SE7
Commitment to Professional Development SE7
Provide a narrative description of the organization’s action plan for registered nurse’s progress toward obtaining a baccalaureate degree or higher in nursing.
Narrative description must include:
- State the targeted goal
- How the target goal was established
- What strategies were utilized to achieve or maintain the target (>80%)
- How the nurses are supported to achieve or maintain a baccalaureate or higher degree in nursing.
Example: Organization Action Plan for Baccalaureate or Higher Degree in Nursing Targeted Goal
The Catholic Health Initiatives (CHI) St. Vincent Hot Springs (SVHS) annual target for registered nurses’ progress toward obtaining a baccalaureate degree or higher in nursing is equal to or greater than a 1% biannual increase.
Due to extenuating circumstances within CHI SVHS, the target goal was changed in July 2022. The COVID pandemic brought on unforeseen nursing staffing shortages. CHI SVHS had been turning over more RN staff than the organization had seen in the past. With the Great Resignation and nurses leaving jobs to travel, the Interprofessional Practice Council (IPC) felt an adjustment needed to be made to the goal. The targeted goal was decreased to at least a 0.5% biannual increase in the percentage of RNs holding a baccalaureate or higher degree.
How the Target was Established for RNs Obtaining Baccalaureate or Higher Degree in Nursing
The action plan for establishing the targeted goal of registered nurses with a baccalaureate or higher degree at CHI SVHS is reviewed and updated annually by CHI SVHS Interprofessional Shared Governance (ISG). The CHI SVHS ISG structure consists of four levels of governance councils, including the IPC, where organizational decisions are made.
The CHI SVHS IPC is facilitated and led by chair Allison Fitts, RN, CMSRN, Clinical Nurse, 4 East Medical/Surgical, who was the IPC Chair from July 2020 to June 2022. The IPC makes organization-wide decisions through a representative group of clinical nurses.
The assistant chief nursing officer (CNO), clinical directors, and Magnet Program Director attend and actively participate in the IPC. However, only one clinical director representative has voting privileges, and the CNO only votes when there is a tie. This nursing administration group also meets weekly with the SG Nursing Executive Council (NEC).
In accordance with the bylaws, the purposes of CHI SVHS Professional Nursing Shared Governance (NPSG) include professional development:
- “The NPSG shall promote the ongoing development of members through education, mentorship, peer review, and recognition opportunities.”
On July 9, 2021, the IPC reviewed the current percentage for registered nurses holding a BSN or higher nursing degree at the Nursing Strategic Planning Summit, under the direction of Teresa Lambert, MBA, BSN, RN, CHI SVHS Vice President of Patient Care Services/Assistant Chief Nursing Officer (CNO). The summit was attended by the CHI SVHS IPC members and additional invitees (Table 1). The summit attendees reviewed the strategic priorities for FY2021 to FY2025 and the current BSN or higher degree percentages to establish the targeted goal.
Table 1
Nursing Strategic Planning Summit Attendees
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Name/Credentials |
Discipline |
Title/Role |
Department |
Bryan Williams, DNP, MBA, RN, NE-BC |
Nursing |
St. Vincent Market Chief Nursing Executive, Senior Vice President of Patient Care |
Administration |
Teresa Lambert, MBA, BSN, RN, OCN |
Nursing |
SVHS Vice President of Patient Care Services, Assistant Chief Nursing Officer |
Administration |
Laura Murphy, BSN, RN |
Nursing |
Nursing Excellence |
Clinical Education/ Clinical Informatics |
Allison Fitts, RN, CMSRN |
Nursing |
Clinical Nurse, Chair |
4 East |
Lyssa Edwards, BSN, RN, |
Nursing |
Clinical Nurse |
IP Diabetes Wound |
Carla Buttrum, RN |
Nursing |
Clinical Nurse |
LDRP |
Sierra Mueller, RN |
Nursing |
Clinical Nurse |
OR |
Logan Jenkins, BSN, RN, CCRN |
Nursing |
Clinical Nurse |
Surgical ICU |
Ann Myles, BSN, RN |
Nursing |
Clinical Nurse |
Emergency |
Jamie Sill |
|
Executive Assistant |
Nursing |
Charity Hixon, MSN, RN |
Nursing |
Market Director of Infection Prevention |
Infection Prevention |
Tonya Baier, BSN, RN, |
Nursing |
Clinical Director |
Nursing |
Kaitlyn Atkins, MSN, RN, |
Nursing |
Clinical Director |
Nursing |
Vicky Sanders, MSN, RN, CNML |
Nursing |
Clinical Director |
Nursing Administration |
On September 20, 2021, Laura Murphy, BSN, RN, Magnet Program Director, and the attendees of the Nursing Strategic Planning Summit from the CHI SVHS Nurse Executive Council (NEC), reviewed and approved the action plan developed by attendees at the July 2021 Nursing Strategic Planning Summit.
Summit attendees were comprised of nurses from the entire market (all four hospitals), including the CNE, CNOs, and clinical directors of nursing. The action plan included the established target, strategies used to achieve the target, and how nurses are supported to achieve higher nursing degrees.
Strategies to Achieve the Targeted Goal
Clinical Ladder
The CHI St. Vincent Clinical Ladder program provides recognition and reward for bedside nurses who demonstrate initiative and progression toward expert clinical skills, using a clinical track framework. The Clinical Ladder program is based on RN levels. RNs are hired in as a RN 1 and must submit a binder with requested documentation to achieve an RN 2, RN 3, or RN 4 level.
