Here is an article from Nursing Spectrum
http://community.nursingspectrum.com....cfm?AID=10625
"Besides the ANA, AMSN, and ANCC, more than 60 other specialty nursing organizations offer certification in everything from obstetrics and oncology to orthopedics. Each certification body abides by its own eligibility criteria — requirements that change periodically.
Pain Leads to Gain
For nurses who go through the certification process, their new distinction comes with something more than bragging rights: Added marketing value.
“Marketing myself as a certified RN isn’t any different from our hospital’s chief financial officer having the status of an MBA,” says Michaels. “Certification is a way to tell patients that I’ve taken an extra step to be sure my care is super.”
To help educate administrators and patients, key marketing begins with nurses themselves. Some actions certified nurses can take are —
Wear your credentials on your name badge, or wear a second badge referring to your title.
Sign your name and credentials on your patients’ records.
Take the time to explain your credentials to those who ask.
Encourage your institution to reward certification monetarily and nonmonetarily.
Market the idea as a way to advertise your hospital’s commitment to excellent patient care. "
Magnet Hospital Recognition is a credentialing process that signifies nursing excellence. It is associated with the ANA. In order to apply, a hospital
needs to validate their care standards. The ANA does an internal review, and a site visit.They look at practice at a unit level, and at the individual nurses level. They look at how research, quality improvement, shared governance, service strategies, and professional development are utilized. They also look at how you are linked to nursing schools and the community.
AACN's White Paper on Magnet Status
http://www.aacn.nche.edu/Publication.../hallmarks.htm
Differentiated Nursing Practice
Differentiated practice models are models of clinical nursing practice that are defined or differentiated by level of education, expected clinical skills or competencies, job descriptions, pay scales, and participation in decision making (AACN, AONE & N-OADN, 1995: Bellack & Loquist, 1999; Moritz, 1991; Pitts-Wilhelm, Nicolai & Koerner, 1991). Differentiated practice models have been implemented in acute care inpatient settings, rural community nursing centers, and acute care operating rooms (Anderko, Robertson & Lewis, 1999; Hutchens, 1994; Anderko, Uscian & Robertson, 1999; Graff, Roberts & Thornton, 1999; Malloch, Milton & Jobes, 1990; Milton, et al., 1992).
Evidence indicates that differentiated practice models foster positive outcomes for job satisfaction, staffing costs, nurse turnover rates, adverse events (i.e., patient falls and medication errors), nursing roles, and patient interventions and outcomes (Anderko, Robertson & Lewis, 1999; Anderko, Uscian & Robertson, 1999; Hutchens, 1994; Malloch, Milton & Jobes, 1990). Differentiated practice outcomes include the opportunity for healthcare delivery organizations to capitalize on the education and experience provided by varied educational programs leading to RN licensure. The registered nurse has the opportunity to practice to his or her potential, taking full advantage of educational preparation. Often, differentiated models of practice are supported by a clinical "ladder" or defined steps for advancement within the organization based on experience in nursing, additional education, specialty certification, or other indicators of professional excellence.
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