Date of Graduation
Doctor of Nursing Practice (DNP)
School of Nursing and Health Professions
K.T. Waxman, DNP, MBA, RN, CNL, CENP
Mary Bittner, DNP, MPA, RN, CENP
A. Christine Delucas, DNP, MPH, RN, NEA-BC
This project identifies nursing leadership vacancies in a community nursing department and assisted in the planning and implementation of a succession framework to fill the gaps in the nurse leadership population. Aging nurse leaders are leaving the profession and thus are creating gaps which need to be filled (Stichler, 2008). The unavailability of respective schools and negative perceptions of nurses regarding the healthcare sector leads to the lack of interest in the nursing profession (Nelsey, Brownie, 2012). Factors contributing to burn-out in nursing departments affect the intentions of nurses to leave and lower satisfaction towards their profession. The proposed succession plan will act as a resource to identify features that affect staff morale, clinical competence and staff commitment to their jobs. The current project also addresses the nurse’s interest in future leadership roles within the organization. This project allows the implementation and development of strategies to ensure successful succession of nurses in healthcare. The Plan-Do-Study-Act (PDSA) evaluation model is applied to this project to evaluate iterative analysis of change to improve succession methods in healthcare. This project has identified de-motivation, inexperienced staff, lack of corporation or teamwork and increased workload as possible problems that offer obstacles in implementing the succession plan.
Mariotti, Nadine, "Development and Implementation of a Succession Plan for the Nursing Department in a Community Hospital" (2014). Doctor of Nursing Practice (DNP) Projects. 39.