Journal for Nurses in Professional Development最新文献

Multiple intensive care units shared core knowledge, skills, and competencies but provided separate orientations leading to inconsistencies in practice, variations in onboarding, and poor use of resources. In this article, the methods of aligning the nursing professional development practitioner roles to the process of standardizing a core curriculum are described. This collaborative initiative sought to increase the knowledge and comfort of the new nurses while setting precedence for collaboration with educational endeavors between the units.

Podcasting is an innovative methodology for information exchange and storytelling. Podcasts in nursing can promote communication, education, and recognition across an expansive workforce. A nurse-focused podcast was created at an academic health system in efforts to enhance diversity of information exchange and promote consistency in nursing professional practice. Findings of the implementation of podcasts support their use as relevant, convenient, and satisfactory for clinical nurses in attaining new knowledge.

Nursing professional development practice is guided by the Association for Nursing Professional Development's Nursing Professional Development Scope and Standards of Practice, but practice varies with years of experience, practice setting, span of areas covered, and certification in nursing professional development. This study aims to explore practice in a multihospital system over 12 months utilizing the throughputs or responsibilities of the NPD Practice Model: collaborative partnerships, competency management, education, onboarding/orientation, inquiry (research/evidence-based practice/quality improvement), and role development.

This article describes an interactive heparin drip learning exercise for nurse residents using concepts similar to "The Amazing Race." The goal of the exercise was to strengthen critical thinking related to heparin drip setup and maintenance in the acute care setting. The game consisted of a start line and five pit stops to solve a puzzle, perform a skill, perform a medication calculation, perform an intervention, and complete a short quiz.

A nursing professional development practitioner and clinical nurse specialists developed a curriculum, including supportive materials to complete evidence-based practice projects, as part of a new nurse residency program. Residents were guided through the evidence-based practice process. Challenges uncovered during the implementation phase suggested a need to reevaluate resident readiness. These findings emphasize the need for educators to consider skill level and experiences of incoming residents, timing, resources, and mentorship availability while planning evidence-based practice curriculum.

This article explores the importance of connecting gaps and outcomes to ensure delivery of quality professional development activities. Designing and implementing activities to close or narrow gaps and produce measurable outcomes supports the value of nursing professional development in advancing goals of departments, organizations, and consumer health. Implications for professional development associates as well as novice, competent, and advanced nursing professional development practitioners are addressed.

Attributes of successful relationships, personal and professional, closely echo those of a successful preceptorship. Applications, or "apps," are responsible for one third of today's relationships; they have been hugely successful in making personal relationships viable. This article explores the possibility of using existing algorithms of dating-style apps to match preceptors to preceptees. Staff development educators can greatly benefit from an innovative application by having a pool of qualified and dedicated preceptors and mentors at their fingertips.

The Hybrid Instructor Preceptor Model is a novel, accelerated, evidence-based nursing orientation model. The Hybrid Instructor Preceptor Model uses instructor and preceptor phases, which standardize foundational content, approach skills acquisition, and increase clinical experiences for a new hire. A pediatric acute cardiac care unit successfully onboarded 30 nurses in 10 months using the Hybrid model.