Nursing administration |

Nursing administration
SUBDOMAIN 723.4 – STAFFING

Competency 723.4.1 – Building Organizational Talent – The graduate applies appropriate workforce management strategies to the recruiting, hiring, and retaining of new nurses.
Competency 723.4.2 – Coaching and Development – The graduate plans a variety of activities to develop and manage human resources.

Objectives:
723.4.1-05: Design an effective mentoring/coaching program for new nurses in a given organization or situation.
723.4.1-07: Design a strategy for retaining staff nurses in a given organization or situation.
723.4.1-08: Design a specific strategy for recruiting, hiring, or retaining nurses for a given organization.
723.4.1-09: Develop a job description for a given nursing position.
723.4.1-10: Develop a guide for interviewing candidates for a specified nursing position.
723.4.2-03: Write a brief orientation guide for new nurses for a given organization or situation.
________________________________________
Introduction:

As the chief nursing officer, it is your job to oversee the recruitment, hiring, and retention of nurses for the acute care units of a healthcare organization. The organization has had difficulty retaining new graduates beyond the second year. Your task is to develop a plan for recruiting and retaining nursing staff, an interview guide for determining the most qualified nurses for a given job, and a plan to mentor the newly hired nurses.

Task:

A. Design a strategy (suggested length of 1–2 pages) for recruiting nurses for the acute care units.

B. Write an original job description (suggested length of 1–2 pages) to advertise a position for staff nurses to work 12-hour shifts in the acute care units.

C. Develop a short guide of 10 open-ended questions for interviewing candidates to work as staff nurses in the acute care units.

D. Design a strategy (suggested length of 1–2 pages) for retaining staff nurses for the acute care units.

E. Design a mentoring program (suggested length of 3–4 pages) for the newly hired nurses.

Note: Assume that these nurses will all be new graduates.

F. Write a brief orientation guide (suggested length of 3–4 pages) for the newly hired nurses.

G. If you use sources, include all in-text citations and references in APA format.

Note: Please save word-processing documents as *.rtf (Rich Text Format) or *.pdf (Portable Document Format) files.

Note: For definitions of terms commonly used in the rubric, see the attached Rubric Terms.

Note: When using sources to support ideas and elements in a paper or project, the submission MUST include APA formatted in-text citations with a corresponding reference list for any direct quotes or paraphrasing. It is not necessary to list sources that were consulted if they have not been quoted or paraphrased in the text of the paper or project.

Note: No more than a combined total of 30% of a submission can be directly quoted or closely paraphrased from sources, even if cited correctly. For tips on using APA style, please refer to the APA Handout web link included in the General Instructions section.
Rubrics:
1. NET1 – 723.4.1-05, 07-10, 4.2-03

