magnet recognition program american nurses credentialing center ancc

1. Magnet Recognition ProgramAmerican Nurses Credentialing Center (ANCC) Christine Mueller, PhD, RN, BC, CNAA University of Minnesota School of Nursing Minneapolis, Minnesota (Magnet Program Appraiser)

3. Purpose of Magnet Recognition Program is to recognize excellence in: The management, philosophy and practices of nursing services Adherence to national standards for improving the quality of patient care services Leadership of the nurse administrator in supporting professional practice and continued competence of nurses, and Understanding and respecting the cultural and ethnic diversity of patients, their significant others, and health care providers.

4. Background on the Magnet Recognition Program 1983 American Academy of Nursing study on “Magnet Nursing Organizations” Purpose: Examine characteristics of systems impeding and/or facilitating professional nursing practice in hospitals 1990 ANA Board of Directors approved the Magnet Recognition Program Infrastructure built within the ANCC

5. Background on the Magnet Recognition Program Development of the Magnet Recognition Program within the American Nurses Credentialing Center (ANCC) Criteria for program Application and Review Process Commission on Magnet Recognition Magnet designation of first health care organization: 1994

6. Conceptual Framework for Magnet Recognition Program Based on research Based on ANA Scope and Standards for Nursing Administration (1996) Forces of Magnetism

7. Research on Magnet Designated Health Care Organizations Outcomes for Patients: Lower Medicare mortality rates Lower disease specific mortality rates (AIDS) Shorter lengths of stay Increased patient satisfaction

8. Research on Magnet Designated Health Care Organizations Outcomes for Nurses Increased nurse satisfaction Increased RN mix Increased RN ratings of the quality of care they perceive is being given at their hospitals Increased perception of productivity

9. Research on Magnet Designated Health Care Organizations Workplace outcomes: Lower incidence of needle stick injuries Lower nurse turnover Increased ability to attract nurses Lower rates of nurse burnout

10. ANA Scope and Standards for Nurse Administrators Standards of Care Standard of Professional Performance Each standard has a set of criteria

11. Standards of Care Assessment- The nurse administrator develops, maintains, and evaluates patient/client and staff data collection systems and process to support the practice of nursing and delivery of patient care. Diagnosis-The nurse administrator develops, maintains, and evaluates an environment that supports the professional nurse in analysis of assessment data and in decisions to determine relevant diagnoses Outcomes Identification - The nurse administrator develops, maintains, and evaluates information processes that promote desired client-centered outcomes.

12. Standards of Care Planning-The nurse administrator develops, maintains, and evaluates organizational planning systems to facilitate the delivery of nursing care. Implementation - The nurse administrator develops, maintains, and evaluates organizational systems that support the implementation of a systematic client-centered plan of care. Evaluation - The nurse administrator evaluates the client-centered plan and its progress in relation to the attainment of outcomes.

13. Standards of Performance Quality of Care and Administrative Practice- The nurse administrator systematically evaluates the quality and effectiveness of nursing practice and nursing services administration. Performance Appraisal- The nurse administrator evaluates his/her performance based on professional practice standards, relevant statutes and regulations and organizational criteria. Education - The nurse administrator acquires and maintains current knowledge in administrative practice. Collegiality - The nurse administrator fosters a professional environment.

14. Standards of Performance Ethics- The nurse administrator's decisions are based on ethical principles. Collaboration - The nurse administrator collaborates with nursing staff at all levels, interdisciplinary teams, executive officers, and other stakeholders. Research - The nurse administrator supports research and integrates it into practice. Resource Utilization - The nurse administrator evaluates and administers the resources of organized nursing services.

15. Forces of Magnetism Quality of nursing leadership Strong, Dynamic, Respected, Highly Qualified, Supportive, Risk-Taker, Listens Management style Participative, Involves all levels of nurses, Accessible, Open communication Organizational structure Flat, Decentralized, Nursing actively involved at all decision-making levels, committees utilized

16. Forces of Magnetism Personnel policies and programs Competitive salaries & benefits, developed by/for employees, Promotion opportunities available, work schedules flexible and respect employees’ personal lives Professional models of care Nurses have responsibility, authority, and autonomy, best-practices utilized Quality of care High staff perceptions, family members involved, Nurse Executive responsible for environment enabling quality care

17. Forces of Magnetism Quality improvement Widespread involvement, lived, viewed as assisting mechanism rather than punitive Autonomy Autonomy coupled with Responsibility results in Innovation and Creativity results in Self-actualization Consultation and resources Accessible, intra- and inter-professional, peer support, often APRNs utilized

18. Forces of Magnetism Image of nursing Positive, Nurses supported when conflicts arise, high self-esteem Professional development Emphasized, Focus on education seen as a commitment to quality care, Education supported, baccalaureate and higher education valued, Includes inservice, continuing education, career development Collegial nurse-physician relationships Value nurse opinions, respected as professionals

19. Forces of Magnetism Community and the hospital Involved, common goals, strong corporate citizen Nurses as teachers Expected, Encouraged, Opportunities for teaching or participating in educational programs provided, Preceptor opportunities provided

20. Number of organizations achieving Magnet designation/year

21. 73% of all applicants (acute care health organizations) received Magnet designation

22. Location of Magnet Health Care Organizations 25 States Rochdale Trust, United Kingdom

23. Characteristics (statistics) of Magnet Nursing Organizations

24. Profile of Magnet Nursing Organizations (n=82) 100% of Nurse Executives hold graduate or higher degrees 98% have affiliations with schools of nursing 86% have affiliations with medical schools 92% of nursing staff have attended at least 1 continuing education program each year

25. Profile of Magnet Nursing Organizations (n=82) Nurses who serve in leadership positions: 52% have at least one graduate degree 36% are advanced practice nurses 19% are certified in a nursing specialty Staff nurses 27% are certified in a nursing specialty

26. Profile of Magnet Nursing Organizations (n=82) Staffing 88% of nursing staff provide direct care 69.7% RN skill mix Nursing hours/patient day: 10.39 HPPD Turnover Average rate: 12.6% Vacancy Average rate: 8.56% Length of employment Average: 8.5 years

27. Process for seeking Magnet designation Phase I: Application Phase II: Written documentation Phase III: Site visit Phase IV: Making the Decision

28. Application Phase Applicant purchases the Magnet Application Manual Applicant submits completed application form and application fee. Application form identifies applicants anticipated date to submit written documentation

29. Written Phase Applicant submits written documentation to ANCC Magnet Program Office Written documentation reviewed by Magnet program staff to ensure that documentation is complete and applicant is eligible to apply

30. Written Phase Appraisers review documentation and determine whether documentation provides evidence that applicant: Meets Core Criteria/Organizational Review Must be 100% Meets Measurement Criteria Must score within a range of excellence

31. Site Visit If applicant passes written documentation phase, appraisers come to applicant organization to verify, amplify and clarify the written documentation submitted and to evaluate the organizational milieu in which nursing is practiced

32. Final decision Appraisers submit a final report summarizing the evidence to support Measurement criteria and the presence of the Forces of Magnetism. Commission on Magnet Recognition reviews final report and makes decision regarding Magnet designation.