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Main categories | Subcategories | Groupings |
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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 |
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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 |
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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 |
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