurses.
Categories:
Different measures are maintained by the categories, including balance, process, and outcome, to improve the overall performance of a health facility.
Outcome
Measure Name Operational Definition Data Collection Plan
The number of standards for protecting nurses’ well-being in the workplace is significant. In two months, it will assess the progress made. Information about patients’ health and well-being will be gathered from service providers and patients themselves. The outcome will be increased concentration at work, which will improve their productivity when attending to patients.

 

Process
Many nursing activities, such as involving clinical nurses in high-quality work and performance, have increased dramatically. Over the next two months, it will help enhance the system by reducing nursing shortages (Shoqirat et al., 2019). In addition to data collecting, nurses and other care workers will be encouraged to improve their work.

Balance
Changing the length of stay in the labor supply and service delivery industries is frequent. Over the next two months, it will have a detrimental impact on the institution’s performance. Patients and healthcare professionals will collect the information to understand the potential hazards, reducing nurse shortages in the United States.

The nursing shortage has a detrimental influence on the industry, as it deprives both service providers and patients of the ability to deliver quality care. The action described above will favorably affect the sector by encouraging it to raise its health standards.
Nursing Shortage
Priorities
Communication and establishing a mentorship program have been identified as the two most important goals. To retain nurses, they must be happy in their jobs, significantly influenced by the organization’s communication structure (Jarrar et al., 2018). Allowing for proper communication where nurses are given equal opportunity of airing their views improves their love for their work. As a result, an organization that qualifies for accessible communication among the nurses without business will have a low nurse turnover rate and solve the shortage. As nurse leaders, managing conflict and deterring negative behavior sets the tone for workers, establishing an open and honest communication culture. When implemented correctly, a person-centered framework encourages open communication, empowers staff to participate actively in decision-making, fosters empathy for patients, and provides complete care (McCormack & McCance, 2017). This is a concise overview of a couple of the framework’s most important concepts.
It is viable to support and increase the expertise and abilities of new employees by implementing a mentorship program. When a facility aids a recent graduate in making the transition to independent practice, positive outcomes are attained. Mentoring new employees increase employee retention and instill a sense of responsibility and accomplishment for inexperienced employees due to new employees’ skill and knowledge progression (Schroyer, Zellers, & Abraham, 2020). This encourages a friendly and joyful work environment, which helps to increase employee recruitment and retention.

 

Fig Pick chart diagram

 

 

Fig 1: PDSA diagram

Plans
In recent years, there has been a severe nursing shortage that has affected all hospitals. It has advanced to the point where it has a considerable effect on healthcare services. Because fewer people are interested in pursuing medicine and nursing degrees, most hospitals are likely to suffer nurse shortages (Scheidt et al., 2021). However, if numerous steps are implemented to ensure adequate health personnel in the facilities, the problem can be resolved. Developing unique and creative methods to encourage students to pursue nursing courses and subsequently join the nursing workforce is essential in combating such challenges. A lack of interest, negativism, active resistance, and distraction are all factors in nursing shortages that contribute to changes in the profession. Introduce cultures that support and reward difference, establish a practical and operational leadership structure, and choose a path for practice management. These are the main aspects required for transformation to take hold. To transition from a gratifying culture to a culture that is ready to change, health institutions must foster a culture of readiness (winter et al., 2020). Proper communication is one of the methods by which changes are implemented. When there is a difference, effective and ongoing communication is essential, and it should take place at all levels, including the individual, the strategic, and the tactical.
Formation of a nurses’ union should be created. This will help them fight for their rights and be a negotiator on behalf of the nurses. Nurses’ unions fight for those who work in the medical field’s rights. Patients will benefit immediately from several union points, advancements, and acceptable personnel ratios and safety equipment. Being a member of a nurse union positively impacts both men’s and women’s outcomes.
It is increasing of nurse-patient ratio. A nurse-patient ratio is a factor that has led to a high turnover rate as a nurse could feel overworked. Having an average nurse-patient balance will help improve the services offered and reduce the turnover rate.
As a result of increased demand for healthcare services and rising costs of providing those services, healthcare spending has hit a low point. It could help solve nursing staffing concerns, increase employee utilization, and improve overall outcomes.
Nurse staffing is essential for patients and the care experience; secure nurse staffing equals better patient outcomes; and top-of-the-line staffing reduces nurse turnover and, as a result, the cost of care, as advocated by both nurses and finance professionals, namely: nurse staffing is essential for patients and the care experience; secure nurse staffing equals better patient outcomes; and top-of-the-line staffing reduces nurse turnover and, as a result, the cost of care, as advocated by
.
Do
Change can be implemented in various ways, including building a team culture, providing feedback and positive reinforcement, and recognizing and empowering champions. This knowledge is essential in understanding why the nursing shortage has become a problem, how it may be alleviated, and what types of on-demand nurses exist. Participants in this course should consider how a nursing shortage affects both the quality of care offered to patients and the workforce issues faced by medical experts. A nurse’s working environment should allow them to be flexible without feeling pressured; this encourages nurses to engage in activities in which they have established a particular passion. Nurses with more experience are more likely to enroll in degree programs to bridge the gap between patients and healthcare professionals.
Because it promotes good communication between patients and clinicians, data gathering on the scarcity of healthcare workers is critical. Providing a profound insight into a specific scenario also improves the overall quality of patient treatment. It contributes to understanding and identifying the country’s healthcare service needs. Good data ensures that policy, practice, and planning are in sync with the country’s needs to achieve equity in medical services. The National Institute for Health Research and Quality is in charge of gathering and analyzing information about nursing shortages. A variety of methods such as observations, interviews, and examinations can be used to collect data by the agency. If a nurse is communicating with the support personnel, it is possible to notice this.
Medical institutions and nurses should be prepared to adapt to the changes occurring in their field of expertise. Their acceptance of differences that arise from their pleased culture and adoption of the culture of readiness is predicted to aid in the resolution of the nursing shortage crisis. Because it is the most effective method of addressing the growing number of problems in healthcare facilities, this option has been selected. Patient equity and access to high-quality healthcare are critical, and the nation requires a sufficient number of nurses who have received appropriate training to provide efficient services (Galako & Molchanova, 2019). It has been discovered that literature to support nursing readiness for change recommends that nurses promote internal career paths, encourage nurses to continue their education, provide nurse resources for professional development, and consider on-site partnership plans. Because of a lack of nurses, the mortality and morbidity rates are high, and there are more mistakes made because the staff-to-client ratio is lower than it should be. Nurses are disgruntled and suffer from Burnout, while the clients suffer from high death rates in their care.