To achieve an RN 3 level, the applicant must have a minimum of a BSN degree or be professionally certified. To achieve an RN 4 level, the applicant must have a minimum of a BSN degree and be professionally certified. Therefore, the higher degree in nursing is promoted through this program, because degree advancement helps RNs achieve higher levels on the ladder.
Clinical nurse Clinical Ladder champions promote the program. Awardees of RN 2 and greater achieve monetary compensation (per hour differential) and recognition.
Annual Performance Appraisals
Annual performance appraisals for RNs include goals for professional development, including degree advancement. The collaborative goal setting process between the nurse and direct manager allows the opportunity to develop a professional growth goal toward obtaining higher levels of education.
Quarterly Professional Development Update
Nursing administration holds quarterly nursing fairs, promoting professional development, including advancing nurses’ education. The fairs include multiple online and local colleges and universities, information on degree advancement, and tuition reimbursement.
Nursing administration promotes the quarterly fair and attendance by allotting time for clinical nurses to attend during working hours by providing food, fun learning activities, and raffles with prizes. Nursing managers cover the nurses’ patient care, while they are away from their units.
University and Collegiate Partnerships
All leaders at CHI SVHS are connected to local nursing schools. For example, there is CHI SVHS nursing administration representation on the Henderson University and National Park College advisory boards. This connection facilitates involvement on advisory boards and recruitment activities, allowing CHI SVHS to be promoted as a good place to work amongst local nursing schools. University of Arkansas Little Rock, Henderson State University, and Ouachita Baptist University all offer a BSN program.
CHI SVHS makes every effort to promote, encourage, and provide the resources to allow nurses to go back to school. Nursing schools offering BSN or higher nursing degree programs routinely set up tables in the dining area of the cafeteria to promote their educational opportunities. The discount program with colleges and universities saves 5% to over 20% on tuition charges and waived application fees for nurses.
Additionally, some of the partnerships offer reduced tuition for 100 and 200 level courses.
Organizational Support to Achieve Target
Clinical Ladder Reimbursement
The organization dedicates resources to the development and maintenance of the Clinical Ladder program, which directly supports RN BSN or higher degree in nursing obtainment. In addition, the organization pays working hours for the clinical RN Clinical Ladder champions to promote the program and attend monthly clinical ladder meetings.
When a clinical ladder participant achieves an RN 2 or greater level, they receive monetary compensation as follows:
- RN 2 - $2 per hour
- RN 3 - $4 per hour
- RN 4 - $6 per hour
The organization purchases badges to recognize the achievement of these nurses. The badge denotes the RN level and year, so each clinical ladder participant may receive one to two Clinical Ladder badges per year. The administration also recognizes the Clinical Ladder awardees by presenting their certificate and badge with the achieved RN level at a breakfast in their honor.
TuitionReimbursement
SVHS offers financial tuition reimbursement to eligible employees toward the cost of tuition for work-related courses or degree programs at accredited educational institutions. Tuition reimbursement funds must be available within the department or facility budget.
Tuition reimbursement is available to active status benefits-eligible employees who have completed 180 days of employment and are in good standing before the course start date. The monetary amount eligible for reimbursement is dependent on funds available within the department or facility budget and part-time or full-time status while enrolled in an approved course. Tuition reimbursement is up to $5,250 for full-time and $2,625 for part-time nurses per calendar year, January 1 through December 31.
The following grade requirements and grades are required to qualify for eligibility for tuition reimbursement:
- B- or higher will receive 100% reimbursement.
- C or C+ will receive 50% reimbursement.
- C- or lower will not be eligible for reimbursement.
- Courses graded as pass/fail qualify for reimbursement. The employee must pass the course to receive 100% reimbursement.
Recipients of tuition reimbursement funds are subject to repayment obligations if their employment ends for any voluntary reason within 12 months of receipt of tuition reimbursement funds.
Scholarships
Scholarships are offered through the CHI St. Vincent Foundation, which encourages employees, including clinical nurses, to return to school and obtain higher education degrees. Scholarships are awarded annually on campus with a ceremony to reward and honor nurses receiving the scholarships. Multiple scholarships are awarded and vary in range from $2,500 to $10,000.
Nursing Pathway Programs
The CHI SVHS Foundation offers Nursing Pathway Programs to assist nurses in receiving higher degrees in nursing fields. CHI St. Vincent Hot Springs has partnered with schools across the state to offer the Nursing Pathway Program, where the students receive $10,000 to be applied toward their tuition in return for working at CHI SVHS for 21 months after graduating.
Students apply through their schools and write an essay, including strengths they will bring to patient care at CHI SVHS and how they will support the CHI mission, vision, and core values. The students are chosen with the collaboration between the leaders at the schools and CHI SVHS.
The students sign an education assistance loan agreement. If the terms in the agreement are fulfilled, the student does not pay anything back. If the terms in the agreement are not fulfilled, the student needs to pay the money back. Nurses can earn their BSN degrees at the University of Arkansas Little Rock, Henderson State University, or Ouachita Baptist University.
Flexible Scheduling and Weekend Option
CHI SVHS encourages and supports nursing education by offering nurses flexible scheduling option positions. Nursing schedules flexible shifts through the Care Value Scheduling System. CHI SVHS also offers weekend option contracts for nurses needing flexible scheduling while returning to school.