professional development plan nursing essay

Nursing Professional Development Plan Essay (Critical Writing)

Self-assessment.

Exploring one’s potential for professional growth is essential to further career development and the general ability to learn more and become a better expert. Therefore, tools such as the Professional Competency Self-Assessment Form and especially the PMHNP Pre-Test (Diagnostic Readiness Test, or DRT) give ample opportunities for defining one’s strengths and weaknesses, thus outlining a strategy for improving my nursing skills (Hopkins, Lyle, Ralston, Bego, & Hieb, 2018). According to the current test results, I will need to make a significant effort to become proficient in the selected areas of study, which means that a personal development plan will be required.

Due to the low scores in theoretical knowledge, management of the needs of suicidal patients, addressing violence, and several other areas, it will be needed to build a strategy for acquiring crucial knowledge fast and gain an in-depth insight into the identified domains of nursing. By introducing a framework that will allow me to connect theory and practice, simultaneously exploring the specified areas of nursing and determining the strategies for addressing public health issues, I will be able to improve my skills and acquire new competencies.

The process will also require learning how health policies and changes implemented in multiple healthcare disciplines affect people’s well-being. At present, I must learn about the connection between different domains of nursing, as well as the nursing theory and its application to practical health concerns. Thus, I will have a chance to complete the gaps in my current knowledge comparatively fast and, which is even more important, explore different areas of nursing as integral parts of a single system. Thus, I will create the basis for a future learning process that can become self-directed.

The process of learning will need to follow a clear and detailed outline with key milestones that will outline the stages of my progress. Therefore, a personal development plan is needed to create the framework for the continuous improvement that I will have to accept as a part of my professional philosophy and ethics (Darvill, Stephens, ‎& Leigh, 2018). The plan will incorporate the steps such as outlining the key areas that will require my professional attention, locating the resources needed to master these areas, exploring the available tests for identifying the progress, and defining the further course of my development (see Table 1).

Table 1. Personal Development Plan.

The goals of the plan include acquiring the knowledge needed to advance in the areas of care such as addressing violence, suicide, substance-related disorders, crisis adjustment, serious mental illnesses, eating disorders, mood disorders, and personality and neurocognitive disorders. As shown in Table 1, the significance of making interdisciplinary connections between the areas of study is critical since it will introduce me to the concept of comprehensive nursing care and allow me to meet the needs of target population groups in my future nursing practice.

Addressing the time management issue is the key concern for me at present since I have been working full time, hence I need to prioritize my tasks and improve my schedule. By integrating all resources that I can find, including text, visual data, simulations, and research, I will be able to advance in nursing significantly and improve my current understanding of addressing health issues in patients.

Darvill, A., Stephens, M., ‎& Leigh, J. (2018). Transition to nursing practice: From student to registered nurse . Learning Matters.

Hopkins, R. F., Lyle, K. B., Ralston, P. A., Bego, C. R., & Hieb, J. L. (2018). Board 121: Retrieval practice and spacing: Effects on long-term learning among engineering precalculus students. In 2018 ASEE annual conference & exposition (pp. 1-10).Syosset, NY: National Learning Corporation.

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Nursing Professional Development Plan

Registered nurses (RNs) possess adequate skills that empower them to deliver desirable services to their patients. However, such practitioners must be keen to engage in lifelong learning and acquire superior competencies to become professional care providers. This objective can be realized by completing new courses and undertaking numerous tasks in medical practice. This paper gives a detailed analysis of my professional development plan that can guide me to become a proficient nurse.

I am currently pursuing my Bachelor of Science in Nursing (BSN). Several factors can be used to explain why I have decided to complete this degree. To begin with, I understand that nurses must always seek to expand their competencies through lifelong learning. Such an approach will make it easier for me to improve my critical thinking, nursing, and clinical skills (Xue & Intrator, 2016). Secondly, a BSN degree will empower me to select the most rewarding career path. This achievement will support my long-term and short-term goals as a nurse practitioner. Thirdly, more patients are in need of advanced services than ever before (Hassmiller & Reinhard, 2015). This requirement has been caused by the increasing number of deadly or terminal illnesses, including cancer and hypertension.

This decision is also capable of expanding my nursing philosophy and making me competitive in the field. Consequently, I will be able to get new jobs and earn a better salary. Such a move will also empower me to complete a Master’s degree in the future. The acquired skills in technological developments will guide me to offer superior medical services to more clients from diverse backgrounds. I will also be able to work or offer high-quality health care in diverse settings.

Baccalaureate and Current Practice Roles

Both nurses with degrees and diplomas are expected to offer desirable medical support to different patients (Saifan, Safieh, Milbes, & Shibly, 2015). However, their unique roles tend to differ significantly. Currently, my main nursing role is to offer adequate care to patients. I do not diagnose or treat specific health conditions. Another common duty is to help individuals who are in need of appropriate support. I interact with patients and guide them in order to transform their health outcomes. I also monitor vital symptoms and signs, give specific drugs, and bath patients. The completion of a BSN degree will prepare me for superior roles and make it easier for me to meet the diverse needs of more patients.

The role of baccalaureate differs significantly. For instance, a BSN degree empowers nurses to undertake various supervisory responsibilities. They also engage in patient education in an attempt to transform their patients’ health outcomes. They understand how to diagnose a number of medical conditions and offer high-quality treatment. As a BSN nurse, I will be in a position to develop evidence-based care plans for different patients. The completed degree will result in improved or new leadership roles, decision-making, care delivery coordination.

New Opportunities

The completion of my BSN degree will create new opportunities and make it possible for me to achieve my career goals. For instance, the achievement will result in new roles such as provision of superior health services and development of care plans for different patients. I will work in numerous positions, including leadership and management. I will acquire powerful competencies that can guide me throughout my career path. The completed course will also result in a competitive salary since I will be empowered to complete numerous responsibilities in nursing.

