Development and Implementation of a Succession Plan for the Nursing Department in a Community Hospital

<p>This project identifies nursing leadership vacancies in a community nursing department and assisted in the planning and implementation of a succession framework to fill the gaps in the nurse leadership population. Aging nurse leaders are leaving the profession and thus are creating gaps which need to be filled (Stichler, 2008). The unavailability of respective schools and negative perceptions of nurses regarding the healthcare sector leads to the lack of interest in the nursing profession (Nelsey, Brownie, 2012). Factors contributing to burn-out in nursing departments affect the intentions of nurses to leave and lower satisfaction towards their profession. The proposed succession plan will act as a resource to identify features that affect staff morale, clinical competence and staff commitment to their jobs. The current project also addresses the nurse’s interest in future leadership roles within the organization. This project allows the implementation and development of strategies to ensure successful succession of nurses in healthcare. The Plan-Do-Study-Act (PDSA) evaluation model is applied to this project to evaluate iterative analysis of change to improve succession methods in healthcare. This project has identified de-motivation, inexperienced staff, lack of corporation or teamwork and increased workload as possible problems that offer obstacles in implementing the succession plan.</p>

Name thesis:degree_name

Doctor of Nursing Practice (DNP)

Level thesis:degree_level

Project

Year dc:date.available

2014

Author dc:creator

• Mariotti, Nadine

Contributors dc:contributor

• K.T. Waxman, DNP, MBA, RN, CNL, CENP
• Mary Bittner, DNP, MPA, RN, CENP
• A. Christine Delucas, DNP, MPH, RN, NEA-BC

• succession planning
• nursing leadership
• culture change
• Nursing

Repository record dc:identifier

https://repository.usfca.edu/dnp/39

OAI identifier oai:identifier

oai:repository.usfca.edu:dnp-1050