ShouldEmployers Require Nurses To Become Specialty Certified?
ShouldEmployers Require Nurses To Become Specialty Certified?
Inthe modern world, professionals are on toes to seek ways to validatetheir expertise in the prevailing complex and competitive medicalcare environment. Clients and bodies that govern the sector want tobe assured that quality and competence will be the order of the dayin the area. For healthcare providers to achieve the quality goal,the groups have always turned to credentialing. Issuing ofcredentials is a general term that has been used to denote evidenceof proficiency. The concept brings out the designation ofindividuals by qualified bodies as having met the set standards at aparticular point. The main credentialing techniques employed todayare met through being accredited, licensed and certified.Accreditation is particularly used to institutions while the restapply to individuals. Licensing is carried out by the governmentbodies through identification of an achievement of the least level ofcompetency that is essential for safe practice within the profession.Certification is a legal process that validates the knowledge, skillsand the capabilities of a professional within a given part ofpractice in line with the fixed standards (Stromborg, 2015). The waveof specialization in the nursing sector to meet the growing needs hasmade certification a valuable tool. Employers have also turned theirattention to accreditation. This aspect provides an excellentplatform to focus on nurse specialty certification and why willcompanies need nurses who are certified in given fields.
Thistechnique is the notable way in which an employee can proveexceptional accomplishment of competencies. From the American Boardof Nursing Specialties (ABNS), it is described as the officialrecognition of specified understanding, expertise, and experiencebrought out by accomplishing of criterions that have been establishedin the nursing specialty to enhance the quality provision of serviceswithin the health section (Stromborg, 2015). The nursing bodies likeABNS award it as a legal but voluntary procedure of bringing out theproficiency of a nurse in a given area of nursing. Severalinstitutions have been set up in the United States of America tooversee this process. These associations include the American Nurses(ANA) established in 1973 to give real recognition of qualifiedrealization in a specified functional sector of medical care. ANA inconjunction with the Credentialing Center (ANCC) which was formed asits subsidiary body in 1991 has achieved credentialing of over150,000 nurses all over America and its other regions inapproximately 40 areas of specialties and higher levels of nursing(Boulet & Zanten, 2014).
TheImportance of having Specialty Certified Nurses
Oneof the primary reasons why an employer should call for their nursesto be certified is getting involved in industrial advocacy. Theimpact of nurses is not only restricted within the bedside of amedical institution. Nurses have the mandate to differentiatethemselves from others by spearheading change in their areas ofspecialty (Miller et al, 2011). In most cases, nurses are called topassionately give patients a louder voice when it comes to fightingfor their rights, promotion of professional life or coming up withstructures to improve the medical care system. Such nurses willalways consider joining individual employees’ organization eitherlocal or at the federal level which is affiliated to theirprofession. Studies have shown that such organizations play a pivotalrole when it comes to influencing changes in health policy andcooperation of the nurses which is healthy for any professionalfield. Being involved in these oriented advocacy groups does notonly give individuals an opportunity to network but it alsosignificant in the identification of new techniques and promotion ofthe nursing cause which includes looking at the local and nationallaws that directly touch on the area and contacting the legislatorsto come up with amendments. They also have the ability to spreadrelevant information to the public through original articles whichcan give the facility an excellent visibility and also build itsreputation (Miller et al., 2011). The practice of the nurses gettinginvolved and execution of changes depicts a desire and ethics thatmay attract the attention of the public or other stakeholders.
Thesecond reason is that the likelihood of a certified nurse portrayinglively leadership qualities is high. It is not a must for nurses tobe given administration positions for them to take certain roleswithin the working environment. A person’s daily activity withinthe facility can speak largely about his leadership potentials.Certified professionals have different ways in which they demonstratetheir abilities. Some opt to nurture and mentor future nurses andeven go an extra mile to assist the new ones to acclimatize in theirnew positions (Miller et al., 2011). This image of maturity isessential in team building and motivation, promotion of respectwithin the workplace and achievement of the prerequisite goals thathelp both the patients and the institution. Concurrently, it alsocreates a tracking system to seize the opportunities that enable theentity to distinguish itself from other regarding superiority.
Whensuch individuals go beyond the basic minimum requirement for qualityservices, they become valuable assets that understand thesignificance of decision making. By nurturing the skill, employerswill look up to such nurses to offer assistance.
Proficientnurses have the ability to develop and carry out researchefficiently. Nurses are always at the lowest level within the medicalfield. Naturally, they have the direct connection to the needs of thepatients. The day to day work environment which includes meeting newpatients and challenges gives the clinicians a platform to enhancetheir knowledge. Competent nurses will use the encounters as aspringboard to improve the field and bring changes (Miller et al,2011). When they carry out research, they directly demonstrate theirresourcefulness to patients. Besides, when they incorporate some oftheir findings into the workplace, they validate the firm and theprofession as a whole.
Lastly,employers that recruit and sustain a higher percentage of certifiednurses, like in the area of oncology, can make use of the informationto enhance their credibility (Solomon, 2016). This aspect isessential when it comes to remaining competitive in the field ofnursing.
Thediscussion clearly brings out why it is necessary for employers tohave specialty certified nurses within the institutions. Severaladvantages like remaining competitive, the leadership qualities andadvocacy can be enjoyed by firms that embrace the concept. With thisin mind, several steps like involving the nurses in discussions onthe need for certification, promoting the benefits of the hospital,utilization of the education sessions and open forums plus schedulingof meetings to urge both the management and the nurses to buy-in andback the program should be taken. The steps will encouragecertification of nurses and not only promote their careerdevelopment, but it will also create room for advancement in thehealth sector.
Boulet,J., & Zanten, M. (2014). Ensuring high-quality patient care: therole of accreditation, licensure, specialty certification andrevalidation in medicine. MedicalEducation,48(1),75-86.
Miller,P. A., & Boyle, D. K. (2011). Nursing specialty certification: Ameasure of expertise. NursingManagement,39(10),10-16.
Solomon,D. (2016). Strategies to influence RN specialty certification.NursingManagement,47(8),38-46.
Stromborg,M. (2015). Specialty Certification. NursingManagement,36(5),36-46.