The current shortage of nurses can be used to explain why practitioners should pursue advanced degrees (Mackey & Bassendowski, 2017). This move can improve their philosophies and make it easier for them to meet the needs of more patients. They will also become competitive in their respective fields and have new job opportunities. The completed degree equips nurses with superior clinical guidelines and concepts that can result in desirable patient outcomes.

Patricia Benner’s Novice to Expert Stages

Patricia Benner’s Novice to Expert model is a powerful socialization theory that can guide nurses to develop new competencies in an attempt to meet the diverse needs of their patients. The socialization model can empower practitioners to focus on appropriate concepts and eventually achieve their career aims (Jeffries, 2015). Personally, I believe that I am in the third stage (competent) of this model. This means that I have to complete my current degree program in order to undertake numerous roles and expand my philosophy of nursing.

The rationale for this placement is that I have been practicing as a nurse for several years. This means that I can coordinate care delivery and offer appropriate advice to my patients. I can also monitor the issues and problems facing different individuals and guide them to record positive health results. Additionally, I am always confident whenever making appropriate decisions and providing care to my patients. I can also liaise with my supervisors and managers in an attempt to transform my patients’ health outcomes. I still acknowledge that there are two more stages that must be pursued in order to become a proficient practitioner and realize my academic potential.

Professional Development

Short-term and long-term goals.

I have several aims that can empower me to meet the diverse needs of more patients. My short-term objectives are currently being considered in order to become a proficient practitioner. The first short-term professional goal is to complete my BSN successfully. This achievement will prepare me for the challenges and opportunities ahead. The second short-term aim is to get the relevant or required license and be in a position to practice as a BSN nurse. This achievement will support my needs and make it easier for me to succeed as a practitioner.

My professional long-term goals are capable of improving my philosophy and transforming my abilities. The first one is to complete a Master of Science in Nursing. This achievement will result in advanced skills such as cultural competence, critical thinking, and leadership (Jeffries, 2015). The possession of such attributes will ensure that more patients receive high-quality services. The second long-term objective is to start my private clinic within the next eight years. After achieving this goal, I will hire competent nurses and guide them to meet the needs of every patient. I will also be in a position to transform the health outcomes of more people in my community.

Challenges and Barriers

Several obstacles are expected to affect my short-term and long-term goals. The first one is that I lack adequate funds. This is the case because I have to incur numerous expenses before completing my academic programs. Enough money will also be required to start my private practice clinic. I am planning to work hard in order to earn competitive salaries and achieve my goals. Another challenge is that I have not developed an effective career development plan. This means that I do not have a defined timeline revealing the activities and goals that should be pursued within the next six years. This is a clear indication that my aims might not be realized within the stipulated period. The problem of procrastination has been affecting my goals. This happens to be the case because I postpone activities that should be completed immediately. However, I will be ready to address these challenges in order to achieve my potential.

Mentors and Support Systems

As described earlier, I will use various strategies to deal with the above challenges. The first one is liaising with my supervisors and managers in my organization. These professionals will mentor and guide me to manage time efficiently. They will also encourage me to deal with the problem of procrastination. I will apply for sponsorship programs in an attempt to overcome my current financial burden. Additionally, I am planning to collaborate with my leaders and educators to design an effective career growth plan that can support my long-term and short-term objectives.

The above analysis has revealed that I have an effective professional development plan that can support my current and future goals as a nurse. The completion of a BSN degree will present numerous opportunities and make it easier for me to pursue my long-term career goals. I will liaise with different professionals to develop a powerful philosophy that can support my objectives. The support and guidance of different experts will be taken into consideration in order to emerge successful.

Hassmiller, S. B., & Reinhard, S. C. (2015). A bold new vision for America’s health care system. Nursing Outlook, 63 (1), 41-47. Web.

Jeffries, P. R. (2015). The evolving health care system: The need for nursing education reform. Journal of Professional Nursing, 31 (6), 441-443. Web.

Mackey, A., & Bassendowski, S. (2017). The history of evidence-based practice in nursing education and practice. Journal of Professional Nursing, 33 (1), 51-55. Web.

Saifan, A. R., Safieh, H. A., Milbes, R., & Shibly, R. (2015). Suggestions to close the gap in nursing education: Nursing students’ perceptions. International Journal of Nursing Didactics, 5 (10), 5-12. Web.

Xue, Y., & Intrator, O. (2016). Cultivating the role of nurse practitioners in providing primary care to vulnerable populations in an era of health-care reform. Policy, Politics, & Nursing Practice, 17 (1), 24-31. Web.

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StatPearls [Internet]. Treasure Island (FL): StatPearls Publishing; 2024 Jan-.

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Nursing professional development.

Barbara A. Brunt ; Melanie M. Morris .

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Last Update: September 20, 2022 .

• Definition/Introduction

Professional development as a specialty of nursing practice is defined by standards, based on research, and critical to quality patient and organizational outcomes. The specialty of nursing professional development (NPD) has evolved over the years. The first educational focus in nursing started with establishing the first national nursing organization, the American Society of Superintendents for Training School Nurses, in 1893. In 1971, the American Nurses Association (ANA) established the Council on Continuing Education, and in 1974, Helen Tobin, often referred to as the "Godmother of Staff Development," published The Process of Staff Development: Components for Change. The first standards related to nursing professional development were the Standards for Continuing Education in Nursing, also published in 1974. The Journal for Nurses in Staff Development (now known as the Journal for Nurses in Professional Development) was first published in 1985, and in 1989 Belinda Puetz spearheaded the establishment and incorporation of the National Nursing Staff Development Organization (NNSDO). NNSDO became the Association for Nursing Professional Development (ANPD) in 2012. ANPD's mission is to advance quality health care by defining and promoting nursing professional development practice. The goal of ANPD is to be acknowledged as the expert voice, advocate, and leading resource for nursing professional development practice.

