Advanced Practice Nurses involve people who are in registration with relevant certifications and have enhanced training. It makes them able to provide healthcare services in every setting. Given the fact that care demand surpasses its provision, advanced professional nurses are valuable. They cater for every individual who is in need of health services. There exists a shortage of healthcare professionals and for this reason; there is a requirement to develop nursing education curriculum reforms to enable more production of advanced practice nurses (APNs).It would ensure the nursing institutions fill the gaps found within heath provisions are correct. Professional development plans (PDP) are crucial tools that serve different goals. They act as tools that are reflective that the advanced professional nurses utilize in having time that is thoughtful to analyze on the path they are following. The professional development plan also instills self-awareness to advanced professional nurses since by doing self-analysis the nurses would know their weakness and strengths. Through Professional Development Plans, there is a creation of a sense of career satisfaction. The nurses get to know themselves. Finally professional development plans aids in finding a way forward for someone`s career. It makes sure the setting out of best action to make achievements of specific goals. This paper focuses on Advanced Practice Nurses Scope of Practice, Personal Assessment, Marketing Strategies and Curriculum Vitae
Advanced Practice Nurses Scope of Practice
The coverage of practice for Advanced Practice Nurses gives an illustration for the requirement and responsibilities for the position. It is crucial because it outlines regulations and guidance for the Advanced Practice Nurses making sure that the nurses provide services that employ professionalism and ethics. The idea of advanced practice nurses is by scientific evidence, and various health settings can apply it (DeNisco & Barker, 2013). Different dimensions encompassing healthcare education, leadership, research, and mentorship are crucial in enhancing the nursing practice. The scope as it applies to law varies according to countries or states, and they make regulations on the practice of Advanced Practice Nurses. In Massachusetts for instance, the supervision laws for nurse practitioners never allow the nurses to have physician oversight in treating and diagnosing patients (Yee, Boukus, Cross and Samuel, 2013). It means that for them to practice their potential in full, they must have a collaboration agreement with doctors. The physicians never have to be at the place of work but must be present for consultation with the nurse practitioner by phone or in person. The physician who is collaborating with the nurse practitioner has to the same expertise area to the Nurse practitioner. There exists no number restriction of nurse practitioner a single physician can supervise at a time. Massachusetts never recognizes nurse practitioners as official key providers of care.
The prescribing laws for nurse practitioners in Massachusetts need the nurse practitioners to sign an agreement of collaboration giving a specification of his or her scope of practice (Yee, Boukus, Cross and Samuel, 2013). Their charts must be in review at least once in every three months. Schedule two to plan four is the range for prescribing authority. All the prescriptions must have the name of the physician. The law does not allow the nurse practitioners in Massachusetts to self-prescribe schedule four, three and two drugs for individual use. The law also prohibits them to prescribe schedule two drugs to members of a family except situations of emergency. Another scope of practice law in Massachusetts includes signing certificates of death in a case whereby they attempt to reach a medical examiner, but they fail.
Personal assessment
Nurse practitioners should accomplish honest, affirmative and comprehensive personal assessment before engaging in the process of looking for work. The assessment should make an identification of their objectives and goals as well as their weaknesses and strengths. Practices and organizations are looking for nurse practitioners who are qualified to employ. Nurse practitioners should know and highlight their unique qualities and give an indication the way they complement positions for advanced nursing practice. A nurse practitioner speaking many languages can be an asset to practice or organization. A nurse practitioner with specialized training, possessing central line placement expertise and have perfect skills of suturing may be an advantage to specific practices or institutions (DeNisco& Barker, 2013). Nurse practitioners should also note their deficiencies to give a realistic description of their performances. If they lack skills that they ought to be having, then they should make arrangements to improve the specific skills to enhance their marketability. Moreover, they should look at their long-term and short-term goals. Determination of the goals aids them in making correct decisions concerning their employments in future.
In addition to the identification of targets, weaknesses, and strengths, nurses should include benefit and financial need in their personal assessment. Assessment of interest and salary requirements would aid them in determining their bottom-line in the processes of negations. Setting ranges before negotiations could assist nurses to adjust or balance specific elements to make the best benefits package possible. There exist various factors to put into consideration. These factors include malpractice insurance, vacation time, flexible schedule, the potential for growth and working hours.
Lastly, personal statements for nurses should encompass work setting and location evaluation. It should also look at the needs of the professional environment. Nurses would require putting into consideration their constraints regarding the place. They should find out if they are willing to relocate, ready to stay in the same location, need to stay locally and have limits on the distance they are to commute. Once they have determined the setting and location, they need to assess the time commitments for the rank, the needs for professional development and the anticipated job surrounding. The assessment for professional development encompasses an evaluation of the requirements for orientation and mentoring, the amount of preferred autonomy and continuing education to maintain certification and licensure. Once nurses have finished their personal assessment, they would require prioritizing the elements to make a determination to which ones are essential versus which ones are flexible. Most of the time they may need to make adjustments to the information they obtained from organizational assessments and current marketplaces.