Web Links:
1. Rubric Terms

Evaluation Method

NET1 – 723.4.1-05, 07-10, 4.2-03
Levels/Criteria Unacceptable Needs Revision Meets Standard Exemplary Score/Level
Articulation of Response (clarity, organization, word usage, ease of understandability) There is no evidence of response to the prompts. The articulation of the response is weak. The articulation of the response is adequate. The articulation of the response is skillful.
Accuracy of Mechanics (grammar, punctuation, spelling) The work includes several major errors that disrupt the meaning or flow of the response. The work includes a few major errors and/or many minor errors that interfere with the clarity of the response. The work includes a few minor errors but no readily detectable major errors. The work includes no readily detectable major or minor errors.
A. Recruiting Strategy The candidate does not design a strategy for recruiting nurses for the acute care units. The candidate designs an illogical strategy for recruiting nurses for the acute care unit. The candidate designs a logical strategy for recruiting nurses for the acute care unit. The candidate designs a credible and well-supported strategy for recruiting nurses for the acute care unit.
B. Job Description The candidate does not write an original job description to advertise a position for staff nurses to work 12-hour shifts in the acute care units. The candidate writes an imprecise job description to advertise a position for staff nurses to work 12-hour shifts in the acute care units. The candidate writes a reasonable job description to advertise a position for staff nurses to work 12-hour shifts in the acute care units. The candidate writes a precise job description to advertise a position for staff nurses to work 12-hour shifts in the acute care units.
C. Interviewing Guide The candidate develops a guide of 0–7 relevant, open-ended questions for interviewing candidates to work as staff nurses in the acute care units. The candidate develops a guide of 8–9 relevant, open-ended questions for interviewing candidates to work as staff nurses in the acute care units. Not applicable. The candidate develops a guide of 10 relevant, open-ended questions for interviewing candidates to work as staff nurses in the acute care units.
D. Retention Strategy The candidate does not design a strategy for retaining nurses for the acute care units. The candidate designs an illogical strategy for retaining nurses for the acute care units. The candidate designs a logical strategy for retaining nurses for the acute care units. The candidate designs a credible and well-supported strategy for retaining nurses for the acute care units.
E. Mentoring Program The candidate does not design a mentoring program for the newly hired nurses. The candidate designs an illogical mentoring program for the newly hired nurses. The candidate designs a logical mentoring program for the newly hired nurses. The candidate designs a credible and well-supported mentoring program for the newly hired nurses.
F. Orientation Guide The candidate does not write an orientation guide for the newly hired nurses. The candidate writes an imprecise orientation guide for the newly hired nurses. The candidate writes a reasonable orientation guide for the newly hired nurses. The candidate writes a precise orientation guide for the newly hired nurses.
G. Sources If the candidate uses sources, the candidate does not provide in-text citations and/or references for each source used. If the candidate uses sources, the candidate provides appropriate in-text citations and/or references with major deviations from APA style. If the candidate uses sources, the candidate provides appropriate in-text citations and/or references with minor deviations from APA style. If the candidate uses sources, the candidate provides appropriate in-text citations and/or references with no readily detectable deviations from APA style, OR the candidate does not use sources.
723.5.1-04, 05 (2008)

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Directions

SUBDOMAIN 723.5 – DIRECTING

Competency 723.5.1: Communicating With Impact – The graduate chooses a variety of methods to communicate effectively with diverse individuals and groups in an organization, writes and speaks effectively to a variety of audiences, and determines appropriate technology for effective communication within the healthcare setting.

Objective 723.5.1-04: Develop an oral presentation on a given nursing, healthcare, or organizational issue suitable for delivery to specified diverse audiences.
Objective 723.5.1-05: Produce a cogent and persuasive written piece to address a specified nursing, healthcare, or organizational issue appropriate for a given audience

SUBDOMAIN 723.4 – STAFFING

As the chief nursing officer,it is your job to oversee the recruitment, hiring, and retention of nurses for the acute care units of a healthcare organization. The organization has had difficulty retaining new graduates beyond the second year. Your task is to develop a plan for recruiting and retaining nursing staff, an interview guide for determining the most qualified nurses for a given job, and a plan to mentor the newly hired nurses.

Task:

A. Design a strategy (suggested length of 1–2 pages) for recruiting nurses for the acute care units.

B. Write an original job description (suggested length of 1–2 pages) to advertise a position for staff nurses to work 12-hour shifts in the acute care units.

C. Develop a short guide of 10 open-ended questions for interviewing candidates to work as staff nurses in the acute care units.

D. Design a strategy (suggested length of 1–2 pages) for retaining staff nurses for the acute care units.

E. Design a mentoring program (suggested length of 3–4 pages) for the newly hired nurses.

Note: Assume that these nurses will all be new graduates.

F. Write a brief orientation guide (suggested length of 3–4 pages) for the newly hired nurses.

G. If you use sources, include all in-text citations and references in APA format.

Note: Please save word-processing documents as *.rtf (Rich Text Format) or *.pdf (Portable Document Format) files.

Note: For definitions of terms commonly used in the rubric, see the attached Rubric Terms.

