Core Competencies
Nurse practitioners, nurse educators and nurse administrators are all advanced practice registered nurses by simple definition. What separates, yet defines and merges each of these complex roles is a set of core competencies essential for practice. While each role may differ in the practical sense, the similarities of the stated core competencies by each professional organization will become more clear and concise. The initial difference identified by most is clinical advanced roles versus non-clinical advanced roles. Non-clinical advanced practice nurses would be a nurse educator or nurse administrator. These are positions held by those who have a masters level education or more, and work in positions of education and leadership without direct clinical patient care. It is important to understand the role of each of these advanced nurse practice roles before discussing the core competencies required of each of these professions. Nurse educators are persons responsible for training and developing the skills of other licensed or registered nurses. Nurse educators function in roles as faculty for nursing schools or in large institutions specializing in nursing education and curriculum. The duties of
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a nurse educator include developing nursing curriculum for study, designing and implementing training courses of study, teaching nursing students, evaluating student progress and educational outcomes (nursesource.org, 2010)
Nurse administrators are another type of advanced practice role that function in a non-clinical environment. Nurse administrators or nursing executives are masters educated or greater, and serve in executive leadership roles within the health care framework. The role specific to a nurse administrator is summed up clearly in the mission statement of the American Organization of Nurse Executives (AONE). It states “to shape the future of health care through innovative and expert nursing leadership. Innovative leadership requires that nurses in leadership positions are competent” (AONE, 2011).
Nurse practitioners are the singular type of advanced practice nursing that functions in a direct clinical role. Though nurse practitioners may perform similar functions as a physician, it is the role of the nurse practitioner to “focus on health promotion and maintenance, disease prevention, and diagnosing and managing acute and chronic illness while treating the patient in a holistic manner” (nursesource.org, 2010). Nurse practitioners can be found in several different health care environments. The can work in acute care, long term care, nursing homes, hospice houses, outpatient facilities and urgent care centers, physicians’ offices and in freestanding clinics. With a clear understanding of the role and setting that each of these advanced practice nurses function in, communicating the core competencies that each of these roles must possess to be effective will become more apparent.
The core competencies of nurse educators as stated by the National League for Nursing 2005 are as follows: Facilitate learning, Facilitate learner development and socialization, Use assessment and evaluation strategies, Participate in curriculum design and evaluation of program outcomes, Function as a change agent and leader, Pursue continuous quality improvements in the nurse educator role, Engage in scholarship, and Function within the educational environment.
Though one can identify that engaging in the education of other nurses and facilitating learning by providing the proper environment and opportunities, it is also important to participate in the advancement of the career of nursing and engage in scholarly endeavors that promote the prestige of
nursing.
The core competencies of nurse administrators as stated by the American Organization of Nurse Executives 2011 are as follows: Communication and relationship-building, Knowledge of the health care environment, Leadership, Professionalism, and Business skills. The similarities of the competencies for practice between the nurse educator and nurse administrator are becoming more apparent. Both of these non-clinical advance practice roles share an ownership in remaining knowledgeable regarding direct care practice and the healthcare system in general. Both of these roles are required to be able to communicate effectively to work in diverse settings. The person in these types of roles would need to be effective in measuring the outcomes of events they have triggered into motion. Simply having the knowledge to evoke effective change is an important strategy to understand by those in leadership roles. While it is important for the nurse administrator to have experience and knowledge in business skills, a mastery of this topic is not needed, to such an extent, as the nurse educator. Another similarity between these two is that of professionalism. This area encompasses personal and professional accountability, promoting evidence based practice, advocacy for nursing initiates active membership in professional nursing organizations and ethics (AONE, 2011). These competencies mimic that of the nurse educators’ core competency.
By this time, it has become apparent that the two advanced practice nursing roles of nurse educator and nurse administrator have multiple similar core competencies in each of the non-clinical practice. While one focus on education and the other on leadership, it is impossible to be effective without sharing of the strategies.
The nurse practitioners core competencies are much broader due to the direct clinical nature of practice. The nine core competencies are defined by The National Organization of Nurse Practitioners 2012 as follows: Scientific foundation, Leadership, Quality, Practice inquiry, Technology and information literacy, Policy, Health delivery system, Ethics, and Independent practice.
