Caring for people with cancer: Nurses professional and career development needs

Save this PDF as:
Size: px
Start display at page:

Download "Caring for people with cancer: Nurses professional and career development needs"

Transcription

1 Caring for people with cancer: Nurses professional and career development needs Denise Bryant-Lukosius, Mary Jane Esplen, Esther Green, Grace Bradish, Tazim Virani, Diana Morarescu CANO 2010 Conference Edmonton, AB

2 Objectives Highlight the objectives and methods of a provincial assessment of nurses professional development needs in cancer control. Highlight the critical role of stakeholders for conducting an effective needs assessment. Summarize key findings/recommendations for meeting the professional development needs of generalist and specialized nurses who provide cancer care. Introduce new resources in the expanded Oncology Nursing e-mentorship Program

3 Background Ontario Oncology APNs had identified significant need for mentorship and role development support: A survey of community of practice (APN-COP) members Needs assessment studies & Cancer Care Ontario Consensus meetings (Bryant-Lukosius et al., 2007; CCO 2006 & 2008) Led by the Mentorship Sub-Committee of the APNCOP an e-mentorship Program was established and evaluated in 2008 with the aid of funding from the MoHLTC.

4 Oncology APN Mentorship Program Evaluation Results Modest investments in mentorship over 2 months had significant impact Improved mentorship knowledge, skills, confidence & readiness Improved APN intra/interprofessional collaboration Improved APN skills & activities related to research, EBP & leadership Improved APN job satisfaction: time & professional, social community interaction

5 Implications A formalized program with structured education components & access to support prepares participants for mentorship & promotes their transition through mentorship stages An e-based approach increases access to APN mentors & is appropriate, feasible & acceptable Interprofessional mentorship was appropriate & acceptable & increases APN access to mentors

6 Program Expansion Fall 2008 New program partner with long-term funding to 2013 Expansion to include services for all nurses who care for adult/pediatric populations at risk for or affected by cancer in Ontario

7 Provincial Needs Assessment Purpose To identify the professional development needs of generalist and specialized oncology nurses (CANO, 2001) across the cancer continuum in Ontario that may be met through coaching, preceptorship and/or mentorship. To examine the feasibility of providing such supports and the types of models that may be most appropriate for specific sub-groups of nurses involved in cancer control.

8 Professional Development The ongoing commitment to ensure that your skills and ability to implement your role in oncology nursing are relevant and up to date.

9 Provincial Advisory Committee (n= 16) Generalist, specialized & advanced RNs Clinical managers, senior administrators, regional VP Nurse educators & faculty Allied health providers, e-learning & technical experts Researchers, LHIN health planners, provincial decisionmakers RNs with adult, pediatric, oncology, palliative, or public health expertise Tertiary acute care & community hospitals, community nursing agencies, home care & primary health care settings Urban, rural & remote settings

10 Provincial Advisory Committee Participated by teleconference/ to: Develop needs assessment objectives & research questions Design data collection plan Provide feedback on data collection tools Facilitate recruitment of participants One day onsite meeting to develop recommendations about program priorities and design of new program Final teleconference for input on draft report and program plan

11 Assessing Needs Vision/strategies for nursing capacity development in cancer care within organizations/programs/regions Clinical priorities for improving patient care through enhanced nursing knowledge and skill Priorities for nursing competency development Effectiveness of ways RNs currently address professional development needs Variability in professional development needs among different types of RN groups across the cancer continuum

12 Assessing Feasibility & Implementation Issues RN readiness & preferences for accessing coaching, preceptorship, mentorship services Availability of existing services & expertise Potential best practice mentorship models or features Personal, organizational & health system barriers & facilitators to RN participation Integration with existing APN program

13 Methods of Data Collection Generalist & Specialized Oncology Nurses Online survey & telephone focus groups Key Decision Makers Managers & senior nursing & non-nursing administrators Telephone focus groups & interviews Supportive Key Informants APNs, faculty & in-house educators, interprofessionals Telephone focus groups & interviews APN mentors also completed online survey

14 Recruitment Strategies Personalized invitation on program letterhead tailored to specific key informant groups Reminders & recruitment updates Scheduled & adhoc/flexible meeting times Telephone interviews & focus groups Program Champions Project team, advisory committee, current program participants Personal contact, invitation to participate & promote needs assessment Maximized use of their contacts, networks & list serves

15 Data Management & Analysis Interviews & focus groups Audiotaped & transcribed Content analysis to identify key themes Survey Descriptive statistics: frequency counts, percentages

16 Results Focus Groups 13 teleconference focus groups/interviews 76 participants from various backgrounds 18 APNs 19 RNs/Staff Nurses 22 Managers/Directors/Coordinators 2 Faculty Members 5 Educators 6 Health Promoters/Genetic Counsellors 1 Researcher 3 New Grads - RNs

17 Results Electronic survey Completed by 619 nurses Adult & paediatric Regional Cancer Centres Tertiary Care Community Hospitals Small Town/Rural/Remote Community/home care Public health/health promotion Palliative care/hospice Geographic spread 79% of participants completed all 34 questions

18 Demographic Survey Data Nursing profile Over 60% were generalists 62% were diploma prepared 58% had 20+ years of RN experience 47% had 10+ years of oncology experience 42% worked in a community hospital 82% care for adult patients 32% had CON (C)

19 Results Role Development Needs Identified a broad range of oncology professional development needs Most frequently reported needs related to: Assessment & management of disease & treatment related complications/side effects Health promotion & cancer prevention Psychosocial interventions Palliative care

20 Results Role Development Needs Some differences in the frequency of reported needs among various types of nurses: Those with/without oncology or palliative care certification Those working in cancer centre, tertiary care hospitals, community hospitals and the community Generalist and specialized nurses

21 Results Career & Professional Development Experience 28% had engaged in a formal career planning process 51% had a professional development plan

22

23 Professional Development Facilitators (n=619) Top 5 most frequently reported Personal motivation (49%) Internet & e-learning (45%) Management support (38%) Local access to programs (35%) Funding (35%)