Study
In terms of the nurse shortage, there is no difference between the data collected and the predictions made. Without addressing these challenges, countries would continue to face insufficient nurses to provide medical services. It appears from a reflection on what has been learned that most people are unsatisfied with their jobs and have little interest in pursuing nursing-related causes. Cultural factors, employee unhappiness, and how the nursing staff is handled all contribute to the current state of affairs in the medical industry. Leaders should devote more time and resources to ensuring that patients are adequately cared for and attended to in healthcare facilities.
Nurse aggressive opposition, diversions, resentment, and a lack of passion in medical courses are potential transformation barriers. It is possible to solve the problem by utilizing the theory of change by ensuring that employees are prepared to adopt a changing culture while training and rewarding nurses for their efforts (Shoqirat et al., 2019). Nurses’ leadership support, strong demand for nurses, insecure leadership facilities, and reluctance are some of the significant roadblocks recognized. There is also a lack of support for the champions and a failure to provide the nurses with positive outcomes and feedback.

Act
Adopting nursing shortage concepts is crucial since it will help resolve difficulties that most healthcare facilities face and identify why most people lose interest in nursing-related activities. However, to assist both clients and nurses, the agency needs to do extensive research on a big scale. Most hospitals are experiencing a nursing shortage, and they need to develop a change theory to address the national issue. Researchers have discovered why people are discouraged from pursuing nursing causes and how nursing professors might encourage nurses to be passionate about their careers. It is vital to recognize and encourage nurses and ensure that their safety and requirements are addressed. Providing a solution to the hurdles that prevent people from adopting the change theory ensures that people are interested in their profession and do not become distracted from their work. To guarantee that the requirements of both nurses and clients are addressed, the leadership must remain stable.

Kurt Lewin’s unfreeze change refreeze theory on nursing shortage.
Before deploying extrude, nurses might utilize Lewin’s Change Management concept to guide them through the transitions and identify areas of strength and resistance. If there is no foundation for direction, new technology can lead to workarounds that endanger the safety of those who are affected. According to Lewin, people and groups are motivated by restraining forces or limits that counterbalance efforts to maintain the status quo and parties, or tremendous forces for extruding, that push inside the course that causes extra due to occurs theory.
Driving forces (Resistance (legislations, motivation,
Driving force Resistance

 

 

 

