Abstract
Session presented on: Wednesday, July 24, 2013:
Purpose: The purpose of this research was to clearly articulate stream-specific positions within the nursing department at Rashid Hospital and how we can better advocate, mentor and evaluate the performance of those nurses within these positions.
Methods: The Nursing Competency Framework covers the career paths of all nurses in Rashid Hospital. The three career options open to these nurses are delineated and given structure by the competencies expected of individuals. The matrix follows a scheme of increasing complexity of tasks and runs from basic domain independent skills through to higher level competencies requiring greater levels of experience and aptitude. Evaluation of competencies are undertaken through review of work and projects that meet the organization's goals and at higher levels require the application of peer and colleague review. Evaluation data were collected using two instruments, a questionnaire and focus groups. The outcome of the initial pilot resulted in minimal changes to the framework. The same methodology was used for the evaluation of the entire program in 2012.
Results: The overall findings of the evaluation are extraordinarily positive and the level of overall satisfaction with the programme is high (mean 3.16; SD 0.79). Other indicators which have shown significant improvement include resource management, research implementation and dissemination and risk management strategies.
Conclusion: Overall, participants have evaluated the programme highly and there is clearly a demonstrated commitment to continue. While there are no majorly significant poor findings, the main areas requiring review go largely to the management of the programme vis-a-vis the general communication, preparatory education, assessment and mentoring. Despite the programme only being run for 24 months, there has been demonstrable personal advancements e.g. promotions, conference papers, there has also been significant improvements and benefits in resource utilisation and adherence to accreditation standards.
Sigma Membership
Unknown
Type
Presentation
Format Type
Text-based Document
Study Design/Type
N/A
Research Approach
N/A
Keywords:
Competency, Framework
Recommended Citation
Gordon-Griffiths, Jane Leanne; Fielding, Mark J.; and Newman, Stuart Andrew, "A triad of opportunities: A nursing competency framework" (2013). INRC (Congress). 206.
https://www.sigmarepository.org/inrc/2013/presentations_2013/206
Conference Name
24th International Nursing Research Congress
Conference Host
Sigma Theta Tau International
Conference Location
Prague, Czech Republic
Conference Year
2013
Rights Holder
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Review Type
Abstract Review Only: Reviewed by Event Host
Acquisition
Proxy-submission
A triad of opportunities: A nursing competency framework
Prague, Czech Republic
Session presented on: Wednesday, July 24, 2013:
Purpose: The purpose of this research was to clearly articulate stream-specific positions within the nursing department at Rashid Hospital and how we can better advocate, mentor and evaluate the performance of those nurses within these positions.
Methods: The Nursing Competency Framework covers the career paths of all nurses in Rashid Hospital. The three career options open to these nurses are delineated and given structure by the competencies expected of individuals. The matrix follows a scheme of increasing complexity of tasks and runs from basic domain independent skills through to higher level competencies requiring greater levels of experience and aptitude. Evaluation of competencies are undertaken through review of work and projects that meet the organization's goals and at higher levels require the application of peer and colleague review. Evaluation data were collected using two instruments, a questionnaire and focus groups. The outcome of the initial pilot resulted in minimal changes to the framework. The same methodology was used for the evaluation of the entire program in 2012.
Results: The overall findings of the evaluation are extraordinarily positive and the level of overall satisfaction with the programme is high (mean 3.16; SD 0.79). Other indicators which have shown significant improvement include resource management, research implementation and dissemination and risk management strategies.
Conclusion: Overall, participants have evaluated the programme highly and there is clearly a demonstrated commitment to continue. While there are no majorly significant poor findings, the main areas requiring review go largely to the management of the programme vis-a-vis the general communication, preparatory education, assessment and mentoring. Despite the programme only being run for 24 months, there has been demonstrable personal advancements e.g. promotions, conference papers, there has also been significant improvements and benefits in resource utilisation and adherence to accreditation standards.