Role Self-Assessment Using Benner’s Novice to Expert Model
|Stage 1: Novice||The Novice or beginner has no experience in the situations in which they are expected to perform. The Novice lacks confidence to demonstrate safe practice and requires continual verbal and physical cues. Practice is within a prolonged time period and he/she is unable to use discretionary judgment.APN Professional Development Plan|
|Stage 2: Advanced Beginner||Advanced Beginners demonstrate marginally acceptable performance because the nurse has had prior experience in actual situations. He/she is efficient and skillful in parts of the practice area, requiring occasional supportive cues. May/may not be within a delayed time period.
Knowledge is developing.
|Stage 3: Competent||Competence is demonstrated by the nurse who has been on the job in the same or similar situations for two or three years. The nurse is able to demonstrate efficiency, is coordinated and has confidence in his/her actions. For the Competent nurse, a plan establishes a perspective, and the plan is based on considerable conscious, abstract, analytic contemplation of the problem. The conscious, deliberate planning that is characteristic of this skill level helps achieve efficiency and organization. Care is completed within a suitable time frame without supporting cues.|
|Stage 4: Proficient||The Proficient nurse perceives situations as wholes rather than in terms of chopped up parts or aspects. Proficient nurses understand a situation as a whole because they perceive its meaning in terms of long-term goals. The Proficient nurse learns from experience what typical events to expect in a given situation and how plans need to be modified in response to these events. The
Proficient nurse can now recognize when the expected normal picture does not materialize. This
holistic understanding improves the Proficient nurse’s decision making; it becomes less labored because the nurse now has a perspective on which of the many existing attributes and aspects in the present situation are the important ones.
|Stage 5: The Expert||The Expert nurse has an intuitive grasp of each situation and zeroes in on the accurate region of the problem without wasteful consideration of a large range of unfruitful, alternative diagnoses and solutions. The Expert operates from a deep understanding of the total situation. His/her performance becomes fluid and flexible and highly proficient. Highly skilled analytic ability is necessary for those situations with which the nurse has had no previous experience.|
Upper Saddle River, NJ: Prentice Hall Health.
Instructions: The levels of Benner’s Model reflect movement from reliance on past abstract principles to the concrete experience. An individual’s perception of situations change as experience is gained. To help better understand your perspective on your new role, complete the following self-assessment. Refer to the model to guide your perception.
1. What areas of your career do you most want to focus and further develop?
2. What do you look forward to most about your new role?
3. What do you fear the most about your new job?
4. What do you most hope to gain from your new experience?
6. What are your goals and objectives for your first, second, and third months in your new position as well as the remainder of your first year?
APN Professional Development Plan
Guidelines with Scoring Rubric
The purpose of this application is to provide the student an opportunity to explore the role of the advanced practice nurse (APN) and develop an APN professional development plan.
Through this assignment, the student will demonstrate the ability to:
CO1: Synthesize knowledge and concepts from advanced practice nursing with supporting disciplines as a foundation for APN/specialty nurse practitioner practice that is culturally competent and population-specific (PO #1).
CO3: Assimilate primary care competencies into APN/specialty nurse practitioner practice that exemplify professional values, scholarship, service, and culturally competent global awareness and support ongoing professional and personal development. (PO #5)
CO5: Contribute to the body of advanced practice nursing knowledge through participation in systematic inquiry, utilization of evidence-based practice, and dissemination of findings to support high-quality care and healthcare innovation. (PO #9)
CO 10: Develop visionary leadership skills that combine best evidence with nursing expertise to support quality improvement, safety, and change across healthcare organizations and systems (PO #1, 3, 8, and 9).
CO 11: Differentiate leadership strategies that strengthen interprofessional collaboration and incorporate an ethic of care, values, and ethical principles into the role of the nurse leader across healthcare organizations and systems (PO #2, 4, 5, 6, and 7).
Total Points Possible: 200
1. To complete this application, you will need to access to the following databases: CINAHL, MEDLINE, Cochrane Library, and the Joanna Briggs Institute. You may access these databases through the Chamberlain College of Nursing Online Library.
2. The APN Professional Development Plan paper is worth 200 points and will be graded on quality of information, use of citations, use of Standard English grammar, sentence structure, and overall organization based on the required components as summarized in the directions and grading criteria/rubric.
3. Create your manuscript using Microsoft Word 2007 (a part of Microsoft Office 2007), which is the required format for all Chamberlain College of Nursing documents. You can tell that the document is saved as a MS Word 2007 document because it will end in “.docx”
4. Follow the directions and grading criteria closely. Any questions about this paper may be posted under the Q & A Forum.
