Implementation of a Professional Development Program (Clinical Ladder) and Lessons Learned

2.50
Hdl Handle:
http://hdl.handle.net/10755/147506
Type:
Presentation
Title:
Implementation of a Professional Development Program (Clinical Ladder) and Lessons Learned
Abstract:
Implementation of a Professional Development Program (Clinical Ladder) and Lessons Learned
Conference Sponsor:Sigma Theta Tau International
Conference Year:2007
Author:Scott, Connie, MS, RN, CNAA
P.I. Institution Name:Blessing Hospital
Title:Administrative Director Specialty Care Services
Co-Authors:Ann O'Sullivan, RN, MSN, CNA
[Leadership session research presentation] Professional development programs are making resurgence with the increase in hospitals seeking Magnet status and as a major strategy for recruitment and retention. A successful program needs the involvement and participation of staff during the development and implementation stages. Patricia Benner's model of novice to expert was chosen as the theoretical framework to develop the PRIDE (Promoting and Recognizing Individual Development and Excellence) program at Blessing Hospital. The program was implemented in three phases because it was developed to be utilized in all clinical and support departments.  Implementation began in March 2006 in the nursing, radiology, laboratory and housekeeping departments and the first applications for advancement were received in December 2006. As with any new program implementation there are many lessons learned that are utilized to assist with future department rollouts and to enhance the program for the current participants. The implementation process began with education of all key stakeholders using several educational methods.  Key stakeholders for the program included staff at all levels, supervisors, managers, and administration. Coaching and an "open line" for program questions was a key component in the first year of the program. On-line availability of program content and application guidelines made the program information readily accessible to front line nursing staff. Frequent articles in internal nursing newsletters kept the program in front-line staff?s radar.The evaluation process began when the first advancement year was complete.  A review of the mission and vision and implementation strategies was done.  Feedback was sought from the initial applicants.
Repository Posting Date:
26-Oct-2011
Date of Publication:
17-Oct-2011
Sponsors:
Sigma Theta Tau International

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleImplementation of a Professional Development Program (Clinical Ladder) and Lessons Learneden_GB
dc.identifier.urihttp://hdl.handle.net/10755/147506-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Implementation of a Professional Development Program (Clinical Ladder) and Lessons Learned</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Sigma Theta Tau International</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">2007</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Scott, Connie, MS, RN, CNAA</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">Blessing Hospital</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Administrative Director Specialty Care Services</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">cscott@blessinghospital.org</td></tr><tr class="item-co-authors"><td class="label">Co-Authors:</td><td class="value">Ann O'Sullivan, RN, MSN, CNA</td></tr><tr><td colspan="2" class="item-abstract">[Leadership session research presentation] Professional development programs are making resurgence with the increase in hospitals seeking Magnet status and as a major strategy for recruitment and retention. A successful program needs the involvement and participation of staff during the development and implementation stages. Patricia Benner's model of novice to expert was chosen as the theoretical framework to develop the PRIDE (Promoting and Recognizing Individual Development and Excellence) program at Blessing Hospital. The program was implemented in three phases because it was developed to be utilized in all clinical and support departments.&nbsp; Implementation began in March 2006 in the nursing, radiology, laboratory and housekeeping departments and the first applications for advancement were received in December 2006. As with any new program implementation there are many lessons learned that are utilized to assist with future department rollouts and to enhance the program for the current participants. The implementation process began with education of all key stakeholders using several educational methods.&nbsp; Key stakeholders for the program included staff at all levels, supervisors, managers, and administration.&nbsp;Coaching and an &quot;open line&quot; for program questions was a key component in the first year of the program. On-line availability of program content and application guidelines made the program information readily accessible to front line nursing staff. Frequent articles in internal nursing newsletters kept the program in front-line staff?s radar.The evaluation process began when the first advancement year was complete.&nbsp; A review of the mission and vision and implementation strategies was done.&nbsp; Feedback was sought from the initial applicants.</td></tr></table>en_GB
dc.date.available2011-10-26T09:33:07Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-26T09:33:07Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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