Cook Children's Professional Development program - Advance your nursing career
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Cook Children’s Professional Development program Advance your nursing career Cook Children’s Professional Development program
Cook Children’s Professional Development program Professional Development program At Cook Children’s, we want you to succeed and get as much as possible out of your nursing career. By participating in the Professional Development program, you control whether your RN level is a I, II, III or IV and can receive financial compensation. Philosophy The Professional Development program was created to support Cook Children’s philosophy of nursing and promote quality patient care. The program encourages and recognizes nursing excellence by rewarding professional development of registered nurses with career advancement. Purpose Exemplify Cook Children’s practice model of collaboration, integrity, safety, caring, innovation and giving through demonstration of leadership and professional development, clinical skills and knowledge, critical thinking, evidence-based practice, communication and professional behavior. Eligibility criteria • All registered nurses (RNs) below the manager or director level, excluding temporary status (i.e., winter plan) • RNs with more than two years nursing experience who have been employed at Cook Children’s at least one year • No written warning, final written warning or process improvement plan within the previous 12 months of application submission date • Current and timely completion of all competencies, BLS, PALS and required training Professional Development program design • Program based on two-year cycle for submission • Professional behavior validated by manager • Formal education • Tenure and experience • Continuing education • Professional role • Innovation through research, evidence-based practice and quality projects
Cook Children’s Professional Development program
Application — submission — review process
1. The RN declares his or her intent to participate in the Professional Development program by submitting a letter to his or her
manager. The RN is responsible for reviewing the eligibility criteria to ensure all qualifications are met.
2. The manager meets with the RN and verifies eligibility to participate by completing the manager checklist (in this booklet).
3. If the manager is unable to endorse the applicant, he or she provides the applicant with documented explanations.
4. If the manager endorses the applicant, the manager will help the RN find a guide. The coach will mentor the applicant throughout
the process and portfolio development.
5. The RN has two years from the date of endorsement to complete activities, compile the portfolio and submit it to his or her
manager.
6. The manager reviews the portfolio for completion within seven days of submission.
7. If the portfolio meets the requirements, the manager’s signature and date are required on the application. The portfolio is then
submitted by the RN to the Professional Development Review Committee.
8. The committee reviews the Professional Development program portfolio for a pre-review. Then, the portfolio is presented in
person by the employee.
9. Committee decision options:
a. Approved: Meets all criteria.
b. Deferred: Meets most criteria; has 30 days to complete deficiencies defined by the committee.
c. Denied: Criteria is not met; it is not realistic that deficiencies will be met in 30-days.
If the committee identifies deficiencies, the portfolio is returned to the nurse to complete required corrections. If the portfolio
corrections still do not meet the criteria, the portfolio is denied and returned to the RN. The RN may then submit a new application to
initiate a new two-year portfolio development process.
10. If the portfolio meets all required criteria, the nurse will receive a new level designation of I, II, III or IV. A letter is sent to the RN
and his or her manager. A certificate of accomplishment is also sent to the RN.
11. The manager sends an employment action form to Talent Management to change the nurse’s status.
12. The manager is responsible for unit-level acknowledgement of the RN’s accomplishment.
13. The level designation is valid for a two-year period. Prior to the end of two years, it is the RN’s responsibility to initiate a new
application to keep his or her current level or meet the criteria for a higher level.
Recognition
Once you receive your new level designation, you will receive:
• A certificate and unit recognition
• Acknowledgement at the annual Nurse’s Day celebration
• Financial compensationCook Children’s Professional Development program Manager checklist ❑ Employee has submitted letter of intent to participate in the program. ❑ Employee has no written warning (or greater) within last 12 months. ❑ Employee is not currently on a process improvement plan. ❑ Cook Children’s values of collaboration, integrity, safety, caring, innovation and giving are consistently displayed. ❑ PACE score from manager is two or higher in every category. ❑ Employee’s completion requirements for prior two PACE reviews were no more than 14 days late. ❑ Manager and employee have met to discuss the program requirements and are in agreement that employee is ready to commit to the process. Manager/date: Employee/date:
Cook Children’s Professional Development program Portfolio submission form Name: Date submitted: Employee ID#: Work unit: Total years of experience: Years of experience at Cook Children’s: Current level (circle one): N/A I II III IV Portfolio submitted for (circle one): I II III IV Applicant signature: Date: Eligibility criteria: • More than two years of nursing experience and employed at Cook Children’s longer than one year. • No written warning, final written warning or process improvement plan within previous 12 months of application submission. • Current and timely completion of all competencies, BLS, PALS and other required training. Manager signature/endorsement: Date: For committee use only Committee received (date): __________________________________________________________________________________________________________ Committee review scheduled (date): _________________________________________________________________________________________________ Committee decision (date): __________________________________________________________________________________________________________ ______ Approved Level achieved: I II III IV ______ Further documentation needed Submit by (date): ____________________________________________________________________________________________________________________ Denied-reason: ______________________________________________________________________________________________________________________ Professional development committee chairman: Date:
Cook Children’s Professional Development program Guide log The Professional Development program guide helps an applicant prepare his/her portfolio, as well as for the presentation. The guide must hold current status in the Professional Development program. Every meeting between the guide and participant will be documented below by the guide. Prior to submitting his/her portfolio for approval, the applicant will sign off on the guide log. Name: I served as a Professional Development program guide for: A prospective applicant may have only one Professional Development program guide. Date Hours Signature of applicant Total hours Signature of applicant: ______________________________________________________________ Date: ________________________________ Signature of guide: _________________________________________________________________ Date: ________________________________
Cook Children’s Professional Development program
Application
CATEGORY CRITERIA POINTS DEFINITIONS
Professional behavior
Employee: Submit letter of intent • No written warning (or greater) within last 12 months.
