Nurse Manager Residency Program

Abstract

To ensure succession planning within the ranks of nurse managers meet current and projected nursing management needs and organizational goals, we developed and implemented a nurse manager residency program at our hospital. By identifying, supporting, and mentoring clinical experts who express a desire and display an aptitude for nursing leadership, we are graduating individuals who can transition to a nurse manager position with greater ease and competence.

Nurse manager succession planning for unit health and well-being

“…10 This program spans a year and provides opportunities to participate in the organization's leadership development series, as well as a quarterly educational series led by the CNO, and completion of an evidencebased practice project. 10 The residency program is an effective way to begin preparing candidates and validating competencies before they accept a formal management position. 10…”

“…10 The residency program is an effective way to begin preparing candidates and validating competencies before they accept a formal management position. 10…”

Nurse leader training and strength-based coaching

“…Several descriptive, exploratory nursing studies have been conducted on nurse manager training. [20][21][22][23] Computer-based education provides an effective and costefficient approach to educating and engaging large numbers of leaders within a healthcare organization. Educational interventions have been found to be effective in improving leadership skills competency.…”

“…Several descriptive, exploratory nursing studies have been conducted on nurse manager training 20-23. However, no studies were identified that examined the effects of training and strength-based coaching on nurse managers' perceptions of leadership style and skills, as well as patient and staff outcomes over time.…”

Avaliação de desempenho por competências em enfermeiros hospitalares

“…Moreover, it is important to highlight that the processes of characterization of professional profiles can begin even before the stage of hiring the workers, that is, during the selection and recruitment process carried out by the institution, since this movement also assists in the adequate allocation of workers, so that they effectively correspond to the position established. In this case, the personnel manager must establish a plan for the recruitment and permanent education processes, since misleading hiring has a negative impact on the performance of each function, directly reflecting on job satisfaction, on the professional engagement, as well as on the evaluation of results for the users and financial resources 5-6 .…”