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Guideline 1: A needs assessment may include analysis of: • Underlying causes of a concern (e.g. root-cause or gap analysis) • Strengths, weaknesses, opportunities, and threats (SWOT) • Surveys of stakeholders, participants, clinicians, and educators • Outcome data (e.g. from pilot testing; previous SBE's; aggregate healthcare data) • Standards (e.g. certifying bodies, rules and regulations, protocols) Guideline 2: The needs assessment includes an examination of knowledge, skills, attitudes and/or behaviors of individuals; organizational initiatives; systems analysis, clinical practice guidelines, quality improvement programs, and/or patient safety goals. The results of the assessment may assist designers to create innovative and interactive experiences, which address the identified needs in order to: • Enhance curriculum in the classroom and/or clinical areas • Provide opportunities for standardized clinical experiences • Address competencies • Improve quality of care and patient safety • Improve readiness for clinical practice Criterion 2. Measurable Objectives Guideline Statement: Objectives are designed to address identified needs from a broad to specific scope. Prior to the development of the clinical scenario or case, measurable objectives are determined from the needs assessment to drive the design. The facilitator assumes responsibility for guiding the achievement of the full set of objectives throughout the SBE. For specific information see INACSL SOBP: Standard III:

Mentoring is important in the career development of novice and experienced nurses. With the anticipated shortage in nursing, it is important to explore factors such as mentoring that may contribute to career satisfaction and intent to stay in the profession. This study explored the effects of mentoring on career satisfaction and intent to stay in nursing, and the relationship between career satisfaction and intent to stay in nursing. It was conducted through a mailed survey of RNs 55 years or younger currently in practice, education, administration, or research. Career satisfaction was measured through the use of the newly developed Mariani Nursing Career Satisfaction Scale. Findings revealed no statistically significant effect of mentoring on career satisfaction and intent to stay in nursing. There was a statistically significant relationship between career satisfaction and intent to stay in nursing. The majority of nurses reported participating in a mentoring relationship. Although the findings related to mentoring, career satisfaction, and intent to stay were not statistically significant, there was a prevalence of mentoring in nursing, thus suggesting the need for future research to identify outcomes of mentoring. In addition, the study contributed a newly developed instrument to measure the concept of career satisfaction in nursing.

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