为高级实践提供者开发和实施临床能力职业阶梯
Basia Adams1, Amirul Anuar, Garry Lapidus
1Author Affiliations: Co-Director (Dr Adams), Office of Advanced Practice Providers, Connecticut Children's, Hartford, CT; Biostatistician (Anuar), Research Operations and Development, Connecticut Children's, Hartford, CT; Co-Director (Lapidus), Office of Advanced Practice Providers, Connecticut Children's, Hartford, CT.
一个新的高级实践提供者 (APP) 职业阶梯改善了对临床能力和成长途径的理解. 建议护士管理人员使用梯子设计,以加强APP的员工队伍.
科学领域:
- 医疗保健管理局的管理.
- 先进实践提供商 劳动力发展提供商
- 临床能力框架 临床能力框架
背景情况:
- 高级实践提供者 (APP) 对学术医疗中心至关重要.
- 战略职业阶梯可以提高APP的招聘,参与和保留.
- 解决工资压缩对于APP的满意度至关重要.
研究的目的:
- 评估APP对新实施的职业阶梯的理解.
- 评估梯子对成长和补偿的看法的影响.
- 确定影响APP职业阶梯知识的因素.
主要方法:
- 在2023年,为执业护士和医生助理引入了一个4级的APP职业阶梯.
- 实施前和后的调查评估了对阶梯和补偿的理解.
- 使用双向ANOVA来分析调查数据的前后效应.
主要成果:
- 显著增加APP协议,该梯子澄清了能力 (54%至72%) 并提供了发展途径 (69%至77%).
- 与住院同行相比,门诊APP表现出较低的阶梯知识 (P=0.016).
- 工资补偿的理解保持稳定,在实施后略有,不显著的增加.
结论:
- 实施的职业阶梯成功地澄清了能力,并支持APP的专业成长.
- 这些发现支持使用基于能力的职业阶梯来识别APP贡献.
- 鼓励护士高管考虑采取类似的举措,以加强APP的员工队伍.
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