Networking and marketing strategies
Networking involves referrals which are one of the primary ways nurse practitioners get opportunities for employment. The possibilities exist even for positions that are never in public. Referrals would assist the chances of nurse practitioners placing their curriculum vitae directly in front of employer hiring them. Organizations prefer hiring persons who are familiar with them and who are in a recommendation to them by other people they trust. Due to these reasons, employers suggest that nurses should develop a network of professionals in the healthcare field. Nurses can build systems by nurturing mutually beneficial relationships. When getting to meet people; nurse practitioners should show attributes such as trust and good relation (Donner and Wheeler, 2001). When they for the first time interact with people, they should make inquiries about the individuals and their careers instead of immediately asking the way they can get jobs. Possessing personal contacts promote the networking. Nurses should begin developing their networks in the profession, while they are still students at the school. This strategy is possible by participating in professional conferences, being active in professional organizations and making attendances in educative progressive programs. Among the help of networking is its allowance to nurses to have the chance to create contacts with people who are potential employers as well as the determination of the employee morale and work environment in the organization.
The other strategy for securing employment for nurses is marketing. It involves marketplace assessment. The assessment includes evaluation of the political atmosphere and national and regional market. Nurse practitioners should consider the state regulation and rules that give guidance to advanced practice when evaluating the domestic and local market. The state laws and standards also provide guidance on the requirement for nurse practitioners roles, the scope of practices for nurses, the number of nurses that are qualified and the chief competitors in the surrounding (Donner and Wheeler, 2001).
In Massachusetts, professional organizations can enhance the networking and marketing and strategies of nurse practitioners. Some of the professional organizations include Massachusetts Association of Registered Nurses, Massachusetts Coalition of Nurse Practitioners and Massachusetts Nurses Association. The professional organizations enhance networking and marketing strategies of a nurse practitioner through national exposure, regional participation, local efforts and online networking (Master, 2015).
Curriculum vitae
A curriculum vitae is a tool that is practical and can highlight a nurse`s skills, accomplishments, and abilities. It promotes a nurse practitioner`s career. It gives a fantastic chance for nurses to make impressions that are positive. However, it can rapidly make an impact that is negative if a nurse practitioner poorly constructs it or it has errors. The nurses should carefully proofread the document to avoid grammatical errors, typographical errors, and misspellings. They give a negative impression. The nurse practitioner should print the curriculum vitae on high-quality paper, on one side only. There is a suggestion by some experts that an individual could use a 10-to 14-pint and Times New Roman font for it is not hard to read. All the information must be accurate and honest. Provision of false information is unethical. The nurse practitioner could face the consequences when the employer verifies the information and finds it is false. The nurses should make modifications to their curriculum vitae frequently to ensure they include all accomplishments. When the time for job application reaches, nurse practitioners should encompass a cover letter giving an explanation the way the way they could be of benefit to the employer. The cover letter content should give an expression they are familiar with the institution and explain they could make immediate contributions to its successes.
The way a nurses practitioner could organize his curriculum vitae varies depending on the preferences of the nurse practitioner. There exist no strict regulations and rules that they can apply in the organization of the curriculum vitae. Typically, the document has general categories such as Name, contact details, Email address, Education, professional employment and licensure. Under education, the nurse practitioner should list the highest degree first. Professional employment involves listing first the most recent nursing position. They should record the license number state of license and place in qualification to practice. In the last category of bibliography, the nurses should utilize the American Psychological Association (APA) format to list the publications. They should list them in the chronological order by year.
Conclusion
In conclusion, the transition of nursing students in colleges to expert nurses can never be fully in achievement until students who have graduated secure their first employment positions. As the students graduating prepare for the work marketplace, they would require making locations for job openings and going through various assessments. The estimates include personal assessments, market assessments, organizations assessments, and team- nurse practitioner fit. Also, curriculum vitae would give more information to the employer concerning the nurse practitioner. The nurse practitioner should frequently update the curriculum vitae to include each and every accomplishment. The nurse practitioner should enhance his or her networks to increase the chances of securing positions, and they should plan their marketing strategies appropriately. Planning of their marketing strategies would force them to go through states rules and regulations as it would be of help. Furthermore, another helpful stuff would be a professional portfolio. It shows the benefits that nurses can provide to an employer. To be an advanced practical nurse the nursing students who have graduated would have to register with a state's board after showing the skills the board needs. Nurse practitioners would require making a presentation of them in the interview process. Once they have started a new position, it would be important that they make a permanent plan for learning. Advanced practice nurses role emerges to meet the requirements of the system of healthcare. However, with the lack of a framework that is supportive and has a precise definition, the character might lose its efficacy. Advanced practice nurses possess the ability to provide high skill level to a combined population of patients. Some Advanced practice nurse would spend excess time in caring for patients directly, some in educational matters and the research field or other fields.
References
DeNisco, S. M & Barker, A.M. (2013). Advanced practice nursing: Evolving roles for the transformation of the profession (2nded) Burlington MA: Jones and Barlett
Donner, G. J., & Wheeler, M. (2001). Career planning and development for nurses: the time has come. International Nursing Review, 48(2), 79-85.
Masters, K. (2015). Role development in professional nursing practice. Jones & Bartlett Publishers.
Yee, T., Boukus, E. L. L. Y. N., Cross, D., & Samuel, D. I. V. Y. A. (2013). Primary care workforce shortages: nurse practitioner scope-of-practice laws and payment policies. National Institute for Health Care Reform. Research Brief, 13.
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