The Nursing Professional Development Practice Model is accepted as the foundation and scope for nursing professional development practice; but what happens when the clinical education department is not utilizing the practice model? This article will discuss how a five-hospital system transformed its education department from a decentralized, unit-based structure into a centralized professional development department using the practice model as a guide.
A resource gap was discovered by a small group of Nursing Professional Development (NPD) Practitioners, which led to the improvement of the Professional Development Learning Strategies Toolkit. This electronic toolkit is a one-stop resource for reviewing basic responsibilities of the NPD role and providing resources for education creation and presentation. The toolkit addresses an NPD Practitioner's need for instruction in guiding, preparing, and presenting educational content for clinical staff within a hospital setting.
Most organizations have interventions to address new graduate nurse (NGN) turnover, but one nursing professional development department created, implemented, and sustained a rounding program on NGNs during their onboarding process to provide additional support for this vulnerable population. The project was piloted in seven hospitals, with expansion to 25. Interventions included celebrating wins, setting goals, and assisting with orientation requirements. NGN retention increased an average of 3% for this period.
This article explores Human Design, a system that integrates enduring knowledge and modern science, as a tool to enhance the practice of nursing professional development (NPD) practitioners. By understanding the five Human Design energy types-Generator, Manifesting Generator, Projector, Manifestor, and Reflector-NPD practitioners can utilize the strengths, challenges, and communication styles of each type to improve preceptor program development and ongoing preceptor support.
This article examines the methodology and outcomes associated with the development of a synchronous, virtual educational activity designed for nurse leaders to enhance their ability to identify and respond to microaggressions. The engagement strategies and techniques for fostering empathy and awareness discussed can be applied widely. However, they are particularly impactful for activities related to diversity, equity, and inclusion, such as this course that focuses on recognizing and effectively managing microaggressions among nursing leaders.
Continuing education and standard operating procedures contribute to high-quality nursing outcomes. We developed and piloted a comprehensive manual/repository of organizational practice standards and optimized a learning management system in Uganda with 12 refugee health nurses. Post-intervention, nurses reported increased self-efficacy and a high degree of confidence in their mastery of content, and the learning management platform received an above-average usability score. These data support the utility of learning management systems for nursing development in limited-resource settings.
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