10 MAGNET EDITION | 2018 | www.advanceweb.com T hebenefitsavailabletonurseswhowork in a hospital that has achieved Magnet status are well documented: • Increased satisfaction and safety among patients. • Less clinician burnout. • A collaborative culture that yet allows for autonomy. • Professional development. • More money. In turn, there are certainly expectations among administrators who manage these prestigious facilities regarding the ideal employee. ADVANCE recently spoke with a nurse with many years of employment expe- rience in a Magnet-recognized hospital about how potential candidates who are seeking a job at a Magnet facility can position them- selves to be more worthy of consideration. PERSONAL BENCHMARKS FIRST Summer Bryant, DNP, RN, CMSRN, has known only Magnet facilities throughout her career. A nurse manager at the University of Kansas Health System, Kansas City, KS, Bryant suggests that nurses consider obtaining a BSN degree as an important career bench- mark before applying for a Magnet position. It is fair to assume that any Magnet facility’s management staff will find it important that they have a majority of BSN-prepared nurses on their units. “Certification is also an expectation, so already having a certification would set an applicant apart from someone who does not,” she said. “Evidence of continuous learning also shows a commitment to professional growth and development, as well as a commitment to patients — always learning to provide higher quality patient care.” The commitment for professional and educational excellence should not end there, however, because more nurses in general are reportedly pursuing their BSN degree. As of 2011, more nurses nationwide held a BSN than an associate’s degree for what is said to be the first time ever, according to a study conducted by Vanderbilt University. (As recently as 2002, 55 percent of nurses earned an ADN and 45 percent earned a BSN.1 ) The study also found that more than half of those newly enrolled into a nursing program are starting at the ADN level, but that due in part to increased availability of accelerated regis- tered nursing education programs, more peo- ple are opting for the advanced degree. Led by Peter Buerhaus, PhD, RN, FAAN, and pub- lished in the journal Nursing Economics, the study, which used data from the Integrated Postsecondary Education Data System, a sys- tem of surveys conducted annually by the U.S. Department of Education, also determined that the increased interest in BSN degrees among nurses can also be credited to new eco- nomic incentives that rewarded hospitals for improved quality (and thus a desire for more BSN nurses. To that end, continued develop- ment of the Magnet Recognition Program,® (MRP) the actual designation awarded by the American Nurses Credentialing Center (ANCC) for achieving Magnet status, has also subsequently contributed to the rise in BSN- educated nurses as interest in working for a Magnet facility has increased.2 Additionally, recommendations from a 2010 report by the Institute of Medicine that set a goal of the nursing workforce being composed of 80 per- cent BSN-prepared RNs by 2020 is also said to be making an impact.2 That’s not to suggest that the only reason magnet facilities seek to recruit and retain BSN nurses is because industry mandates that they do. According to Br y a nt , t he expectation for educational advancement is in some ways only the begin- ning at the time of a Magnet hire. “Expectations are always high [at a Magnet facility], and w e a l w a y s expect that our nurses will continue to grow professionally, be open to change, and keep in tune with evi- dence-based practice,” she said. “As the cri- teria to become or remain a Magnet hospital become more challenging, hospitals have to work that much harder to achieve and sustain the metrics.” This, of course, is a challenge shared among Magnet staff. To a certain (pardon the pun) degree, comes a certain amount of pressure, Bryant said, though that may be more felt by administration. “I think administrators may feel more stress [working in a Magnet facility] because of the importance of obtaining and maintaining Magnet status,” she said. “I think the stress for frontline clinical nurses is minimally related to the prestige; the stress that the clinical nurses feel is related to ‘change fatigue’ because of the constant focus on improvement. There is always a new initiative, or a new policy, or procedure change based on the latest evidence that must be implemented to positively impact patient care.” Bryant is quick to note, however, that the The Attraction For Magnet Facilities that earn Magnet status are inherently more desirable places to work for many nurses. But what helps nurses to be seen as valuable commodities for these institutions? By Joe Darrah SPECIALIZATIONS  |  MAGNET EDITION