5. The length of the paper is to be no less than 6 and no greater than 8 pages excluding title page and reference pages.
a. Introduction to the APN professional development plan
b. APN Scope of Practice
c. Personal Assessment
d. Networking and Marketing Strategies
Preparing the paper
The following are best practices for preparing this paper:
1. Review Chapter 30- Role Transition: Strategies for Success in the Marketplace in
DeNisco and Barker (2015).
2. Nurse practitioners need to take into account the state rules and regulations that guide advanced practice. Research and review the Nurse Practice Act and APN scope of practice guidelines in your particular state. Identify information regarding educational requirements, licensure and regulatory requirements, as well as practice environment details. Review information regarding full, limited, or restricted practice limitations as well as prescriptive authority.
3. Review Guidelines for APN Role Transition Using Benner’s Self-Assessment Tool in Course Resources. Prior to engaging in pursuit for employment, APNs should complete a comprehensive, honest, affirmative personal assessment to identify their strengths and weaknesses as well as their goals and objectives. Research assessment tools, conduct a personal assessment, and reflect upon your strengths, weaknesses, goals, and objectives.
4. To complete the transition from students to expert nurse practitioners working in the healthcare field, graduating APN students will need to secure their first position. Research local and national professional organizations that advertise employment opportunities for APNs. Identify networking and marketing strategies and provide a rationale for your selections.
5. Write your Curriculum Vitae (CV). Refer to the template on pages 772-773 in DeNisco and Barker (2015). Your CV should not exceed 2 pages in length.
6. When concluding the paper, summarize important aspects of the APN professional development plan.
|Introduction to the APN professional development plan||20||10%||Introduces the purpose of the paper and addresses all background information elements (who, what, where, when, and why) for the APN professional development plan.|
|APN Scope of Practice||35||18%||Provide detailed information regarding education, licensure, and regulatory requirements, as well as practice environment details. Include information regarding full, limited, or restricted practice limitations as well as prescriptive authority.|
|Personal Assessment||25||12%||Perform a personal assessment and reflect upon your strengths, weaknesses, goals, and objectives.|
|Networking and Marketing Strategies||25||12%||Provide detailed information regarding local and national professional organizations that advertise employment opportunities for APNs. Identify networking and marketing strategies and provide a rationale for your selections|
|Curriculum Vitae||35||18%||Provide accurate information regarding the nurse practitioner’s abilities, skills, and accomplishments.|
|Conclusion||20||10%||An effective conclusion identifies the main ideas and major conclusions from the body of your manuscript. Minor details should not be included. Summarize important aspects of the APN professional development plan.|
|Clarity of writing||20||10%||Use of standard English grammar and sentence structure. No spelling errors or typographical errors. Organized around the required components using appropriate headers.|
|APA format||20||10%||All information taken from another source, even if summarized, must be appropriately cited in the manuscript and listed in the references using APA (6th ed.) format:
1. Document setup
2. Title and reference pages
3. Citations in the text and references.
|Total||200||100||A quality assignment will meet or exceed all of the above requirements.|
Chamberlain College of Nursing NR510 Leadership and Role of the Advanced Practice Nurse
Outstanding or highest level of performance
Very good or high level of performance
|Meets Satisfactory level of performance||Needs Improvement
Poor or failing level of performance
Unsatisfactory level of performance
Possible Points = 130 Points
|Introduction to the APN professional development plan||20 Points||18 Points||16 Points||8 Points||0 Points|
|Excellent introduction of APN professional development plan. Rationale is well presented and purpose fully developed.||Good introduction of APN professional development plan. Rationale is presented and purpose provided.||Basic information and/or limited elements addressed regarding APN professional development plan and/or inappropriate emphasis on an area.||Little or very general introduction of APN professional development plan. Little to no original explanation; inappropriate emphasis on an area.||No introduction of APN professional development plan provided.|
|APN Scope of Practice||35 Points||31 Points||28 Points||13 Points||0 Points|
|Provided detailed information regarding education, licensure, and regulatory requirements, as well as practice environment details per the student’s state. Included information regarding full, limited, or restricted practice limitations as well as prescriptive authority.||Provided some information regarding education, licensure, and regulatory requirements, as well as practice environment details per the student’s state. Included information regarding full, limited, or restricted practice limitations as well as prescriptive authority.||Provided non-state specific information regarding education, licensure, and regulatory requirements, as well as practice environment details. Included information regarding full, limited, or restricted practice limitations as well as prescriptive authority.||Lacking detailed information regarding education, licensure, regulatory requirements, or practice environment. Missing information regarding practice limitations and/or prescriptive authority.||Did not provide information regarding education, licensure, and regulatory requirements, as well as practice environment details per the student’s state. Not provide information regarding full, limited, or restricted practice limitations as well as prescriptive authority.|
