- 期刊
某醫學中心內科專科護理師N3進階完成率之改善專案
Improvement Project on N3 Clinical Ladder System Completion Rate of Nurse Practitioner in Internal Medicine Ward of Medical Teaching Center
摘要
台灣醫療環境改變，大部分醫院任用專科護理師（Nurse Practitioner, NP）協助醫療業務，專科護理師在臨床提供第一線醫療照護服務，所照護病人疾病多樣且複雜、因此在專業能力上應完成N3進階。本單位為內科專科護理師，發現2011～2012年無NP提出N3進階，2013年通過N3進階比率僅51.5%，故引發改善動機，期望藉由專案提升N3進階完成率達59.2%。因此成立專案小組，專案執行期間2014年1月1日至11月30日，透過Google問卷提交回覆，調查N3進階完成率低原因為書寫個案報告困難、N3規定課程不易完成、院方政策無獎勵制度。經討論後擬定解決 方案有建立Line群組、採一對一指導、Google建立雲端硬碟分享N3進階最新訊息、數位學習、公告獎勵辦法。專案推行後，2014年11月通過N3進階比率63.6%，截至2015年11月又有4位同仁個案報告通過，大大增加進階N3意願，附帶提升個人自我成就感及專業能力。
並列摘要
To adapt changes in Taiwan’s medial environment, nurse practitioners (NPs) were assigned to assist in medical affairs in most of the hospitals. NPs provide primary medical care to patients with various and complex diseases, therefore, NPs should achieve N3 level of professional competence. We had found out that in our Internal Medicine Unit, there wasn’t any NPs who applied for the N3 level of Clinical Ladder evaluation in 2011 to 2012. The completion rate of N3 was merely 51.5% in 2013. Hence this study was initiated on hoping to assist NPs to achieve N3 completion rate to 59.2%. The implementation of this program was started from January 1 to November 30, 2014. To investigate the causes of low N3 completion rate, participants were required to fill in an online survey (Google Docs) and the reasons were identified as follows: (1) difficulties in writing case reports, (2) N3 required courses were not easy to complete, and (3) lack of hospital reward system. After discussion, several proposed strategies were introduced to staff members: (1) create a LINE (social media) group, (2) adopt one-on-one instructions, (3) share latest N3 information via Google drive, (4) use E-learning system, and (5) announce reward incentives. After the strategies had been initiated, N3 completion rate had increased to 63.6% in November 2014.Until November 2015; there were another 4 colleagues whose case report had got passed. Such achievement had greatly increased the willingness of member staff to advance into N3 level, with the enhancement of the sense of accomplishment and professional competence to the participants.
參考文獻
延伸閱讀
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