Adapting organizational structures necessitates a good knowledge of many technical principles. In the context of human behavior, understanding a diversity of alternative concepts can help implement, manage, and compare change. Nurses are the most significant organization of health care workers providing direct patient care in hospitals, according to an Institute of Medicine research, and the quality of patient care is strongly linked to the overall performance of nursing staff. The three main components of the Change Theory are riding forces, restraining forces, and balance. People who push for extradition are referred to as driving forces. Extradition is facilitated by directing the patient in a particular direction.
Personal conflict among the nurses emerges to be behind a force that contributes to the turnover rate. People who seem to be having personal conflicts lose hope in their careers and boors out. As a result, the turnover rate increased, and the nurse shortage expanded. To address this, the nursing sector is to be funded to employ counselors who will be able to help nurse individuals resolve personal conflicts. Furthermore, Lewis’ theory of change is applied to resolve career change in the nursing department by employing strategies such as better pay and the introduction of leaf days to make the profession interesting, thereby attracting more to undertake nursing shortage.
In the case of factors forcing nurses to want to quit their jobs, and subsequent application of resisting forces to prevent them from leaving, help attain equilibrium level and thus achieve the required reduction of nurse turnover rate from 33% to 13% in two months.

 

 

 

 

 

 

Conclusion
The nursing shortage and turnover is a vice that should be addressed. According to the findings, the nursing shortage is a problem that must be addressed to achieve universal health coverage. Employees are considerably more likely to be emotionally and psychologically healthy if they feel valued and wanted as part of a team. Nurses that are happy and healthy have a better work environment and provide the best possible care to their patients. Administrators should start by figuring out what makes their facility unique. There is a high level of gaming discipline across the country. Management is upfront and honest about what’s going on inside the facility, including construction logistics, hospital finances, and strategic goals. Employees will feel like they are a part of the selection process if these center statistics are made public. Therefore, the discussed factors will improve the nursing shortage and reduce the turnover rate, encouraging more individuals to venture into the field and thus address the need for palliative and home-based care.

 

 

 

 

 

 

 

References

 

 

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Abhicharttibutra et al. (2017). Analysis of a government policy to address nursing shortage and nursing education Quality.
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Galako, T., & Molchanova, E. (2019). Solving the problem of personnel shortage through the optimization of psychiatric education. https://doi.org/10.26226/morressier.5d1a036e57558b317a13feb8
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Scheidt, L., Heyen, A., & Greever-Rice, T. (2021). Show me the nursing shortage: Location matters in Missouri nursing shortage. Journal of Nursing Regulation, 12(1), 52-59. https://doi.org/10.1016/s2155-8256 (21)00023-5
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We check all papers for plagiarism before we submit them. We use powerful plagiarism checking software such as SafeAssign, LopesWrite, and Turnitin. We also upload the plagiarism report so that you can review it. We understand that plagiarism is academic suicide. We would not take the risk of submitting plagiarized work and jeopardize your academic journey. Furthermore, we do not sell or use prewritten papers, and each paper is written from scratch.

When will I get my paper?

You determine when you get the paper by setting the deadline when placing the order. All papers are delivered within the deadline. We are well aware that we operate in a time-sensitive industry. As such, we have laid out strategies to ensure that the client receives the paper on time and they never miss the deadline. We understand that papers that are submitted late have some points deducted. We do not want you to miss any points due to late submission. We work on beating deadlines by huge margins in order to ensure that you have ample time to review the paper before you submit it.

Will anyone find out that I used your services?

We have a privacy and confidentiality policy that guides our work. We NEVER share any customer information with third parties. Noone will ever know that you used our assignment help services. It’s only between you and us. We are bound by our policies to protect the customer’s identity and information. All your information, such as your names, phone number, email, order information, and so on, are protected. We have robust security systems that ensure that your data is protected. Hacking our systems is close to impossible, and it has never happened.

How our Assignment  Help Service Works

1.      Place an order

You fill all the paper instructions in the order form. Make sure you include all the helpful materials so that our academic writers can deliver the perfect paper. It will also help to eliminate unnecessary revisions.

2.      Pay for the order

Proceed to pay for the paper so that it can be assigned to one of our expert academic writers. The paper subject is matched with the writer’s area of specialization.

3.      Track the progress

You communicate with the writer and know about the progress of the paper. The client can ask the writer for drafts of the paper. The client can upload extra material and include additional instructions from the lecturer. Receive a paper.

4.      Download the paper

The paper is sent to your email and uploaded to your personal account. You also get a plagiarism report attached to your paper.

PLACE THIS ORDER OR A SIMILAR ORDER WITH US TODAY AND GET A PERFECT SCORE!!!

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