|Personal Assessment||25 Points||22 Points||20 Points||10 Points||0 Points|
|Provided detailed information following a personal assessment and reflected upon strengths, weaknesses, goals, and objectives.||Provided some detailed information following a personal assessment and reflected upon some of the strengths, weaknesses, goals, and objectives.||Provided some detailed information following a personal assessment. Missed providing reflection upon strengths, weaknesses, goals, or objectives.||Provided information following a personal assessment, but did not reflect upon strengths, weaknesses, goals, or objectives.||Did not provide a personal assessment and did not reflect upon personal strengths, weaknesses, goals, or objectives.|
|Networking and Marketing Strategies||25 Points||22 Points||20 Points||10 Points||0 Points|
|Provided detailed information regarding local and national professional organizations that advertise employment opportunities for APNs. Identified networking and marketing strategies and provide a rationale for their selections.||Provided some detailed information regarding local and national professional organizations that advertise employment opportunities for APNs. Identified networking and marketing strategies and provide a rationale for their selections.||Provided information but lacked specific details regarding local and national professional organizations that advertise employment opportunities for APNs. Identified networking and marketing strategies and provide a rationale for their selections.||Provided information regarding professional organizations that advertise employment opportunities, but missed providing information regarding networking and marketing strategies and/or a rationale for their selections.||Did not provide detailed information regarding local and national professional organizations that advertise employment opportunities for APNs. Did not identify networking and marketing strategies or provide a rationale.|
|Curriculum Vitae||35 Points||31 Points||28 Points||13 Points||0 Points|
|Provided detailed information which included demographics, education, professional employment, licensure and certification, professional honors, research, scholarship, and service. Free from typographical errors.||Provided detailed information. Missing 1-2 key elements. Free from typographical errors.||Provided moderately detailed information. Missing 3 key elements. Free from typographical errors.||Provided minimal detail. Missing 4 or more key elements. Contains 1-2 typographical errors.||Information provided was inaccurate and vague. Contains 3 or more typographical errors. Did not provide curriculum vitae.|
|Conclusion||20 Points||18 Points||16 Points||8 Points||0 Points|
|Excellent summary of APN professional development plan. Conclusions are well evidenced and fully developed.||Good summary of APN professional development plan. Conclusions are supported by evidence and developed.||Basic and/or limited summary regarding APN professional development plan.||Little or no summary of APN professional development plan; inappropriate emphasis on an area.||No summary of APN professional development plan and/or conclusions were provided.|
|Content Subtotal||_____of 160 points|
Possible Points = 40 Points
|Clarity of Writing||20 Points||18 Points||16 Points||8 Points||0 Points|
|Excellent use of standard English showing original thought. No spelling or grammar errors. Well organized with proper flow of meaning.||Good use of standard English showing original thought. No more than two spelling or grammar errors. Well organized with proper flow of meaning.||Some evidence of own expression and competent use of language. No more than three spelling or grammar errors. Well organized thoughts and concepts.||Language needs development. Four or more spelling and/or grammar errors. Poorly organized thoughts and concepts.||More than six spelling and/or grammar errors. Poorly organized thoughts and concepts|
|APA Format||20 Points||18 Points||16 Points||8 Points||0 Points|
|APA format, grammar, spelling, and/or punctuation are accurate, or with zero to one errors.||Two to four errors in APA format, grammar, spelling, and syntax noted.||Five to seven errors in APA format, grammar, spelling, and syntax noted.||Eight to nine errors in APA format, grammar, spelling, and syntax noted.||Post contains greater than ten errors in APA format, grammar, spelling, and/or punctuation or repeatedly makes the same errors after faculty feedback.|
|Format Subtotal||_____of 40 points|
|Total Points||__of 200 points|
|NR510 Directions & Rubric.docx revised 11/16||8|
Apn professional development plan
Every Advanced Practice Registered Nurse (APRN) should develop a personal development plan (PDP). A PDP includes a written evaluation of the regulations and requirements needed to obtain licensure and practice in the APRNs designated geographical area. The PDP should also include a personal action plan that reflects the results of one’s self-assessment, including one’s strengths, weaknesses, goals, and objectives. In order to develop a PDP, the APRN should be aware of and understand the state in which they plan to practice educational, regulatory, and licensure requirements. This paper aims to describe the APRNs scope of practice in the state of Florida, a personal assessment using Benner’s self-assessment tool, tactics for marketing and networking, a Curriculum Vitae, and a summary of the information acquired for the PDP.