24 Professional Development Barriers (n=619) Top 5 most frequently reported Lack of funding (43%) Not able to get time off work (41%) Staff shortages (40%) Lack of skilled replacement staff (22%) Lack of organizational support (18%)

25 Service Delivery Preferences Intra (38%) versus interprofessional (20%) or distance mentorship (19%) Traditional, step ahead or peer nurse mentor from one s own organization vs outside of organization No difference in willingness to participate in coaching, preceptorship or mentorship

26 Support Needs for Participating in Professional Development Activities Top 5 most frequently reported (n= 619): Resources to increase knowledge about effective coaching, preceptorship, mentorship (51%) Practical tools (50%) Identifying a suitable coach, mentor, preceptor (48%) Release time from work (43%) Facilitate supervisor/employer support (39%)

27 Interview/Focus Group Results - Priorities All stages of the cancer continuum were identified as having need for enhanced nursing roles & professional development Priority nursing groups included those providing cancer care: In patient homes or in the community Rural, remote or isolated setting Variable nurse education & experience in oncology or palliative care Lack of oncology resources & role development supports Lack of nurse awareness of available resources High patient volumes & complex care needs

28 Interview/Focus Group Results - Facilitators Management support Funding Telephone access for quick support needs Technology Personal motivation Local champions On-site mentors APNs & educators Networks and communities of practice Existing educational, preceptorship, fellowship resources

29 Interview/Focus Group Results - Barriers Nurse fatigue & high workloads Lack of funding/financial constraints Lack of replacement staff for release time Lack of role clarity re innovative nursing roles Lack of awareness of professional development needs/gaps among nurses and decision-makers Lack of appropriate self-assessments Lack of administrator awareness of the benefits of mentorship and professional development for nurses Technology Lack of consistency in the offerings

30 Interview/Focus Group Key Findings Some confusion/lack of understanding among participants about the differences between education, coaching, preceptoring and mentorship needs and activities Nurses had limited exposure to career planning and development support Perceived professional practice and mentorship needs not identified within the context of planning and developing their career in nursing

31 Conclusions Study strengths High response rate & participation of generalist, specialized and advanced practice nurses Breadth of practice settings and scope of cancer continuum represented by participants Completeness of survey data and richness of qualitative data Study Limitations Unable to assess geographic/regional differences Under-representation of oncology nurse educators, managers and researchers as targets for program services Confusion about education vs mentorship needs

32 Conclusions Engagement of Steering Committee was an asset for: Enabling the depth/breadth of recruitment to both qualitative and quantitative components over a very short period of time (6 weeks) Ensuring the relevance of collected data Formulating recommendations Building ongoing program participation and support among committee members

33 Steering Committee Recommendations Need to education/prepare nurse mentees and mentors for effective mentorship Mentorship needs to be put into context with other career planning and professional development activities High need/interest in mentorship among nurses in various roles across patient populations, practice settings and the cancer continuum High priority to support generalist & specialized nurses with limited access to oncology expertise and resources: Small community hospitals, community & home care Isolated & rural communities

34 Steering Committee Recommendations Service preferences: Flexibility Peers, step ahead mentors and traditional mentors in the same organization Structured resources and activities Full day sessions on a weekday Distance mentoring would work for some with appropriate supports

35 Steering Committee Recommendations A systems approach to leverage on key stakeholders at different levels in the system will be required to address barriers to nurse participation in the program Consider mentor organizations create partnerships between organizations inter-organizational learning Incentives provide mid-career nurses educational opportunities and have them mentor novice nurses Personal motivation is a key facilitator creating readiness is therefore an important area of activity

36 Setting the Context: Developing Your Career in Oncology Nursing Career Planning and Development in Oncology Nursing Mentoring Coaching Preceptoring Professional Development in Oncology Nursing

37 37

38 Enhanced Services & Resources Confidential, electronic application process for generalist, specialized & advanced practice nurses Electronic, personalized screening & matching process with program support 1-day Mentorship Orientation Workshop Mentorship Workbook e-based platform & resources Stipends for distance mentorship & mentor training

39 New Features Career Development Workshop Online Career Development Program Individual and group coaching and career counselling Resume Writing Workshop New interactive website Private and group discussion forms A wiki space Coaching & preceptorship resources

40 40

41 Career Development Workshop I was able to realize that I need to further my education in order to fulfill my role more efficiently. Great session to determine my vision and provided me with clear plan to achieve my goals. I networked with colleagues and got tips to move forward in small manageable steps.

42 Contact Information: ext

Innovations in Access: ementorship

Innovations in Access: ementorship Innovations in Access: ementorship Esther Green RN Msc(T), Provincial Head Nursing and Psychosocial Oncology At the: Canadian Partnership Against Cancer Momentum: Cancer Control in Action July 7-8, 2009

More information

Oncology Nurse Perceptions of Clinical Priorities and Strategies for Promoting Evidence-Based Practice

Oncology Nurse Perceptions of Clinical Priorities and Strategies for Promoting Evidence-Based Practice Oncology Nurse Perceptions of Clinical Priorities and Strategies for Promoting Evidence-Based Practice CANO 2010 Conference Edmonton, AB Denise Bryant-Lukosius 1,2, Lorraine Martelli-Reid 2, Anita Adams

More information

Phase I of Alberta Nursing Education Strategy Report and Working Document

Phase I of Alberta Nursing Education Strategy Report and Working Document Phase I of Alberta Nursing Education Strategy Report and Working Document Results of a Key Stakeholder Forum November 9, 2005 Funding provided by Alberta Health and Wellness Alberta Nursing Education Administrators

More information

Providing the Best Cancer Care Through Oncology Nursing Excellence: the de Souza Model

Providing the Best Cancer Care Through Oncology Nursing Excellence: the de Souza Model Providing the Best Cancer Care Through Oncology Nursing Excellence: the de Souza Model Dr. Mary Jane Esplen Director, de Souza Institute Professor and Clinician- Scientist, University of Toronto/ University

