Climbing the Clinical Ladder

AUDIOCONFERENCE ON CD OR AUDIO ARCHIVE

Sponsored by strategiesfornursemanagers.com

presented on January 10, 2008

Keep your bedside nurses energized, engaged, and committed to your organization
It is a challenge for many facilities to maintain happy and committed bedside nurses, but an effective professional development program allows nurses to thrive and succeed professionally while encouraging retention within the facility.

Listen to HCPro's Career Incentives in Nursing: Promote professional development and staff satisfaction. Hear valuable tips and easy-to-implement advice from your peers who have executed successful career development plans, and find out how to make them work at your organization.

In just 90 minutes our expert speakers, Rosa Belgard, MS, RN, and Stephanie Woods, RN, PhD, will offer straightforward advice on professional development plans that will improve staff satisfaction and employee retention. You’ll hear case studies on a traditional clinical ladder programs and a non-traditional incentive model from two hospitals that have seen positive results from their career development programs.

TAKE A LOOK AT OUR AGENDA

1. Benefits of professional development and career incentive programs
1. Importance to keeping nurses at the bedside
2. Role that competency assessment plays in career development
3. One size does not fit all
4. Validates the contributions of the bedside nurse
5. Mutually beneficial to the nurse, unit, and institution
2. Traditional career ladder program
1. Case study - Presbyterian Hospital of Dallas, TX
1. Model
2. Career development roles and stages
3. Program implementation
4. Financial sustainability
3. Non-traditional career development program
1. Case study – Children’s Medical Center Dallas, TX
1. Beginning experiences
2. Identifying goals of department/facility
3. Career development roles and stages
4. Program implementation
4. Career incentive programs and their impact on professional development
1. Recruitment and long-term career goals
2. Retention and demonstrating the importance of bedside nursing
3. Staff satisfaction and motivation
4. Professional growth
5. Nursing professionalism and the ANCC Magnet Recognition Program® journey
5. Q & A

LEARNING OBJECTIVES

1. Discuss how career development programs help nurses remain at the bedside
2. Explain the role of competency assessment in career development
3. Describe two examples of professional development models
4. Identify how career development can aid staff retention/satisfaction

FACULTY
Rosa Belgard MS, RN, is the manager of nursing and patient education at Presbyterian Hospital of Dallas, Patient Care Resources. Belgard has 25 years of experience in nursing, serving in direct care, management, advanced practice, and education roles. For the last 14 years, as manager of nursing and patient education, her duties have included administrator of CNE providership, developing and producing CE programs for RNs and other disciplines, developing patient education materials/nursing education curriculum, regulatory compliance, recognition and retention activities to include ANCC Magnet Recognition Program® project director, achieving ANCC Magnet Recognition Program® designation in April 2006.

Stephanie Woods RN, PhD, currently serves as the senior director for clinical practice, research and professional development at Children's Medical Center in Dallas, TX and is an experienced nurse administrator and educator.  In this role she has partnered with the Professional Development Council to create an innovative reward and recognition strategy, aimed at retaining staff. She began her career as a critical care nurse and, following completion of her master's degree, taught in bacalaureate and master's degree programs. She has lectured widely on clinical topics, particularly in the area of EKG interpretation and cardiac nursing. At mid-career she decided to pursue a doctorate in nursing administration and transitioned toward leadership roles. She has been working in chief nursing officer roles and other leadership positions for the past eight years.

WHO SHOULD LISTEN:
Chief nursing officers, directors of nursing, VPs of nursing, VPs of patient care services, directors of education, staff development specialists, ANCC Magnet Recognition Program® coordinators/directors, nurse managers and clinical managers, and staff RNs

BONUS TOOLS INCLUDED IN YOUR MATERIALS PACKET:
In addition to the expertise and advice presented during this audioconference, you'll also receive a slide presentation of the program materials and tools, including

• Sample forms/tools for documenting  and validating nurses’ accomplishments
• List of hospital projects and needs that can be addressed and fostered by a career advancement system

These materials are provided with PDF links. Purchase a CD or audio archive of the program and listen when you can. It's also a perfect training tool for new staff or as a refresher for veteran staff.

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