APN Scope of Practice
Every state decides the guidelines or requirements for licensure, accreditation, certification, and education, also known as LACE, by which an APRN must abide by to practice in that state. Unfortunately, not all states are equal when it comes to the requirements for LACE and how much autonomy the APRN is allowed. In Florida, the Nurse Practitioner (NP) applicant must have a valid RN license, a master’s degree or a certificate in a nurse specialty area from a post master’s program, have completed at least 500 clinical hours, and have a national advanced practice certification from an accepted nursing specialty board (FLBON, 2017).
Per the American Association of Nurse Practitioners (AANP) (2017), nursing regulations and practice laws are set by each state. There are three levels at which an NP can practice: Full practice, reduced practice, and restricted practice (AANP, 2017). Full practice means the NP works under the authority of the state board of nursing (AANP, 2017). An NP who works in a state that allows full practice can evaluate and assess patients, diagnose, set up a treatment plan and manage the treatment plan, order diagnostic testing and interpret diagnostic results, and prescribe medications (AANP, 2017). Full practice for NPs is the scope recommended by the National Council of State Boards of Nursing and by the Institute of Medicine (AANP, 2017). Reduced practice means the state reduces the NPs ability to practice by at least one element (AANP, 2017). In reduced practice states, NPs must have a collaborative agreement with a healthcare provider before they can practice (AANP, 2017). Restricted practice means the state restricts the NP in at least one element of practice and it requires the delegation, supervision, and/or team management by a healthcare provider (most often a physician) before the NP can practice (AANP, 2017).
Florida is a restricted practice state. Per Florida’s administrative code, Rule 64B9-4.010(1), an ARNP “shall only perform medical acts of diagnosis, treatment, and operation pursuant to a protocol between the ARNP and a Florida-licensed medical doctor, osteopathic physician, or dentist” (FLBON, 2016, para. 1). The protocol delineates the professional agreement between the physician and the ARNP. Protocols must include the ARNPs information, the physician’s information, the practice’s information, a description of the ARNPs duties such as procedures the NP can perform, conditions for which the ARNP is allowed to manage and treat, medications the ARNP may prescribe, and situations in which the NP must contact the physician (FLBON, 2016). Currently, NPs in Florida are also restricted from signing a Baker Act, signing a death certificate, certifying DNR orders, and are not recognized by Medicare and Medicaid as primary care providers (FLBON, 2016). In March 2017, bill HB 7011 was presented during the March legislative session; this bill recommended independent practice for ARNPs (FLANP, 2017). As of April 2017, the bill is in the House, specifically being evaluated by the Health and Human Services Committee (The Florida Senate, 2017).
One exciting landmark for NPs in Florida came in April of 2016; bill HB 423 passed, which allows NPs and PAs to prescribe schedule I, schedule II, and schedule III controlled substances (FLBON, 2016). As of January 2017, NPs were allowed to apply for a DEA license. However, there were some stipulations put in place with the passing of this bill. NPs must have an updated protocol filed with the Florida Board of Nursing (FLBON) stating the NP has the authority to prescribe controlled medication (FLANP, 2017). NPs must complete a minimum of three continuing education unit (CEU) hours relating to the safe and effective prescribing of controlled substances (FLBON, 2016). The NP must distinguish on their practitioner profile that they prescribe controlled medications. If the NP prescribes a schedule II medication, they are restricted to prescribing for a maximum of seven days (FLBON, 2016). Lastly, unless the NP is a certified psychiatric nurse, NPs cannot prescribe psychotropic medications to anyone under the age of 18 (FLBON, 2016).
Completing a personal assessment tool is beneficial for anyone; they can help determine one’s strengths, weaknesses, goals, and objectives. For NPs, personal assessment tools also allow them to explore their interests, discover passions, and to determine which areas of practice would suit them best. To care for others, one must have a true understanding of themselves, from what they want in life to what their strengths and weaknesses are.
