Monarch K
J Nurs Staff Dev. 1994 Jul-Aug;10(4):202-6.
Frustrated with an increasing turnover rate and role ambiguity, nursing leaders at The University Hospitals sought to implement a program to enhance recruitment and retention efforts. Nursing administration members thought that a career ladder would foster continued development of the novice as well as the expert practitioner. The collaborative efforts of representatives from The University Hospitals, which is made up of Oklahoma Memorial Hospital, Children's Hospital of Oklahoma, and O'Donoghue Rehabilitation Institute, resulted in an eight-tier, four-track career ladder. After 2 years, The University Hospitals Career Ladder continues to be an effective tool for recruiting and retaining nurses.
对不断上升的人员流动率和角色模糊感到沮丧，大学医院的护理领导们寻求实施一项计划，以加强招聘和留用工作。护理管理人员认为，职业阶梯将促进新手和专家型从业者的持续发展。由俄克拉荷马纪念医院、俄克拉荷马儿童医院和奥多诺霍康复研究所组成的大学医院的代表们共同努力，制定了一个八级、四条轨道的职业阶梯。两年后，大学医院职业阶梯仍然是招聘和留住护士的有效工具。