More information

Mentoring Primary Health Care Nurse Practitioner-Family Physician Dyads in Collaborative Palliative Care Practice

Mentoring Primary Health Care Nurse Practitioner-Family Physician Dyads in Collaborative Palliative Care Practice Mentoring Primary Health Care Nurse Practitioner-Family Physician Dyads in Collaborative Palliative Care Practice Cori Schroder MD MEd CCFP FCFP on behalf of.. Collaborators Kathy Coulson RN MScN Deborah

More information

Towards Oncology Nursing Excellence across Ontario. Annual Report

Towards Oncology Nursing Excellence across Ontario. Annual Report Towards Oncology Nursing Excellence across Ontario Annual Report April 2010 - March 2011 Message from the Director I am pleased to report on de Souza Institute s year three achievements. We have continued

More information

Facilitated Expert Focus Group Summary Report: Prepared for the Training Strategy Project. Child Care Human Resources Sector Council

Facilitated Expert Focus Group Summary Report: Prepared for the Training Strategy Project. Child Care Human Resources Sector Council Facilitated Expert Focus Group Summary Report: Prepared for the Training Strategy Project Child Care Human Resources Sector Council Prepared by: Jane Beach and Kathleen Flanagan Prepared for the: Child

More information

Non-Partnership Group Needs Non-partnership Respondents identified the following nursing workforce development needs:

Non-Partnership Group Needs Non-partnership Respondents identified the following nursing workforce development needs: Non-Partnership Group Executive Summary Sixteen health care facilities across the state reported that they had no partnerships beyond clinical placements. The complete list of non- partnership survey participants

More information

Advanced Practice Nursing: Building on International Experience

Advanced Practice Nursing: Building on International Experience Advanced Practice Nursing: Building on International Experience Denise Bryant-Lukosius, RN PhD School of Nursing & Dept of Oncology, McMaster University Juravinski Cancer Program, Hamilton, Ontario Canada

More information

A Master Plan for Nursing Education In Washington State

A Master Plan for Nursing Education In Washington State A Master Plan for Nursing Education In Washington State Implementation Recommendations Washington Center for Nursing www.wacenterfornursing.org December 2009 This work was funded by Grant N14191 from the

More information

Nurses and EMR Implementation: Seen But Not Heard? Rita Wilson RN MN MEd. ehealth Program Manager, RNAO

Nurses and EMR Implementation: Seen But Not Heard? Rita Wilson RN MN MEd. ehealth Program Manager, RNAO Nurses and EMR Implementation: Seen But Not Heard? Rita Wilson RN MN MEd. ehealth Program Manager, RNAO Presentation Overview Nursing & ehealth Project Overview 2014 Cross Sectorial Online Survey Implications

More information

The Demonstration Projects: Creating the Capacity for Nursing Health Human Resource Planning in Ontario s Healthcare Organizations

The Demonstration Projects: Creating the Capacity for Nursing Health Human Resource Planning in Ontario s Healthcare Organizations 8 The Demonstration Projects The Demonstration Projects: Creating the Capacity for Nursing Health Human Resource Planning in Ontario s Healthcare Organizations Vanessa Burkoski, BScN, RN (EC), MScN, DHA

More information

ADVANCED PRACTICE NURSING IN PRIMARY HEALTH CARE IN CANADA

ADVANCED PRACTICE NURSING IN PRIMARY HEALTH CARE IN CANADA 1 ADVANCED PRACTICE NURSING IN PRIMARY HEALTH CARE IN CANADA PAHO ADVANCED PRACTICE NURSING SUMMIT FOR UNIVERSAL HEALTH COVERAGE April 16, 2015 Denise Bryant-Lukosius, RN PhD Associate Professor, School

More information

REGISTERED NURSE EDUCATION REVIEW IN NOVA SCOTIA

REGISTERED NURSE EDUCATION REVIEW IN NOVA SCOTIA REGISTERED NURSE EDUCATION REVIEW IN NOVA SCOTIA Highlights of the final report Building our future A new, collaborative model for undergraduate nursing education in Nova Scotia 2015 Submitted by Cindy

More information

Primary Health Care Research Day Trillium 2012. Research Team Irene Koren, Oxana Mian, Ellen Rukholm

Primary Health Care Research Day Trillium 2012. Research Team Irene Koren, Oxana Mian, Ellen Rukholm Primary Health Care Research Day Trillium 2012 Research Team Irene Koren, Oxana Mian, Ellen Rukholm NP-Tracking Study Purpose To provide information on trends in NP demographics, work environments and

More information

PREAMBLE. 1. Seeking input from our partners, specifically with respect to overall direction of the PCS.

PREAMBLE. 1. Seeking input from our partners, specifically with respect to overall direction of the PCS. PREAMBLE On January 20 th the Clinical Council of the Hospice Palliative Care Provincial Steering Committee presented and articulated the Essential Minimum Clinical Standards for Hospice Palliative Care

More information

Qualities of Leadership Excellence at Sodexo. Competencies of a Sales Executive or Sales Vice President

Qualities of Leadership Excellence at Sodexo. Competencies of a Sales Executive or Sales Vice President Qualities of Leadership Excellence at Sodexo Competencies of a Sales Executive or Sales Vice President Helping You Reach Your Full Potential! This brochure is for you, the Sodexo sales executive or sales

More information

Mary E. Bowen DNS,JD, RN, FNP-BC Director School of Nursing Associate Executive Dean, Nursing Education Ohio University

Mary E. Bowen DNS,JD, RN, FNP-BC Director School of Nursing Associate Executive Dean, Nursing Education Ohio University Mary E. Bowen DNS,JD, RN, FNP-BC Director School of Nursing Associate Executive Dean, Nursing Education Ohio University Mission Statement Ohio University School of Nursing is committed to: Educating Nurses

More information

The Principles and Framework for Interdisciplinary Collaboration in Primary Health Care

The Principles and Framework for Interdisciplinary Collaboration in Primary Health Care The Principles and Framework for Interdisciplinary Collaboration in Primary Health Care Introduction The work of the Enhancing Interdisciplinary Collaboration in Primary Health Care (EICP) Initiative

More information

Issues in Rural Nursing: A Victorian Perspective

Issues in Rural Nursing: A Victorian Perspective Issues in Rural Nursing: A Victorian Perspective Angela Bradley, Ralph McLean 5th National Rural Health Conference Adelaide, South Australia, 14-17th March 1999 Proceedings Angela Bradley Issues in Rural

More information

APPENDIX I. Best Practices: Ten design Principles for Performance Management 1 1) Reflect your company's performance values.