Web Links:
1. Rubric Terms

Evaluation MethodNET1 – 723.4.1-05, 07-10, 4.2-03
Levels/Criteria Unacceptable Needs Revision Meets Standard Exemplary Score/Level
Articulation of Response (clarity, organization, word usage, ease of understandability) There is no evidence of response to the prompts. The articulation of the response is weak. The articulation of the response is adequate. The articulation of the response is skillful.
Accuracy of Mechanics (grammar, punctuation, spelling) The work includes several major errors that disrupt the meaning or flow of the response. The work includes a few major errors and/or many minor errors that interfere with the clarity of the response. The work includes a few minor errors but no readily detectable major errors. The work includes no readily detectable major or minor errors.
A. Recruiting Strategy The candidate does not design a strategy for recruiting nurses for the acute care units. The candidate designs an illogical strategy for recruiting nurses for the acute care unit. The candidate designs a logical strategy for recruiting nurses for the acute care unit. The candidate designs a credible and well-supported strategy for recruiting nurses for the acute care unit.
B. Job Description The candidate does not write an original job description to advertise a position for staff nurses to work 12-hour shifts in the acute care units. The candidate writes an imprecise job description to advertise a position for staff nurses to work 12-hour shifts in the acute care units. The candidate writes a reasonable job description to advertise a position for staff nurses to work 12-hour shifts in the acute care units. The candidate writes a precise job description to advertise a position for staff nurses to work 12-hour shifts in the acute care units.
C. Interviewing Guide The candidate develops a guide of 0–7 relevant, open-ended questions for interviewing candidates to work as staff nurses in the acute care units. The candidate develops a guide of 8–9 relevant, open-ended questions for interviewing candidates to work as staff nurses in the acute care units. Not applicable. The candidate develops a guide of 10 relevant, open-ended questions for interviewing candidates to work as staff nurses in the acute care units.
D. Retention Strategy The candidate does not design a strategy for retaining nurses for the acute care units. The candidate designs an illogical strategy for retaining nurses for the acute care units. The candidate designs a logical strategy for retaining nurses for the acute care units. The candidate designs a credible and well-supported strategy for retaining nurses for the acute care units.
E. Mentoring Program The candidate does not design a mentoring program for the newly hired nurses. The candidate designs an illogical mentoring program for the newly hired nurses. The candidate designs a logical mentoring program for the newly hired nurses. The candidate designs a credible and well-supported mentoring program for the newly hired nurses.
F. Orientation Guide The candidate does not write an orientation guide for the newly hired nurses. The candidate writes an imprecise orientation guide for the newly hired nurses. The candidate writes a reasonable orientation guide for the newly hired nurses. The candidate writes a precise orientation guide for the newly hired nurses.
G. Sources If the candidate uses sources, the candidate does not provide in-text citations and/or references for each source used. If the candidate uses sources, the candidate provides appropriate in-text citations and/or references with major deviations from APA style. If the candidate uses sources, the candidate provides appropriate in-text citations and/or references with minor deviations from APA style. If the candidate uses sources, the candidate provides appropriate in-text citations and/or references with no readily detectable deviations from APA style, OR the candidate does not use sources.
723.5.1-04, 05 (2008)

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Directions

SUBDOMAIN 723.5 – DIRECTING

“Magnet status is an award given by the American Nurses’ Credentialing Center (ANCC) to hospitals that satisfy a set of criteria designed to measure the strength and quality of their nursing” (Center for Nursing Advocacy, 2008, ¶ 1). As the chief nursing officer (CNO) of a large regional hospital, you and your team have decided that it would be beneficial for your hospital to obtain this status. However, it will take the involvement of all the nursing staff to meet the requirements. You plan to give a presentation to the whole nursing staff and prepare a brief white paper that gives an overview of what Magnet status is and how it is obtained.

Task:

A. Develop a multimedia presentation (e.g., using PowerPoint) (suggested length of 5–10 slides) on the Magnet process for a large group of nurses who all speak English in which you:
1. Define Magnet status.
2. Discuss the steps necessary to attain Magnet status.
3. Describe principles that are practiced in a Magnet hospital.
4. Discuss how attaining Magnet status could change hospital nurses’ routines in terms of time and effort.
5. Explain the benefits of Magnet status.

B. Write a persuasive white paper (suggested length of 3 pages) on Magnet status to be sent to all nursing staff in which you do the following:
1. Discuss the research basis for hospitals attempting to attain Magnet status.

Note: You should include research literature that describes how the process of Magnet status came about and examples of results of hospital studies that moved to Magnet status to support the issue with nurses in this hospital.

2. Discuss the principles the ANCC adheres to when considering a hospital for Magnet Certification.
3. Explain why it is beneficial for a hospital to attain Magnet status.

C. If you use sources, include all in-text citations and references in APA format.

Note: Please save word-processing documents as *.rtf (Rich Text Format) or *.pdf (Portable Document Format) files.