Maloney and Woolforde described the history of nursing professional development, reflecting on the past, present, and future. [1] The article outlined the accomplishments and strategic focus of the specialty from 2010-2018. The major pillars of focus of the 2016 ANPD strategic plan were NPD role delineation (changed to role clarity), managing transitions, leadership, and ANPD value proposition. These were reaffirmed with the 2018 strategic plan. The 2021-2023 strategic plan, which can be found on the ANPD website, outlines three key priorities: maintain the position as a strong organization, partner with other organizations, and define and advocate for the NPD role. [2] Overall goals for each of these priorities included: 1) ANPD will continue to thrive as a strong organization; 2) ANPD will build alliances with outside organizations (healthcare and others) that generate an advantageous return on investment for ANPD and its members; 3) ANPD will strategically position itself to advocate for the NPD specialty and provide members with resources, evidence, and research that equip them to demonstrate the value of their role. This will help prepare NPD practitioners for the future.

Starting in the 1990s, there was a tremendous increase in NPD activities and publications ANPD published the latest Nursing Professional Development Scope and Standards of Practice in 2022. This edition defines nursing professional development as "a nursing practice specialty that improves the professional practice and role competence of nurses and other healthcare personnel by facilitating ongoing learning, change, and role competence and growth with the intention of improving population health through indirect care." (p. 16). The 2016 edition of the standards introduced the concepts of interprofessional continuing education and interprofessional collaborative practice, as well as the need for evidence-based practice (EBP). The 2022 version included NPD practice judgment and population health as it described current practice and examined trends to forecast the future of the NPD specialty.

• Issues of Concern

Critical updates and changes in the 2022 standards can be found in the StatPearls article on Nursing Professional Development Standards. The scope of practice for the NPD practitioner reflects the changing landscape in healthcare. The NPD scope of practice defines the who, what, where, when, why, and how that drive nursing professional development practice. It is reflected in the updated NPD practice systems model, which includes inputs, throughputs, and outputs. All NPD activities occur in the context of interprofessional practice and learning environments. NPD practitioners continuously engage in environmental scanning to ascertain internal and external opportunities and challenges within the organization.

Evolving trends in healthcare and nursing education have influenced NPD practice. There is a continued emphasis on interprofessional education, collaborative practice, and EBP. Due to the various positions that focus on education, there is a need for role clarity for NPD practitioners. Differences between NPD practitioners, clinical nurse specialists, academic clinical nurse educators, and academic nurse educators are outlined in the updated standards. Other trends affecting NPD practice include longer life expectancy, burgeoning patient technology, healthy practice, learning environments, and global events.

NPD practice changed focus during the pandemic, transitioning from in-person to virtual educational delivery formats. One strategy was described by Reid et al. to prepare NPD practitioners to teach in a virtual environment. [3] They had a transition-into-practice program that had to be taught virtually, and many NPD practitioners identified they had little experience teaching in a virtual format. The organization developed a blended learning program to assist NPD practitioners in facilitating learning in a virtual environment.

Staffing redeployment during COVID was an issue during the pandemic. Several approaches to address this were published. Fox and Richter described how their NPD practitioners were split into three teams to meet the demand for the orientation and training of frontline staff. One team was responsible for the orientation of new hire employees and travel nurses. [4] Another team trained staff for a different role or unit due to the low census in their own unit. The third team was responsible for real-time education and support of all staff the in the clinical units. They identified this as a hat trick, which is when a single player achieves three goals in a single game. The NPD team achieved three goals to meet the demands for ongoing education and training of all staff.

Another approach to surge staffing was identified by Kelley et al. [5]  Their organization changed from primary nursing to a team nursing model and introduced the use of RN extenders and senior/graduate nurses for each level of care environment. RN extenders had to have at least twelve months of clinical experience, no corrective action in the last year, and completion of competencies in their current clinical setting. These employees assisted in monitoring changes in patient status, performing nursing tasks, providing patient education, documenting care, and reporting back to the RN team leader. Senior and graduate nurses with and without a professional RN license were also used. Many state boards of nursing initiated emergency care guidelines that allowed nursing students to assist in staffing without violating the state nursing practice act.

NPD practitioners support the transition of nurses and other healthcare team members across learning and practice environments. With the new practice arenas come new roles for nurses. The Future of Nursing Report from the Institute of Medicine challenged nurses to assume new and expanded roles to help meet the evolving needs of the healthcare system. There are now nurse navigators, health coaches, community health workers, and many new roles in nursing informatics, telehealth, and patient safety. Nursing as a profession and associations such as ANPD are working on ways to increase diversity in the field. We need to have diverse practitioners to help meet the needs of the diverse population.

Return on investment is another important concept impacting NPD. Ongoing restricting and healthcare changes continue to reshape how healthcare organizations operate and how they measure success. Return on investment (ROI) is a key factor in the viability of any organization. NPD practitioners must establish and articulate the financial and clinical impact of NPD practice through ROI data. [6] [7]  NPD practitioners can use this method to evaluate education priorities and allocate resources based on statistically relevant data. Demonstration of ROI allows NPD practitioners to compete for limited resources. An updated known cost of outcomes table was included in the 2018 article. This helps NPD practitioners to identify the financial value of improved outcomes and calculate economic impact. This table is updated regularly, and a 2020 copy can be found on the ANPD website.

