Development/Succession Planning Program

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Presentation transcript:

Development/Succession Planning Program SCAL RN Leadership Development/Succession Planning Program RESULTS Outcomes achieved include: 1) > 25% of the prior years’ cohort advanced into positions of higher leadership; 2) 2015 & 2016 Cohorts: Leadership Competency pre and post assessments demonstrated significant improvement post program. 3) Ongoing tracking of cohort Capstone projects that target organizational strategic priorities - measure qualitative and quantitative outcomes impact; link nursings’ impact on organizational quality, safety, care experience, and affordability outcomes. PROCESS PURPOSE CONCLUSION “Given the great need for more affordable health care, nurses should be playing a larger role in the health care system, both in delivering care and in decision making about care.” (IOM, Future of Nursing, 2010) This 9 month program is a leadership development series that brings together the experience and expertise of Academic & Kaiser Permanente Faculty to transform today’s high potential nurse leaders into tomorrow’s healthcare business leaders. The program’s structure provides individualized developmental plans, “on-the-ground” learning, and “real world” application opportunities. The series design provides a unique, blended, mentored, learning experience that equips participants with the knowledge, competencies & skills needed to lead in the future healthcare landscape. Each cohort consists of 28 identified “high potential” nurse leaders from across the SCAL continuum of care. Content includes: Healthcare Business Strategy Negotiation & Conflict Management Healthcare Financial Management Emotional Intelligence Performance Improvement/Capstone Projects Executive Presence Change Management Human Resource Management Healthcare Policy 2016 AONE Leadership Competencies: Pre & Post Analysis Significant Results: Mean increase: 3.08 to 4.01 CAPSTONE PROJECTS: Strategic Priorities Focus: Projects leverage Nursings’ impact on: Quality Safety, Workforce, Care Experience, Affordability, & IQM outcomes. MENTORS/FACULTY: Chief Nurse Executives, Chief Financial Officers, Medical Center Lead IAs, and Prior Cohort; 80% External & 20% Internal Faculty (“Homegrown Program”). “Power Pose” FUTURE PLANS ONGOING TRACKING & MONITORING OF: Capstone Project ROI – link “Value of Nursings’” contributions to outcomes; Nursing seen as an “investment” vs “cost” RN Development & impact on KP Manager/Director turnover rate Career Advancement Networking: 1)internal spread of Capstone “effective practices”; 2) Networking expansion with KP Quality Fellows & PI Leads PEER NETWORKING: “One of the most powerful benefits of the program was the relationships I built with my peers/cohort…..I now pick up the phone and call them to discuss improvement process ideas & questions”. EXECUTIVE PRESENTATIONS: Capstone Presentations Present Capstone findings to KP Executives, Mentors, Peers, & Panelists Panelist debriefing/coaching session Juli McGinnis MSN, BC-RN Juli.ann.mcginnis@kp.org So. California Region