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Learning Objective 1: The learner will be able to identify ways to assist new nurses become knowledgeable about performance expectations in a Magnet culture.
Learning Objective 2: The learner will be able to identify expectations of nurses outcomes that support and sustain a Magnet culture
Having received ANCC magnet designation in April 2009, we evaluated current processes to ensure good stewardship of this Magnet designation.
Best practices show that performance expectation needs to be explicit from day of hire. We wanted to ensure nurses at Thomas Jefferson University Hospital understood Magnet from their first moments. Efforts to ensure the enculturation process of staff in a Magnet culture led us to critically evaluate and reform many processes beginning with nursing orientation and job descriptions. For example, to demonstrate Transformational Leadership, onboarding activities were incorporated each day. New nurses meet and converse with the CNO and Vice Presidents, MPD, Nurse Manager, preceptors, and Staff Nurse Leaders from shared governance and resource groups. Topics discussed include: nursing department mission and vision, unit-based quality metrics, unit goals, accessing internal consultants, EBP and research, and what Magnet is and how it lives here. These changes have demonstrated positive outcomes.
See more of: Evidence-Based Practice Sessions: Oral Paper & Posters