Clinical Ladder Program Evolution: Journey from Novice to Expert to Enhancing Outcomes

Burket, Tamara L.; Felmlee, Margaret; Greider, Penelope J; Hippensteel, Dawn M; Rohrer, Elizabeth A; Shay, Matt

doi:10.3928/00220124-20100503-07

Cited by 30 publications

(19 citation statements)

References 7 publications

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“…Unlike the scarcity of published inquiry into NP role development, the registered professional nurses’ (RN) role development has been associated with Benner's () novice to expert nursing model, with respect to professional and educational initiatives. The development of clinical ladder advancement for staff nurses (SN) promoted RN role development, increased job satisfaction, and decreased turnover (Burket et al., ; Goodloe et al., ; Korman & Eliades, ; NYUHC DON, ). The SN Clinical Ladder Program and the Staff Nurse Residency Program, developed in the 1970s at New York University Medical Center (now NYUHC), therefore lent support for the creation of an NPCL Advancement Program for the NPs at NYUHC.…”

Section: Review Of the Literaturementioning

confidence: 99%

“…The NCPL Advancement program will provide the framework for NP clinical practice acknowledgment, and provide the foundation for diverse NP role development and health outcomes achievement. Additionally, the NPCL will foster novice to expert‐advanced nursing practice, mentorship, and collegiality that contribute to nursing excellence and innovation (Brown‐Benedict, ; Burket et al., ; Robb, ).…”

Section: Program Outgrowthsmentioning

confidence: 99%

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Knowledge translation: A Nurse Practitioner Clinical Ladder Advancement Program in a university-affiliated, integrated medical center

Paplanus

Bartley-Daniele

Mitra

2014

Journal of the American Association of Nurse Practitioners

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Purpose A Nurse Practitioner Clinical Ladder (NPCL) Advancement Program was designed to recognize and reward advanced nursing practice and promote nurse practitioner (NP) retention at New York University Hospitals Center (NYUHC). Data sources Search of published and gray literature was conducted. Electronic databases included CINAHL, Medline, PubMed, Cochrane Library of Systematic Reviews, and the Joanna Briggs Institute. Conclusions The NYUHC NPCL Advancement Program incorporated its current Staff Nurse Clinical Ladder, previous NP promotional program literature, and NP role competencies to support the Advanced Practice Nursing Clinical Ladder Program. The NPCL is supportive of professional development, performance evaluation, clinical practice excellence, job satisfaction, and NP retention. Program outgrowths include a progressive model of NP clinical practice, a formal NP mentoring program, NP leadership, and research opportunities. Implications for practice Organizational commitment to a structured NPCL Advancement Program is critical for NP professional development, evolving role responsibilities, and job satisfaction. The NPCL Advancement Program provides requisite structures and processes supportive of clinical excellence. The development of the NPCL has highlighted the need for structured NP orientation and mentorship, knowledge translation, and leadership programs to meet the professional needs of NPs in diverse clinical settings.

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Section: Review Of the Literaturementioning

confidence: 99%

Section: Program Outgrowthsmentioning

confidence: 99%

Knowledge translation: A Nurse Practitioner Clinical Ladder Advancement Program in a university-affiliated, integrated medical center

Paplanus

Bartley-Daniele

Mitra

2014

Journal of the American Association of Nurse Practitioners

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“…With successful retention, this wave of NLRNs will be able to be competent, expert nursing leaders needed during the peak of the shortage (Kowitlawakul, 2013). If these efforts are successful, nursing practice and patient outcomes improve (Burket, Felmlee, Greider, Hippensteel, Rohrer, & Shay, 2010). During the transition to greater accountable, nursing, and results-based care, not only will patient outcomes be improved if greater retention occurs, but healthcare systems will theoretically have improved reimbursement rates.…”

Section: Background and Significancementioning

confidence: 99%

The Role of Preceptorship and Group Cohesion on Newly Licensed Registered Nurses' Satisfaction and Intent to Stay

