Jose Ariel Lanada1, Carol Forde-Johnston2. 1. Doctor of Education Candidate, Divisional Lead for Practice Development and Education, Oxford University Hospitals NHS Foundation Trust. 2. PhD in Nursing Candidate and Divisional Recruitment and Retention Lead, Oxford University Hospitals NHS Foundation Trust.
Abstract
BACKGROUND: There is limited research evaluating the implementation and effectiveness of clinical nurse educator (CNE) roles in clinical practice. UK employers tend to use generic nursing job profiles, although the definition, expectations and implementation of nurse educator roles are interpreted differently between employers. AIM: This project intended to reduce variation and standardise job titles, job descriptions and job plans for CNEs ranging from band 5 to band 7 and identify the academic requirements and professional experience required of each band. METHODS: An evaluative service review of existing CNE roles was conducted across a large division of a major NHS hospital trust. Focus group interviews were conducted to identify CNEs' and matrons' perceptions of the role. FINDINGS: Themes identified from the coding of narrative data included: the importance of the role; variations in expectations of the role, job titles, job descriptions and plans; and a lack of career progression pathways. CONCLUSION: This service improvement project demonstrates that a standardised approach to the implementation of CNE roles can be achieved with the support of a unified senior nursing team. Clearer role definition and career progression pathways would improve job satisfaction and may help retain CNEs in post.
BACKGROUND: There is limited research evaluating the implementation and effectiveness of clinical nurse educator (CNE) roles in clinical practice. UK employers tend to use generic nursing job profiles, although the definition, expectations and implementation of nurse educator roles are interpreted differently between employers. AIM: This project intended to reduce variation and standardise job titles, job descriptions and job plans for CNEs ranging from band 5 to band 7 and identify the academic requirements and professional experience required of each band. METHODS: An evaluative service review of existing CNE roles was conducted across a large division of a major NHS hospital trust. Focus group interviews were conducted to identify CNEs' and matrons' perceptions of the role. FINDINGS: Themes identified from the coding of narrative data included: the importance of the role; variations in expectations of the role, job titles, job descriptions and plans; and a lack of career progression pathways. CONCLUSION: This service improvement project demonstrates that a standardised approach to the implementation of CNE roles can be achieved with the support of a unified senior nursing team. Clearer role definition and career progression pathways would improve job satisfaction and may help retain CNEs in post.
Entities:
Keywords:
Clinical educator; Clinical nurse educator; Nursing career pathways; Practice development nurse; Staff retention; Standardising nursing roles; Variations in roles
Authors: Ellie Catharina van Dyk; Gisela Hildegard van Rensburg; Elsie Sophia Janse van Rensburg Journal: PLoS One Date: 2022-08-22 Impact factor: 3.752