Nurse Educator: Nursing Professional Development Practitioner Med/Surg Focus

Responsible for applying in-depth knowledge, competencies, and skills in a clinical specialty. Assesses, plans, researches, develops, conducts, and evaluates services and continuing education programs in collaboration with management. Expertise is utilized in all settings for the organization. Establishes goals and priorities in accordance with patient care, staff needs and organizational objectives and in accordance with age appropriate care criteria for services ranging from infant to geriatric. Essential Job Functions • Learning Facilitator: Uses the educational design process and adult learning principles to bridge identified gaps in knowledge, skills, and/or practice.(Maloney Harper, 2022) Gaps are identified through a variety of means (examples include environmental scanning, learning needs assessments, quality outcomes.) Is an expert in and a resource in the process of designing education. • Change Agent: Advocates for process change at all levels using change management strategies and theories.(Maloney Harper, 2022) Supports the adaptation of new behaviors and processes in practice to drive desired outcomes. • Mentor: Advances the nursing profession and the NPD specialty by contributing to the professional development of others and supporting ongoing learning as individuals develop across practice, professional, and educational settings. • Leader: Influences the interprofessional practice and learning environments, the NPD specialty, the profession of nursing, and healthcare through creative problem solving and innovation.(Maloney Harper, 2022) • Champion for scientific inquiry: Promotes the generation and dissemination of new knowledge and the use of evidence to advance NPD practice, guide clinical practice, and improve the quality of care for the healthcare consumer/partner. (Maloney Harper, 2022) • Advocate for NPD specialty: Supports, promotes, and demonstrates nursing professional development as a nursing practice specialty. (Maloney Harper, 2022) • Partner for practice transitions: Supports the transition of nurses and other healthcare personnel across learning and practice environments, roles, and professional stages (examples include transition to practice programs for new graduates, advanced practitioners, or transitioning into a new clinical practice area.) Evaluates nursing practice and identifies opportunities for modification that would enhance professional practice, maintain/improve patient care while remaining fiscally sound. • Onboarding/Orientation: Develops, coordinates, manages, facilitates, conducts, and evaluates clinical onboarding/orientation programs focused on retention and growth for nursing and other healthcare personnel. • Competency Management: Demonstrates expertise in competency management by accepting responsibility for measuring, documenting, and supporting the competency process through assessing, developing, coordinating, managing, facilitating, conducting, and evaluating competency continuums to address staff and team performance. (Maloney Harper, 2022) • Education: Uses the education design process for planning, implementing, coordinating, and evaluating educational activities that address gaps in knowledge, skills, and/or practice for the target audience to achieve specific outcomes. Continuing nursing education - supports awarded continuing education contact hours based on the regulations and standards of the accrediting body. Interprofessional continuing education - promotes collaboration with other healthcare professionals to design, manage, implement, coordinate, and evaluate education when appropriate. • Role Development: Assists staff by coaching, coordinating, facilitating, conducting, and evaluating activities to navigate role transitions, role integration, skill acquisition, and succession planning (examples include the RN becoming a preceptor, charge nurse, leader, or joining a transition to practice program.) • Collaborative Partnerships: Seeks internal and external col…