With the understanding of the core competencies for each of the stated advance nurse practice roles, the similarities can be seen as incorporated into each of the roles. Though some of the competencies are role specific, it becomes clear that most of the competencies are mirrored in each role. In reality, the differences between the roles of advance practice become small and to a point, unintelligible. That is because nursing is a foundation that is built upon with personal growth and education and knowledge. A point made by each of the core competencies is that each advanced practice nurse has a responsibility in effecting positive change, encouraging each other to succeed standards and continue to grow and enhance the career of nursing. The core of each of us remains the same no what the specialty we choose to practice.
a nurse educator include developing nursing curriculum for study, designing and implementing training courses of study, teaching nursing students, evaluating student progress and educational outcomes (nursesource.org, 2010)
Nurse administrators are another type of advanced practice role that function in a non-clinical environment. Nurse administrators or nursing executives are masters educated or greater, and serve in executive leadership roles within the health care framework. The role specific to a nurse administrator is summed up clearly in the mission statement of the American Organization of Nurse Executives (AONE). It states “to shape the future of health care through innovative and expert nursing leadership. Innovative leadership requires that nurses in leadership positions are competent” (AONE, 2011).
Nurse practitioners are the singular type of advanced practice nursing that functions in a direct clinical role. Though nurse practitioners may perform similar functions as a physician, it is the role of the nurse practitioner to “focus on health promotion and maintenance, disease prevention, and diagnosing and managing acute and chronic illness while treating the patient in a holistic manner” (nursesource.org, 2010). Nurse practitioners can be found in several different health care environments. The can work in acute care, long term care, nursing homes, hospice houses, outpatient facilities and urgent care centers, physicians’ offices and in freestanding clinics. With a clear understanding of the role and setting that each of these advanced practice nurses function in, communicating the core competencies that each of these roles must possess to be effective will become more apparent.
The core competencies of nurse educators as stated by the National League for Nursing 2005 are as follows: Facilitate learning, Facilitate learner development and socialization, Use assessment and evaluation strategies, Participate in curriculum design and evaluation of program outcomes, Function as a change agent and leader, Pursue continuous quality improvements in the nurse educator role, Engage in scholarship, and Function within the educational environment.
Though one can identify that engaging in the education of other nurses and facilitating learning by providing the proper environment and opportunities, it is also important to participate in the advancement of the career of nursing and engage in scholarly endeavors that promote the prestige of
nursing.
The core competencies of nurse administrators as stated by the American Organization of Nurse Executives 2011 are as follows: Communication and relationship-building, Knowledge of the health care environment, Leadership, Professionalism, and Business skills. The similarities of the competencies for practice between the nurse educator and nurse administrator are becoming more apparent. Both of these non-clinical advance practice roles share an ownership in remaining knowledgeable regarding direct care practice and the healthcare system in general. Both of these roles are required to be able to communicate effectively to work in diverse settings. The person in these types of roles would need to be effective in measuring the outcomes of events they have triggered into motion. Simply having the knowledge to evoke effective change is an important strategy to understand by those in leadership roles. While it is important for the nurse administrator to have experience and knowledge in business skills, a mastery of this topic is not needed, to such an extent, as the nurse educator. Another similarity between these two is that of professionalism. This area encompasses personal and professional accountability, promoting evidence based practice, advocacy for nursing initiates active membership in professional nursing organizations and ethics (AONE, 2011). These competencies mimic that of the nurse educators’ core competency.
By this time, it has become apparent that the two advanced practice nursing roles of nurse educator and nurse administrator have multiple similar core competencies in each of the non-clinical practice. While one focus on education and the other on leadership, it is impossible to be effective without sharing of the strategies.
The nurse practitioners core competencies are much broader due to the direct clinical nature of practice. The nine core competencies are defined by The National Organization of Nurse Practitioners 2012 as follows: Scientific foundation, Leadership, Quality, Practice inquiry, Technology and information literacy, Policy, Health delivery system, Ethics, and Independent practice.
With the understanding of the core competencies for each of the stated advance nurse practice roles, the similarities can be seen as incorporated into each of the roles. Though some of the competencies are role specific, it becomes clear that most of the competencies are mirrored in each role. In reality, the differences between the roles of advance practice become small and to a point, unintelligible. That is because nursing is a foundation that is built upon with personal growth and education and knowledge. A point made by each of the core competencies is that each advanced practice nurse has a responsibility in effecting positive change, encouraging each other to succeed standards and continue to grow and enhance the career of nursing. The core of each of us remains the same no what the specialty we choose to practice.