FEATURE NURSING
assess the work of the incumbent. If the competencies required in each
nursing position are clearly articulated, they allow for nurses to target their personal and professional development towards a clear goal. The competencies required for promotion are clear, and the nurse can plan, with her/his manager or supervisor, to take specific steps to develop the required competencies and to compile a professional portfolio with evidence of achievement. This article sets out the process
for ensuring the nursing staff at Rashid Hospital are competent in what they are employed to do. This process begins at the selection stage and follows through for the entire time a nurse is employed. This process is aligned with the Nursing Department strategic direction, the organisational strategic direction, as well as that of the Dubai Health Authority and the Government of Dubai.
A COMPETENCYTRIAD OF PATHWAYS The Nursing Competency Framework is an extension of a basic skills evaluation which covers the career paths of nurses within an organisation from junior staff nurses through to the Director of Nursing. The three career options open to nurses are delineated and given structure by the competencies expected of individuals engaged in education, clinical leadership and management. The matrix carries core competencies that pertain to all three streams and role specific competencies that reflect the specialisation/pathway. These competencies are linked to the
nurse’s performance management process and their annual performance appraisal, which are aligned with the organisation’s strategic plan through the Government of Dubai Behavioral Competency Framework and international accreditation standards. The matrix follows a scheme of
increasing complexity of tasks and runs from basic domain independent skills through to higher level competencies requiring greater levels of experience and aptitude. In this way it reflects current thinking on both organizational training as a whole and within nursing education. Evaluation of competencies will be
undertaken through review of work and projects that meet the organisation’s goals and at higher levels will require the application of peer and colleague review (a
Arab Health Show Issue 2012 167
«The Nursing Competency Framework is an extension of a basic skills evaluation, which covers the career paths of nurses»
360° approach). For recently employed junior staff nurses
a comprehensive global clinical competency has been introduced to the organization, which requires completion and review of the individual nurse by senior clinically focused nurses before the completion of probation. This evaluation is holistically driven with prompts related to such facets as assessment, behaviors, integration of knowledge and communication (table one). For individuals new to the organization
who enter at a level above junior staff nurse, competency checklists based on the three career streams have been developed to allow for competency training needs to be identified and to assist the new nurse in understanding and fulfilling the requirements of the position (table two). This competency framework is to be
used as a tool and strategy to assist in professional development of the nurse at Rashid Hospital. The matrices developed reflect what competencies are expected from the nurse at each level/position in the organisation. It also becomes part of what competencies are required in order to be promoted to higher positions within the
organisation. With these tools the nurse can begin to work on more advanced competencies to be prepared when the opportunity for promotion is available.
The Clinical Career Pathway Many nurses undertake a career in nursing because they enjoy working in the clinical area, dealing directly with patients and their relatives. The opportunities available on a clinical career path are for the nurse to be able to remain clinically orientated and focused and also to continue his/ her career development. The focus will be to work with an Advanced Practice Nurse or Practice Development Nurse as their mentor to develop new evidenced- based models of care for their units, to be recognized as clinical experts, resources and clinical leaders within their specialties and to provide clinical mentoring for new staff.
The Management Career Pathway The management career path is designed for staff who have a desire to undertake nursing management as a career path. The focus of this role is to work with their mentor and with designated Charge Nurses, Nurse Supervisors
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