The American Nurses Credentialing Center National Magnet and Pathway to Excellence Conference is taking place October 12-14 in Chicago, marking the largest and most influential gathering of nurses and healthcare stakeholders in the country.
If you can’t attend, we’ve got you covered in advance as we sat down with Debbie Hatmaker, PhD, RN, FAAN, the Chief Nursing Officer at the American Nurses Association (ANA) Enterprise, to discuss the ANA’s role in addressing the nurse staffing crisis and how nurses can use the Magnet model to better their careers.
What follows is our interview, edited for length and clarity.
-Earlier this year, the ANA urged Congress to address the nurse staffing crisis and the work environment issues. Can you discuss the need for a national dialogue and ongoing collaboration between nurses, Congressional leaders, and other key stakeholders to support our nursing workforce, patients, and our nation’s health and well-being?
The nurse staffing crisis continues to demand a national dialogue with nurse-led approaches to help ease the enduring work environment challenges that nurses face across numerous specialties and healthcare settings. We support enforceable minimum nurse-to-patient ratios that reflect key factors such as patient acuity, intensity of the unit practice setting, and nurses’ competency, among other variables. And this is just one part of a larger solution to solve this.
We continue to work on addressing other challenges that have significantly made the nurse staffing issue worse, such as burnout, workplace violence, mandatory overtime, and barriers to full practice authority.
Nearly 400 ANA members convened at the U.S. Capitol, representing the nation’s more than 4 million registered nurses, to petition Congress to address the national nurse staffing crisis this summer. In addition to advocating, ANA is also advancing solutions from the 2022 Nurse Staffing Think Tank 2022 in partnership with other leading organizations, which produced a series of actionable strategies that healthcare organizations could implement within 12 – 18 months.
We continue to advocate on behalf of nurses and remain a collaborative partner. Our goal is to empower nurses and position them for success. We continue calling on Congress to enact meaningful legislation and policies that improve nurse staffing and work environments.
–How can nurses use the Magnet Model to better their nursing leadership and shared decision-making?
The Magnet process fosters a collaborative culture that spurs shared decision-making. Magnet organizations are even provided with a multiyear framework for quality improvement and a structured way to engage staff in decision-making. This tool can help energize and motivate teams. In fact, team building, collaborating across disciplines, regular open community, and building staff engagement, while difficult to quantify, are often what happens during the Magnet process.
-What are some questions to ask before accepting a job at a Magnet hospital? Can you offer some tips for helping nurses choose which Magnet hospital to work in?
Each Magnet-recognized organization will have its own hiring standards, so each nurse should review those as they apply for or accept a position. But they should know that whatever role they fill, a Magnet organization will invest in them and their potential. At ANCC, we’ve created a free resource for nurses looking for select practice environments and interview questions to ask.
Magnet Recognition means education and development through every career stage, which leads to greater autonomy at the bedside. A Magnet organization supports opportunities for nurses to pursue new skills and professional development, champions them in those pursuits, and rewards them for advancing in their profession.
We’ll be at the 2023 ANCC National Magnet Conference® October 12-14 at the at the McCormick Place Convention Center in Chicago, Illinois. Stop by booth #918. We look forward to seeing you there!