ABSTRACT
A nurse executive mentoring program was implemented through the Veterans Health Administration Office of Nursing Service to standardize orientation and increase retention rates in this vital healthcare role. The Veterans Health Administration system has 154 nurse executives throughout the United States with 74% eligible for retirement. This mentoring program is intended to support the integration of new appointees into the nurse executive role. The program has produced a written resource to support effective functioning in the role. The program includes a leader skills self-assessment to evaluate the leadership style and assist with senior leadership team integration.
Subject(s)
Education, Nursing, Continuing/organization & administration , Mentors , Nurse Administrators/education , Preceptorship/organization & administration , United States Department of Veterans Affairs , Attitude of Health Personnel , Cooperative Behavior , Documentation , Humans , Interprofessional Relations , Mentors/education , Mentors/psychology , Models, Educational , Models, Nursing , Nurse Administrators/organization & administration , Nurse Administrators/psychology , Nurse's Role , Nursing Education Research , Personnel Turnover , Professional Competence , Program Development , Program Evaluation , Self-Assessment , Social Support , United States , United States Department of Veterans Affairs/organization & administrationABSTRACT
This article describes the transformation of a unit culture within a federal hospital inpatient psychiatric unit. A change from a 30-bed inpatient acute psychiatric unit to a locked acute psychiatric unit with a diversified complex mix of inpatients including management of medical comorbidities required a considerable effort. Extensive reorganization and changes were made through staff education, training and evaluation, unit policy and procedure revision, and unit physical reconstruction for safety and aesthetics. Issues and ongoing challenges are described.
Subject(s)
Hospital Units/organization & administration , Nursing Staff, Hospital/organization & administration , Psychiatric Nursing/organization & administration , Acute Disease , Commitment of Mentally Ill , Education, Nursing, Continuing/organization & administration , Health Services Needs and Demand , Hospital Design and Construction/methods , Hospitals, University , Humans , Inservice Training/organization & administration , Mental Disorders/nursing , Mental Disorders/psychology , Nurse Administrators/organization & administration , Nurse's Role/psychology , Nursing Staff, Hospital/education , Nursing Staff, Hospital/psychology , Organizational Culture , Organizational Innovation , Organizational Objectives , Organizational Policy , Personnel Staffing and Scheduling/organization & administration , Program Development , Psychiatric Nursing/educationABSTRACT
An electronic database was developed for succession planning and placement of nursing leaders interested and ready, willing, and able to accept an assignment in a nursing leadership position. The tool is a 1-page form used to identify candidates for nursing leadership assignments. This tool has been deployed nationally, with access to the database restricted to nurse executives at every Veterans Health Administration facility for the purpose of entering the names of developed nurse leaders ready for a leadership assignment. The tool is easily accessed through the Veterans Health Administration Office of Nursing Service, and by limiting access to the nurse executive group, ensures candidates identified are qualified. Demographic information included on the survey tool includes the candidate's demographic information and other certifications/credentials. This completed information form is entered into a database from which a report can be generated, resulting in a listing of potential candidates to contact to supplement a local or Veterans Integrated Service Network wide position announcement. The data forms can be sorted by positions, areas of clinical or functional experience, training programs completed, and geographic preference. The forms can be edited or updated and/or added or deleted in the system as the need is identified. This tool allows facilities with limited internal candidates to have a resource with Department of Veterans Affairs prepared staff in which to seek additional candidates. It also provides a way for interested candidates to be considered for positions outside of their local geographic area.
