• We sought to create more flexibility and encourage nurses to creatively manage their own development.
• Promote nurses practicing at their full scope of licensure as promoted in the Institute of Medicine’s (IOM) Future of Nursing Report.
• Promote transparency, empowerment, and engagement.
• Encourage individual accountability.
• Adaptability to deal with rapid change.

Currently, participation is tracked in a few different ways. When a nurse agrees to take on a new role such as designated unit preceptor or charge nurse, or becomes a super user, this is tracked by the unit committees and leadership on an individual basis.  Nursing committees, specifically our Unit Practice Council, Education, Quality, and Safety Committee, will now have the ability to track participation in evidence-based practice research and changes that are made across units and departments.

Finally, all staff roles and accomplishments are documented in portfolios and reviewed during performance appraisal, as well as at frequent check-ins.  Anecdotally, nurse managers and directors report that staff are more proactive in seeking out opportunities that interest them across each of the three pathways as a result of the portfolios.

We intend to measure success through both patient and staff satisfaction criteria. To gauge the impact on patient care, we will analyze performance on core measures including hand washing, falls, noise, and central line infections. 

To assess success from a professional development standpoint, we will review certification and educational advancement rates, in addition to employee engagement survey results.