APPENDIX I. Best Practices: Ten design Principles for Performance Management 1 1) Reflect your company's performance values. APPENDIX I Best Practices: Ten design Principles for Performance Management 1 1) Reflect your company's performance values. Identify the underlying priorities that should guide decisions about performance.

More information

CCO Medical Oncology Staffing, Caseload and Requirements using Recommended Provincial Staffing Standards

CCO Medical Oncology Staffing, Caseload and Requirements using Recommended Provincial Staffing Standards Appendix Fb CCO Medical Oncology Staffing, Caseload and Requirements using Recommended Provincial Staffing Standards RCC Caseload Current FTE Caseload per FTE MOPAC Requirements Alberta Requirements BC

More information

At the Coalface: Mentoring the Health Promotion Role

At the Coalface: Mentoring the Health Promotion Role At the Coalface: Mentoring the Health Promotion Role Robin Watts, Barbara Hughes, Kathy Mackay, Ann Bartlett 5th National Rural Health Conference Adelaide, South Australia, 14-17th March 1999 Robin Watts

More information

Rural and Northern Health Care Report. Executive Summary

Rural and Northern Health Care Report. Executive Summary Rural and Northern Health Care Report Executive Summary Executive Summary Introduction Access to quality health care in rural, remote and northern communities is a long standing issue in Ontario. The challenges

More information

Emergency Telemedicine Services

Emergency Telemedicine Services Emergency Telemedicine Services Emergency care delivered through telemedicine can support patients who require immediate assessment and treatment (as soon as a remote consultant is available) or patients

More information

Mentoring the Leadership Workforce of Tomorrow: Advanced Practice Nursing (APN) Internships

Mentoring the Leadership Workforce of Tomorrow: Advanced Practice Nursing (APN) Internships Mentoring the Leadership Workforce of Tomorrow: Advanced Practice Nursing (APN) Internships 2015 National Conference of the Canadian Federation of Mental Health Nurses, October 2015 Margaret Gehrs RN,

More information

NURSE RECRUITMENT STRATEGIES

NURSE RECRUITMENT STRATEGIES NURSE RECRUITMENT STRATEGIES With the national shortage of nursing professionals projected to reach one million by 2010, as well as the increasing evidence supporting the impact of nursing ratios on patient

More information

Uncover the Roles of Advanced Nursing Practice. May 20, 2010

Uncover the Roles of Advanced Nursing Practice. May 20, 2010 Uncover the Roles of Advanced Nursing Practice May 20, 2010 Canadian Nurses Association, 2009 Doris Sawatzky-Dickson RN MN IBCLC Clinical nurse specialist Josette Roussel Nurse Consultant, Nursing Policy,

More information

CANADIAN ASSOCIATION OF NURSES IN ONCOLOGY. Toolkit. For Understanding and Applying. Standards of Care Roles in Oncology Nursing Role Competencies

CANADIAN ASSOCIATION OF NURSES IN ONCOLOGY. Toolkit. For Understanding and Applying. Standards of Care Roles in Oncology Nursing Role Competencies CANADIAN ASSOCIATION OF NURSES IN ONCOLOGY Toolkit For Understanding and Applying Standards of Care Roles in Oncology Nursing Role Competencies Developed by the Canadian Oncology Nursing Education (CONEP)

More information

Pathway to Remote Practice - Tying it all together

Pathway to Remote Practice - Tying it all together Fact Sheet 4 Pathway to Remote Practice - Tying it all together Now that you have successfully navigated the other preparatory steps, and have professionally and personally decided to take up the opportunities

More information

Tim Lenartowych, RN, BScN, LLM Director of Nursing & Health Policy RNAO

Tim Lenartowych, RN, BScN, LLM Director of Nursing & Health Policy RNAO Tim Lenartowych, RN, BScN, LLM Director of Nursing & Health Policy RNAO Outline This presentation provides a high-level overview of: Why the task force was initiated Membership Mandate Work Plan Next steps

More information

Chief Nursing Executive / Chief Nursing Officer Roles and Responsibilities Framework

Chief Nursing Executive / Chief Nursing Officer Roles and Responsibilities Framework Chief Nursing Executive / Chief Nursing Officer Roles and Responsibilities Framework The following framework is intended to illustrate Chief Nursing Executive (CNE) and Chief Nursing Officer (CNO) roles

More information

Personal Assessment Form for RN(NP) Practice for the SRNA Continuing Competence Program (CCP)

Personal Assessment Form for RN(NP) Practice for the SRNA Continuing Competence Program (CCP) Personal Assessment Form for RN(NP) Practice for the SRNA Continuing Competence Program (CCP) Completing a personal assessment is a mandatory component of the SRNA CCP. It allows a RN and RN(NP) to strategically

More information

University of Southern California

University of Southern California University of Southern California Price School of Public Policy Master of Health Administration residency guidebook USC Price School of Public Policy, Graduate Programs in Health Administration 650 Childs

More information

COLLABORATIVE INTEGRATION PLAN FOR THE ROLE OF NURSE PRACTITIONERS IN CANADA 2011-2015

COLLABORATIVE INTEGRATION PLAN FOR THE ROLE OF NURSE PRACTITIONERS IN CANADA 2011-2015 COLLABORATIVE INTEGRATION PLAN FOR THE ROLE OF NURSE PRACTITIONERS IN CANADA 2011-2015 November 2011 All rights reserved. No part of this document may be reproduced, stored in a retrieval system, or transcribed,

