RESULTS AND NEXT STEPS Before our hospitals quest for Magnet designation in

Results and next steps before our hospitals quest for

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RESULTS AND NEXT STEPS Before our hospital’s quest for Magnet designation in 2002, the portfolio was introduced as a component of the clinical ladder application process for registered nurses. One of our best practices identified by Magnet site visit appraisers was the clinical ladder program. We believe that the enhanced focus on professional accountability, which is driven by the portfolio, helped to demonstrate added strength for the professional development force of magnetism. In May of 2005, all registered nurses in the inpatient and perioperative services at Texas Children’s Hospital began using the portfolio as a part of their perfor- mance management process. Initial feedback indicated that filling out the portfolio was overwhelming for many nurses but most of them could recognize the long-term benefits of a portfolio. Feedback from the nurse managers indicated that the portfolio also served as a valuable tool to assist them in identifying and recognizing nurses who participate in various professional activities, of which they may not have been aware in the past. Nurses participate in many activities, such as community service projects and professional organization commit- tee work, during nonworking hours and do not always share this information with their managers. The port- folio highlights this information for nurse managers. Also, being able to identify the involvement of nurses in various professional initiatives is a critical element of a successful Magnet journey. Next steps are being planned to continue advancing the use of the portfolio. One step is short-term and involves the development of formal indicators to measure ongoing outcomes associated with profes- sional development of our nurses. Indicators will focus on staff nurse and manager satisfaction with use of the TABLE 1 Portfolio Project Timeline ............................................. What When Gain agreement for the use of the portfolio 2002 Design portfolio template 2002 Solicit feedback from key stakeholders 2002 Introduce into application process for clinical ladder 2002 Pilot test use of portfolio 2002 Refine template 2003 Create and communicate portfolio implementation plan 2003 Provide portfolio training 2004 Encourage and coach nurse managers and individual staff nurses to plan for use of portfolio 2004 Implement housewide use of portfolio 2004 JOURNAL FOR NURSES IN STAFF DEVELOPMENT 129
Copyright @ Lippincott Williams & Wilkins. Unauthorized reproduction of this article is prohibited. portfolio and the number of staff engaging in traditional growth and development activities as well as nontra- ditional growth and development activities such as grant awardees, adjunct faculty positions, inventions, and patents (Figure 3). When originally implemented, only a paper version of the portfolio could be offered. The portfolio could be accessed electronically and stored on a disk, but any supporting materials such as thank you letters and certificates had to be stored in a binder. An electronic version with the ability to scan documents into the portfolio is in the exploration stage.

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