Career Development & Staffing

Expectation

       I had expected to learn about developing my own career and what staffing means. From the lectures and PowerPoint presentations, I was correct that we would be learning about developing our careers in nursing. An additional aspect of staff development was added as well. I also learned about the nurse manager’s role in staffing.

What I learned

       According to our lectures, many nurses lack a career focus which is limiting personally and professionally. It is important that we, as nurses, plan for our individual futures by creating a 3-,5-, and 10-year career development plans. These plans with goals allows for advancement and personal growth. The stages of a nurse’s career are as follows: education, experience (where you work your way up), finding a mentor for guidance, experience in your area of choice, and then mentoring others. I enjoyed the quote presented to us from Carolyn Hope Smeltzer. She stated, “Every individual you hire for a leadership role should have the capability to grow into your role.” I feel that the mentoring stage is where a nurse leader can influence others to emulate their example and advance in their careers/personal growth as well.

       When staffing a unit as a nurse manager, it is important to consider the policies. Clear rules need to be in effect regarding sick leave, vacations, holidays, call-offs for low census, on-call pay, and tardiness or absenteeism. Next, is the method of staffing. There are two different types of way to staff a unit. The first is the centralized model. In this model, decisions are made for all units by a central office. Policies are implemented consistently which is viewed as more fair to employees. This also frees up the manager to do other things and is more cost effective. The second is the decentralized model which is done at the unit level. It is more flexible for individual needs since direct input can be given to the manager by employees. Its drawbacks are that it increases the risk for unequal treatment of employees and is more time consuming for the unit manager.

        A nurse manager must assess the needs of her unit in order to ensure there are enough bodies to meet those needs. The types of nurses, whether seasoned or new-grads, is important to take into account. Staffing by acuity, where patients are grouped according to a specific set of characteristics, is another way to best meet unit needs. This may be perceived better by employees since they will feel like their patient load is equal in difficulty to that of the other nurses. Some nurse managers may also view that self-scheduling is most effective for their unit. Others might choose repeating schedules. It is important to note that no one way is best when it comes to scheduling.

        It is important to remember that when the economy improves, staffing shortages are likely to occur. These shortages are cyclical in nature and have occurred throughout our nation’s history. By taking note of and being aware of the economy, a nurse manager can help prepare to adequately recruit and retain employees.

Team Activities

       I enjoyed learning about my team member’s individual career development plans. It was fun to see what they wanted to “be when they grew up.” I realized the importance of ensuring my goals were obtainable myself, while developing a detailed map of how I was going to get there.

Utilization of Information

       After interviewing Gordon M., owner of Marble Ventures, Incorporation, I have decided to emulate his example of reviewing my personal financial budget on a weekly basis. I feel, by establishing these good habits now, I will be more effective as a future nurse leader who may be in charge of managing a departmental budget and ensuring goals are met.

Personal Feelings about Material

        I think my favorite part of the material covered was learning about the three different reasons for staff development. First it establishes competence. Second, it helps meet new learning needs. And lastly, it satisfies the interests staff may have. When being a nurse leader, whether in a nurse educator, clinical coach role, or whatever, it is important to allow for the growth of others as well. I think I have at times had the “Queen Bee” syndrome in which I have been entirely concerned about my own success, and not the success of others. I have at times been unwilling to teach others new skills since I felt they “should have” already been competent with them. I realize now that part of being a nurse leader is mentoring others so they can succeed as well. I do not want to be one of those nurses who “eat their young” and I won’t.