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The objectives are the specific accomplishments the researcher hopes to achieve (Polit & Beck, 2008). The charge nurse development proposal objectives are:
1. Review three sources of evidence, literature, professional organization standards and
information from networking on charge nurse job description
2. Analyze the organization's charge nurse job description.
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"The Importance of Implementing a Charge Nurse Development Program." 123HelpMe.com. 26 Jun 2019
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3. Analyze the current role and expectation of the charge nurses through structured
interview with charge nurses and nurse leaders.
4. Compare and Contrast other charge nurse programs through a review of sources of
evidence in the literature review, professional organizations and networking activities.
5. Formulate recommendations for the implementation of a charge nurse competency
program based on synthesis of findings and organizational culture.
Review of the Literature
Historically, the role of the charge nurse has been part of a nursing management structure for many years (Sherman, 2005). Presently, many nurses do not have the essential leadership skills required to address problems, and situation in the charge nurse role. Charge nurses serve on the front line of the profession and they are expected to be responsible for patients, patient outcomes and safety, the well-being of the nursing staff, liability prevention, and managing multi-disciplinary team (Sherman, 2005).
Platt & Foster (2008) describe the outcomes of a Bespoke Charge Nurse Development Program which was designed to enhance the propensity of nurses to management structures. Evaluations from ninety-five charge nurses were obtained using an anonymous questionnaire.
The realistic consequence of the program was that charge nurses were empowered and more focused on resolutions.
Admi & Moshe-Elion, (2010) found that stressors on charge nurses' were specific to role conflict, ambiguity, and lack of support. Admi and Moshe-Elion research showed the need for educational training and ongoing support for charge nurses to develop their leadership skills and competency.
Moore & Hutchinson (2007) describe one organization's successful implementation of a shared decision-making structure that promotes an empowering work environment in which professional fulfillment and personal satisfaction can grow. With support and opportunity, leaders are developed across all levels of nursing. To address the need for leadership development skills, The American Organization of Nurse Executives, the Association of periOperative Registered Nurses, and the American Association of Critical Care Nurses developed a leadership model that identifies competency areas required for nurse leaders, and charges nurses (Sherman & Pross, 2010). The Nurse Manager Leadership Collaborative (NMLC) Learning Domain Framework was developed to cover skills necessary for successful leadership. Armstrong & Hedges (2006) describe the outcome of Stanford and Lucille Packard Children's Hospitals Charge Nurse Program design to improve competency in the role. The staff was expected to reapply for their positions and was given a 3 month trial to meet the new competency expectations. Staff that met the criteria or showed improvement were provided formal classroom training and informal mentoring. The consequences of the program resulted in a more proactive versus reactive approach to problem-solving, smoother unit operation and improvement in staff satisfaction and proficiency in role performance.
Based on the knowledge extracted from the evidence based literature, a decision was made to develop a charge nurse competency proposal.
Project Methodology and Resources
The methodology identifies the process applied to implement the project.
The sources required for this project are mainly human which include selected charge nurses, nurse leaders, and the assistance of the hospital librarian for the literature search, professional colleagues for networking, other shareholder, and the practicum preceptor. The methodology for the Charge Nurse Development project includes the following steps:
1. Conduct a systematic literature review from current literature on charge nurses' job
description and educational programs.
2. Analyze the current charge nurses practice, role and expectation through
structured interviews with charge nurse and nurse leaders
3. Network with professional organizations that have successful programs (American
Association of Critical Care, National League for Nursing, Association National
Association), and resources from Richland Memorial and Providence hospitals.
4. Present the findings from the resources of evidence to the practicum preceptor, nurse
leaders, director of education and other shareholders.
5. Present the proposed recommendations to the nursing management team or other
organizational shareholders as guided by the practicum preceptor.