Organizational Strategies to Recruit Clinical Nurse Specialists

Scherff, Pamela; Siclovan, Danielle M.

doi:10.1097/nna.0b013e31818e9d45

Cited by 4 publications

(8 citation statements)

References 3 publications

(2 reference statements)

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“…The Clinical Nurse Specialist (CNS) is another expanded nursing role. The CNS uses scientific evidence, cost and clinical effectiveness strategies and clinical guidelines to direct patient care and drive patient outcomes (Scherff & Siclovan, 2009). Although only formally implemented in Canada during the 1960's, the development of the CNS role began in the USA during the 1940's and 50's (Montemuro, 1987).…”

Section: The Clinical Nurse Specialistmentioning

confidence: 99%

“…The role of the CNS became important in meeting the increasing complexity of patient needs as well as advancing professional nursing knowledge (Scherff & Siclovan, 2009). The expert knowledge base of the CNS and the understanding of emerging issues at the clinical level optimally positioned their influence on nursing practice, positively affecting patient outcomes and expenditures (Scherff & Siclovan).…”

Section: The Clinical Nurse Specialistmentioning

confidence: 99%

“…The role of the CNS included practices that were traditionally performed by physicians and residents. An example is wound care where CNSs collaborated with the health care team to assess and prescribe treatments for complex wounds to improve patient outcomes and decrease length of stay (Carver, 1998;Duffield, Donoghue, & Pelletier, 1995;Scherff & Siclovan).…”

Section: The Clinical Nurse Specialistmentioning

confidence: 99%

“…However, as nursing administration roles have changed to accommodate the changing healthcare system, nursing leadership provided by the nurse manager to frontline nurses has become more elusive (Cragg & Sourgeon, 2007;Hay, 2004;Krejci, 1999;Scherff & Siclovan, 2009). At the same time there has been an increase in the number ofNPs utilized in the acute care sector (Cummings, Fraser & Tarlier, 2003;Krejci, 1999).…”

Section: Introductionmentioning

confidence: 99%

“…Positioned to work alongside staff nurses and the medical team, NPs collaborate with their staff nurse colleagues to provide patients with health care. This offers unique opportunities for the NP to provide frontline nursing staff with leadership (Scherff & Siclovan, 2009). The implications of this could be far reaching in terms of maintaining nurse job satisfaction, standards of care, and reaching goals such as nurse recruitment and retention (Cameron…”

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confidence: 99%

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The staff nurse perception of the nurse practitioner leadership role

Ali¹

2023

Preprint

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The purpose of this quantitative descriptive study was to investigate staff nurses' perceptions of the leadership role of nurse practitioners (NP) in the acute care environment, and their potential as a source of leadership for frontline nurses. The following study was conducted at a large metropolitan university using a convenience sample size of30 registered nurses (n = 30). The study framework used was derived from the leadership philosophy of Kouzes and Posners' (2002) model of transformational leadership and the Canadian Nurses Associations' (2008) national framework for advanced nursing practice. Overall, participants perceived NPs as performing transformational leadership practice below the 20th percentile. Staff nurses perceived NPs to perform the leadership behaviours on the subscale enabling others to act "usually", and "seldom" on the subscale inspire a shared vision. The findings of this study enhance the understanding of the leadership role of the NP from the staff nurse perspective.

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Section: The Clinical Nurse Specialistmentioning

confidence: 99%

Section: The Clinical Nurse Specialistmentioning

confidence: 99%

Section: The Clinical Nurse Specialistmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

mentioning

confidence: 99%

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The staff nurse perception of the nurse practitioner leadership role

Ali¹

2023

Preprint

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The Role of the CNS in Achieving and Maintaining Magnet® Status

Walker

Urden

Moody

2009

JONA: The Journal of Nursing Administration

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Filling Gaps in Practice Leadership

Negley,

Schad

2024

Clin Nurse Spec

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Purpose To create a succession plan for clinical nurse specialist positions across multiple clinical settings. Description of the Project Mayo Clinic (Rochester, Minnesota) had multiple clinical nurse specialist position vacancies. However, standard recruitment methods and a collaboration between human resources and nursing managers to expand the applicant pool yielded few applicants. A work group was subsequently commissioned to identify innovative ways to fill the vacant clinical nurse specialist positions. Guiding principles for hiring and implementing the role were developed. Outcome During the 4-year project period (2016 through 2019), the time to fill positions decreased from 174 days to 83 days. Nurse managers and clinical nurse specialists reported an increased number of registered nurses seeking information about the profession. Twenty-eight clinical nurse specialist interns, titled clinical resource nurses, were hired, and 14 completed their graduate degree, obtained state licensure, and transitioned to clinical nurse specialist roles. Twelve clinical resource nurses were on schedule to transition to clinical nurse specialist positions, and 2 left their positions. Conclusion A succession plan that used clinical nurse specialists to mentor clinical resource nurses to fill gaps in practice priorities while completing graduate education was a successful strategy to fill vacant clinical nurse specialist positions.

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Organizational Strategies to Recruit Clinical Nurse Specialists

Cited by 4 publications

References 3 publications

The staff nurse perception of the nurse practitioner leadership role

The staff nurse perception of the nurse practitioner leadership role

The Role of the CNS in Achieving and Maintaining Magnet® Status

Filling Gaps in Practice Leadership

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