Research in the field of NPD has increased. Harper et al. detailed the work of a task force charged with redesigning ANPD’s small research grant process. [8] One of the purposes of this group was to develop a cost-effective framework to advance the scientific research base of the specialty. They identified a spirit of inquiry approach, defined as a consistent, intentional, and applied professional curiosity, as a key element of modern NPD practice (p. 119). They collected data from randomly selected ANPD convention attendees using a round table discussion from members of the Journal for Nurse in Professional Development editorial board and included an open-ended question of the ANPD annual convention evaluation beginning in 2016. Ten spirit of inquiry areas identified were:

• Determination of strategies that significantly increase engagement of learners
• Types of technology that enhance learning
• Development of learning outcome metrics
• Strategies to sustain behavior change pursuant to NPD intervention
• Strategies that result in successful career and care continuum transitions
• NPD practices and/or programs that significantly impact outcomes (residencies, onboarding, competency management, life support, etc.)
• Examine models (Lean, Six Sigma, QI, etc.) that create more efficient and effective NPD practices       a. Time studies       b. Interruptions
• Examine stakeholders’ views that impact the perceived value of NPD practice/role/influence       a. Chief nursing officers       b. Managers       c. Chief financial officers       d. Academic educators
• Factors that increase “buy-in” of stakeholders & target audiences
• Strategies that influence the adoption of interprofessional development (pp. 121-122)

Numerous studies have been conducted in these focus areas. Phillips et al. described a longitudinal, quasi-experimental sepsis simulation pilot study on the impact of boost methodology on nurse knowledge retention. [9] Boost methodology was used to stimulate the recall of information. Boosts can be done in various ways, including question/answer, scenarios, video clips, and/or statements that connect learners to previously learned content. Their findings suggested that boost methodology may impact nurse knowledge retention. This could have implications for healthcare organizations by decreasing the need to reeducate staff and decreasing the burden of traditional education formats.

Harper et al. conducted a study on preceptor practice in 2020. ANPD used a nonexperimental, cross-sectional, descriptive design using the practice analysis method to identify the roles and competencies essential to preceptor practice. [10] Using the Ulrich Precepting Model to identify the roles, knowledge, and activities necessary for preceptor practice, they surveyed 3,623 preceptors. Within the spheres of quality, safety, and evidence, the Ulrich model identified seven roles of preceptors within the context of nursing and the broader healthcare system. The seven roles identified were: teacher/coach, role model, leader/influencer, facilitator, socialization agent, evaluator, and protector. The study validated the seven roles and compared those roles with the NPD practitioner roles identified in the standards.

The capacity of the NPD leader has expanded. The value of NPD relies heavily on the ability to show value across the board in ways that benefit the entire organization. There is a StatPearls article specific to the NPD leadership role in advancing the specialty practice of NPD. An important responsibility of the NPD leader is to help develop a department plan that supports the organization’s mission, vision, and strategic goals. Leadership is not an organizational position but a personal, professional behavior. The Association for Nursing Professional Development has both a Leadership Academy and an Evidence-Based Practice Academy to help NPD practitioners develop leadership skills.

As with any specialty, certification is available for NPD practitioners. In addition to the basic certification in nursing professional development offered through the American Nurse Credentialing Center, there is also advanced certification in nursing professional development offered through the Competency and Credentialing Institute. The advanced certification is a portfolio-based certification. [11]  A description of the development of this certification can be found in the article by Harper et al. [12]

• Clinical Significance

Nursing professional development (NPD) practitioners play a critical role in preparing healthcare personnel for current and future roles and helping individuals cope with an ever-changing healthcare environment. They facilitate the professional role development of nurses and other healthcare personnel, encouraging interprofessional education and collaboration. They become champions of scientific inquiry by promoting the generation and dissemination of new knowledge and the use of evidence to influence NPD practice, guide clinical practice, and improve patient care. They actively support, promote, and demonstrate NPD as a practice specialty.

• Nursing, Allied Health, and Interprofessional Team Interventions

The focus of NPD practice is the healthcare consumer/partner. All NPD activities occur in the context of interprofessional practice and learning environments. NPD practitioners work with members of the interprofessional team to achieve desired outcomes. The outputs of NPD practice include learning, change, and professional role competence and growth, which help achieve the desired outcome of optimal care and population growth.

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Disclosure: Barbara Brunt declares no relevant financial relationships with ineligible companies.

Disclosure: Melanie Morris declares no relevant financial relationships with ineligible companies.

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More about Nursing Professional Development Plan Essay

APN Professional Development Plan

Introduction, apn scope of practice- nevada, personal assessment, networking and marketing strategies, education background, language/certification, working experience.

There is a profound nursing shortage despite the fact that they are mostly involved in. Hospitalized patients interact most with APNs as opposed to physicians who only have them checked at specific durations. Nurses ensure that patients receive their medication and attend to other needs that may arise including monitoring and recording of vital signs. Therefore, nurses will always be responsible for the care of a patient and a physician may only be present for supervision (North & Hughes, 2012). Organizations would want to recruit nurses who are competent enough and contribute to quality patient outcomes despite the shortage. Advanced beginners who are new to practice have managed to accomplish into greater levels of professional competence through reflective skills (Woolnough & Fielden, 2014). Nurse leaders also go through continuous learning sessions after discovering leadership styles that could be bearing undesired outcomes. APNs who may be demonstrating proficiency and expertise are most likely to have made such achievements through professional development and correcting past mishaps in practice. A nurse will consider it an achievement if they contribute towards the best possible patient care outcomes without taking a lot of time and using the available resources (Whitworth, Haining & Stringer, 2012).

This goal is best achieved when the recommended changes in the healthcare system are responded to as expected. For instance, while caring for patients, some evidence-based practices have been preferred so as to reduce errors and mortality rates. However, some of the techniques may be incredibly complex for some of the workforces who may be old in the service. Some of them may find it hard to shift to the use of technology in some practices such as drug prescription. Alternatively, the required equipment may not be present in a facility hence making the implementation of such an evidenced based practice difficult. Nurses are also taught current practices that have proven by evidence to contribute towards safe patient care. However, real encounters at their places of work subject them to challenges that may compromise their service. Continuous nursing professional development becomes a key aspect of ensuring successful planning and implementation of proficient nursing duties. Through self-reflection and reference to relevant health literature, a nurse comes up with the relevant skills that contribute to desired clinical outcomes (Franco & Tavares, 2013). They learn how to cope up with challenges that they encounter at their workstations such as overcrowding hence they continue to deliver quality services irrespective of the circumstances. Professional development also enables nurses to create self-awareness regarding their achievements and weaknesses. This self-analysis procedure which makes them aware of their weaknesses further helps them understand the nature of the care they deliver to their patients and the observed impacts. Resultantly, the nurse can come up with actions that are directed towards achieving a specific goal whose realization has failed. In case only strengths are realized, a sense of career satisfaction is also created hence encouraging the nurse to want to achieve even more (Brekelmans, Poell & Kees, 2013).  This paper gives a professional development plan for an RN whose weaknesses have been evidenced in compliance with effective hand hygiene.

