Abstract：
OBJECTIVE: Healthcare is a complex adaptive system, requiring agile, innovative leaders to transform care. Clinical nurse specialists (CNSs) are uniquely positioned to influence change and achieve high-quality outcomes. Nurse leaders need strategies to onboard and retain CNSs considering high demand across the nation. The purpose of this program evaluation was to describe the core components and outcomes of CNS fellowship programs.
METHODS: This program evaluation used the Kirkpatrick Model as a framework to assess learning and knowledge translation.
METHODS: The study was conducted within 3 Indiana healthcare organizations. Clinical nurse specialist leaders from each organization identified fellowship core components and analyzed team composition (ie, percentage of CNS team that was current/past fellows). Current and past CNS fellows were invited to participate in a survey evaluating program effectiveness, impact on role transition, project leadership, and outcomes achieved.
RESULTS: Overlap was identified among 85% (17/20) of the core components, team composition was 71% (25/35) past/current fellows, and retention was 100% (12/12). Of the 23 invited, 18 (78%) participated in the program evaluation. Program effectiveness was evaluated as very/extremely effective by 94% (17/18) of participants. Themes salient to independent practice transition were applying learning, achieving influence, and developing relationally, contributing to incremental gain of the CNS perspective (ie, CNS values and guiding principles influencing critical thinking and behavior).
CONCLUSIONS: Nurse leaders should consider fellowship implementation to recruit and retain CNS talent within organizations.
METHODS: This program evaluation used the Kirkpatrick Model as a framework to assess learning and knowledge translation.
METHODS: The study was conducted within 3 Indiana healthcare organizations. Clinical nurse specialist leaders from each organization identified fellowship core components and analyzed team composition (ie, percentage of CNS team that was current/past fellows). Current and past CNS fellows were invited to participate in a survey evaluating program effectiveness, impact on role transition, project leadership, and outcomes achieved.
RESULTS: Overlap was identified among 85% (17/20) of the core components, team composition was 71% (25/35) past/current fellows, and retention was 100% (12/12). Of the 23 invited, 18 (78%) participated in the program evaluation. Program effectiveness was evaluated as very/extremely effective by 94% (17/18) of participants. Themes salient to independent practice transition were applying learning, achieving influence, and developing relationally, contributing to incremental gain of the CNS perspective (ie, CNS values and guiding principles influencing critical thinking and behavior).
CONCLUSIONS: Nurse leaders should consider fellowship implementation to recruit and retain CNS talent within organizations.
摘要：
目标：医疗保健是一个复杂的自适应系统，需要敏捷，创新的领导者来改变护理。临床护士专家（CNSs）在影响变化和实现高质量结果方面具有独特的地位。考虑到全国的高需求，护士领导者需要战略来加入和保留CNSs。该计划评估的目的是描述CNS奖学金计划的核心组成部分和结果。
方法：该程序评估使用Kirkpatrick模型作为评估学习和知识翻译的框架。
方法：该研究在印第安纳州的3个医疗机构中进行。每个组织的临床护士专家领导确定了研究金的核心组成部分，并分析了团队组成(即，CNS团队中当前/过去研究员的百分比)。当前和过去的CNS研究员被邀请参加一项评估计划有效性的调查，对角色转变的影响，项目领导,和取得的成果。
结果：在85%（17/20）的核心部件中发现了重叠，团队组成是71%(25/35)过去/现在的研究员，保留率为100%(12/12)。在被邀请的23人中，18人（78%）参加了项目评估。94％（17/18）的参与者将计划有效性评估为非常/极其有效。独立实践过渡的突出主题是应用学习，影响力,关系发展，有助于中枢神经系统视角的增量增益(即，影响批判性思维和行为的CNS价值观和指导原则)。
结论：护士领导者应考虑实施研究金，以在组织中招募和保留CNS人才。
方法：该程序评估使用Kirkpatrick模型作为评估学习和知识翻译的框架。
方法：该研究在印第安纳州的3个医疗机构中进行。每个组织的临床护士专家领导确定了研究金的核心组成部分，并分析了团队组成(即，CNS团队中当前/过去研究员的百分比)。当前和过去的CNS研究员被邀请参加一项评估计划有效性的调查，对角色转变的影响，项目领导,和取得的成果。
结果：在85%（17/20）的核心部件中发现了重叠，团队组成是71%(25/35)过去/现在的研究员，保留率为100%(12/12)。在被邀请的23人中，18人（78%）参加了项目评估。94％（17/18）的参与者将计划有效性评估为非常/极其有效。独立实践过渡的突出主题是应用学习，影响力,关系发展，有助于中枢神经系统视角的增量增益(即，影响批判性思维和行为的CNS价值观和指导原则)。
结论：护士领导者应考虑实施研究金，以在组织中招募和保留CNS人才。
