Nurse Residency Professional Development Practitioner (1.0) at Billings Clinic in Billings, Montana

Job Description:

The Nursing Professional Development NPD-Specialist (NPD-S) develops tools, theories, skills, and knowledge to advance the practice of the NPD specialty. Using expertise in education and professional development practices, the NPD Specialist (NPD-S) functions autonomously and in collaboration with staff, leadership, faculty, and researchers to develop, implement and evaluate professional development programs that influence professional role competence, continuous learning, and growth. Promotes synergistic practices and patient outcomes throughout the organization, and advances and leads NPD practice based on the Billings Clinic Competency Model, Nursing Professional Practice Model, and in accordance with the Nursing Professional Development Scope and Standards of Professional Nursing Development Practice, Standards of Practice and Standards of Professional Performance for Nursing Professional Development. In addition, the NPD practitioner will support the organizational and nursing strategic plan by helping ensure goals and priorities align with patient care, staff needs, and organizational objectives to guide decision making and priority setting.


Essential Job Functions
Learning Facilitator: Uses the educational design process and adult learning principles to bridge identified gaps in knowledge, skills, and/or practice. (Maloney & Harper, 2022)
• Gaps are identified through a variety of means (examples include environmental scanning, learning needs assessments, quality outcomes).
• Is an expert and a resource in the process of designing education.
• Uses a systematic approach, analyzes issues, forecasts trends, and supporting data to determine the learning needs of individuals, service lines, and organizations.
• Using data gathered; validates prioritizes and documents evidence of professional practice gaps and outcomes in a manner that facilitates the educational planning process.
• Applies the educational process by selecting education content, materials, and techniques that can appeal to a diverse target audience in a positive learning environment.
• Demonstrates and applies expertise in educational assessment; planning; curriculum development; educational design & delivery; documentation; measurement & performance improvement.
• Prioritizes data collection activities based on the immediate or anticipated needs of the situation including alignment with organizations and nursing strategic plan.


Change Agent: Advocates for process change at all levels using change management strategies and theories. (Maloney & Harper, 2022)
•Leads the adaptation of new behaviors and processes in practice to drive desired outcomes.
Continuously scans the environment for trends and issues which require change.
Collaboratively creates change strategy.
• Mentor: Advances the nursing profession and the NPD specialty by contributing to the professional development of others and supporting ongoing learning as individuals develop across practice, professional, and educational settings.
• Establishes formal and informal consultive relationships which may lead to professional development and mentorship opportunities.
• Pursues opportunities to mentor marginalized NPD practitioners and learners to realize their professional and educational aspirations.


Leader: Influences the interprofessional practice and learning environments, the NPD specialty, the profession of nursing, and healthcare through creative problem solving and innovation. (Maloney & Harper, 2022)
• Designs project plans using project management tools and oversees implementation.
• Serves as an influential leader in inter-professional learning, professional growth, and practice change throughout the organization.
• Works to achieve staff retention and employee engagement through effective management of processes resulting in fulfillment of learning needs.
• Analyzes cost and anticipated return on investment for learning activities, programs, or projects.


Champion for scientific inquiry: Promotes the generation and dissemination of new knowledge and the use of evidence to advance NPD practice, guide clinical practice, and improve the quality of care for the healthcare consumer/partner. (Maloney & Harper, 2022)
• Recommends and implements research activities to align with the organizational strategic plan.
• Acts as a champion of scientific inquiry, generating new knowledge and integrating best available evidence into practice. • Conducts, encourages, facilitates and/or participates in research, EBP, and QI, including dissemination of findings locally and nationally.


Advocate for NPD specialty: Supports, promotes, and demonstrates nursing professional development as a nursing practice specialty. (Maloney & Harper, 2022)
• Actively participates in shared governess councils.
• Shares NPD initiatives that promote the nursing professional development specialty with key stakeholders.


Partner for practice transitions: Supports the transition of nurses and other healthcare personnel across learning and practice environments, roles, and professional stages (examples include transition to practice programs for new graduates, advanced practitioners, or transitioning into a new clinical practice area.)
• Systematically enhances the quality and effectiveness of professional development practice and role transitions.
• Creates processes which support seamless transitions to practice and between practice settings.


