Nurse Competency Paper

It is estimated that by 2025, non-physicians will take the leading role in primary care with nurse practitioners (NPs) providing care that is comparable or of better quality of care than that of physicians. Nurse practitioners have provided primary care services to vulnerable populations in underserved areas for more than 50 years. As NPs practice to the fullest extent of their scope of practice, they can fill the gap for primary care shortages (Jarrell, 2016). Understanding the core nurse practitioner (NP) competencies can help NPs be prepared to implement their full scope of practice. These core competencies were described by Thomas et al. (2012) and consist of nine competency areas: scientific competencies, leadership competencies, quality
Similarly, quality competency enables the nurse practitioner to apply skills and to use the best evidence to improve the quality of clinical practice (Thomas et al., 2012). Leadership competency obliges NPs to foster a spirit of collaboration and innovation to improve healthcare and an NP with strengths in policy competencies develops and contributes to health policy changes (Thomas et al. 2012). NPs that are competent in technology and IL promote safe and effective care through combining technology and scientific health information. NPs evaluate the impact of health care delivery and organizational practices when they develop health delivery competency (Thomas et al. 2012). ]NPs are competent ethically when they are able to apply ethical principles and decisions to complex issues related to the patient, family members, population, and systems of care. Finally, independent practice competencies enable and require nurse practitioners to practice independently with the highest level of professional accountability (Thomas et al., 2012). Upon graduation, these competencies are needed to meet the demands, the complexity and challenges of our current healthcare environment (Thomas et al.,
624). This definition is expanded in the nursing field as the mentoring relationship should foster a supportive, caring, respectful environment where the mentor and mentee can collaborate and develop personally and professionally (Poronsky, 2012). Mentors rely on their professional experience to guide their mentees. Mentors encourage and support their mentees, yet at the same time, find ways to challenge and promote growth within their mentees. Mentorship often occurs during periods of transition, such as when mentees are beginning a new role or a new profession (Poronsky,