The AONE nurse executive competencies. (2005). Retrieved June 23, 2015, from http://www.aone.org/resources/leadership%20tools/PDFs/AONE_NEC.pdf The effective preceptor [Monograph]. (Serial No. 050215). Retrieved from Vitello-Cicciu, J. M., Weatherford, B., & Gemme, D. (2014, March). The effectiveness of a leadership development program on self-awareness in practice. Journal of Nursing Administration, 44(3), 170-174. http://dx.doi.org/10.1097/NNA.0000000000000046
Appendix A Clinical Practicum II Learning Plan Template- M Wendt ANA Standards of Practice: Specialty role Outcome Criteria: (taken from the ANA Standards/NLN Competencies) Activities to Achieve Outcome. Resources needed to be successful Timeline Standard #4 Planning The nurse administrator develops a plan that prescribes strategies and alternatives to attain expected outcomes. (American Nurses Association [ANA], 2009, p. 28) Participates in the design and development of and processes to address the situation or issue. (American Nurses Association [ANA], 2009, p. 28) Develop evidence based orientation plan/policy/ process for nurse manager group using an approach at MidMichigan Health (MMH). Analyze current policy on nurse manager orientation related to 1A. Literature on best practice for nurse manager orientation processes. AONE Nurse executive competencies. ANA Administration Scope and Standards Nursing and non-nursing theory for learning & change. (Most likely Benner/ Novice to Expert, Studor, Lewin?) Nursing philosophy (Newly developed Summer 2015) 1B. Current orientation policy and tool/checklist Sept-Dec 2015
Considers the economic impact of the plan. non-nursing departments Revise key educational needed for nurse manager success. Perform Root Cause analysis or FEMA for orientation deficiencies. Determine common stressors of newly hired nurse managers. 2. Develop cost analysis of proposed plan. (Included: the cost of nurse 1C. List of ancillary non-nursing department’s liason. Current orientation tool/checklist. 1D. Meeting with current nurse managers, directors, education department manager, HR representation, and VP of nursing for topics to be included in new process/ identify weaknesses in current process. 1E. Meeting with current nurse managers to discuss experiences Literature on stressors of the new nurse manager 2A. Meeting with human resource.
(American Nurses Association [ANA], 2009, p. 28) manager turnover). Determine time allotment for orientation. Determine budget availability for outside programs. Calculate cost benefit ratio of orientation/ nurse manager turnover. EBP literature for cost of nurse manager turnover and time devoted to orientation process. 2B Meeting with Nursing Directors & VP of nursing 2C. Meeting with Nursing Directors & VP of nursing 2D. Meeting with finance department to determine cost/benefit ratios. Standard #5 Implementation The nurse administrator implements the identified plan. (American Nurses Association [ANA], 2009, p. 29) Facilitates utilization of systems and community resources to implement the plan (American Nurses Association [ANA], 2009, p. 29) 1. Organize meetings with in departments (Physician stakeholder included), as well as possible community entities to determine available resources. 2. 1A. Contact person for various departments and organizations. Sept-Dec 2015
(American Nurses Association [ANA], 2009, p. 36) Utilize hospital technology to obtain data regarding nurse manager competencies IT liaison Human resource data Standard # 9 Professional Practice Evaluation The nurse administrator evaluates own nursing practice in relation to professional practice standards and guidelines, relevant statutes, rules, and regulations. (American Nurses Association [ANA], 2009, p. 37) Interacts with peers and colleagues to enhance own professional nursing practice and role performance. (American Nurses Association [ANA], 2009, p. 37) Takes actions to achieve goals identified during the evaluation process. (American Nurses Association [ANA], 2009, p. 37) 1. Determine what is needed to enhance nurse manager professional practice as leaders. Create and communicate project outcomes in a manner 2. Develop evaluation process for the completion of the nurse leader orientation process. Measure and analyze performance from learning 1A. AONE Nurse executive competencies. Meeting with 2B. Transformational Leadership guidelines and literature 2A. Local healthcare organization’s evaluation processes. Evidence based practice evaluation methods. 2B. Benchmarking of nursing data for turnover rates & magnet designation status Sept-Dec 2015 Appendix B