2.50
Hdl Handle:
http://hdl.handle.net/10755/183154
Category:
Abstract
Type:
Presentation
Title:
Recognizing Nursing Professional Development In A Collective Bargaining Environment
Author(s):
Lawson, Linda; Miles, K.; Vallish, R.; Jenkins, S.
Author Details:
Linda Lawson, MSN, RN, NEA-BC, Shands Jacksonville Medical Center, Jacksonville, FL, email: linda.lawson@jax.ufl.edu; K. Miles; R. Vallish; S. Jenkins
Abstract:
Purpose: Recognition for professional growth and development has been linked to nursing satisfaction and retention. Development of complex clinical ladders can prove expensive and challenging in a collective bargaining environment and in today's economy. There was a paucity of alternatives to serve this end. Therefore, Nurse Leaders at Shands Jacksonville developed a hybrid of traditional clinical ladder programs, entitled the Professional Recognition Program (PRP). The PRP encompasses the essential elements of traditional clinical ladder programs and is grounded in Patricia Benner's "Novice to Expert Model." Method: The PRP is a bonus program, versus the traditional ladder program, for bedside nurses. Therefore, several tiers of nursing practice or job descriptions are not needed. Rather, performance and professional growth is rewarded through a one-time monetary bonus. Participants can apply each year with the annual evaluation. The PRP awards points in three domains: (a) educational development, (b) professional development, and (c) professional role. The Educational Development domain includes academic achievement for earned nursing degrees, course work towards a nursing degree, or professional nursing certification. The Professional Development Domain awards points towards professional development of self (continuing education and leadership development programs) or towards professional development of others (presenting or teaching a continuing education, certification, or college level course). The Professional Role Domain includes (a) professional organization participation, (b) publication in a peer-reviewed journal, (c) community outreach, (d) research and evidence-based practice, and (e) active involvement in nursing councils or committees. To receive the award, the participant must submit a portfolio that includes required supporting evidence. There are three levels of awards based on points: (a) $500 for 45-54.9 points, (b) $750 for 55-64.9 points, and (c) $1250 for more than 65 points. An oversight committee (nursing and human resource representatives) reviews each packet and makes a determination on the amount of points awarded (based on provided supporting documentation). Findings: To date, 25 nurses have submitted PRP portfolios, many of which received the highest level bonus. Interest and participation in the program continues to grow and has proven to be a very cost effective way of rewarding bedside nurses. The PRP is currently being evaluated for impact on retention, satisfaction, nurse quality indicator improvement, and program effectiveness. Discussion: The PRP serves as an alternative to the traditional clinical ladder program. It is a straightforward, theoretically based program that is easy to implement and administer. The support costs associated with administering the program were absorbed into an already existing full-time equivalent (FTE) utilizing approximately 8 hours of that time each month. The bonus dollars awarded to date equals $35,000.00.
Repository Posting Date:
28-Oct-2011
Date of Publication:
28-Oct-2011
Conference Date:
2010
Conference Name:
7th Annual Florida Magnet Research Conference
Conference Host:
University of South Florida College of Nursing; Sigma Theta Tau International; Florida Organization of Nurse Executives
Conference Location:
Naples, Florida, USA
Description:
7th Annual Florida Magnet Research Conference - Theme: Research at the Point of Care. Held 11-13 February 2010 at the Naples Grande Beach Resort, Naples, Florida, 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.titleRecognizing Nursing Professional Development In A Collective Bargaining Environmenten_GB
dc.contributor.authorLawson, Lindaen_US
dc.contributor.authorMiles, K.en_US
dc.contributor.authorVallish, R.en_US
dc.contributor.authorJenkins, S.en_US
dc.author.detailsLinda Lawson, MSN, RN, NEA-BC, Shands Jacksonville Medical Center, Jacksonville, FL, email: linda.lawson@jax.ufl.edu; K. Miles; R. Vallish; S. Jenkinsen_US
dc.identifier.urihttp://hdl.handle.net/10755/183154-
dc.description.abstractPurpose: Recognition for professional growth and development has been linked to nursing satisfaction and retention. Development of complex clinical ladders can prove expensive and challenging in a collective bargaining environment and in today's economy. There was a paucity of alternatives to serve this end. Therefore, Nurse Leaders at Shands Jacksonville developed a hybrid of traditional clinical ladder programs, entitled the Professional Recognition Program (PRP). The PRP encompasses the essential elements of traditional clinical ladder programs and is grounded in Patricia Benner's "Novice to Expert Model." Method: The PRP is a bonus program, versus the traditional ladder program, for bedside nurses. Therefore, several tiers of nursing practice or job descriptions are not needed. Rather, performance and professional growth is rewarded through a one-time monetary bonus. Participants can apply each year with the annual evaluation. The PRP awards points in three domains: (a) educational development, (b) professional development, and (c) professional role. The Educational Development domain includes academic achievement for earned nursing degrees, course work towards a nursing degree, or professional nursing certification. The Professional Development Domain awards points towards professional development of self (continuing education and leadership development programs) or towards professional development of others (presenting or teaching a continuing education, certification, or college level course). The Professional Role Domain includes (a) professional organization participation, (b) publication in a peer-reviewed journal, (c) community outreach, (d) research and evidence-based practice, and (e) active involvement in nursing councils or committees. To receive the award, the participant must submit a portfolio that includes required supporting evidence. There are three levels of awards based on points: (a) $500 for 45-54.9 points, (b) $750 for 55-64.9 points, and (c) $1250 for more than 65 points. An oversight committee (nursing and human resource representatives) reviews each packet and makes a determination on the amount of points awarded (based on provided supporting documentation). Findings: To date, 25 nurses have submitted PRP portfolios, many of which received the highest level bonus. Interest and participation in the program continues to grow and has proven to be a very cost effective way of rewarding bedside nurses. The PRP is currently being evaluated for impact on retention, satisfaction, nurse quality indicator improvement, and program effectiveness. Discussion: The PRP serves as an alternative to the traditional clinical ladder program. It is a straightforward, theoretically based program that is easy to implement and administer. The support costs associated with administering the program were absorbed into an already existing full-time equivalent (FTE) utilizing approximately 8 hours of that time each month. The bonus dollars awarded to date equals $35,000.00.en_GB
dc.date.available2011-10-28T16:16:51Z-
dc.date.issued2011-10-28en_GB
dc.date.accessioned2011-10-28T16:16:51Z-
dc.conference.date2010en_US
dc.conference.name7th Annual Florida Magnet Research Conferenceen_US
dc.conference.hostUniversity of South Florida College of Nursingen_US
dc.conference.hostSigma Theta Tau Internationalen_US
dc.conference.hostFlorida Organization of Nurse Executivesen_US
dc.conference.locationNaples, Florida, USAen_US
dc.description7th Annual Florida Magnet Research Conference - Theme: Research at the Point of Care. Held 11-13 February 2010 at the Naples Grande Beach Resort, Naples, Florida, USA.en_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.-
All Items in this repository are protected by copyright, with all rights reserved, unless otherwise indicated.