Note: For definitions of terms commonly used in the rubric, see the attached Rubric Terms.

Reference List:

The Center for Nursing Advocacy. (January 2008). What is Magnet status and how’s that whole thing going? Accessed from http://www.nursingadvocacy.org/faq/magnet.html
Rubrics:
1. NET1 – 723.5.1-04, 05

Web Links:
1. Rubric Terms

Evaluation Method

NET1 – 723.5.1-04, 05
Levels/Criteria Unacceptable Needs Revision Meets Standard Exemplary Score/Level
Articulation of Response (clarity, organization, word usage, ease of understandability) There is no evidence of response to the prompts. The articulation of the response is weak. The articulation of the response is adequate. The articulation of the response is skillful.
Accuracy of Mechanics (grammar, punctuation, spelling) The work includes several major errors that disrupt the meaning or flow of the response. The work includes a few major errors and/or many minor errors that interfere with the clarity of the response. The work includes a few minor errors but no readily detectable major errors. The work includes no readily detectable major or minor errors.
A1. Magnet Status The candidate does not define Magnet status. The candidate provides an imprecise definition of Magnet status. The candidate provides a reasonable definition of Magnet status. The candidate provides a precise definition of Magnet status.
A2. Steps The candidate does not discuss the steps necessary to attain Magnet status. The candidate provides an illogical discussion of the steps necessary to attain Magnet status. The candidate provides a logical discussion of the steps necessary to attain Magnet status. The candidate provides a credible and well-supported discussion of the steps necessary to attain Magnet status.
A3. Principles The candidate does not describe the principles that are practiced in a Magnet hospital. The candidate provides an imprecise description of the principles that are practiced in a Magnet hospital. The candidate provides a reasonable description of the principles that are practiced in a Magnet hospital. The candidate provides a precise description of the principles that are practiced in a Magnet hospital.
A4. Changes for Nurses The candidate does not discuss how attaining Magnet status could change hospital nurses’ routines in terms of time and effort. The candidate provides an illogical discussion of how attaining Magnet status could change hospital nurses’ routines in terms of time and effort. The candidate provides a logical discussion of how attaining Magnet status could change hospital nurses’ routines in terms of time and effort. The candidate provides a credible and well-supported discussion of how attaining Magnet status could change hospital nurses’ routines in terms of time and effort.
A5. Benefits The candidate does not explain the benefits of Magnet status. The candidate provides an illogical explanation of the benefits of Magnet status. The candidate provides a logical explanation of the benefits of Magnet status. The candidate provides a credible and well-supported explanation of the benefits of Magnet status.
B1. Research Basis The candidate does not discuss the research basis for hospitals attempting to attain Magnet status. The candidate provides an illogical discussion of the research basis for hospitals attempting to attain Magnet status. The candidate provides a logical discussion of the research basis for hospitals attempting to attain Magnet status. The candidate provides a credible and well-supported discussion of the research basis for hospitals attempting to attain Magnet status.
B2. Principles The candidate does not discuss the principles the ANCC adheres to when considering a hospital for Magnet Certification. The candidate provides an illogical discussion of the principles the ANCC adheres to when considering a hospital for Magnet Certification. The candidate provides a logical discussion of the principles the ANCC adheres to when considering a hospital for Magnet Certification. The candidate provides a credible and well-supported discussion of the principles the ANCC adheres to when considering a hospital for Magnet Certification.
B3. Benefits The candidate does not explain why it is beneficial for a hospital to attain Magnet status. The candidate provides an illogical explanation of why it is beneficial for a hospital to attain Magnet status. The candidate provides a logical explanation of why it is beneficial for a hospital to attain Magnet status. The candidate provides a credible and well-supported explanation of why it is beneficial for a hospital to attain Magnet status.
C. Sources If the candidate uses sources, the candidate does not provide in-text citations and/or references for each source used. If the candidate uses sources, the candidate provides appropriate in-text citations and/or references with major deviations from APA style. If the candidate uses sources, the candidate provides appropriate in-text citations and/or references with minor deviations from APA style. If the candidate uses sources, the candidate provides appropriate in-text citations and/or references with no readily detectable deviations from APA style, OR the candidate does not use sources.

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