According to the American Academy of ambulatory care (2012), qualification to become an APRN requires that one successfully attains a master’s or doctoral degree. Additionally, an advanced practice program that includes clinical experience lasts for at least a year should be covered. Accreditation of this essential program may either be done by national accrediting agencies such as the Commission on Collegiate Nursing Education or the Accreditation for Education in Nursing. The nursing board also has the authority of accrediting such programs hence its accreditation is also accepted. The program is important because it familiarizes APNs on their role and population focus through the highly related courses. For instance, pharmacology is an essential course for APNs whose role will be manifested in drug prescription (Khalifa, 2013). Additionally, pathophysiology prepares them for the vital signs that need to be monitored during health assessment and their clinical implications. APNs are also required to attain certification given by certification agencies that are recognized nationally such as the American Board of Nursing Specialties. Getting direct certification from the National Commission for Certifying Agencies is not possible. Temporary licenses can be given to fresh graduates with the intentions of serving as APNs, but they first have to take an examination. However, licensure is granted by the Nevada Board of Nursing, and they can be renewed online upon expiry (Thompson, 2012).

1. American academy of ambulatory care nursing position statement: The role of the registered nurse in ambulatory care. (2012). Nursing Economics, 30(4), 233-9.

2. Brekelmans, G., Poell, R. F., & Kees, v. W. (2013). Factors influencing continuing professional development. European Journal of Training and Development, 37(3), 313-325.

3. Dubois, C., D’Amour, D., Tchouaket, E., Rivard, M., Clarke, S., & Blais, R. (2012). A taxonomy of nursing care organization models in hospitals. BMC Health Services Research, 12, 286.

4. Franco, M., & Tavares, P. (2013). The influence of professional identity on the process of nurses’ training: An empirical study. Leadership in Health Services, 26(2), 118-134.

5. Harriss, A. (2014). What nursing and midwifery council revalidation means for OH nurses. Occupational Health, 66(9), 27-29.

6. Humphries, N., Morgan, K., Conry, M. C., McGowan, Y., Montgomery, A., & McGee, H. (2014). Quality of care and health professional burnout: Narrative literature review. International Journal of Health Care Quality Assurance, 27(4), 293-307.

7. Khalifa, R. (2013). Intra-professional hierarchies: The gendering of accounting specialisms in UK accountancy. Accounting, Auditing & Accountability Journal, 26(8), 1212-1245.

8. North, N., & Hughes, F. (2012). A systems perspective on nursing productivity. Journal of Health Organization and Management, 26(2), 192-214.

9. Thompson, M.C. (2012). Professional autonomy of occupational health nurses in the United States. Workplace Health & Safety, 60(4), 159-65.

10. Vachon, B., Désorcy, B., Camirand, M., Rodrigue, J., Quesnel, L., Guimond, C., Grimshaw, J. (2013). Engaging primary care practitioners in quality improvement: Making explicit the programme theory of an inter-professional education intervention. BMC Health Services Research, 13, 106.

11. Whitworth, A., Haining, S., & Stringer, H. (2012). Enhancing research capacity across healthcare and higher education sectors: Development and evaluation of an integrated model. BMC Health Services Research, 12, 287.

12. Woolnough, H. M., & Fielden, S. L. (2014). The impact of a career development and mentoring programme on female mental health nurses. Gender in Management, 29(2), 108-122.

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Examples of Professional Nursing Goals: Skills, Education, Earnings

Discover examples of educational, competency, earnings, and nursing career advancement goals to help you plot your way forward on your nursing career path.

Setting professional nursing goals is essential to advancing your career as a nurse. Your current focus could be earning an advanced nursing degree, moving into a leadership position, or becoming competent in a specialized area. Whatever it may be, successful career advancement requires experience, skill-building education, and strategic planning.

This guide provides examples of nursing goals that you can use as inspiration to develop your own.

Why set professional nursing goals?

Setting goals establishes a process for evaluating and monitoring progress toward your nursing career objectives. Your goals outline a career path roadmap guiding you to obtain the skills, experience, and education you need to succeed.

Goals help you measure progress. Specific goals, such as earning a certification in a specialized area, are much easier when you set actionable steps and deadlines for yourself.

Goals help you build your resume and develop the right competencies. Get focused on precisely which certifications and licenses you may need to boost your resume and move into a specialty. This can include taking classes, attending workshops, and participating in conferences for additional credentials.

Goals increase your sense of purpose. Setting goals is a motivator for keeping track of your progress, so you evaluate your career against your own achievements. Learning and building skills builds confidence.

Goals can set you up for career advancement. Whether you want to become a director, move into a more laid-back nursing opportunity, or start your own health care business, setting goals helps you progress faster.

5 examples of professional nursing goals

Your goals can focus on anything that helps you in your professional nursing career. Establish goals that fit your nursing career path and commit to achieving them.

1. Set a goal to build your experience.

Develop a list of experiences you want to gain. What do you want to achieve in your first three months of practice? This can help you make the most of your time and become competent more quickly. Setting a tangible goal can give you the courage to put your hand up to volunteer even it is challenging. 

Experience-driven goals to consider

• Assess and plan care needed for a specific type of patient

• Care for patients in both pre-surgery and post-surgery settings

• Measure and administer controlled drugs

• Take blood from a patient with difficult veins

• Do a patient handover to a senior nurse

• Supervise staff in a ward

• Care for patients in an acute medical setting

• Mentor a support worker or health care assistants

• Support patient families through an emotional time

2. Set a goal to get more education to advance your career.

For many nurses, success in their career is synonymous with advancing to progressively higher nursing levels. From nursing assistant and nursing assistant II to registered nurse (RN), nurse practitioner, and clinical nurse specialist (CNS), you can move up the ranks and achieve greater autonomy and responsibility. As you gain experience, you can also move up the pay scale.