Knowing one’s strengths is the first step to having a true understanding of who they are. The strengths this author possesses are good communication skills, good listening skills, determination, and patience. These strengths, especially communication and listening, are important to anyone wanting to work in the healthcare industry. Effective communication and listening skills are vital to ensuring one accurately assesses, diagnoses, and treats the patient. Aside from diagnosing and treating the patient, patients want to feel as if their concerns have really been heard. How a patient perceives the provider will influence the message they receive and ultimately their care. If the patient feels the provider does not listen, cuts them off, or is too hasty in their diagnosis, it is likely the patient will not fully comply with the treatment options, lifestyle changes, and/or follow-up appointments ordered by the provider.
Just as everyone has their strengths, everyone also has weaknesses. The good thing about weakness is that it can be turned into a strength. If one is aware they are weak in certain areas, one can work on improving in these areas until they are no longer weaknesses. The weaknesses this author deals with are the fear of being an advanced beginner and time management skills. According to Benner’s Novice to Expert Model, the advanced beginner is one who has some clinical knowledge but they still require support and assistance, such as a mentor/preceptor who can help set priorities and give constructive feedback (Davis & Maisano, 2016). Luckily, time builds knowledge and confidence; the new NP should keep in mind that over time they will navigate through all of Benner’s stages. Time management skills are essential if one wants to provide quality care. New NPs often feel they must be the one to complete all tasks, which makes time management even more difficult. The new NP needs to learn that delegating certain tasks is actually beneficial to their patients because it allows the NP to spend more time with them.
Having career goals is important for the NPs professional development. Most often, people have long-term goals and short-term goals. One should always be evaluating their goals and revising them as necessary to make sure they continue to be relevant as they move forward in their life and their career. This author’s short-term goal is to work in Dermatology once NP school is complete; a long-term goal is to become a knowledgeable and confident NP that can help other new graduates find their way. Being a preceptor/mentor to new NPs would be a way of giving back to the profession as well as helping patients.
Having objectives is important because they will help one meet their goals. There are objectives that one should have when seeking a job and once they secure that job. This author’s objective is to obtain clinical sites where employment is of interest. This would be a way of networking. With so many NPs going out into the workforce, one has to think of ways to stand out. It is very difficult to apply to jobs and rely on resumes alone. When an NP student is allowed to do their clinical hours in places they can envision working in one day, they can show the potential employer exactly why they should be hired.
Networking and Marketing Strategies
The new NP must network and market themselves in order to find employment after they obtain certification. Marketing and networking are also an important part of the professional development plan. The NP should begin networking while still in school. There are a number of national and local professional nursing associations that advertise employment opportunities for NPs. Some of the professional nursing organizations in Florida include the Florida Nurse Practitioner Network (FNPN), the Florida Association of Nurse Practitioners (FLANP), and the Tampa Bay Advanced Practice Nurses Council (TBAPNC). These organizations provide a plethora of information, for new and seasoned NPs, with options such as employment opportunities, upcoming events in the area, important information on new bills that are being presented to the legislature, rejected bills, and passed bills, rules and regulations, ways to connect and network with other NPs in the area, access to a preceptor list, and the opportunity to volunteer to be a preceptor. The Florida Nurses Association (FNA) is another website Florida NPs can utilize for help finding employment as well as other resources. The FNA is actually a division of the American Nurses Association (ANA) and it is the only nursing organization that provides information for all nurses in all specialties and all areas of practice (About the Florida Nurses Association, 2012).
Nationally, the American Association of Nurse Practitioners (AANP) is the largest professional membership organization that provides full service to NPs in all areas of practice. For example, the AANP provides information on current healthcare topics and policy updates, advocacy at the state and national levels, employment, resources to assist with professional growth, resources for new graduates as well as retiring NPs, conference information, and free CEUs (“Membership Categories & Benefits”, 2017). The AANPs job link allows non-members access to the available jobs although, members are able to see job postings five days before non-members. Another national organization NPs can utilize is NP Central. Not only does NP Central provide information on job opportunities, it also provides CE opportunities, classes on how to improve your practice, access to certain resources such as Medicare information, legislative contacts, press releases, and product and book reviews. NP Central is also a resource NPs can use to meet other NPs. When googling “local and national organizations that advertise employment opportunities”, this author found an article listing the 75 top professional organizations for nurse practitioners; AANP and NP Central were both listed in the top five choices (“75 Top Professional Organizations for Nurse Practitioners”, 2017). These days, social media is also a great way to network and market oneself; some of the popular websites/applications include Facebook, LinkedIn, and Doximity.