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Life After Graduation:

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Presentation on theme: "Life After Graduation:"— Presentation transcript:

1 Life After Graduation:
Continuing Education & Professional Development Lan P. Nguyen

2 Expressed Concerns December 2008 graduates at Georgia Baptist College of Nursing are not aware of continuing education services that are provided by the vast number of clinical agencies in Atlanta December 2008 graduating class expressed concerns associated with lack of knowledge and competency in the real world. Retrieved from the surveys that were collected in September.

3 Continuing Education & Professional Development
What is it? Why is it important? How will it benefit you? Go to specific hospital websites and read their FAQ when you go to their career links. Continuing education and professional development is the process and opportunity for nurses and healthcare workers, alike, to stay educated in their field of professional experience in order to practice good health and patient care, as well as advance in their career paths. It is important because it will keep you updated in your skills and knowledge, helping you handle your clinical experience more smoothly, competently, and confidently, while providing excellent patient care. This benefits you because it improves your professional status and allows you to grow, providing you more opportunities for achievement and development.

4 Piedmont Hospital Clinical Levels
Contact: Beth Nault Piedmont Hospital Clinical Levels Purpose: to encourage and support the personal and professional growth of staff nurses All registered staff nurses enter as level one nurse and are required to fulfill annual requirements for level one. Level I – Staff Nurse Level II – Advanced Competence Level III – Proficient/Expert Piedmont also provides online continuing education courses that you can enroll in anytime.

5 Piedmont Hospital Objectives of Clinical Levels:
Contact: Beth Nault Piedmont Hospital Objectives of Clinical Levels: To support personal and professional growth. To promote accountability, autonomy, and collaboration between health care professionals. To afford the clinical bedside nurse an opportunity to advance professionally in his/her career. To provide increased levels of compensation and rewards for leveled staff nurse. To improve the process, the system and outcomes of patient care, staff education and compliance on the units and within the hospital.

6 Children’s Health Care of Atlanta (CHOA)
Contact: Marie Gay Children’s Health Care of Atlanta (CHOA) Children’s Career Advancement for Nursing (CAN) – helps raise and support professional excellence with a clinical ladder that allows nurses to define their own career path through 5 levels of nursing. Novice Colleague Resource Leader Expert Clinical Track Novice Entry-level professional nurse, focused primarily on developing knowledge and skills and showing growth in ability to care for increasingly complex patients. Colleague Capable clinician with minimum 12 months clinical experience, focused on expanding knowledge and skills. Resource An experienced and highly skilled clinician who is recognized for knowledge and skills by peers. Utilizes an interdisciplinary approach to patient care service delivery across the continuum of care. Mentors others to promote quality and excellence of care. Leader Baccalaureate in Nursing/BA/BS and certification required. Clinician with well-developed clinical expertise within a defined specialty (5 years minimum experience). Recognized by peers as a leader within the institution. Expert Masters in Nursing or an approved healthcare related master's degree program and certification required. Practices as an expert in the application of the nursing process and theory within a specialty area. Offers tracks for managerial or clinical careers, defines specific educational experience requirements and allows each nurse to decide when and how to pursue those requirements.

7 CHOA Top 100 Learning Organization for 4 years in a row.
Contact: Marie Gay CHOA Top 100 Learning Organization for 4 years in a row. Continuing Education opportunities on campus Tuition Assistance Patient Care Provider Orientation Great FAQ section on website: Does Children's pay for continuing education? Children's has been named a Top 100 Learning Organization for four years in a row. We value continuing education and offer a lot of opportunities on our campus. We also offer tuition assistance for both part-time and full-time employees. Patient Care Provider Orientation All clinical employees complete Patient Care Provider Orientation which is facilitated by our clinical staff development team. Orientation introduces clinical employees to practice guidelines, policies, medical equipment and I.V. therapy. PCPO includes time in a clinical simulation lab where new employees receive instruction and training on the medical equipment and procedures used in the clinical areas. Patient safety is the underlying theme of the entire orientation program.

8 CHOA The Patient Care Provider Orientation offers
Contact: Marie Gay CHOA The Patient Care Provider Orientation offers new clinical hires discussions and lectures on the following information: Family-centered care Interpreter Services Patient Education and Family Library Services Nursing Care Pharmacy, Lab and Radiology Documentation

9 Northside Hospital Encourages life-long learning
Contact: Patrick Shaul Encourages life-long learning Budgeted education hours based on number of hours worked. Tuition reimbursement “Northside University” Mentoring Program Nurse Re-Entry Program Leadership Customer Service Teambuilding Conflict Resolution Diversity & Clinical Leadership Development Core Competencies (BLS & ACLS) The Training and Development Department coordinates "Northside University," which offers a variety of classes in professional skill development including: Leadership, Customer Service, Teambuilding, Conflict Resolution, Diversity and Clinical Leadership Development. Northside also offers education in core competencies that are required by individual jobs, such as BLS and ACLS. Nurse Re-Entry Program Personal and professional goals have a tendency to shift and transform throughout your career. Northside Hospital understands that. The Re-Entry Program enables RNs who have not worked the required number of hours within the last four years to apply for licensure in Georgia. Combining individualized study and supervised practice, the Northside Hospital Nurse Re-Entry Program: Partners with the Kennesaw State University Nurse Re-Entry Program for a 40-hour theoretical component Offers an eight-week online course in March and August or an eight day on-site course in May and December Enables you to obtain a temporary license to practice Provides the required 160 hours of clinical experience The Re-Entry Nurse may be considered for employment upon completion of their clinical experience.