The following are some roles to shoot for:

Certified nursing assistant (CNA): $43,413 [ 2 ]

Licensed practical nurse (LPN): $98,739 [ 3 ]

Registered nurse (RN): $122,893 [ 4 ]

Advanced practice nurse (APN): $113,832 [ 5 ]

Executive director of nursing: $140,453 [ 6 ]

The nursing profession offers you many career paths. You can work in clinical roles, research, education, management, public health, or consultancy. When mapping out your job progression plan, it’s a good idea to look at the resumes of people doing the job you want. Reviewing Linkedin profiles can help you gain insights to plan your nursing career path.

3. Set a goal to build soft skills.

Being a nurse is more than just a set of technical skills like drawing blood and taking temperature. A good nurse is a critical thinker, an ethical problem solver, an expert at time management, a team leader and builder, and overall, a patient, detailed, and compassionate human being.

You can set goals to build your soft skills and practice them in your work.

4. Set a goal to build technical nursing competencies.

To maintain competency in your current role, you'll want to stay up to date with new equipment, advances in health care technology, and treatment options. By increasing your technical nursing competencies and mastering new clinical procedures, you can advance your nursing career.

You may set goals to develop competencies such as:

Using urgent and emergency care equipment

Checking, monitoring, and assessing vital signs

Being proficient in compassionate patient and family education

Using medical information systems

Developing acute and specialist skills, such as a catheter, ventilator, ECG, and tracheostomy

With the increasing complexity of technology and care in health settings, you’ll need to continue to build your technical knowledge and skills throughout your career. 

5. Set a goal to broaden your nursing experiences.

As you advance in your career, it's easy to feel that you know what you're doing and get comfortable. To fulfill your potential, continually challenge yourself.

One way to do this is to spend time in different areas, working with different people, and learning new skills. If you are aiming for senior nursing roles, you may want to set a goal of working in various nursing settings throughout your career. As well as allowing you to broaden your experience, this can help you get a bigger picture of health care and prepare you for advanced or specialized roles

You might set a goal to get work experience in settings like:

Medical centers

Inpatient settings

Outpatient settings

Residential homes

Health centers

Corporate settings

Emergency departments

You can also get experience working in many nursing areas and specialties:

Adult health nursing

Cardiac care nursing

Critical care nursing

Emergency room nursing

Geriatrics (care of older adults)

Medical/surgical nursing

Mental health/psychiatric nursing

Neonatal (newborn) care nursing

Oncology (cancer care) nursing

Pediatric (child care) nursing

Tips on setting your nursing goals

To succeed in the nursing profession, you’ll need to set short-term and long-term goals.

When setting your professional goals , make sure they are SMART:

Specific: Get clear on exactly what you want to achieve.

Measurable: How will you know if you have reached your goal? Set a target.

Achievable: Make sure it is possible to reach your goal.

Realistic: Your goals should be practical and relevant to you and your career.

Time-based : Set a deadline for reaching your goals to help you stay on track. 

Choose where you want to go in your career and work back from there. Think about your values, personal qualities, and what motivates you.

Take small steps toward your long-term goals

Think of your short-term professional goals as steps to achieve your long-term career goals. For example, suppose you want to become a nurse manager in the next five years. In that case, short-term goals could include earning a professional leadership certificate, gaining supervisory or team leadership experience, and ensuring that your core clinical skills are top-notch.

Take the next step

Consider Introduction to Integrative Nursing as part of the Integrative Nursing Specialization offered by the University of Minnesota to help you reach your nursing goals. You'll learn how to set patient care goals and learn a diverse set of integrative healing modalities.

Article sources

The National Academic Press, “ Infographic: The Future of Nursing ,https://nap.nationalacademies.org/visualizations/future-of-nursing.” Accessed August 9, 2023.

Glassdoor, “ How much does a Certified Nursing Assistant make? https://www.glassdoor.com/Salaries/certified-nursing-assistant-salary-SRCH_KO0,27.htm.” Accessed August 9, 2023.

Glassdoor, “ How much does a Licensed Practical Nurse make? https://www.glassdoor.com/Salaries/licensed-practical-nurse-salary-SRCH_KO0,24.htm.” Accessed August 9, 2023.

Glassdoor, “ How much does a Registered Nurse make? https://www.glassdoor.com/Salaries/registered-nurse-salary-SRCH_KO0,16.htm.” Accessed August 9, 2023.

Glassdoor, “ How much does a Advanced Practice Nurse make? https://www.glassdoor.com/Salaries/advanced-practice-nurse-salary-SRCH_KO0,23.htm.” Accessed August 9, 2023.

Glassdoor, “ How much does a RN (Masters Degree)Staff Nurse make? https://www.glassdoor.com/Salaries/rn-masters-degree-staff-nurse-salary-SRCH_KO0,29.htm.” Accessed August 9, 2023.

Glassdoor, “ How much does a Doctor of Nursing Practice make? https://www.glassdoor.com/Salaries/doctor-of-nursing-practice-salary-SRCH_KO0,26.htm.” Accessed August 9, 2023.

Glassdoor, “ How much does a Executive Director Nursing make? https://www.glassdoor.com/Salaries/executive-director-of-nursing-salary-SRCH_KO0,29.htm.” Accessed August 9, 2023.

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Home — Essay Samples — Nursing & Health — Nursing Care Plan — The APN Professional Development Plan

The Apn Professional Development Plan

• Categories: Nursing Care Plan

About this sample

Words: 773 |

Published: Jan 31, 2024

Words: 773 | Pages: 2 | 4 min read

Table of contents

Definition and scope of apn professional development, benefits of apn professional development, components of a comprehensive apn professional development plan, strategies for apn professional development, challenges and barriers in apn professional development, overcoming challenges and enhancing apn professional development.

