Lisa Whitehead1, Diane E Twigg2, Rebecca Carman3, Courtney Glass4, Helena Halton5, Christine Duffield6. 1. School of Nursing and Midwifery, Edith Cowan University, 270 Joondalup Drive, Joondalup WA 6027, Australia. Electronic address: l.whitehead@ecu.edu.au. 2. School of Nursing and Midwifery, Edith Cowan University, 270 Joondalup Drive, Joondalup WA 6027, Australia. Electronic address: d.twigg@ecu.edu.au. 3. School of Nursing and Midwifery, Edith Cowan University, 270 Joondalup Drive, Joondalup WA 6027, Australia. Electronic address: r.carman@ecu.edu.au. 4. School of Nursing and Midwifery, Edith Cowan University, 270 Joondalup Drive, Joondalup WA 6027, Australia. Electronic address: c.glass@ecu.edu.au. 5. School of Nursing and Midwifery, Edith Cowan University, 270 Joondalup Drive, Joondalup WA 6027, Australia. Electronic address: h.halton@ecu.edu.au. 6. School of Nursing and Midwifery, Edith Cowan University, 270 Joondalup Drive, Joondalup WA 6027, Australia. Electronic address: c.duffield@ecu.edu.au.
Abstract
BACKGROUND: To meet the growing needs of a diverse population, it is critical that healthcare service provision is underpinned by innovative, cost-effective, and sustainable services and solutions. The role of the nurse practitioner creates an opportunity to meet the increasing demands of complex care and enables greater access to high quality care. Understanding how best to support nurse practitioner candidates to develop into the nurse practitioner role will create greater opportunities to transform service delivery and improve healthcare outcomes. AIM: To identify key factors that support and positively impact the implementation of nurse practitioner candidacy programs and candidate experiences. METHODS: A scoping review of research and grey literature was conducted using Joanna Briggs Institute methodology. For the research literature, eight electronic databases (Embase, Medline, CINAHL, Web of Science, Cochrane Library, Joanna Briggs Institute, PubMed and PsycINFO) were searched followed by a hand search of the reference lists of published systematic reviews and relevant topical papers. A review of national and international grey literature sources was completed. FINDINGS: Identification of a service gap, developing and promoting a clear role for the nurse practitioner candidate, integration into a multi-disciplinary team with strong mentorship/preceptorship support, continuing professional development, and evaluation of the program were identified as key factors in the research and grey literature. CONCLUSION: A well-designed candidacy program can facilitate transition of the candidate into an autonomous, fully independent nurse practitioner. Recommendations to support the implementation of these roles into the clinical setting have been generated. Tweetable abstract: Key to nurse practitioner candidate programs: Identification of a service gap, clear role, integration, mentorship, training and evaluation.
BACKGROUND: To meet the growing needs of a diverse population, it is critical that healthcare service provision is underpinned by innovative, cost-effective, and sustainable services and solutions. The role of the nurse practitioner creates an opportunity to meet the increasing demands of complex care and enables greater access to high quality care. Understanding how best to support nurse practitioner candidates to develop into the nurse practitioner role will create greater opportunities to transform service delivery and improve healthcare outcomes. AIM: To identify key factors that support and positively impact the implementation of nurse practitioner candidacy programs and candidate experiences. METHODS: A scoping review of research and grey literature was conducted using Joanna Briggs Institute methodology. For the research literature, eight electronic databases (Embase, Medline, CINAHL, Web of Science, Cochrane Library, Joanna Briggs Institute, PubMed and PsycINFO) were searched followed by a hand search of the reference lists of published systematic reviews and relevant topical papers. A review of national and international grey literature sources was completed. FINDINGS: Identification of a service gap, developing and promoting a clear role for the nurse practitioner candidate, integration into a multi-disciplinary team with strong mentorship/preceptorship support, continuing professional development, and evaluation of the program were identified as key factors in the research and grey literature. CONCLUSION: A well-designed candidacy program can facilitate transition of the candidate into an autonomous, fully independent nurse practitioner. Recommendations to support the implementation of these roles into the clinical setting have been generated. Tweetable abstract: Key to nurse practitioner candidate programs: Identification of a service gap, clear role, integration, mentorship, training and evaluation.