2.50
Hdl Handle:
http://hdl.handle.net/10755/162468
Type:
Presentation
Title:
How to Grow Blue Ribbon ED Nurses
Abstract:
How to Grow Blue Ribbon ED Nurses
Conference Sponsor:Emergency Nurses Association
Conference Year:2008
Author:Capozzi, Sheryl, RN, BSN, CEN
P.I. Institution Name:Sinai Hospital
Title:Clinical Leader
Contact Address:1904 Furnace Road, Jarrettsville, MD, 21084, USA
Contact Telephone:410-601-4480
Co-Authors:Verna Laidlow, RN, MS; Diane Bongiovanni, RN, MA, CNAA,BC; and Marsha Saroop, RN
[Clinical Poster] Clinical Topic: Healthcare trends have changed the dynamics of nursing care in emergency departments (ED). Many EDs are reporting over crowding and higher patient acuity. These challenges coupled with a significant nursing shortage have forced EDs to develop innovative programs to educate novice nurses. The purpose of this project is to 1) provide evidence of a nurse-driven process that ensures all ED nurses achieve a pre-determined level of proficiency within a scheduled timeline and 2) show the impact of the empowering characteristics of the process on recruitment and retention of nurses.
Implementation: Two years ago, a ED staff education committee was created. The committee was composed of staff nurses and the unit educator. The committee established criteria for developing ED nurse proficiency using the ENA vision statement. Levels of growth were established based on a four-year timetable. Each year specific requirements exist in the areas of clinical practice, education, and professional participation. To ensure compliance, a link was established between achievement of the levels of growth and performance appraisals. A nurse is expected to complete TNCC, PALS, ACLS, CATN, ENPC and test for their CEN by the end of the fourth year. Clinically, they will have attained proficiency as an adult and pediatric ED nurse, as well as triage and charge nurse competencies. Professionally, each nurse is required to maintain membership in a professional organization; active membership on a unit or hospital committee; and precept, teach, publish or participate in community outreach projects.
Outcomes: Since inception of the professional growth plan, membership in ENA increased from 20 to 56 staff. Membership in a committee increased from 22 to 53 staff. Certification in TNCC increased from 2 to 67, CATN from 1 to 8, PALS from 47 to 61, ENPC from 13 to 17 and ACLS 100% of staff. To increase the number of classes offered, several staff have become instructors in TNCC, ENPC, and CATN. Our turnover rate has decreased to zero since implementing the professional growth plan and our vacancy rate has decreased 8%.
Recommendations: Emergency Departments have nurses with varying degrees of proficiency. A professional growth plan is an effective tool for growing novice and experienced ôblue ribbonö ED nurses. The structured growth plan can help to promote quality patient care; patient safety; and recruitment and retention. The end result is a highly proficient and involved ED team.
Repository Posting Date:
27-Oct-2011
Date of Publication:
17-Oct-2011
Sponsors:
Emergency Nurses Association

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleHow to Grow Blue Ribbon ED Nursesen_GB
dc.identifier.urihttp://hdl.handle.net/10755/162468-
dc.description.abstract<table><tr><td colspan="2" class="item-title">How to Grow Blue Ribbon ED Nurses</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Emergency Nurses Association</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">2008</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Capozzi, Sheryl, RN, BSN, CEN</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">Sinai Hospital</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Clinical Leader</td></tr><tr class="item-address"><td class="label">Contact Address:</td><td class="value">1904 Furnace Road, Jarrettsville, MD, 21084, USA</td></tr><tr class="item-phone"><td class="label">Contact Telephone:</td><td class="value">410-601-4480</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">scapozzi@lifebridgehealth.org</td></tr><tr class="item-co-authors"><td class="label">Co-Authors:</td><td class="value">Verna Laidlow, RN, MS; Diane Bongiovanni, RN, MA, CNAA,BC; and Marsha Saroop, RN</td></tr><tr><td colspan="2" class="item-abstract">[Clinical Poster] Clinical Topic: Healthcare trends have changed the dynamics of nursing care in emergency departments (ED). Many EDs are reporting over crowding and higher patient acuity. These challenges coupled with a significant nursing shortage have forced EDs to develop innovative programs to educate novice nurses. The purpose of this project is to 1) provide evidence of a nurse-driven process that ensures all ED nurses achieve a pre-determined level of proficiency within a scheduled timeline and 2) show the impact of the empowering characteristics of the process on recruitment and retention of nurses.<br/>Implementation: Two years ago, a ED staff education committee was created. The committee was composed of staff nurses and the unit educator. The committee established criteria for developing ED nurse proficiency using the ENA vision statement. Levels of growth were established based on a four-year timetable. Each year specific requirements exist in the areas of clinical practice, education, and professional participation. To ensure compliance, a link was established between achievement of the levels of growth and performance appraisals. A nurse is expected to complete TNCC, PALS, ACLS, CATN, ENPC and test for their CEN by the end of the fourth year. Clinically, they will have attained proficiency as an adult and pediatric ED nurse, as well as triage and charge nurse competencies. Professionally, each nurse is required to maintain membership in a professional organization; active membership on a unit or hospital committee; and precept, teach, publish or participate in community outreach projects. <br/>Outcomes: Since inception of the professional growth plan, membership in ENA increased from 20 to 56 staff. Membership in a committee increased from 22 to 53 staff. Certification in TNCC increased from 2 to 67, CATN from 1 to 8, PALS from 47 to 61, ENPC from 13 to 17 and ACLS 100% of staff. To increase the number of classes offered, several staff have become instructors in TNCC, ENPC, and CATN. Our turnover rate has decreased to zero since implementing the professional growth plan and our vacancy rate has decreased 8%. <br/>Recommendations: Emergency Departments have nurses with varying degrees of proficiency. A professional growth plan is an effective tool for growing novice and experienced &ocirc;blue ribbon&ouml; ED nurses. The structured growth plan can help to promote quality patient care; patient safety; and recruitment and retention. The end result is a highly proficient and involved ED team.<br/></td></tr></table>en_GB
dc.date.available2011-10-27T10:28:43Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-27T10:28:43Z-
dc.description.sponsorshipEmergency Nurses Associationen_GB
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