Onboarding/Orientation: Develops, coordinates, manages, facilitates, conducts, and evaluates clinical onboarding/orientation programs focused on retention and growth for nursing and other healthcare personnel.
• Serves on one or more functional teams accountable for supporting core orientation and continuing education activities.


Competency Management: Demonstrates expertise in competency management by accepting responsibility for measuring, documenting, and supporting the competency process through assessing, developing, coordinating, managing, facilitating, conducting, and evaluating competency continuums to address staff and team performance. (Maloney & Harper, 2022)


Education: Uses the education design process for planning, implementing, coordinating, and evaluating educational activities that address gaps in knowledge, skills, and/or practice for the target audience to achieve specific outcomes.
• Continuing nursing education - supports awarded continuing education contact hours based on the regulations and standards of the accrediting body.
• Interprofessional continuing education - promotes collaboration with other healthcare professionals to design, manage, implement, coordinate, and evaluate education when appropriate.
• Measures program outcomes in terms of learning change, impact and professional role competency and revises future outcomes based on trends, evidence, and changes in stakeholder expectations.
• Creates a safe learning environment and adapts education to learner preferences.


Role Development: Assists staff by coaching, coordinating, facilitating, conducting, and evaluating activities to navigate role transitions, role integration, skill acquisition, and succession planning (examples include the RN becoming a preceptor, charge nurse, leader, or joining a transition to practice program.)
• Participates in and assists others in professional role development, practice role transitions, and succession planning.
• Advances professional development using NPD practice judgement and expertise.


Collaborative Partnerships: Seeks internal and external collaboration for opportunities to teach, coordinate, serve as liaison, and/or advise nurses and other learners regarding education and learning (examples include working with other healthcare/leadership professionals, community partners, emergency medical services, public health departments, disaster management services, academic partnerships.) (Maloney & Harper, 2022)
• Engages stakeholders and resources in the planning and implementation of lifelong learning activities for individuals and/or groups of learners.
• Evaluates the quality and effectiveness of nursing practices in collaboration with others to ensure that nursing and the organization's goals and mission are in alignment.
• Develops and applies appropriate measurement tools in quality improvement activities.
• Collaborates with Community Education programs to facilitate, coordinate, and maintain effective allied health and nursing education programs.
• Works collaboratively with leaders, clinical and other experts, and colleagues throughout the organization to orchestrate the right content, methods, and resources to meet organizational goals.
• Partners with academia, specialty organizations, and others to create and implement nursing roles for the future.


Inquiry: Promotes and applies professional curiosity using research, evidence-based practice, and quality improvement initiatives to discover, teach, practice, and integrate the best available evidence to transform healthcare delivery and outcomes. (AACN, 2019, p.3)
• Uses relevant evidence, theory, research, innovative processes, and practice experiences to design, implement, and evaluate high quality, culturally sensitive, and frequently complex educational activities, programs, or projects for staff at all stages of their career development based on identified knowledge and practice gaps.


Ethics: Integrates ethics by analyzing factors related to privacy, security, and confidentiality in the use and handling of records related to educational programs.
• Develops processes for monitoring the integrity of educational activities including screening for potential and unethical behavior, commercial bias, conflict of interest.
• Identifies and addresses ethical issues within the learning environment.
• Provides leadership in developing learners' ethical competence and ethical decision making to address emerging or recurrent ethical issues.


Personal Professional Role Competence and Growth: Demonstrates competence in knowledge, skills, and practice as outlined in the Nursing Professional Development Scope & Standards of Practice.
• Identifies personal needs and sets goals for own growth and development in collaboration with department manager.
• Maintains Nursing Professional Development Certification.


Accreditation/Certification requirements: NPDP's supporting educational activities for Advanced Orthopedic Certification are required to complete 8 hours of annual training per year for total joint related education.
NPDP's supporting educational activities supporting Comprehensive Stroke Center Certification are required to complete 6 hours of annual training per year for stroke related education.


Minimum Qualifications
Education
• 4 Year / Bachelors Degree in Nursing required
• Graduate Degree Master in Nursing or related field, preferred


Experience
• 5 years experience as an RN required
• 3 years facilitating learning, preferred


Certifications and Licenses
• Nursing Professional Development (NPD-BC) within 1 year of hire
• Current Montana RN License required