• Journal of Nursing Administration, "Factors Affecting Job Satisfaction Among APNs"
• American Association of Nurse Practitioners (AANP)
• National Council of State Boards of Nursing (NCSBN), "Challenges and Barriers in APN Professional Development"

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Professional Development Plan for Nursing Essay

• Last Edited: June 8, 2017

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Creating a personal nursing professional development plan essay on how to improve professionalism in nursing- best student’s essay, dr. wilson mn.

• March 17, 2022

This article provides a student’s sample essay on Nursing Professional Development Plan Essay

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Disclaimer: This is a sample essay written by a student and not one of our professional nursing writers. It is meant to be used as just an example to other students.

This essay seeks to prepare a personal development plan in my objective to become a leader in an organization. I will analyze the requirements of the targeted job in relation to my inventory of skills including my strengths and weaknesses in relation to the requirement of a goal in mind for which I am willing to know my deficiencies in terms of skills. I will therefore have to make an action plan on how to correct my deficiencies and to improve on my weaknesses to take advantage of my strengths in attaining a target job that I want to have and quality of a person that I want to happen as a result.

What You'll Learn

The Goal, Requirements, Deficiencies and the Strategies

My goal and its requirements.

The goal of this plan is to be able to attain the position of Pricing analyst which requires the following: having strong analytical skills and ingenuity to provide logical solutions to nonstandard issues, having a strong mathematical aptitude as well as well developed communication skills (written and verbal), being computer literate (including working knowledge of Excel and Word) and possessing the values of resourcefulness, organizational skills and ability to coordinate activities across company function. It further requires having demonstrated ability to work well under pressure to meet critical deadlines, having the ability to adapt to changing priorities and handle multiple tasks and having an exceptional attention to detail and problem solving skills.

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Determined deficiencies and the causes of their perceived causes of having them

Using as basis the job requirements and compare the same with my present inventory of skills, I found out that the targeted job requires the need for demonstrated ability to work well under pressure to meet critical deadlines as well as at the ability to adapt to changing priorities and handle multiple tasks. I believe this requires utmost patience on the part of person to be hired for the job. A patient person will not be easily being cowed into giving up for pressure as the person would normally consider pressure as part of the job. A patient person will also find the need to adapt to changing priorities and handling multiple tasks to be part of the challenge. I definitely need to be more patient partly because of my attitude of perfectionism which is rather out of proportions sometimes.

Further comparison of my inventory of skills with the requirement of the job revealed that my verbal communication skills are weak as may be proved from past experiences when I have delegated tasks to people that resulted to some misunderstandings. I have diagnosed the in many instances times about the reasons for these misunderstandings and I found them in failure to make my instructions in a way that may be fully and intelligently understood. In wrongly believing that my own understanding results to my teammates understanding, I really have made a short cut of effective communication which is creating inefficiency to my job.

I find deficiency also in my organizational skills as evidenced by my having overlooked a lot of times important details in my job because of deficient communication skills, failure to delegate and ineffectiveness if making motivations to my people.

Strategies to address deficiencies with corresponding time table

The way I am going to tackle these leadership deficiencies is to set up a plan where I can draw on personal and others feedback. I have talked to my manager, supervisor, and other coworkers and they have agreed to provide feedback to me on these three subjects. I am going to keep a journal, as well, so that I can track my own thoughts and feelings about how I am handling and improving in these tasks. Also, I plan to do some research on all there subjects so that I may obtain further information on these subjects. The following are the things that I plan to do within my time table.

Improving Patience

On the basis of the above, I found out that I really lacked patience; I have decided to increase my patience in more systematic manner. My high anxiety level, which causes me to get short with people, could really be bad if I will not improve my patience. I am planning to monitor my progress and evaluate myself weekly on my patience levels. In a year I want to get to a point where I can handle any situation, no matter what that entails. I want to get to the point where I don’t let my anxiety interfere with my job duties and interactions with other.

Having stated earlier that lack of patience may be caused by my attitude of perfectionism, I feel addressing the latter is crucial to my development as a person for the desired job. Perfectionism makes me feel that I should always be imposing to people the highest requirement for many work activities without may be considering their capacities. My strategies for improvement of correction of said perceived caused of lack of patience are to analyze the importance of having something perfect in relation to realistic goals of every activity. Since every activity may have its deadline, I would devised an improve schedule so that I will not push myself unnecessarily on things.

But since I may never know if I am progressing on this activity, I would measure my progress and my criteria for measuring the same would be to have less frustration with progress while ensuring that work is still successfully accomplish. The time table for this is one month intervals

Improving Communication

One of the requirements of the targeted job is having a strong mathematical aptitude as well as well developed communication skills (written and verbal). Finding my skills to be lacking in this respect, I have decided to effectively improve my verbal communications skills continually by relying on feedback from manager and supervisors in my present job as well as peers and family and friends.

In my own analysis what is causing my poor communication is the spontaneous and impulsive comments to teammates as I perceived bad comments in return making such irresponsive comments which offend their feelings, hence I would really need to reflect on how my comments would affect others. This is in addition to developing of course and an effective communication plan verbally and in writing.

To know whether I would be progressing I would be recording my observance of the absence of negative peer reactions as well as my observation of positive oral feedback from family and friends. I am also giving month intervals ask for feedback from peers and family/friends

Improving organization skills

Organization will be one of my other big hang-ups and I think this should be evaluated daily by keeping a journal of my tasks as well as a calendar to avoid mistakenly overlooking anything. I believe this will take time to improve, and with the help of my observations, research, and others feedback, I could o be proficient in the skills within the next three years. For the meantime I have short goals as explained below.