More information

ACEN 2013 STANDARDS AND CRITERIA ASSOCIATE

ACEN 2013 STANDARDS AND CRITERIA ASSOCIATE STANDARD 1 Mission and Administrative Capacity The mission of the nursing education unit reflects the governing organization s core values and is congruent with its mission/goals. The governing organization

More information

ACEN 2013 STANDARDS AND CRITERIA CLINICAL DOCTORATE

ACEN 2013 STANDARDS AND CRITERIA CLINICAL DOCTORATE CLINICAL DOCTORATE STANDARD 1 Mission and Administrative Capacity The mission of the nursing education unit reflects the governing organization s core values and is congruent with its mission/goals. The

More information

Provincial Health Human Resources S T R AT E G I C P L A N 2 0 0 8-2 0 1 1

Provincial Health Human Resources S T R AT E G I C P L A N 2 0 0 8-2 0 1 1 Provincial Health Human Resources S T R AT E G I C P L A N 2 0 0 8-2 0 1 1 Provincial Health Human Resources S T R AT E G I C P L A N 2 0 0 8-2 0 1 1 This strategy sets out the direction that the Ontario

More information

Mentoring Program. Susan Taylor, MA, RN

Mentoring Program. Susan Taylor, MA, RN Mentoring Program Susan Taylor, MA, RN Objectives Identify the phases of acclimation for a new graduate nurse List reasons mentoring may help in retention of new graduate nurses Discuss the development

More information

Oregon Public Health Workforce Training Needs Assessment. Key Informant Interviews Summary Report

Oregon Public Health Workforce Training Needs Assessment. Key Informant Interviews Summary Report Oregon Public Health Workforce Training Needs Assessment Summary Report October 2013 Executive Summary In order to support agency workforce development planning, as required by the national Public Health

More information

Ontario Leadership Strategy. Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum

Ontario Leadership Strategy. Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum Ontario Leadership Strategy Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum Contents 1. Purpose 2. Why Succession Planning and Talent Development?

More information

Final Report Executive Summary. Retrospective Evaluation of The Duke Endowment s Nursing Workforce Grant Initiative

Final Report Executive Summary. Retrospective Evaluation of The Duke Endowment s Nursing Workforce Grant Initiative Final Report Executive Summary Retrospective Evaluation of The Duke Endowment s Nursing Workforce Grant Initiative Prepared by SAGE Partners, Inc. Services in Assessment, Grants, and Evaluation 825C Merrimon

More information

Nursing Strategic Plan. Fiscal Year 2015. Shaping the Future of UCLA Nursing at Ronald Reagan UCLA Medical Center

Nursing Strategic Plan. Fiscal Year 2015. Shaping the Future of UCLA Nursing at Ronald Reagan UCLA Medical Center Nursing Strategic Plan Fiscal Year 2015 Shaping the Future of UCLA Nursing at Ronald Reagan UCLA Medical Center The strategic plan of the Ronald Reagan UCLA Medical Center Department of Nursing aligns

More information

Physician Assistants (PA) Career Start Program (2015) Application Information Package

Physician Assistants (PA) Career Start Program (2015) Application Information Package Physician Assistants (PA) Career Start Program (2015) Application Information Package CONTENTS 1.0 Background 1.1 Ontario s PA Initiative 1.2 Employment Support for 2015 PA graduates 1.3 PA Role and Responsibilities

More information

Course Calendar. Fall 2015 - Summer 2016. www.desouzainstitute.com

Course Calendar. Fall 2015 - Summer 2016. www.desouzainstitute.com Course Calendar Fall 2015 - Summer 2016 www.desouzainstitute.com de Souza Institute Mission: To inspire and empower health care professionals to provide the best cancer and palliative care through education

More information

How Accelerated Nursing Students Learn

How Accelerated Nursing Students Learn How Accelerated Nursing Students Learn A Comparative Case Study of the Facilitators, Barriers, Learning Strategies, Challenges and Obstacles of students in an Accelerated Nursing Program Background and

More information

KATHY DOERKSEN, RN, MN, CNN(C)

KATHY DOERKSEN, RN, MN, CNN(C) WHAT ARE THE PROFESSIONAL DEVELOPMENT AND MENTORSHIP NEEDS OF ADVANCED PRACTICE NURSES? KATHY DOERKSEN, RN, MN, CNN(C) This study investigated the professional development and mentorship needs of an existing

More information

Peer to Peer Validation. Sarb Randhawa BSN, RN, CNCCP(C) Karen LeComte MSN, RN, CNCCP(C)

Peer to Peer Validation. Sarb Randhawa BSN, RN, CNCCP(C) Karen LeComte MSN, RN, CNCCP(C) Peer to Peer Validation Sarb Randhawa BSN, RN, CNCCP(C) Karen LeComte MSN, RN, CNCCP(C) Outline Background BCCH Critical Care Program Situation/Problem Search for Solutions Rapid Process Improvement Workshop

More information

An evaluation of the Victorian Secondary School Nursing Program Executive summary

An evaluation of the Victorian Secondary School Nursing Program Executive summary An evaluation of the Victorian Secondary School Nursing Program Executive summary State Government of Victoria Primary and Community Health Branch An evaluation of the Victorian Secondary School Nursing

More information

Developing a Results-Driven Onboarding and Mentoring Process for Physicians

Developing a Results-Driven Onboarding and Mentoring Process for Physicians Developing a Results-Driven Onboarding and Mentoring Process for Physicians Speakers C. Edward Brown, F.A.C.H.E. Chief Executive Officer The Iowa Clinic Jamie Carlson Chief Human Resources Officer The

More information

collaboration/teamwork and clinical knowledge and decision-making (attachment 4.1.b). The Staff Nurse position description links position

collaboration/teamwork and clinical knowledge and decision-making (attachment 4.1.b). The Staff Nurse position description links position 4.1 Describe the formal and informal performance appraisal processes used in the organization, including self-appraisal, peer review, and 360 o evaluation (as appropriate) for all levels in the organization.

