CLINICAL RESEARCH NURSES CLIMBING TO NEW HEIGHTS: DEVELOPMENT OF AN ADVANCEMENT LADDER

14.00
Hdl Handle:
http://hdl.handle.net/10755/164901
Category:
Abstract
Type:
Presentation
Title:
CLINICAL RESEARCH NURSES CLIMBING TO NEW HEIGHTS: DEVELOPMENT OF AN ADVANCEMENT LADDER
Author(s):
Vaughn, Elizabeth; Ferrall, Sheila; Wiernasz, Catie; Diez, Luz; Simonelli, Christine; Tetteh, Leticia
Author Details:
Elizabeth Vaughn, RN MS OCN, Research Clinical Nurse Specialist, H. Lee Moffitt Cancer Center & Research Institute, Tampa, Florida, USA, email: vaughnj@moffitt.usf.edu; Sheila Ferrall, RN, MS, AOCN; Catie Wiernasz, MSN, FNP; Luz Diez, RN, BSN; Christine Simonelli, RN, BS, OCN; Leticia Tetteh, RN, BSN
Abstract:
Clinical research nurses (CRN's) possess comprehensive knowledge of disease processes as well as protocol requirements. Serving as liaisons between investigators, care providers, regulatory staff and sponsors, they coordinate all aspects of care related to the protocol. CRN's at our institution, while faced with challenging roles, expressed frustration at their inability to grow professionally. Other nurses are recognized for developing expertise in their specialties through Clinical Ladder advancement which was not available to CRN's. Lack of opportunity for advancement, coupled with no formal means of recognition for the specialty of research nursing, contributed to the loss of highly-skilled research staff and difficulty attracting new nurses. The literature estimates the cost of nurse turnover to be 0.75 to 2.0 times the departing nurse's salary. The loss of CRNÆs, even if they transfer within the institution, results in financial and productivity losses, requiring significant investment to orient new nurses. The purpose of this project was to improve retention of CRNÆs through development of a formalized program for advancement. With support of research management, a team of CRN's met to discuss and formulate the necessary elements of the proposed ladder. Two CRN's became members of the existing Clinical Ladder Committee and presented the proposal. Research management collaborated with Human Resources to evaluate, redefine, and update the Research Nursing Job descriptions, expanding CRN roles from one to five to mirror the Clinical Ladder. Finally, research management worked with the compensation department to place each CRN into the appropriate new level and address pay equity. The CRN component was integrated into the existing Clinical Ladder Program in May 2006. All CRN's received salary adjustments commensurate to their experience. Approximately 20% of CRN's have advanced since integration and others are making application. Our recruiter discusses this exciting prospect with potential candidates. Experienced CRN's report feeling "re-energized" and "inspired" by the opportunity this presents. This process serves to recognize and reward CRN's who demonstrate excellence in nursing practice, leadership, and achievement in the clinical research oncology setting through promotion and salary advancement. We anticipate turnover statistics to demonstrate improved retention among CRN's with implementation of this exciting program.
Repository Posting Date:
27-Oct-2011
Date of Publication:
27-Oct-2011
Conference Date:
2007
Conference Name:
32nd Annual Oncology Nursing Society Congress
Conference Host:
Oncology Nursing Society
Conference Location:
Las Vegas, Nevada, USA
Note:
This is an abstract-only submission. If the author has submitted a full-text item based on this abstract, you may find it by browsing the Virginia Henderson Global Nursing e-Repository by author. If author contact information is available in this abstract, please feel free to contact him or her with your queries regarding this submission. Alternatively, please contact the conference host, journal, or publisher (according to the circumstance) for further details regarding this item. If a citation is listed in this record, the item has been published and is available via open-access avenues or a journal/database subscription. Contact your library for assistance in obtaining the as-published article.