describing why he or she wants to • Not on a process improvement plan.
apply for the professional development • Shows collaboration, integrity, safety, caring, innovation and giving
program. through:
Initiative
Include a detailed explanation of how Positive attitude
he or she excels in meeting the values Y/N Resourcefulness
of Cook Children’s. Follow-through
Leadership qualities
Manager: Reviews letter of intent and Flexibility
completes checklist. Manager approval Fair-minded
necessary to move forward. Communicates with positive intent
Professional boundaries
Role model
Accountable in behavior and action
I. Formal education Select highest degree earned.
ADN or diploma (may obtain up to
level two) 10 Copy of diploma or official transcript.
Bachelor’s, non-nursing 20 Copy of diploma or official transcript.
Bachelor’s in Nursing (required for level
three) 30 Copy of diploma or official transcript.
Max = 50 points Master’s degree (must have BSN;
required for level four) 40 Copy of diploma or official transcript.
Doctorate 50 Copy of diploma or official transcript.
Bonus
• 5 points for each additional Copy of diploma or official transcript.
graduate degree
II. Tenure and experience Total points for each applicable area.
Current RN experience at
Cook Children’s, hire date Updated resume; manager validation.
• 4 points for every full year
Prior clinical RN experience
• 1 point for every full year Updated resume; manager validation.
Max = 40 points LVN experience at Cook Children’s
• 1 point for every three years Updated resume; manager validation.
Non-nursing clinical care provider
experience at Cook Children’s Updated resume; manager validation.
• 0.5 points for every three yearsCook Children’s Professional Development program
III. Continuing education
or certification
Current pursuit of formal academic Must meet policy requirements for tuition assistance.
education
• 1 point for every credit hour
• Max of 24 points
Nationally recognized advanced May not include advanced certifications that are required by job description.
certification in nursing specialty (CCRN, Copy of current card(s); must meet advanced certification policy.
CPN, RNC, CNOR, CPHON, etc.)
• 6 points for first certification
• 10 points for second certification
• 10 points for third certification
• Max of 26 points
Instructor status for life support Copy of current card(s); verification of teaching required number of courses
courses (includes PALS four times per for entire two-year Professional Development program renewal cycle.
year, BLS four CAI check-offs per year,
BLS four classes per two years, NRP,
ENPC, TNCC)
• 3 points for every instructor status
Max = 72
• Max of 12 points
Certification beyond role requirement Copy of current card(s).
or more than two certifications required
(includes ACLS, TNCC, EMT, EMT/LP)
• 2 points for every certification past
the requirement
• Max of 6 points
Continuing professional development Continuing education offerings beyond required hours for licensure and
(more than 20 hours in two-year advanced certification. Employee must submit requirements and proof of
period; hours above requirements for all CE.
advanced certification)
• 1 point for every five continuing Evidence: Copies of CE certificates.
education offerings
• Max of 4 pointsCook Children’s Professional Development program
IV. Professional role
Community organization Supports the Cook Children’s Promise; advocates for children; encourages
Volunteer hours (uncompensated time) community involvement. Any community organization; not limited to health
• 1 point for every five hours care; non-compensated role.
of service
• Max of 15 points Examples: Parent Teacher Association, Catholic Charities, night shelter,
church board, etc.
Evidence: Documentation from organization.
Health care-related community service Examples: Red Cross, immunization drives, Cook Children’s and special
Volunteer hours (uncompensated time) needs camps.
• 2 points for every five hours
• Max of 30 points Evidence: Documentation of volunteer hours.
Professional health care or job-related Examples: Texas Nurses Association, Society of Pediatric Nurses, ENA,
membership APHON, AACN, AORN, etc.
• 2 points for every active
organization membership Evidence:
Max = 725 • Max of 6 points • Member card(s) for more than 18 months prior to submission.
• Office letter or other official documentation.
Local office
• 4 points per office
• Max of 12 points
State or national office
• 6 points per office
• Max of 12 points
Unit-based council Examples: Practice Council, Education Council, safety, quality, family,
Member (80% attendance) peer support, etc.
