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					Running head: PERSONAL DEVELOPMENT PLAN             1




                        Personal Development Plan

                              Sue Vansteel

                               Ferris State
PERSONAL DEVELOPMENT PLAN                                                                    2


                                           Abstract

Most people in some way or another have been touched by the nursing profession. One might

wonder what guides the practice of the nursing profession. In accordance with the American

Nurse Association (ANA) Nursing Scope and Standard of Practice, nurses must ascribe to 10

Standards of Professional Performance. These professional performance standards are outlined in

relation to my practice.
PERSONAL DEVELOPMENT PLAN                                                                           3


                                   Personal Development Plan

       “The Standards of Professional Performance describe a competent level of behavior in

the professional role, including activities related to ethics, education, evidence-based practice

and research, quality of practice, communication, leadership, collaboration, profession practice

evaluation, resource utilization and environmental health” (American Nurse Association, 2010

p.10). Nurses are accountable to continuously evaluate their performance in relation to the

Nursing Scope and Standard of Practice. Through a review of the American Nurses Association

(ANA) Professional Performance Standard, I have delineated the importance of these standards

in relation to my current professional practice behaviors.

      ANA Standards of Professional Performance vs. Current Professional Behaviors

Standard 7: Ethics

       My values and morals make it easy to subscribe to all elements of the ANA nursing code

of ethics while advocating, or managing the care, of my patients. The acuity of a nursing unit,

and or a patient compounded by everyday distractions and outside influences may infringe on

yournursing care and decision making. As a nurse we advocate for the best interest of the patient,

and to do the right thing. The ANA states “we assist the consumer in self-determination and

informed consent and to deliver care that preserves and protects healthcare consumer’s

autonomy, dignity, rights, values, and beliefs” (ANA, 2010 p.47).


In the preoperative setting, a nurse assesses the patient’s knowledge of the surgical procedure,

and anesthesia to be administered. It is only after this information has been conveyed, that the

consent can be signed and witnessed.


Standard 8: Education
PERSONAL DEVELOPMENT PLAN                                                                          4


       I value education as evidenced by my degrees: Diploma RN, Bachelors of Science in

Healthcare Administration, Master in Management, and now returning for Bachelors of Science

in Nursing (BSN). By the ANA standard a nurse “seeks formal and independent learning

experiences to develop and maintain clinical and professional skills and knowledge” (ANA,

2010, p.49). Through this formal education, I will gain a more in-depth knowledge of my nursing

practice as a profession.


Standard 9: Evidence-Based Practice and Research


       Today I have a greater appreciation for the impact that research and evidence-based

practice has in the management of patient care. I was able to identify Hildegard Peplau’s theory

of interpersonal relationships as the guide to my professional practice. Peplau’s theory states the

“implication for nursing practice is directed toward promoting favorable changes in patients,

which is accomplished through a nurse-patient relationship” (Kearney- Nunnery 2010, p.72).

Nurse-patient relationships are the vehicle in which trust is established so the needs of the patient

can be identified and managed by the nurse.


       Today I am a member of an interdisciplinary team, whose focus is to minimize the

number of surgical outpatients that have to return to the hospital within 24 hours for

postoperative urinary retention. Through research and evidence-based practices, the goal is to

provide guidelines that will minimize a patient’s return due to postoperative urinary retention.




Standard10: Quality of Practice
PERSONAL DEVELOPMENT PLAN                                                                              5


       As a Perianesthesia manager, I am involved in many quality initiatives. Frequently, I am

requested to investigate delays in surgery. More often than not, these are the results of inefficient

preoperative processes. A most recent practice change involved patients that require a type and

screen prior to surgery. A recent upgrade in laboratory equipment has led to a greater capacity to

detect antibodies in the blood. However, the upgrade has led to longer processing turnaround

time. Through an interdisciplinary team, surgical procedures that require type and screens were

identified. Today, these patients have their lab work drawn up to 72 hours prior to surgery. If lab

work is not drawn, the patient must arrive to the hospital three hours prior to surgery to process

lab work.


       In November 2011, the Perianesthesia nursing departments will implement a pain policy

with specific documentation criteria. An audit tool has been developed to validate that the nurse

has documented pain assessment, intervention, and outcome.


Standard 11: Communication


       Communication is the most important aspect of healthcare, and yet the most mismanaged.

One of the nursing standards states “maintain communication with other providers to minimize

risks associated with transfers and transition in care delivery” (ANA, 2010, p 54). Failure to

convey pertinent information during the transfer of patient care from one healthcare provider to

the next is a form of miscommunication that can result in errors. Institutions are challenged to

develop more stringent process to improve the communication during this transfer of care. “The

process of transferring responsibility for care is referred to as the handoff, with the term signout

used to refer to the act of transmitting information about the patient” (AHRQ, n.d., para. 2). In

the surgical services department the second revision of the hand off process is underway. The
PERSONAL DEVELOPMENT PLAN                                                                            6


surgical services internal processes and that of the recipient healthcare provider have barriers that

need to be overcome.


Standard 12: Leadership


       Beaumont Hospital’s strategic goal is to be in the 75th percentile for patient satisfaction

scores. It is my responsibility to communicate this vision and provide a road map to reach this

objective. The results are reviewed in detail at a monthly staff meeting for recognition in

addition to suggestions for improvements. This collaborative effort has led to the development of

standardized discharge instructions developed by the nursing staff. This did not prove to be

successful in improving our scores as related to discharge instructions. The team is currently

working to provide this information in a preoperative setting as a proactive approach.