Full metadata record

DC FieldValue Language
dc.type.categoryAbstracten_US
dc.typePresentationen_GB
dc.titleCLINICAL RESEARCH NURSES CLIMBING TO NEW HEIGHTS: DEVELOPMENT OF AN ADVANCEMENT LADDERen_GB
dc.contributor.authorVaughn, Elizabethen_US
dc.contributor.authorFerrall, Sheilaen_US
dc.contributor.authorWiernasz, Catieen_US
dc.contributor.authorDiez, Luzen_US
dc.contributor.authorSimonelli, Christineen_US
dc.contributor.authorTetteh, Leticiaen_US
dc.author.detailsElizabeth Vaughn, RN MS OCN, Research Clinical Nurse Specialist, H. Lee Moffitt Cancer Center & Research Institute, Tampa, Florida, USA, email: vaughnj@moffitt.usf.edu; Sheila Ferrall, RN, MS, AOCN; Catie Wiernasz, MSN, FNP; Luz Diez, RN, BSN; Christine Simonelli, RN, BS, OCN; Leticia Tetteh, RN, BSNen_US
dc.identifier.urihttp://hdl.handle.net/10755/164901-
dc.description.abstractClinical research nurses (CRN's) possess comprehensive knowledge of disease processes as well as protocol requirements. Serving as liaisons between investigators, care providers, regulatory staff and sponsors, they coordinate all aspects of care related to the protocol. CRN's at our institution, while faced with challenging roles, expressed frustration at their inability to grow professionally. Other nurses are recognized for developing expertise in their specialties through Clinical Ladder advancement which was not available to CRN's. Lack of opportunity for advancement, coupled with no formal means of recognition for the specialty of research nursing, contributed to the loss of highly-skilled research staff and difficulty attracting new nurses. The literature estimates the cost of nurse turnover to be 0.75 to 2.0 times the departing nurse's salary. The loss of CRNÆs, even if they transfer within the institution, results in financial and productivity losses, requiring significant investment to orient new nurses. The purpose of this project was to improve retention of CRNÆs through development of a formalized program for advancement. With support of research management, a team of CRN's met to discuss and formulate the necessary elements of the proposed ladder. Two CRN's became members of the existing Clinical Ladder Committee and presented the proposal. Research management collaborated with Human Resources to evaluate, redefine, and update the Research Nursing Job descriptions, expanding CRN roles from one to five to mirror the Clinical Ladder. Finally, research management worked with the compensation department to place each CRN into the appropriate new level and address pay equity. The CRN component was integrated into the existing Clinical Ladder Program in May 2006. All CRN's received salary adjustments commensurate to their experience. Approximately 20% of CRN's have advanced since integration and others are making application. Our recruiter discusses this exciting prospect with potential candidates. Experienced CRN's report feeling "re-energized" and "inspired" by the opportunity this presents. This process serves to recognize and reward CRN's who demonstrate excellence in nursing practice, leadership, and achievement in the clinical research oncology setting through promotion and salary advancement. We anticipate turnover statistics to demonstrate improved retention among CRN's with implementation of this exciting program.en_GB
dc.date.available2011-10-27T12:08:59Z-
dc.date.issued2011-10-27en_GB
dc.date.accessioned2011-10-27T12:08:59Z-
dc.conference.date2007en_US
dc.conference.name32nd Annual Oncology Nursing Society Congressen_US
dc.conference.hostOncology Nursing Societyen_US
dc.conference.locationLas Vegas, Nevada, USAen_US
dc.description.noteThis is an abstract-only submission. If the author has submitted a full-text item based on this abstract, you may find it by browsing the Virginia Henderson Global Nursing e-Repository by author. If author contact information is available in this abstract, please feel free to contact him or her with your queries regarding this submission. Alternatively, please contact the conference host, journal, or publisher (according to the circumstance) for further details regarding this item. If a citation is listed in this record, the item has been published and is available via open-access avenues or a journal/database subscription. Contact your library for assistance in obtaining the as-published article.-
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