Bontrager¹,

Hart²,

Mareno³

2016

J Contin Educ Nurs

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Background: Thirteen percent of newly licensed registered nurses (NLRNs) vacate their first job after 1 year, and 37% report that they feel ready to change jobs. Turnover can lead to consistent and detrimental nursing shortages in nursing units, as well as increased costs for health care systems. Method: A descriptive, prospective, cross-sectional design was used to understand how preceptor role effectiveness and group cohesion affect NLRNs' satisfaction and intent to stay. Results: NLRNs reported high levels of perceived preceptor role effectiveness, group cohesion, and job satisfaction, with only moderate levels of intent to stay. Statistically significant relationships were found among preceptor role effectiveness, job satisfaction, and intent to stay, as well as among group cohesion, job satisfaction, and intent to stay. Preceptor role effectiveness and group cohesion are predictors of NLRNs' level of job satisfaction. Job satisfaction is a predictor of NLRNs' intent to stay. Conclusion: Effective preceptors and positive group cohesion are factors that are important to NLRNs' job satisfaction and intent to stay. J Contin Educ Nurs . 2016;47(3):132–139.

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“…Anggotaanggota yang terdiri dari perawat manajer, perawat pendidik, perawat ahli dan staf perawat perlu berkolaborasi agar sistem ini terlaksana. (Burket, et al, 2010).…”

Section: Pembahasanunclassified

Dukungan Atasan Dan Teman Sejawat Memengaruhi Ekspektasi Perawat Dalam Penerapan Jenjang Karir

Afriani

Hariyati

Gayatri

2017

Jurnal Keperawatan Indonesia

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AbstrakMasalah utama yang dihadapi perawat di Indonesia adalah masalah kualitas sumber daya manusia. Sistem jenjang karir merupakan salah satu cara meningkatkan kualitas perawat dalam memberikan asuhan keperawatan. Penelitian ini bertujuan mengidentifikasi dukungan atasan dan teman sejawat ekspektasi perawat dalam penerapan jenjang karir di rumah sakit. Desain penelitian menggunakan korelasi deskriptif dengan pendekatan cross sectional. Jumlah sampel 145 perawat di salah satu rumah sakit Kabupaten Bogor Jawa Barat dengan teknik simple random sampling. Data dianalisis menggunakan uji Chi-Square dan regresi logistik berganda. Terdapat hubungan dukungan atasan (p= 0,000) dan dukungan teman sejawat (p= 0,023) dengan ekpektasi perawat terhadap penerapan jenjang karir di rumah sakit. Dukungan atasan (OR= 3,806) dan jenis kelamin (OR= 2,278) merupakan faktor yang paling dominan dengan ekspektasi perawat. Penelitian ini merekomendasikan agar pimpinan rumah sakit mendukung sistem jenjang karir dan memotivasi perawat meningkatkan kompetensi melalui sistem jenjang karir sehingga ekspektasi perawat meningkat terhadap manfaat dari sistem ini.Kata kunci: dukungan atasan, dukungan teman sejawat, ekspektasi, jenjang karir perawat. (OR= 3.806) and the gender factor (OR= 2.278) are the dominant factors of nurses' expectation. It is recommended that hospital leaders support CLS and motivate nurses to improve their competence through this system so that CLP will increase the nurses' expectation to the benefits of CLS. Abstract Leader and Peer Support Influence Nurses' Expectations of The Career Ladder System Implementation. The main problem faced by nurses in Indonesia is a nursing quality. Nursing Clinical Ladder System (CLS) is one way to improve the quality of nurses in providing nursing care. This study is aimed to identify superiors and peers support affecting nurses' expectations towards the implementation of nursing clinical ladder system. This research is using Cross Sectional descriptive correlation and simple random sampling technique, and has involved 145 nurses at one hospital in

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Clinical Ladder Program Evolution: Journey from Novice to Expert to Enhancing Outcomes

Cited by 30 publications

References 7 publications

Knowledge translation: A Nurse Practitioner Clinical Ladder Advancement Program in a university-affiliated, integrated medical center

Knowledge translation: A Nurse Practitioner Clinical Ladder Advancement Program in a university-affiliated, integrated medical center

The Role of Preceptorship and Group Cohesion on Newly Licensed Registered Nurses' Satisfaction and Intent to Stay

Dukungan Atasan Dan Teman Sejawat Memengaruhi Ekspektasi Perawat Dalam Penerapan Jenjang Karir

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