More information

Designing and Filling New Positions. February 2009

Designing and Filling New Positions. February 2009 Designing and Filling New Positions February 2009 Overview In this document we provide an introduction to Bridgespan s perspective on People, one of five key elements of effective organization design We

More information

Exemplary Care: Registered Nurses and Licensed Practical Nurses Working Together

Exemplary Care: Registered Nurses and Licensed Practical Nurses Working Together Exemplary Care: Registered Nurses and Licensed Practical Nurses Working Together Exemplary Care: Registered Nurses and Licensed Practical Nurses Working Together Acknowledgements This document represents

More information

Moving From Thought to Reality

Moving From Thought to Reality Effective Staffing Network Boosting Retention and Doubling New Hires with Sun Health s Nursing Education Transition Unit Patricia Greene, MSN, RN Patient Care Manager Nancy Zismann, MSOL, RN Assistant

More information

Nurse Residency Program 03/27/11 1

Nurse Residency Program 03/27/11 1 03/27/11 1 Vision Nursing Shortage Aging Workforce Decrease attrition of new nurses 03/27/11 2 Overview Smooth transition Range of learning experiences Discussion topics First 6 months Completion 03/27/11

More information

Transitioning New Graduates into Clinical Nursing: The Path to Safe Patient Care

Transitioning New Graduates into Clinical Nursing: The Path to Safe Patient Care Transitioning New Graduates into Clinical Nursing: The Path to Safe Patient Care Mabel Hunsberger, RN PhD Andrea Baumann, RN PhD Mary Crea-Arsenio, MSc Presented at the 4th Conference on Nursing Research

More information

SCHOOL OF NURSING. The School is engaged in a systematic expansion of enrollment that will

SCHOOL OF NURSING. The School is engaged in a systematic expansion of enrollment that will SCHOOL OF NURSING EXECUTIVE SUMMARY The School is engaged in a systematic expansion of enrollment that will span from 2003 until 2012, with projected growth from 500 students to 700 students. However,

More information

MANAGER OF HUMAN RESOURCES CORPORATE SERVICES

MANAGER OF HUMAN RESOURCES CORPORATE SERVICES MANAGER OF HUMAN RESOURCES CORPORATE SERVICES GENERAL PURPOSE The Manager of Human Resources is responsible for the overall management and support provided through the County s Human Resources unit. The

More information

Mentor s Guide. Mentorship Program Northern Kentucky University

Mentor s Guide. Mentorship Program Northern Kentucky University 2012 Mentor s Guide Mentorship Program Northern Kentucky University NKU Haile/U.S. Bank College of Business MBA MENTORSHIP Program: Mentor s Guide Reasons for Mentor participation and Guidelines About

More information

ACEN 2013 STANDARDS AND CRITERIA MASTER S and POST-MASTER S CERTIFICATE

ACEN 2013 STANDARDS AND CRITERIA MASTER S and POST-MASTER S CERTIFICATE STANDARD 1 Mission and Administrative Capacity The mission of the nursing education unit reflects the governing organization s core values and is congruent with its mission/goals. The governing organization

More information

Nursing Career Family LEVEL DESCRIPTIONS PURPOSE

Nursing Career Family LEVEL DESCRIPTIONS PURPOSE Nursing Career Family LEVEL DESCRIPTIONS PURPOSE Jobs in this family perform professional nursing services that directly and/or indirectly affect patient care and public safety. The jobs in this family

More information

Strengthening the role of the Clinical Nurse Specialist in Canada Pan-Canadian Roundtable Discussion Summary Report

Strengthening the role of the Clinical Nurse Specialist in Canada Pan-Canadian Roundtable Discussion Summary Report Strengthening the role of the Clinical Nurse Specialist in Canada Pan-Canadian Roundtable Discussion Summary Report Canadian Nurses Association i Prepared by Tazim Virani & Associates Consulting Firm All

More information

STEP SIX: Plan Implementation

STEP SIX: Plan Implementation STEP SIX: Plan Implementation 149 STEP SIX: Plan Implementation Where are you in the PEPPA Framework? You are at the sixth step where you and your team will develop a detailed plan for implementing and

More information

Panel Services Australian Public Service Commission. Our Vision. The Panels

Panel Services Australian Public Service Commission. Our Vision. The Panels Panel Services Australian Public Service Commission The Australian Public Service Commission (the Commission) plays a central role within the Australian Public Service (APS) in assisting to build the capability

More information

The Power of Shared Decision Making

The Power of Shared Decision Making The Power of Shared Decision Making What is Shared Decision Making Point of Service Decision Making - where staff who perform the work participate in decision making affecting their environment A 30 year

More information

CNE/CNO Governance and Leadership Self-Assessment

CNE/CNO Governance and Leadership Self-Assessment CNE/CNO Governance and Leadership Self-Assessment The RNAO Governance and Leadership Self-Assessment is presented as a tool for Chief Nursing Executives (CNEs) and Chief Nursing Officers (CNOs) to use

More information

To foster the professional development of staff

To foster the professional development of staff JNSD Journal for Nurses in Staff Development & Volume 28, Number 2, 69Y73 & Copyright B 2012 Wolters Kluwer Health Lippincott Williams & Wilkins Infusing Research Into Practice A Staff Nurse Evidence-Based

More information

IOM National Cancer Policy Forum: Ensuring Quality Cancer Care through the Oncology Workforce

IOM National Cancer Policy Forum: Ensuring Quality Cancer Care through the Oncology Workforce IOM National Cancer Policy Forum: Ensuring Quality Cancer Care through the Oncology Workforce Kevin W. Sowers, RN, MSN Interim Chief Executive Officer Chief Operating Officer Duke University Hospital Durham,

More information

Stakeholder Engagement and Insight for Education, Employment and Practice. CASN Nursing Research Conference 2012

Stakeholder Engagement and Insight for Education, Employment and Practice. CASN Nursing Research Conference 2012 Stakeholder Engagement and Insight for Education, Employment and Practice CASN Nursing Research Conference 2012 Irene Koren, Oxana Mian, Ellen Rukholm Stakeholder Engagement Key points: A continuous process

More information

NOVA SCOTIA S. Nursing Strategy 2015

NOVA SCOTIA S. Nursing Strategy 2015 NOVA SCOTIA S Nursing Strategy 2015 NOVA SCOTIA S Nursing Strategy 2015 Contents Background...1 Support at Every Stage...2 Evidence & Experience...3 A Multi-Faceted Approach...4 Nursing Education...5 Maintain

More information

College Quarterly. A Simulation-based Training Partnership between Education and Healthcare Institutions. Louanne Melburn & Julie Rivers.

