Testing Evidence-Based Strategies for Clinical Ladder Program Refinement.

Background: Institutional objectives for clinical ladder program (CLP) implementation often focus on improving job satisfaction, retention rates, and patient outcomes. Local inconsistency in CLP implementation seemed to be contributing to decreased job satisfaction and nurse retention rates.

Purpose: The aim of this study was to use current evidence and prevailing perceptions of bedside nurses and nurse managers to refine an existing CLP.

Attributes of a Successful Clinical Ladder Program for Nurses: An Integrative Review.

Background: Clinical ladder programs (CLPs) are often utilized by healthcare organizations to monitor and incentivize staff nurse development. Few studies exist related to this topic, yet implementation of CLPs can be an important factor in staff nurse retention and satisfaction, and therefore requires better understanding.

Aim: To identify and examine the factors that contribute to a successful CLP.

Design and Implementation of a Face-to-Face Peer Feedback Program for Ambulatory Nursing.

Background/purpose: Ongoing dissatisfaction with anonymous peer feedback led to problem solving to equip nurses to provide and receive respectful and meaningful feedback during face-to-face peer review.

Problem: Giving and receiving feedback about other's performance and collaboration are a vital aspect of teambuilding; yet, no programmatic training existed to prepare and equip nurses to feel confident and comfortable in providing or receiving face-to-face peer feedback. A search of the literature demonstrated a dearth of evidence related to developing these teambuilding relationships.

Competencies within a professional clinical ladder: differences in understanding between nurse managers and staff nurses.

Clinical ladders provide a framework for professional nursing development and have shown increased personal and professional satisfaction. This article describes a standardized approach for clinical ladder implementation. Managers' and staff nurses' knowledge of the model must align for important stakeholders to perceive the clinical ladder as valuable.