Burke Linda, Sayer Jane, Morris-Thompson Trish, Marks-Maran Di
University of Greenwich, United Kingdom.
South London and Maudsley, NHS Foundation Trust, United Kingdom.
Nurse Educ Today. 2014 Oct;34(10):1283-9. doi: 10.1016/j.nedt.2014.02.002. Epub 2014 Feb 11.
This paper reports a study commissioned to address concerns that not all newly qualified nurses (NQNs) were perceived to be competent at the point of appointment to their first post. It seeks to understand how competence is interpreted in the context of selection and recruitment, and explore the different expectations and experiences of employing Trusts across the London region.
Competence is a significant topic in nursing and there is much literature around the concept, what it means and how it relates to behaviours and values with no universally accepted definition. However, there appears to be little evidence about how competence is assessed in practice in the selection and recruitment of NQNs to their first post.
The study took a three-phase, mixed method approach including a literature review, an electronic survey to map current assessment and selection procedures, and focus groups to identify the competencies perceived essential by senior nurses.
Most Trusts reported assessing core competencies, and could report how they do this with respect to literacy and numeracy. Employers could describe what they required from NQNs, and how applicants both met and did not meet expectations. Several personal attributes were considered as important as key competences, but these are not described in the KSF or NMC frameworks, and it is not clear how these are assessed in selection processes.
There appeared to be a large variation in the number and types of competence assessments being used for recruitment, with little consistency in the detail of the assessments, although broadly similar assessment exercises are used. There appears to be little evidence as to the validity of the measures being used and whether in fact they are measuring the competences that are being sought or considered most important. It would appear that practical skills are more easily assessable, but there is a lack of clarity regarding the assessment of those competences that are considered equally important but appear to be more elusive to assessment such as communication and teamwork. It is also unclear how a number of 'personal qualities' described as essential for NQNs are being assessed at recruitment.
本文报告了一项委托开展的研究，旨在解决人们对并非所有新取得资格的护士（NQNs）在被任命到其首个岗位时被认为具备胜任能力这一问题的担忧。该研究旨在了解在选拔和招聘背景下能力是如何被解读的，并探究伦敦地区各聘用信托机构的不同期望和经历。
能力是护理领域的一个重要话题，围绕这一概念、其含义以及它与行为和价值观的关系有大量文献，但尚无普遍接受的定义。然而，关于在NQNs首次岗位的选拔和招聘实践中如何评估能力，似乎几乎没有证据。
该研究采用了三阶段的混合方法，包括文献综述、电子调查以梳理当前的评估和选拔程序，以及焦点小组讨论以确定资深护士认为必不可少的能力。
大多数信托机构报告称会评估核心能力，并能说明在读写能力和计算能力方面是如何进行评估的。雇主能够描述他们对NQNs的要求，以及申请人如何达到或未达到期望。一些个人特质被认为与关键能力同样重要，但这些在关键岗位技能（KSF）或英国护理与助产士委员会（NMC）框架中并未描述，并且不清楚在选拔过程中是如何对这些特质进行评估的。
在招聘中所使用的能力评估的数量和类型似乎存在很大差异，评估细节方面几乎没有一致性，尽管使用的评估活动大致相似。关于所使用措施的有效性以及它们实际上是否在衡量所寻求或被认为最重要的能力，似乎几乎没有证据。实践技能似乎更容易评估，但对于那些被认为同样重要但似乎更难以评估的能力，如沟通和团队合作能力的评估，仍不明确。同样不清楚在招聘时是如何对一些被描述为NQNs必不可少的“个人品质”进行评估的。
