Professional goals

EricJRN, MSN, RN · Nov 23, 2006

Just a staff nurse here, but here are some things that folks on our unit use for goals:

- Obtain certification in the nursing specialty

- Become involved in education (maybe as an ACLS instructor or preceptor)

- Attend a specialty conference that spans several days

- Join a professional association or hospital committee

- Re-enroll in BSN or MSN programs

- Advance a step on our clinical ladder

llg, PhD, RN · Nov 23, 2006

If they truly are doing a great job, they shouldn't have to do a whole lot more in terms of "advancing their careers." Careers have stages and it's OK to incorporate that into your goal setting. For example, someone nearing retirement should not be expected to "climb the ladder of success" the same way a younger person might.

It's OK to slow down a bit (or plateau) at different stages within a career. Perhaps you could come up with some goals related to "maintaining their practice" at the high level they have achieved to this point. Goals might also relate to "providing stability and guidance" to less experienced staff members. Acknowledge their accomplishments and the things they contribute to the smooth functioning of your unit. Help them use that expertise and wisdom to maintain the unit's function and to mentor the next generation.

Don't hassle them with requirements to jump through a whole lot of additional hoops or to prove once again that they are worthy. They've earned some respect. That's one reason older workers retire earlier than they otherwise might. Work processes and expectations simply become too much hassle and no longer worth the effort.

Doing a great job should be enough.

llg

Havin' A Party!, ASN, RN · Dec 2, 2006

Always a good post from my bud, llg. Thanks!

Hellllllo Nurse, BSN, RN · Dec 2, 2006

llg said:
If they truly are doing a great job, they shouldn't have to do a whole lot more in terms of "advancing their careers." Careers have stages and it's OK to incorporate that into your goal setting. For example, someone nearing retirement should not be expected to "climb the ladder of success" the same way a younger person might.
It's OK to slow down a bit (or plateau) at different stages within a career. Perhaps you could come up with some goals related to "maintaining their practice" at the high level they have achieved to this point. Goals might also relate to "providing stability and guidance" to less experienced staff members. Acknowledge their accomplishments and the things they contribute to the smooth functioning of your unit. Help them use that expertise and wisdom to maintain the unit's function and to mentor the next generation.
Don't hassle them with requirements to jump through a whole lot of additional hoops or to prove once again that they are worthy. They've earned some respect. That's one reason older workers retire earlier than they otherwise might. Work processes and expectations simply become too much hassle and no longer worth the effort.
Doing a great job should be enough.
llg

Wonderful post.

llg, PhD, RN · Dec 2, 2006

Thank you, Havin'A Party! and Helllllo Nurse. I truly appreciate the vote of confidence.

Ironically, I just got my yearly eval the other day. I am fortunate in that my boss is also in her early 50's and simply listed my accomplishments for the year to document that I fulfilled each the categories in the written job description. In addition, she had invited me to submit my own evaluation of my performance.

As in previous years, I ended up writing a 3 page document. I listed each of my major projects and/or duties and wrote a paragraph or two summarizing each one and saying what I hope to do with it next year. For example ... I hope to develop a self learning package on horizontal violence ... and revise some of the paperwork for my extern program. My "goals" are mostly focused on the work itself and not "me" as a person. That system works well for us.

Take care,

llg