College Quarterly. A Simulation-based Training Partnership between Education and Healthcare Institutions. Louanne Melburn & Julie Rivers. College Quarterly Winter 2012 - Volume 15 Number 1 Home Contents A Simulation-based Training Partnership between Education and Healthcare Institutions Louanne Melburn & Julie Rivers Abstract Partnership

More information

Mentorship. Mentor Information Pack

Mentorship. Mentor Information Pack Mentor Information Pack Mentor Package Casilda Cannon Objectives... 3 Introduction... 3 What is Mentoring... 4 Role and Responsibilities... 6 Characteristics of a Good Mentor... 9 Characteristics of a

More information

SCO Health Service and the Institute on Health of the Elderly. Post Graduate Nursing Research Fellowship in Gerontology

SCO Health Service and the Institute on Health of the Elderly. Post Graduate Nursing Research Fellowship in Gerontology SCO Health Service and the Institute on Health of the Elderly Post Graduate Nursing Research Fellowship in Gerontology August 2002 1. Introduction Advanced nursing practice (ANP) is a term that describes

More information

Repayment Resource Guide. Planning for Student Success

Repayment Resource Guide. Planning for Student Success Repayment Resource Guide Planning for Student Success 2013 Table of Contents Table of Contents... 1 Introduction... 3 Purpose of Document... 3 Role of Post Secondary Institutions... 3 Consequences of Student

More information

CHAPTER 1: The Preceptor Role in Health Systems Management

CHAPTER 1: The Preceptor Role in Health Systems Management CHAPTER 1: The Preceptor Role in Health Systems Management Throughout the nursing literature, the preceptor is described as a nurse who teaches, supports, counsels, coaches, evaluates, serves as role model

More information

X: Licensed Practical Nurse Leadership Role

X: Licensed Practical Nurse Leadership Role X: Alberta s Competency Profile 241 Priority: One Competency: X-1 Leadership Skills X-1-1 X-1-2 X-1-3 X-1-4 X-1-5 Demonstrate ability to apply critical thinking and clinical judgment to leadership skills

More information

PRO-NET 2000. A Publication of Building Professional Development Partnerships for Adult Educators Project. April 2002

PRO-NET 2000. A Publication of Building Professional Development Partnerships for Adult Educators Project. April 2002 Professional Development Coordinator Competencies and Sample Indicators for the Improvement of Adult Education Programs A Publication of Building Professional Development Partnerships for Adult Educators

More information

Meeting the Challenges

Meeting the Challenges Meeting the Challenges CNA s response to Promoting Innovative Solutions to Health Human Resources Challenges, a report of the Standing Committee on Health September 23, 2010 This document was prepared

More information

Registered Nurse Roles that Facilitate Continuity of Care

Registered Nurse Roles that Facilitate Continuity of Care Registered Nurse Roles that Facilitate Continuity of Care September 2008 Permission to reproduce this document is granted; please recognize CARNA. College and Association of Registered Nurses of Alberta

More information

Frequently Asked Questions (FAQ)

Frequently Asked Questions (FAQ) Frequently Asked Questions (FAQ) When does Adventist Midwest Health hire new grad RNs? Adventist hires graduate nurses when "New Grad RN Residency" positions are posted on our career site in early spring

More information

Senate Finance Committee. Transforming the Health Care Delivery System: Proposals to Improve Patient Care and Reduce Health Care Costs.

Senate Finance Committee. Transforming the Health Care Delivery System: Proposals to Improve Patient Care and Reduce Health Care Costs. Senate Finance Committee Transforming the Health Care Delivery System: Proposals to Improve Patient Care and Reduce Health Care Costs May 15, 2009 Comments Presented on Behalf of the American Association

More information

THE ULTIMATE RECRUITMENT TOOL : PROVIDING CLINICAL TRAINING OPPORTUNITIES TO HEALTH PROFESSIONAL STUDENTS

THE ULTIMATE RECRUITMENT TOOL : PROVIDING CLINICAL TRAINING OPPORTUNITIES TO HEALTH PROFESSIONAL STUDENTS THE ULTIMATE RECRUITMENT TOOL : PROVIDING CLINICAL TRAINING OPPORTUNITIES TO HEALTH PROFESSIONAL STUDENTS Patrick J Enking, MS, PA-C, DFAAPA Northern Arizona University Physician Assistant Program LEARNING

More information

Career Development and Succession Planning. Changing Landscape of HR 2012 Conference

Career Development and Succession Planning. Changing Landscape of HR 2012 Conference Career Development and Succession Planning Changing Landscape of HR 2012 Conference Overview Career Development Program Succession Planning Process Benefits Reduced organizational risk. Increased productivity.

More information

UW-Madison School of Nursing Assessment Report 2007-2008. Please see attached assessment plan for the UW-Madison School of Nursing.