10 St. Joseph’s Hospital Nursing Spectrum CE Nursing Levels
Contact: Karen Cyres St. Joseph’s Hospital Nursing Spectrum CE Unlimited Access to over 400 ANCC accredited online courses Nursing Levels Allows nurses more control over their careers, enter at Staff Nurse (Level I) and can pursue professional, clinical, educational and leadership skills. Nursing Spectrum CE We've partnered with Nursing Spectrum to take continuing education to a higher level. At Saint Joseph's, we're as committed to keeping your skills on the cutting-edge as you are. That's why we're proud to offer CE Select from Nursing Spectrum. The CE Select program supports the professional development goals of the Magnet Status Recognition program. This innovative program offers free and unlimited continuing education opportunities. Best of all, there are no limits to accessibility. You can learn from your home computer, a home-study book, a work station at the hospital, or right from the pages of Nursing Spectrum or NurseWeek Magazine. Unlimited access to over 400 ANCC accredited online courses. Extensive course catalog that includes both clinical and JCAHO-related courses. Nursing Levels Our Levels Advancement Program rewards nurses for going above and beyond. It's your career. At Saint Joseph's, we believe you should have more control over it. That's why we created the Levels Advancement Program for nurses. The Levels Advancement Program allows nurses to have more control over their careers. Nurses entering the organization at Staff Nurse Level I, have the option to pursue the development of professional, clinical, educational and leadership skills. Those who choose to contribute more than routine clinical excellence are recognized and compensated accordingly. The Levels Advancement Program allows you to take on new responsibilities and challenges. That's what building a career at Saint Joseph's is all about.

11 St. Joseph’s Hospital Tuition Reimbursement Shared Governance
Contact: Karen Cyres St. Joseph’s Hospital Tuition Reimbursement Compensation for education; extended to every employee with at least 6months of service and satisfactory job performance. 90% reimbursement up to $2500 depending on years of service (FT & PT). Shared Governance Nurses have a voice in performance improvement, practice standards, nursing education, and nursing leadership skills Tuition Reimbursement We don't just encourage employees to continue their educations, we compensate them. Education is vital in health care. It's also expensive. That's why at Saint Joseph's, we offer a Tuition Reimbursement Program that extends to every employee with at least six months of service and a satisfactory job performance. We offer up to 90% reimbursement up to $2,500 depending on years of service. That includes part-time employees as well as full-time. We want you to continue to learn, continue to grow, and continue to strive to be the very best. After all, the more you know, the more you can contribute to your patients and to our future.  Investing in your education is an investment that benefits everyone. Shared Governance We practice Shared Governance because our commitment to nurses is second to none. When you take nursing excellence as seriously as we do, it's easy to understand our commitment to Shared Governance. We believe empowering our nurses results in the highest quality patient care that has earned recognition nationwide. Through Shared Governance, our nurses have a true voice in performance improvement activities, practice standards, nursing education and nursing leadership skills. This personal responsibility develops confidence, leadership, and a passion for helping others. It is also one of the reasons we were one of only three hospitals, in 1995, in the nation to receive the Magnet Recognition for Nursing Excellence and to receive it for a third time in 2004.

12 Grady Memorial Learning Resource Lab Nursing Continuing Education
Contact: Terrie Summers Learning Resource Lab Opened on April 20th, 2004 Allows staff the opportunity to gain new and develop existing hands on skills using state of the art equipment and mannequins. Managed by the Department of Patient Care Quality Management & Education Open from 8A to 4:30p, daily. 11 simulated patient room areas, self-contained computer lab with internet access, & a TV/VCR with video library Nursing Continuing Education Encouraged and offered to nurses, both on campus and off campus. Learning Resource Lab The April 20th, 2004 ribbon cutting for the new Learning Resource Center (LRC) marked the beginning of an exciting new resource for Grady's patient care staff. The new center offers staff the opportunity to gain new and develop existing hands on skills using state of the art equipment and manikins. The lab is managed and operated by the Department of Patient Care Quality Management & Education and is open daily from 8-4:30 p.m. and on an as needed basis. The physical layout of the LRC includes 11 simulated patient room areas, a self-contained computer lab with Internet access, and a TV/VCR with video library. The LRC is available for group/individual sessions on a reservation basis.

13 Grady Memorial Perioperative 101
Contact: Terrie Summers Perioperative 101 Offered twice a year (February & September) 4-12 students, limited to make sure that all participants are provided with adequate opprtunities to interact with faculty. Targeting experienced RNs planning a career change to perioperative nursing, RNs with minimal experience nursing who seek to enhance their knowledge of theory and standards, & recent nurse graduates interested in specializing in perioperative nursing Fee $2500

14 Atlanta Medical Center
Contact Cheryl Beasley Atlanta Medical Center Student Loan Repayment (up to $10,000 monthly Professional Certification Bonuses – Annually $1,000 FT; Part-time (prorated) for CCRN, AORN, TNCC, RN-C, AWHONN, etc STEPS: recognizes and rewards staff nurses for clinical expertise in delivering direct care to patients

15 Atlanta Medical Center
Contact Cheryl Beasley Atlanta Medical Center STEPS STRIVING TOWARD EXEMPLIFYING PROFESSIONAL SATISFACTION Missy Sullivan

16 Gwinnett Medical Center
Contact: Lisa Pugsley 1:1 Preceptor Positive feedback through peer/preceptor critiquing Individualized clinical orientation Didactic and case study in-services Support from the program coordinator  Education reimbursement Continuing education  Didn’t find much information about continuing education, but I know that this is what they provide.

17 Online Resources Competency & Credentialing Institute
Association of Women’s Health, Obstetric and Neonatal Nurses Association of Perioperative Registered Nurses American Association of Critical-Care Nurses Continuing Education for Nurses Some of these are specific to areas – critical care, operation room << free education

18 Online CEUs: A Directory for Nurses http://www.nurseceu.com/

19 Conclusion

20 Congratulations, Graduates!
You’ve made it this far. Keep going!


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