转变先进实践RN补偿:在总薪酬中公平的策略
1Author Affiliations: Associate Dean (Dr Kapu), Strategic Partnerships and Global Affairs, Vanderbilt University School of Nursing, Nashville, Tennessee; and Consulting Principal (Dr Buckler), SullivanCotter, Minneapolis, Minnesota.
The Journal of nursing administration
|August 21, 2024
概括
护理领导者面临的挑战是为不断增长的高级实践注册护士 (APRN) 劳动力创造公平的薪酬. 这篇专分享了两位APRN领导人关于建设基础设施和解决工资差距以确保公平补偿的见解.
科学领域:
- 医疗保健管理的管理
- 护理劳动力发展工作人员
- 补偿策略 补偿策略
背景情况:
- 先进实践注册护士 (APRN) 劳动力的快速扩张给医疗保健组织带来了重大挑战.
- 为APRNs建立公平和竞争性的薪酬模式是护理领导者面临的关键问题.
- 现有的工资结构可能无法充分反映APRN的价值和贡献.
研究的目的:
- 探索经验丰富的APRN领导人在应对劳动力和薪酬挑战方面所学到的经验教训.
- 为开发可持续的APRN补偿模型提供实际见解和策略.
- 引导护理领导人确保APRNs得到适当的重视和奖励.
主要方法:
- 从两个开创性的APRN领导人的经验进行了定性探索.
- 分析用于在医疗保健组织内建立APRN基础设施的策略.
- 审查解决工资差异和确保公平补偿的方法.
主要成果:
- 先进的APRN领导人已经制定了基础设施发展的有效策略.
- 确定了解决工资差异和实现薪酬公平的成功方法.
- 在为APRN创建可持续补偿模型方面获得了宝贵的见解.
结论:
- 护理领导者可以通过实施经验教训来改变APRN补偿方法.
- 建立强大的APRN基础设施是解决补偿挑战的关键.
- 确保先进的临床医生得到适当的评价和奖励对于员工的保留和满意度至关重要.
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