       “Develops communication and conflict resolution skills” (ANA, 2010, p55) is reflected

in the nursing standards. In my management position I am continually seeking out new

communication skill sets to address uncomfortable and difficult dialogue. These conversations

can include doctors, nurses, patients and family members, human resource and legal.


Standard 13: Collaboration


       Effective relationships and work environment prosper when employees adhere to a

standard for interacting with each other. One disruptive employee consumes an enormous

amount of time and resources to counter the ill effects. Because of this negative impact,

organizations have developed a code of business conduct. In an effort to bring awareness to the

forefront, the surgical service department requires all employees review and acknowledge their

commitment to upholding the code of conduct. I have experienced unacceptable behavior
PERSONAL DEVELOPMENT PLAN                                                                           7


exhibited by staff, physicians, patients and their families. Depending on the severity of the

behavior, my response can involve a corrective conversation or a disciplinary action.


Standard 14: Professional Practice Evaluation


       As a manager, supervising 100 employees, I am accountable to provide feedback on

yearly performance. Employees are expected to provide a self evaluation as well as evaluating a

peer. This evaluation is inclusive of 8 performance standards: Job Responsibility/Productivity,

Job Skills/Competencies, Reliability, Personal/ Professional, Partnerships, Beaumont Standards,

Employee Engagement and Efficient Use of Resources. This formal process covers the minimum

organizational requirements but falls well short of employee’s need for regular day to day

feedback. The informal process is where employees receive both positive and negative feedback

throughout the year. I often provide this feedback while performing my rounds and during staff

meetings.


Standard 15: Resource Utilization


       Throughout my career, I have always been an advocate for resources to enhance the

nursing practice (ANA, 2010 p.60). Some examples include the procurement of new recliners,

bariatric scale, temporal thermometers and isolation carts. Through a detailed staffing analysis,

in a time when human resources are being reduced, I was able to secure two additional nurses.

This required three separate presentations to the finance and staffing board prior to the

acquisition of these positions.


Standard 16: Environmental Health
PERSONAL DEVELOPMENT PLAN                                                                            8


         The nursing standard states: “Promote a practice environment that reduces

environmental health risks for workers and healthcare consumers” (ANA, 2010, p 61). As the

patient vacates their room, it is cleaned and disinfected prior to the admission of the next patient.

A standardized protocol is followed which utilizes approved infection controlled cleaning

products and cleaning techniques. In tandem with this process, all staff must wash hands before

and after contact with a patient. Signs have been placed in all patient care areas encouraging the

patients and their families to inquire if the healthcare personnel have washed their hands. In

addition, a trained secret hand washing observer collects data on the staff adherence to the

policy. Sharing the outcome of this information at staff meetings has heightened awareness and

improved hand washing practice of the employees.


                                               Goals


5 Year


         My career goal is to maintain my current management position in the Perianesthesia area

at Royal Oak Beaumont. A strategic goal for Royal Oak Beaumont is to obtain redesignation

status for Magnet. This will require a commitment for continuing education not only for me but

for nurses. My plan is to continue my personal and professional lifelong learning objective by

obtaining two certification recognized by the American Society of Perianesthesia (ASPAN).

These certification are: Certified Posts Anesthesia Nurse (CPAN) and Certified Ambulatory

Perianesthesia nurse(CAPA) (ASPAN, 2010, p.5). My goal is to complete these certifications by

May 2014. This is a self study certification, therefore I will need to obtain test date and they plan

my studies accordingly. It is through my achievements that I can lead others to take this same

journey.
PERSONAL DEVELOPMENT PLAN                                                                          9


10 year


       In the next ten years I want to establish myself as a more effective leader. This will

require me to continue to improve on and build a healthy relationship within my healthcare team.

It will mean taking pride in what I own and define expectations and department visions that meet

the organization strategic goals. I need to coach and mentor employees for future leadership

roles, possibly mine. My stretch goal is to retire by December 2021. During my years of

retirement I plan to volunteer in some capacity in a healthcare setting.


                                            Conclusion


       My goal is to obtain a BSN by December 2012 as defined by my employer’s timeframe. I

hope to gain a better appreciation for the research and theory that has defined and continues to

redefine the framework of the nursing practice and profession. Trying to balance the whirlwind

of day to day events and the pressures of the academic requirements can be demanding.

Therefore, I keep the following quote next to my computer to keep focused and successful “a

positive attitude will allow you to enjoy the academic journey, not simply endure it” (Kearney-

Nunnery, 2010, p.20).




                                             Reference


Agency for HealthCare Research and Quality [AHRQ].(n.d). Handoff and signout. Retrieved

       from Agency for Healthcare Research and Quality Patient Safety Net
PERSONAL DEVELOPMENT PLAN                                                                 10


       [AHRQ PS Net] http://www.psnet.ahrq.gov/primer.aspx?primerID=9

American Nurses Association [ANA]. (2010). Nursing scope and standard of

       practice (2nd ed.). Silver Springs, MD: Nursebooks.org

American Society of PeriAnesthesia Nurses [ASPAN]. (2008-2010). Standards of

       Perianesthesia nursing practice.Cherry Hill, NJ: American Society of

       Perianesthesia

Kearney- Nunnery, R.K. (2008). Advancing your career: Concepts of professional nursing.

       Philadelphia: F. A. Davis and Company.

				
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