One way to improve this is to through having the skill to improve delegation. My rather poor delegation is basically rooted in the fear of poor teammate contributions resulting in team failure. I believe this could be corrected by building on trust with my team mates by being first becoming a trust worthy person. Delegation entails trusting people to do it with confidence to their abilities under given circumstances. In the case of team mates, I would have to realize the extent also of my influence so that I would not be ending up delegating everything. In addition I should be developing a system of evaluations of teammates since it is only in giving them the proper feedback that they would have the chance to improve themselves. The time table for this of course, requires that at checkpoints of project, I will have to assess feelings of comfort of myself and my teammates and address any problems immediately as may be necessary.

Another way of correcting this perceived weakness is to utilize an “equal work” policy. Under this arrangement, some my teammates would not necessarily be burdened with having more than expected and this will have a chance of reducing really the fear of poor teammate contributions resulting in team failure. Still another way of accomplishing this strategy is for me to build in checkpoints for making sure that projects are on time. This simply means that making a reliable schedule to monitor and follow through that projects are on in fact accomplished on time.

As a way of measuring my progress in this strategy, I would have to be chance to measure my progress, with myself personally performing less work that would result to utilizing more time to proper and maximum functioning of my teammates. This development should also be seen in my new developed ability to trust teammates that would lead more to better relationships with them by having a confidence in the result of their work.

Another way to improve organizational skills is to improve my forcefulness in motivating people. As a consequence of poor communication skills, my capacity to motivate or move people is just as limited to a great extent. My strategies for this target is includes attend additional classes on leadership (Erez, M. et. al, 2001), reading pertinent books on motivation (Maddock and Fulton, 1998) and utilizing an effective communication. Motivation on organization is a big deal since organization basically involves people who need to have the internal drive to what they need to do.

Given the fact that organization may not provide every thing what workers may need, I can top a great potential from them by knowing each of my team mates and really find out what drives to excel of perform better in their job.

I would only be able to verify the attainment of these targets if there are positive responses of others to my improved motivational skills. If small goals get accomplished I would be pretty sure that I making a great motivation job on my teammates more often

Another way of measuring the accomplishment of this strategy is the reality of having an accomplished goals and positive team responses. The time table to evaluate others’ responses and behaviors would be to undertake each monthly.

Based on the above plans I believe I would be able to attain the target of becoming a price analyst. The requirements of the targeted position are very clear and I was honest enough to use the requirements to gauge whether I could actually satisfy the same. Driven therefore by the realization that I needed some skills, I should have the courage to correct my deficiency by tracing what are the behaviors that are causing me not to have the much desired requirements of the targeted position in terms of skills.

I have categorized the some major requirements of the job as requiring the value of patience from the need for demonstrated ability to work well under pressure to meet critical deadlines as well as at the ability to adapt to changing priorities and handle multiple tasks. So important is the value of patience in the job and which I have carefully analyzed could be acquired by training me to consider work pressures as normal consider s part of the job that would also help me to adapt to changing priorities and handle multiple tasks to be part of the challenge.

Improving communication between me and the people in the organization was could be by addressing the behavioral cause, that is the spontaneous and impulsive comments to teammates that I commit sometimes based from perceived bad comments. I would just have to stop offending their feelings by my having an honest reflection on how my comments would affect others.

This is in addition to developing of course and an effective communication plan (Thorson and Moore, 1996) verbally and in writing which may involved the applicable of basic principles of effective communication that would be read in theory and experience if the actual workplace. Getting the right feedback from peers and friends would accomplish much for this. Improving my communication skill is also closely related with improving organization skills which I will have to develop over time through my observations, research, and others feedback.

Having targeted to be proficient in the skills within the next three years, I believe would be realistic enough considering my targeted developed skills for communication. To improve organization skill requires me to improve delegation which I found to having been restricted by my fear of poor teammate contributions resulting in team failure. Being correctible by building on trust with my teammates by being first becoming a trust worthy person, I believe that my decision to delegation put me in the very right path to fully attain an integrated organizational skill (Heller et. al., 1998).

I am however cautioned by knowing some limits in my planned delegation by doing still what I need to do best under the circumstances in avoiding to delegating everything. By my honest development of a system of evaluations of teammates, that would give them the proper feedback, I am hoping for the best about the accomplishment of this plan.

Chart of Personal Development Plan

Skill to Improve Causes of Behaviors Strategies Measurement Time table for Assessing Progress

Patience Perfectionism – Analyzing the bad effects of too much perfectionism

– Making a working schedule

– Effective delegation to team mates -reduced frustration

-successful accomplishment of work without much stress Will be monitored monthly

Delegation Fear of poor teammate performance Make a system of evaluation of teammates

– Make an ‘equal work policy.

– Making sure that deadlines are followed Less work to be performed more time for the main requirement of the job Assess feeling of teammates if delegation is received with respect

Effective Communication Irresponsible and impulsive comments Reflect on the effect of comments and reduce the same if necessary

– Design and effective communication plan Absence of negative peer reactions

Positive feedback from friends, managers and supervisors Must be confirmed monthly

Motivation Poor oral and written communication skills Read good books on communication skills.

Attend seminars related to Office communications Willingness of others to have more responsibilities

Attained output targets Evaluation should be done monthly or as often as possible

Related FAQS

1. How do you write a personal development plan for an essay?

There are seven steps to writing a PDP:

• Set yourself goals.
• Prioritize those goals.
• Set yourself deadlines for when you want to achieve them.
• Recognize threats and opportunities.
• Develop your skills or increase your knowledge.
• Use your support network.
• Measure your progress.

2. What are professional development goals examples?

Professional Development Examples

• Complete Leadership Training Before the End of the Quarter.
• Take on More Responsibilities at Work.
• Improve Public Speaking by the End of the Year.
• Learn the New Version of [Software] by Next Month.
• Learn Stress Management Techniques.
• Attend a Convention in my Industry Next Year.

3. What are my personal and professional goals?

Professional goals are related to what you want to accomplish with your education and your career. While personal goals are generally more connected with your health, happiness, relationships, and well-being.

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