Certification and Clinical Ladder as the Impetus for Professional Development

Abstract

With today's healthcare challenges of nursing shortages and financial instability, it is imperative that healthcare organizations retain clinically competent nurses at the bedside. Professional development and recognition are key motivators to increase nursing job satisfaction, thus reducing shortages and turnover. Implementation of specialty certification and clinical advancement programs is of benefit to the public, employers, and nurses alike. Clinical ladder and Magnet recognition are often the impetus for specialty nursing certification in healthcare institutions. Clinical ladder history, purpose, models, perceptions, and satisfiers are discussed. Certification statistics, types, impetus, benefits, incentives, and barriers are highlighted, as well as a facility's innovative strategy to increase specialty certification. Certification and clinical ladder programs demonstrate commitment of healthcare organizations and nursing staff to provide high-quality care and professional nursing development, an investment that hospitals cannot afford to overlook.

Leadership Behaviors of Frontline Staff Nurses

“…Experienced clinical ladder nurses may have increased levels of competence and problem solving tactics, and may have the opportunity to mentor or be mentored. The knowledge that expert clinical ladder nurses possess may be useful in meeting the needs of the changing health care environment (Kramer et al, 2008;Watts, 2010). Clinical ladder programs for nurses were once considered to be a retention tool.…”

“…Research findings (Gossett & DeTata, 1992;Redman, 2006;Trofino, 1995;Watts, 2010) indicate that leadership development programs may be necessary for clinical nurses to transition from staff to leader to meet the goals of the organization. Clinical nurses preparing to be future nursing leaders will contribute to successful quality patient care and will meet the needs of the health care organization (Redman, 2006).…”

“…These nurses are guided by immediacy, take measures to understand situations, deal with complex situations, manage multiple tasks, meet patient and family needs, and negotiate and collaborate with the health care team. Studies of expert clinical nurses have noted a positive correlation between retention and improved patient outcomes (Shapiro, 1998;Watts, 2010). Leadership development and training may be a key component to the changing health care environment and the nursing profession (Cook, 1999;Watts, 2010).…”

“…Expert nurses are essential to health care cost containment and providing quality care (Kramer, Schmalenberg, & Maguire, 2008;Shapiro, 1998;Watts, 2010). These nurses are guided by immediacy, take measures to understand situations, deal with complex situations, manage multiple tasks, meet patient and family needs, and negotiate and collaborate with the health care team.…”

“…By using new knowledge, the practice environment becomes a rewarding and challenging experience for staff clinical nurses. Clinical nurses become specialists in their new knowledge by planning to meet the patients' needs (Gossett & DeTata, 1992;Watts, 2010).…”