Implementing a Clinical Ladder

  1. As a member of our hospital's Retention & Recruitment committee, my main interest is retention. I've suggested that implementing a clinical ladder would promote staff development and aid in nurse retention. Our hospital is small, so we'd like to keep a clinical ladder simple. Does anyone have suggestions on how to begin such a program? Or has anyone been a part of a clinical ladder development and have suggestions or ideas for us? Thanks...MVan
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  2. 3 Comments

  3. by   NursesRmofun
    Quote from vanrn
    As a member of our hospital's Retention & Recruitment committee, my main interest is retention. I've suggested that implementing a clinical ladder would promote staff development and aid in nurse retention. Our hospital is small, so we'd like to keep a clinical ladder simple. Does anyone have suggestions on how to begin such a program? Or has anyone been a part of a clinical ladder development and have suggestions or ideas for us? Thanks...MVan
    Sorry. I never liked them myself. I just wanted to voice that. I feel like nurses are jumping through too many hoops already. Just my opinion. I actually stayed away from places with clinical ladders. I had many years experience as a LPN, but when I graduated as a RN, in a clinical ladder facility, I would start as an RN1 just like all new RN grads. To me, that made no sense. But I didn't like a lot of things about the system. When you wanted a raise, you had to go in front of a committee with all your prove of earning one. Nah, I think I earned my raises without the committee approval, thanks.
  4. by   traumaRUs
    I am pro-clinical ladders. Our large (550 bed) hospital has an extensive one with four levels:

    CN I - novice, new grad or someone who has changed specialties - no bonus
    CN II - nurse with at least one year of experience - $2000 bonus
    CN III - a nurse who has more than three years of experience and takes on additional roles - like preceptor, relief charge nurse, serves on committees. 5% base pay increase
    CN IV - expert - does more than what is "required" People come to this nurse for advice. 5% annual bonus.

    This is in addition to whatever pay raise everyone receives. For CN 4 - you have to put together a portfolio with your credentials, thank-yous, certifications and a recommendation from another employee.

    Its an excellent deal - I miss it since I don't do patient care anymore. It was well worth the extra effort. I think the whole thing is to prove that nursing is a profession.
  5. by   SharonRNC
    Quote from vanrn
    As a member of our hospital's Retention & Recruitment committee, my main interest is retention. I've suggested that implementing a clinical ladder would promote staff development and aid in nurse retention. Our hospital is small, so we'd like to keep a clinical ladder simple. Does anyone have suggestions on how to begin such a program? Or has anyone been a part of a clinical ladder development and have suggestions or ideas for us? Thanks...MVan
    I have also been delegated the task of investing the usefulness of a clinical ladder at my facility. We are a smaller 250 bed hospital that primarily serves the rural community. I appreciate any assistance I can have and will forward any pertinent info on.

    Sharon

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