When the nurse is assigned to a new area, orientation education will emphasize skills utilized in the advance beginner’s phase such as making decisions based on policy and procedure (Nursing Theory, 2016). For example, the dialysis orientation competency will focus on initiating and discontinuing dialysis or task oriented skills or situations expected in the specified area. Once the nurse completes orientation successfully, they will be considered “competent”. Transitioning to the competent stage provides the nurse a sense of confidence and autonomy as they are beginning to make self-directed decisions with analytical thinking (Nursing Theory, 2016). At this point, the nurse’s annual work proficiency will be the competency tool to evaluate the nurse’s level. With years of experience the expectation will be for the nurse to excel from competent to proficient then expert. The annual proficiency will focus on holistic thinking verses intuitive thinking resulting in improved decision-making as well as determining the nurse’s skill level, proficient or expert. The assigned level is reflective of the nurse’s proficiency rating with “expert” receiving the highest performance score. The facility will utilize the model via orientation check-off list and annual proficiency regardless of years of experience, nursing role, or
When the nurse is assigned to a new area, orientation education will emphasize skills utilized in the advance beginner’s phase such as making decisions based on policy and procedure (Nursing Theory, 2016). For example, the dialysis orientation competency will focus on initiating and discontinuing dialysis or task oriented skills or situations expected in the specified area. Once the nurse completes orientation successfully, they will be considered “competent”. Transitioning to the competent stage provides the nurse a sense of confidence and autonomy as they are beginning to make self-directed decisions with analytical thinking (Nursing Theory, 2016). At this point, the nurse’s annual work proficiency will be the competency tool to evaluate the nurse’s level. With years of experience the expectation will be for the nurse to excel from competent to proficient then expert. The annual proficiency will focus on holistic thinking verses intuitive thinking resulting in improved decision-making as well as determining the nurse’s skill level, proficient or expert. The assigned level is reflective of the nurse’s proficiency rating with “expert” receiving the highest performance score. The facility will utilize the model via orientation check-off list and annual proficiency regardless of years of experience, nursing role, or