Name
Chamberlain University
NR-446 Collaborative Healthcare
Prof. Name
Date
Patricia Benner’s Novice-to-Expert model outlines how nurses develop clinical competence through knowledge acquisition, clinical experience, and critical thinking. The model identifies five progressive levels of nursing practice, moving from beginner to expert.
Levels of Nursing Development
| Level | Characteristics |
|---|---|
| Novice | Entry-level nurse with minimal or no clinical experience; rigid rule-following; requires ongoing professional development. |
| Advanced Beginner | Some exposure to clinical scenarios; relies on guidelines but begins to notice recurring patterns. |
| Competent | Can prioritize and plan care effectively based on prior experience; more organized and confident in practice. |
| Proficient | Views patient care holistically, recognizes subtle changes, and makes better decisions using past experiences. |
| Expert | Highly intuitive, skilled, and confident in handling complex cases; able to mentor and teach others. |
Nursing leaders play a key role in developing others by prioritizing skill growth, encouraging evidence-based practice, and modeling lifelong learning. They support professional development through mentorship, role modeling, and continuing education opportunities.
Managers focus on logistical and structural support for staff development. They allow time off for training, provide career advancement opportunities, and implement transition-to-practice programs that improve nurse retention and satisfaction.
Question: Who is responsible for developing nurses by providing time off for training and education?
Answer: Managers are responsible for ensuring nurses have the necessary time and resources for training and education. While leaders promote evidence-based care and model professional growth, the logistical provision of time off falls under management. Supervisors and physicians are not tasked with this responsibility.
| Level | Example in Management Context |
|---|---|
| Novice | First-time nurse manager; rigid and requires significant development. |
| Advanced Beginner | Understands basic management principles but relies heavily on rules. |
| Competent | Uses past experience to prioritize tasks effectively. |
| Proficient | Understands team dynamics holistically and makes better decisions. |
| Expert | Intuitive, confident, skilled at handling complex challenges, and mentors future leaders. |
Professional identity in nursing includes values, ethics, leadership responsibility, and continuous learning. Nurses share responsibility for their career development while organizations provide support through mentorship, education, and structured programs.
Succession planning ensures that organizations can meet future leadership needs by identifying, mentoring, and preparing nurses for advanced roles. This requires collaboration between leadership and management.
Key Organizational Responsibilities in Succession Planning
| Responsibility | Description |
|---|---|
| Talent Matching | Aligning skills with open positions. |
| Information Sharing | Posting vacancies through internal boards, HR communication, and email. |
| Policy Development | Supporting internal mobility without unnecessary restrictions. |
| Education/Training | Offering structured professional development programs. |
Nurses can apply the nursing process to career planning through the following steps:
Self-Assessment: Evaluate strengths, weaknesses, interests, and career opportunities.
Goal Setting: Use SMART goals for both short-term and long-term planning.
Future Visioning: Consider career direction in the next 3–5 years.
Strategic Planning: Identify educational needs and certifications.
Implementation: Take concrete steps such as enrolling in programs or seeking mentorship.
Evaluation: Review and adjust career progress biannually.
Structured transition programs help new nurses move from academia to professional roles. These programs, accredited by the American Nurse Credentialing Center (ANCC) Practice Transition Accreditation Program® (PTAP), are voluntary but represent a global benchmark of excellence.
Types of Transition Programs
| Program Type | Description |
|---|---|
| RN Residencies | Designed for nurses with less than 12 months of experience. |
| RN Fellowships | For experienced RNs entering a new specialty. |
| APRN Fellowships | For newly certified advanced practice nurses. |
Question: Which accreditation program meets the gold standard for nurse transition programs?
Answer: The ANCC PTAP is recognized as the gold standard for transition programs.
To thrive in the nursing profession, new nurses should:
Network by engaging with colleagues and attending professional events.
Find a mentor to guide them long-term.
Ask questions and keep communication open for safety and learning.
Verify information using credible sources.
Commit to lifelong learning.
Prioritize self-care to maintain personal well-being and professional performance.
Orientation provides nurses with the skills and social integration needed to succeed. Effective orientation strategies include:
| Tip | Purpose |
|---|---|
| Be mentally prepared | Adjust expectations for a steep learning curve. |
| Ask questions | Clarify doubts early to avoid mistakes. |
| Observe broadly | Learn from various patient scenarios. |
| Delegate | Use team members’ skills effectively. |
| Prioritize learning | Focus on common conditions and medications. |
| Advocate for yourself | Request a new preceptor if the fit is poor. |
| Build support systems | Strengthen relationships with peers, mentors, and family. |
Recruitment ensures the right candidates fill roles, while retention prevents costly turnover.
HR’s Responsibilities:
Ensure compliance with employment laws.
Verify credentials and competency.
Provide orientation and training.
Recruitment Sources: Internal postings, job boards, social media, ads, and agencies.
Retention Strategies (Kelbach, 2020): Hire for best fit, offer competitive benefits, recognize achievements, foster a welcoming environment, and maintain supportive leadership.
According to the Bureau of Labor Statistics (2021), RN employment is projected to grow by 9% between 2020 and 2030.
Demand Drivers:
Aging population with chronic conditions.
Increasing demand for home and residential care.
Supply Challenges:
Limited clinical training sites.
Faculty shortages due to lower salaries in academia.
Insufficient classroom space.
Interviewers must avoid discriminatory questions about age, marital status, family, race, religion, or sexual orientation. Acceptable topics include clinical experience, education, and job-related competencies.
| Phase | Description |
|---|---|
| Induction | Pre-start introduction to organizational policies, benefits, and culture. |
| Orientation | Role-specific training and skill development. |
| Socialization | Integration into team norms and professional culture. |
Lifelong learning is essential for safe, evidence-based practice. For example, if a nurse is uncertain about a patient’s dietary requirements, consulting reliable clinical guidelines is critical. This process ensures adaptability, competence, and safe patient care.
American Nurses Association. (2015). Code of ethics for nurses with interpretive statements. ANA.
American Nurses Credentialing Center. (n.d.). Practice Transition Accreditation Program® (PTAP). https://www.nursingworld.org
Bureau of Labor Statistics. (2021). Occupational outlook handbook: Registered nurses. https://www.bls.gov
Kelbach, C. (2020). Strategies to retain nurses in the workforce. Journal of Nursing Management, 28(7), 1620–1626.
National Academies of Sciences, Engineering, and Medicine. (2021). The future of nursing 2020–2030: Charting a path to achieve health equity. The National Academies Press.
Robert Wood Johnson Foundation. (n.d.). The true cost of nurse turnover.