UW-Madison School of Nursing Assessment Report 2007-2008. Please see attached assessment plan for the UW-Madison School of Nursing. UW-Madison School of Nursing Assessment Report 2007-2008 1. Assessment Plan Please see attached assessment plan for the UW-Madison School of Nursing. 2. and 3. Assessment Activities 2007-2008 Progress

More information

Theme Barrier Strategy

Theme Barrier Strategy Overcoming Health Service Provider Barriers Theme Barrier Strategy Communication Culture Community Telehealth Coordinators trained First Nation telehealth coordinators are fluent in the local language

More information

Mentoring supports a process that is about enabling and supporting, sometimes triggering major change in people s life and work

Mentoring supports a process that is about enabling and supporting, sometimes triggering major change in people s life and work NURSE PRACTITIONER MENTORSHIP Mentoring supports a process that is about enabling and supporting, sometimes triggering major change in people s life and work Clutterbuck & Megginson, (1995) Mentoring in

More information

ENVIRONICS COMMUNICATIONS WHITEPAPER

ENVIRONICS COMMUNICATIONS WHITEPAPER ENVIRONICS COMMUNICATIONS WHITEPAPER Creating an Employee Centric Internal Communications Model April 2013 "The only irreplaceable capital an organization possesses is the knowledge and ability of its

More information

Maintenance of Certification Program Evaluation Phase 2. Executive Summary

Maintenance of Certification Program Evaluation Phase 2. Executive Summary Maintenance of Certification Program Evaluation Phase 2 Executive Summary Prepared by Craig M Campbell MD FRCPC Director, Office of Professional Affairs In collaboration with Expert Panel Advisory Working

More information

Mapping Your Science Education Program. Precollege and Undergraduate Science Education Program

Mapping Your Science Education Program. Precollege and Undergraduate Science Education Program Mapping Your Science Education Program Precollege and Undergraduate Science Education Program Mapping Your Science Education Program In order to understand the effectiveness of science education programs

More information

Guidance for Service Managers and Directors of Mental Health Nursing

Guidance for Service Managers and Directors of Mental Health Nursing Implementation of Advanced Practice Roles (Specialist Nurse and Nurse Practitioner) In Addiction Treatment Guidance for Service Managers and Directors of Mental Health Nursing May 2012 Contents Rationale...

More information

GUIDELINES FOR INTRAPROFESSIONAL COLLABORATION

GUIDELINES FOR INTRAPROFESSIONAL COLLABORATION GUIDELINES FOR INTRAPROFESSIONAL COLLABORATION Guidelines for Intraprofessional Collaboration: Registered Nurses and Licensed Practical Nurses Working Together October 2015 (1/19) Nurses Association of

More information

Report of the Nurse Practitioner Integration Task Team. submitted to the. Ontario Minister of Health and Long-Term Care.

Report of the Nurse Practitioner Integration Task Team. submitted to the. Ontario Minister of Health and Long-Term Care. 1 Report of the Nurse Practitioner Integration Task Team submitted to the Ontario Minister of Health and Long-Term Care March 2007 2 EXECUTIVE SUMMARY Established by the Minister of Health and Long-Term

More information

A collaborative model for service delivery in the Emergency Department

A collaborative model for service delivery in the Emergency Department A collaborative model for service delivery in the Emergency Department Regional Geriatric Program of Toronto, December 2009 Background Seniors over the age of 75 years now have the highest Emergency Department

More information

Objectives. Leadership Development A Workforce Imperative: A Data Driven. National Leadership. Wisconsin Action Coalition 6/5/2015

Objectives. Leadership Development A Workforce Imperative: A Data Driven. National Leadership. Wisconsin Action Coalition 6/5/2015 Objectives Leadership Development A Workforce Imperative: A Data Driven Approach to Strategy Development Barb Pinekenstein DNP, RN BC, CPHIMS Clinical Professor Richard E. Sinaiko Professor in Health Care

More information

Submitted to: Dr. Chen

Submitted to: Dr. Chen Recommended solutions and implementation plan for UNCW Center for Teaching Excellence in relation to low faculty services request problem. Submitted to: Dr. Chen By: Paul Ritchie 4-21-04 UNCW Masters Instructional

More information

THE IMPACT OF A NURSING TRANSITIONS PROGRAM ON RETENTION AND COST. Rhonda R. Foster, Ed.D,MPH,MS,RN,NEA-BC Lynne A. Hillman, MEd,BEd,BScN

THE IMPACT OF A NURSING TRANSITIONS PROGRAM ON RETENTION AND COST. Rhonda R. Foster, Ed.D,MPH,MS,RN,NEA-BC Lynne A. Hillman, MEd,BEd,BScN THE IMPACT OF A NURSING TRANSITIONS PROGRAM ON RETENTION AND COST Rhonda R. Foster, Ed.D,MPH,MS,RN,NEA-BC Lynne A. Hillman, MEd,BEd,BScN LEARNING OBJECTIVES 1. Describe the essential elements of a transitions

More information

Foundations of Oncology Nursing Practice

Foundations of Oncology Nursing Practice Foundations of Oncology Nursing Practice Course Syllabus Course Lead:, RN, MN, BScN, CON(C) Associate Faculty:, RN, CON(C) Last updated January 27, 2011 Course Description: This online course will introduce

More information

Succeed with Academic Mentoring (SAM)

Succeed with Academic Mentoring (SAM) Succeed with Academic Mentoring (SAM) Caroline Vafeas RN DN BSc(Hons) MA Nursing & Education Lesley Andrew MSc, BSc (Hons) Public Health Nursing, BSc (Hons) Biology, RN, RHV Edith Cowan University, Western

More information

Scope of Practice for the Acute Care CNS. Introduction

Scope of Practice for the Acute Care CNS. Introduction Scope of Practice for the Acute Care CNS Introduction The historical conceptualization of nursing delineates clinical practice dimensions according to the practitioner s role, the practice environment,

More information

The P ProcessTM. 2 Design Strategy. Five Steps to Strategic Communication. Mobilize & Monitor. Create & Test. Evaluate & Evolve. Inquire T H E O RY

The P ProcessTM. 2 Design Strategy. Five Steps to Strategic Communication. Mobilize & Monitor. Create & Test. Evaluate & Evolve. Inquire T H E O RY The P ProcessTM Five Steps to Strategic Communication 3 Create & Test PARTICIPATION 4 Mobilize & Monitor T H E O RY 2 Design Strategy 5 Evaluate & Evolve C A P A C I T Y 1 Inquire TM Suggested citation:

More information