Current Work Situation Of Clinical Nurse Specialist And Research On Career Development Strategy In Anhui Province

Objective: By understanding the current work situation of Clinical Nurse Specialist, age structure, the professional title character and the demand for career development and management and post responsibility, to explore career development and management strategy of Clinical Nurse Specialist in our country. It is aimed to provide enlightenment for self career development of Clinical Nurse Specialist, provide references for managers to take effective measures to promote specialized nurses career development and promote Clinical Nurse Specialist to play its professional value and practice what they have learned. Then further accelerate the process of specialized nurses to clinical nurse specialists, assure sustainable development of Clinical Nurse Specialists team establish and improve the economic benefits of college talent cultivation.Methods: We investigated 889 Clinical Nurse Specialists and 585 organization managers by questionnaire. All Clinical Nurse Specialists were those participate in the Clinical Nurse Specialist training and qualified in Anhui province from 2006 to 2012. Organization managers surveyed were those head nurses who directly manage Clinical Nurse Specialists in medical institutions. The questionnaire for Clinical Nurse Specialists included three parts and two open questions. The three parts were general situation, work status, such as teaching, nursing management, scientific research and specialty development. The two open questions were "do you have any suggestions on training, using and development of specialized nurses?" and "what’s your career planning in the next five years?" This questionnaire helped us to understand subjects’ self assessment on current work situation, understanding of the development of Clinical Nurse Specialist establish, and suggestions of career planning. The content of the questionnaire for organization managers included two aspects and also two open questions. The two aspects included general situation and the assessment of the Clinical Nurse Specialists. The open questions were "do you have any advice on training and using specialized nurses?" and "do you have any suggestions on career development and management of Clinical Nurse Specialists?" We used this questionnaire to understand organization managers’ assessment on the current work status of the Clinical Nurse Specialists and their opinions on career development and management.Result:(1) The majority of Clinical Nurse Specialists were women with low level education and primary title personnel had a high proportion of 49.27% with insufficient clinical experience.(2) The Clinical Nurse Specialists played an important role in usual work, especially in general clinical nursing and teaching, but they still showed deficiency in quality management and senior clinical nursing practice, such as specialized quality improvement, nursing consultation and difficult problem solving.(3) 744(83.7%) of the Clinical Nurse Specialists showed they were eager to carry out scientific research, but only 37 were able to use the foreign language database, such as pubmed. 449(49.5%) nurses had published average 1.8 papers. 204(22.9%) nurses participated in the implementation of the scientific research projects and 49(5.5%) of them presided over the research projects, but only three projects belong to national. In general, scientific research ability of Anhui Clinical Nurse Specialists is weak.(4) Among 889 nurses, 160(18%) of them left the original professional post, 121 were promoted to the head nurse, 27 were deployed to other position as the work required, and another 12 nurses were unable to continue clinical working due to physical cause.(5) 76.8% of managers and 86.0% of Clinical Nurse Specialists considered their own hospital had a management system and post responsibility of specialized nurses. There is no advice and opinion of managers on future Clinical Nurse Specialist cultivation and using. Most Clinical Nurse Specialists planned to engage in scientific research, nursing teaching and participate in working quality improvement in the next five years.Conclusion: Systemic career development planning of Clinical Nurse Specialists is lacking. Specialized nurses lacked self knowledge and self career management. Organization managers had no experience to design reasonable process for Clinical Nurse Specialist career development, result in talent drain and shortage and waste of human resources.