Professionals within nursing have a common bond in their "sense of purpose". (Miller. Building and managing a Career in Nursing. Sigma Theta; 2003:164) This career ideal is ever changing and at times can become vulnerable and compromised. If this ideal diminishes significantly, commitment to the profession for an individual also becomes vulnerable.
It is perhaps ironic to realize that the exodus of highly skilled nursing professionals is one of a variety of things that can contribute to the vulnerability of a "sense of purpose", given the impact on the work environment in the era of nursing shortages. Without adequate staffing, the ability for a nurse to perform at their expectation level, (whether self-imposed or organizationally directed), is compromised and contributes to a declining sense of purpose. Additionally, a reduced skilled nursing population contributes to the need to retain those who remain in positions longer than they may have planned for themselves in an idealized career path.
The typical ways of covering such staffing gaps include salary incentives and maximum time requirements, (reduced work flexibility and compromised work/life balance). These very initiatives then negatively impact job satisfaction as well as natural progressions along career paths that may include teaching. Indeed, a documented shortage of nursing faculty in addition to practicing nurses would support this. Retention is perhaps the most concrete business reason to invest in professional development, but it also enriches the nursing profession and contributes to quality healthcare via self-actualized health care providers.
The purpose of the career center for professional development is to offer a place, (concept of "guidance" more than an actual physical place), to 'go to' or 'think of' when needing to enter, connect, engage, ignite, or master ones nursing career. It is a place for exploration of self and profession. It is a place for planning and for gap analysis in which to identify the need for further education, mentoring or other gap remedies. It is a place to use tools in order to clarify: purpose, direction, interest and steps for self-actualization. Professional development is a life-long process. Nursing is more than a job, it's more than a career; it is a profession that is bound by professionals seeking "sense of purpose".
The center is to be a point of connection or re-connection to that "sense of purpose" within the profession.
And so began our quest to build a Center for Professional Development & Mentoring for Nursing Professional Development at the University of Michigan Health System in 2005. Please view the following flash module to hear a presentation of how we built our career center.
A few notes before viewing the module below:
-
If you haven't had the opportunity to watch the CPDM flash module marketing our career services for the nursing population, this is an ideal place to start as it encapsulates the final product and serves to frame the how-to steps that we will subsequently cover. Click here to view.
-
If you would prefer a printable version of the presentation (45 pages), click here.
- A supplemental CPDM Rollout document was created as a "to-do" checklist and time-line prior to opening day. Click here to view this document.
Complete "How To Develop a Center for Professional Development & Mentoring" instructional flash module:
Click above to start module
(Apprx. 15 minutes - Requires Flash to view)
Developed by: Marietta Van Buhler, Program Manager - UMHS Nursing Administration for HRSA grant #:D65HP05254 – Principal Investigator: Margaret Calarco, PhD, RN (2005-08)