• 5 points for every council
membership Evidence:
• Max of 10 points • Member: Validation from chair (submit copy of attendance).
• Chair or co-chair: Validation from manager.
Chair or co-chair
• 10 points for each council
• Max of 20 points
Organization-wide committees, Examples: Nursing Shared Governance Councils, Medication Safety,
councils or task forces Pain Management, VTAC, safety liaison.
Member (80% attendance)
• 7 points for each Evidence:
• Max of 21 points • Member: Validation from chair (submit copy of attendance).
• Chair or co-chair: Validation from manager.
Liaison
• 9 points for each Magnet Champion: Validation from Magnet program director.
• Max of 18 points
Chair or co-chair
• 12 points for each
• Max of 24 points
Magnet Champion
• 24 pointsCook Children’s Professional Development program
Super-user for unit-based or system Examples: Attending super-user training meetings and teaching
education/change initiative colleagues about unit or system initiatives and changes. Participation
• 10 points for every activity in change audits.
• Max of 40 points
Guide Definition:
Nursing Professional Development • Nursing Professional Development program guide: Guide helps
program nurse(s) prepare his/her portfolio, as well as for the presentation;
applicant can only have one guide.
Capstone nursing students • Capstone nursing students: Primary nurse responsible for planning,
• 2 points for every student supervising and evaluating student.
• Max points of 6 points per year for • Nurse extern: Primary nurse; evaluation completed and turned in on time.
two years = 12 • Nurse resident guide: Primary nurse; all paperwork turned in on time.
Nurse externs Evidence:
• 4 points for every year • Professional Development program: Form signed with appropriate
• Max of 8 points signatures and dates.
• Capstone nursing students: Completed form and documentation from
Nurse residents school.
• ≤ 36 shifts per year = 5 points • Nurse externs: Certificate.
• > 36 shifts per year = 10 points • Nurse residents: Guide submits tool with names; nurse residency
manager validation, tracking form (by shifts).
Adjunct faculty Definition: Instructor for clinical rotations.
• 5 points for every 6 weeks
• Max of 30 points Evidence: Letter from university, class roster or documentation on
university letterhead.
Evidence-based practice (approved project) Actively participates in a formal EBP project that is not part of an
Team member educational program; approved projects will follow the appropriate model;
• 10 points for every project department leadership approval; must have attended EBP Workshop or
• Max of 20 points have an assigned EBP Council mentor; director of Research and EBP
informed.
Project lead
• 20 points for every project Evidence: Copy of acceptance/approval and role from director of
• Max of 40 points Research and EBP; Portfolio/summary of completed project.
Category max of 40 points
Research (approved IRB study) Actively participates in a formal research study that is not part of an
Team member educational program (does not include medical treatment protocols);
department leadership approval; IRB approval; completed CITI training;
Primary investigator/study lead director of Research and EBP informed.
Category max of 40 points Evidence: Copy of approval from IRB; evidence of on-going, active work.
Quality project/process improvement Definition: Team conducts unit-based outcome study which includes
project (approved project) study design, data collection tool, data analysis, action plan, report of
Team member findings and outcomes evaluation.
• 10 points for every project
• Max of 20 points Examples: CHCA collaborations; NACHRI; regulatory; Vermont Oxford
Network; patient throughput; hand-off communication; other organization
Team lead and/or unit specific.
• 20 points for every project
• Max of 40 points Evidence:
• Member: Log; copies of audit tools; signature from team lead.
Category max of 40 points • Lead: Minutes; manager signature.Cook Children’s Professional Development program
Publication in professional literature Definition: Health-related article or a review of literature in a refereed
• 25 points for every publication journal or a textbook.
• Max of 50 points
Evidence: Copy of manuscript and acceptance letter.
Presentation at Cook Children’s Definitions (can do one or both):
Presentation delivery • Presentation delivery: In-service on new equipment, skill, practice
• 1 point for 1-5 hours change; can be poster or live presentation.
• 2 points for 6-10 hours • Presentation development: Includes review of literature, content
• Continue with increments of 5 hours development or references.
• Max of 10 points
Evidence:
Presentation development • Presentation delivery: Sign-in sheet or validation from educator or
• 15 points per presentation manager.
• Max of 30 points • Presentation development: Copy of presentation or teaching plan;
reference list.
Poster presentation Definition: Abstract submission; poster development and presentation;
does not include team members that were not involved in poster
Local (DFW) developments — count project involvement in appropriate category.
• 5 points per presentation
• Max of 15 points Evidence: Acceptance letter.
State
• 7 points per presentation
• Max of 14 points
Regional
• 10 points per presentation
• Max of 20 points
National
• 12 points per presentation
• Max of 24 points
Podium presentation Definition: Abstract submission; presentation development.
Local (DFW) Evidence: Acceptance letter or brochure.
• 10 points
• Max of 30 points
State
• 15 points
• Max of 30 points
Regional
• 20 points with a
• Max of 40 points
National
• 25 points
• Max of 50 pointsYou can also read
