The implementation of Benner’s model, novice to expert, will be included in the nursing orientation and annual proficiency process via competencies. It will be initiated during the nurse residency program and be continuous throughout all nursing roles including executive leadership. Benner’s model promotes the idea that learning must be continuous through experiences over time to transition through each phase of skill acquisition (McEwen & Willis, 2014). Once a nurse embarks on a new role, the orientation check-off will include skills in each specific nursing area starting at the advance beginner phase. The idea is all new graduates will gain the necessary experience within the residency program to surpass novice level and start their
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When the nurse is assigned to a new area, orientation education will emphasize skills utilized in the advance beginner’s phase such as making decisions based on policy and procedure (Nursing Theory, 2016). For example, the dialysis orientation competency will focus on initiating and discontinuing dialysis or task oriented skills or situations expected in the specified area. Once the nurse completes orientation successfully, they will be considered “competent”. Transitioning to the competent stage provides the nurse a sense of confidence and autonomy as they are beginning to make self-directed decisions with analytical thinking (Nursing Theory, 2016). At this point, the nurse’s annual work proficiency will be the competency tool to evaluate the nurse’s level. With years of experience the expectation will be for the nurse to excel from competent to proficient then expert. The annual proficiency will focus on holistic thinking verses intuitive thinking resulting in improved decision-making as well as determining the nurse’s skill level, proficient or expert. The assigned level is reflective of the nurse’s proficiency rating with “expert” receiving the highest performance score. The facility will utilize the model via orientation check-off list and annual proficiency regardless of years of experience, nursing role, or
When the nurse is assigned to a new area, orientation education will emphasize skills utilized in the advance beginner’s phase such as making decisions based on policy and procedure (Nursing Theory, 2016). For example, the dialysis orientation competency will focus on initiating and discontinuing dialysis or task oriented skills or situations expected in the specified area. Once the nurse completes orientation successfully, they will be considered “competent”. Transitioning to the competent stage provides the nurse a sense of confidence and autonomy as they are beginning to make self-directed decisions with analytical thinking (Nursing Theory, 2016). At this point, the nurse’s annual work proficiency will be the competency tool to evaluate the nurse’s level. With years of experience the expectation will be for the nurse to excel from competent to proficient then expert. The annual proficiency will focus on holistic thinking verses intuitive thinking resulting in improved decision-making as well as determining the nurse’s skill level, proficient or expert. The assigned level is reflective of the nurse’s proficiency rating with “expert” receiving the highest performance score. The facility will utilize the model via orientation check-off list and annual proficiency regardless of years of experience, nursing role, or