Supporting the CNS from Novice to Expert
Topic of Interest
Patient Populations
Capture Value of the CNS
Abstract
In a large academic medical center with 31 Clinical Nurse Specialists (CNSs) practicing across 27 inpatient units, defining the CNS role and providing opportunities for professional development and mentorship has fostered CNS engagement. We designed a CNS orientation and development program, framed by the three spheres of influence and comprised of three specific components: (1) Orientation, (2) CNS Forum, and (3) Advancement and Recognition. These program components function in complement to deliver varied types of professional support to new and experienced CNSs. Organizational scholars describe that colleagues exchange emotional and tangible assistance, known as professional support, to help one another meet job demands. Types of professional support include mentoring, coaching, social support, and collaborative problem solving. Access to each improves work-related outcomes such as employee satisfaction, commitment, compensation, and promotion. In this symposium, we will describe each component of the CNS onboarding and development program, the support delivered to develop CNSs from novice to expert, and the associated outcomes.
Evaluation Method: We assessed CNS turnover and employee engagement data and elicited feedback directly from CNSs to identify ways to strengthen orientation and development.
Outcomes: Since 2017, CNS turnover decreased; 42% of CNSs are tenured with at least five years of experience. Anecdotally, CNSs report a strong sense of teamwork and collaboration.
Implications
Developing an orientation and development program that mentors CNSs from novice to expert is beneficial not only to the healthcare system, but the nurses and patients it serves.