Enhancing effectiveness in assessing forensic nursing staff competency

Assessing the competency of forensic nurses is an evolving area of management practice. This article presents a performance-based model for the assessment process. Examples of competency assessment activities that can measure psychomotor skills, critical thinking, and interpersonal skills are discussed, along with a sample competency for a selected skill. Evaluation strategies and their effectiveness are also analyzed.     

胜任特征模型在护理管理中的应用现状

综述了胜任特征理论的兴起与发展及为护理管理研究提供的新方法、新视角;为整合人力资源功能和服务提供研究工具和方法;有助于成功的重要技能、知识和个性特点;分析了护理人员岗位胜任特征模型的建立及意义,力求为学校培养和医院甄选护士提供理论依据。     

Admiral nursing competency project: practice development and action research

Aims and background. Admiral Nurses are specialist dementia care nurses working in the community with carers of those who have a dementia. The aim of the competency project (2000–2003) was threefold. Firstly to work collaboratively with these specialist nurses to facilitate the development a competency framework that reflects the needs of the Admiral Nursing Service. Secondly, to provide a way to structure evidence demonstrating evolving competency. Thirdly, to specifically enable the nurses to demonstrate evidence of achieving the UK Nursing and Midwifery Council's Higher Level Practice standard. Design and methods. The two complementary approaches of emancipatory action research and systematic practice development were adopted. Methods were taken from action research and systematic practice development approaches with an emphasis on promoting and enabling enlightenment, critical reflection, ownership and creating the best conditions for long‐term commitment to the competency framework. Results. The main outcome from this project was the development of a specialist nursing competency framework. The Admiral Nurses’ Competency Framework is made up of a set of eight core competencies with three levels of competency statements, loosely structured around the Higher Level Practice standard, and guidance documentation to illustrate how work‐based evidence can be generated to demonstrate competence. There were also process‐derived outcomes associated with combining systematic practice development with emancipatory action research that had an impact on the culture. The main outcomes here were that practitioners engaged in and experienced learning about how to research their own practice and the consequences of doing this. They also learnt about specialist nursing practice more widely than Admiral Nursing. Finally, there was some increase in awareness about the culture within their teams and organizations. The final competency framework reflects the needs of the service, is owned by the majority of practitioners and project commissioners and this has had a positive impact on implementation. Conclusion. In this paper, we report on combining systematic practice development with action research to achieve immediate project aims. In addition we show how a project of this nature can contribute to developing skills in practitioners necessary for cultural changes in practice and contributes to wider issues of modernization within nursing and health care. Relevance to clinical practice. This competency framework will enable Admiral Nurses to demonstrate their level of specialist practice, as individuals and collectively as a service and it also promotes the principles of nurses as life long learners. This may have relevance to other groups of specialist nurses. The project has widespread relevance for two reasons. Firstly, it shows that nurses can be involved in designing and testing a competency framework as collaborators. Secondly, that to achieve this within the spirit of approaches, such as systematic practice development and action research, can be testing for all collaborators even were there is a shared or espoused aim.     

Human resource development in nursing: views of nurse managers and nursing staff

Aim  This study describes the views of nurse managers and staff members on human resource development (HRD) in health care. Our interest here is whether there are any differences between these two groups.
Background  The need for HRD in order to cope with an ageing workforce and a diminishing number of younger nurses.
Methods  A postal questionnaire was sent to a random sample of nursing staff ( n  =   653) and all nurse managers ( n  =   302) in six Finnish hospital districts in spring 2005. The data were analysed by statistical methods.
Results  The nurse managers placed more emphasis on human resource development than did staff members. In general, both the nurse managers and nursing staff held positive views on human resource development, but they reported that HRD practices were quite under-developed. Some differences emerged between the groups.
Conclusions and implications for nursing management  These findings underline the importance of human resource development and its practices in health care. Nurse managers need to implement strategically steered HRD in order to maintain high quality of care in the future.     

山东省助产从业人员核心胜任力调查分析

目的：了解山东省助产从业人员核心胜任力现状。方法：采用助产士核心胜任力量表对山东省231名助产从业人员进行问卷调查。结果：助产从业人员的核心胜任力总均分为（4．09±0．36）分,其中孕期保健、分娩期保健维度得分较高,公共卫生保健、孕前保健维度得分较低。助产从业人员的年龄、工作年限、助产工作年限、职称与其核一iS,胜任力呈显著正相关（P〈0,01）。结论：教育者应进一步完善助产专业教育和在职培训,促进助产从业人员核心胜任力的全面提高。     

Courting competency: nursing and the politics of performance in practice

Courting competency: nursing and the politics of performance in practice
Nurses have long anguished over how best to assess performance in clinical practice. The 'competency' movement appears to have provided a solution to this problem. In this paper I undertake a 'radical hermeneutic' interrogation of the cultural text of clinical practice doubled with a poststructuralist interpretation of the literal text of the Australian competency project. Through this work I attempt to expose some of the deeply embedded assumptions that underwrite the competency movement and amplify the problems posed by an uncritical appropriation of competency based training and assessment in nursing education.     

