|
| Main categories | Subcategories | Groupings |
|
| Definitions and rationale for nurses’ CP&D | (i) Individual level: target-oriented increase of personal competency to respond to new work challenges | (i) Intentionally directing competencies and content of work |
| (ii) Expanding role and professional development |
| (iii) Strengthening professional identity and pride |
| (ii) Organizational level: resource for improving care and service quality and workforce’s commitment | (i) Signalling respect for staff |
| (ii) Improving performance |
| (iii) Promoting nurses’ commitment in organization |
|
| Organizational structures to support nurses’ CP&D | (i) Nurses’ career development and support at the strategic level within an organization | (i) Expressing values and aims in organization |
| (ii) Strategic policy for anticipating workforce and competence needs |
| (iii) Strategic educational partnerships |
| (iv) Resourcing and strategic investment |
| (ii) Structured framework for nurses’ CP&D | (i) Career stage mapping and identifying nurses’ competencies in organization |
| (ii) Standardizing qualifications for all career stages |
| (iii) Various career opportunities and pathways |
| (iii) Evaluation and follow-up of the success of CP&D | (i) Nurses’ satisfaction to career planning and development structure |
| (ii) Achieving goals in care and service |
|
| Means to support nurses’ CP&D in organization | (i) Competence promotion | (i) Career awareness promotion |
| (ii) Substance training |
| (ii) Personal career planning | (i) Portfolios and career plans |
| (ii) Follow-up/evaluation |
| (iii) Interpersonal support | (i) Career-oriented work environment |
| (ii) Leadership support |
| (iii) Mentoring |
| (iv) Networks and peer support |
|