急诊科护士胜任力与灾害护理能力的相关性研究

[目的]调查急诊科护士胜任力、灾害护理能力的现状及两者的相关性,为从胜任力角度制订灾害护理培训计划提供依据。[方法]使用一般情况调查表、临床护士胜任力自评问卷、灾害护理能力问卷对101名急诊科护士进行调查。[结果]急诊科护士胜任力总分为173.57分±43.48分,灾害护理能力评分为3.73分±0.51分,胜任力总分及各维度与灾害护理能力总分及各维度呈正相关(P0.01)。[结论]急诊科护士灾害护理能力和胜任力有待提高。护理管理者可从胜任力现状特点通过提高胜任力来提高灾害护理能力。     

加强医院护理文化建设提升护理团队核心竞争力

护理文化决定护理团队的核心竞争力和团队间的差异,护理文化建设的理论和实践亟待探讨.笔者结合临床实践提出了护理文化建设集中体现在3个方面：一是从构建护理团队的护理价值观入手,确立护理团队的愿景及发展方向,建立一套行之有效的护理人员行为、语言副语言及服务规范,重塑护理人员的形象;二是探讨适应医院发展需要的护理管理模式,建立一支有务实创新精神的中层护理管理人员队伍;三是在护理实践中强调团队意识,倡导团队精神,不断强化护理人员的5种意识,将打造一支高绩效的护理团队作为护理文化建设的落脚点.     

我院护理管理人员培训需求及其对护理管理机制评价

目的:调查医院护理管理人员培训需求及其对医院管理机制评价,为护理管理工作改进提供依据。方法:采用自行设计的调查问卷对某医院74名护理管理人员进行调查。结果:医院在文化制度建设方面存在不足,护理管理人员缺乏现代化的医院管理知识。结论:管理部门应加强医院文化建设及护理管理培训工作。     

Clinical nursing competency assessment: a scoping review

Objective: To ensure that only competent graduates are licensed to practice nursing, councils conduct licensing examinations, which may include among others clinical competency assessment. This review explored current practices in clinical competency assessment of nursing students as part of a larger study aimed at developing an evidence-based, context-specific framework for clinical competency assessment in a sub-Saharan African (SSA) country.Methods: A scoping guided by the Preferred Reporting Items for Systematic reviews and Meta-Analyses extension for Scoping Reviews (PRISMA-ScR) was conducted.Results: Findings from 28 out of 1151 studies identified from Scopus, PubMed, CINAHL, Wiley Online Library, and ProQuest were included and synthesized. Results show that a good assessment system must be valid, reliable, transparent, feasible, fair, objective,and must provide feedback and continually improve to have an educational impact. Clinical competency assessment systems must be developed on sound empirical evidence, pilot tested, and involve thorough training and evaluation of the examiners. Continuous evaluation of the assessment system is also essential to ensure the quality and relevance of the assessment system. Only one of the included studies was conducted in Africa.Conclusions: The paucity of clinical competency assessment research in sub-Saharan Africa may lead to benchmarking assessment systems on research conducted outside the context. Sub-Saharan Africa has a set of circumstances that demand a context-specific clinical competency assessment framework to guide clinical competency assessment.     

养老机构护理员岗位胜任力评价体系的构建

目的构建养老机构护理员岗位胜任力评价体系,为资深护士对养老护理员岗位胜任力评价提供依据。方法采用阅读文献和咨询相关专家的方法初步构建养老机构护理员岗位胜任力评价体系,并经过2轮德尔菲专家咨询法完成评价体系的构建。结果 2轮专家咨询回收率均为100%,权威系数为0.95,一级评价指标的变异系数为0.085～0.113,二级评价指标的变异系数0.085～0.130,最终形成了5个一级指标和21个二级指标的养老机构护理员岗位胜任力评价体系。结论养老机构护理员岗位胜任力方案评价体系科学、可靠,可用于资深护士对养老机构护理员的岗位胜任力评价。     

量化管理在护理人员中的应用

目的提高护理人员的综合素质和专业水平。方法根据我院工作特点和实际存在问题,制定了护士工作量化管理积分表和考核细则,进行量化管理。结果1998年与2002年护理人员工作质量及理论、技术操作考核分别经t检验,P均<0.01,有显著性差异,说明量化管理后三项成绩提高。1998年与2002年量化管理前后护士发表论文、订杂志、参加业务学习人数、差错发生率及病人满意度分别经字2检验,P值分别<0.05或<0.01,有显著性差异,说明量化管理后前三项内容的人数增加,差错发生率减少,病人满意度提高。结论量化管理比较实事求是、公正、合理,促进了临床护理人员综合素质的提高。     

The impact of an online interprofessional course in disaster management competency and attitude towards interprofessional learning

A recent national assessment of emergency planning in Canada suggests that health care professionals are not properly prepared for disasters. In response to this gap, an interprofessional course in disaster management was developed, implemented and evaluated in Toronto, Canada from 2007 to 2008. Undergraduate students from five educational institutions in nursing, medicine, paramedicine, police, media and health administration programs took an eight-week online course. The course was highly interactive and included video, a discussion forum, an online board game and opportunity to participate in a high fidelity disaster simulation with professional staff. Curriculum developers set interprofessional competency as a major course outcome and this concept guided every aspect of content and activity development. A study was conducted to examine change in students' perceptions of disaster management competency and interprofessional attitudes after the course was completed. Results indicate that the course helped students master basic disaster management content and raised their awareness of, and appreciation for, other members of the interdisciplinary team. The undergraduate curriculum must support the development of collaborative competencies and ensure learners are prepared to work in collaborative practice.     

在临床实习教学中强化护生综合能力的培养

目的 探讨在临床实习教学中运用整体护理的思维,探索整体护理临床实习教学模式的实效性,以提高护生的职业素质和综合能力.方法 随机确定实验班和对照班,对照班采取传统的临床实习教学模式,实验班采取以整体护理为核心的临床实习教学模式.结果 实验班护生的职业素质、护理评估能力、知识运用能力、护患沟通能力、健康教育能力与对照班比较差异有显著性(P＜0.01).结论 以整体护理为核心的临床实习教学模式对强化护生综合能力的培养具有实际意义.