Q Our organization is considering pursuing Magnet(R) recognition, but we've been told that it's a long and complex process. What's involved in the process, and is it worth the effort?
Achieving Magnet recognition is the highest honor a nursing organization can attain. The Commission on Magnet Recognition, the governing body of the American Nurses Credentialing Center's Magnet Recognition Program(R), has increasingly raised the bar for the performance of Magnet-recognized organizations. Initially focused on the 14 forces of magnetism-factors found to influence recruitment and retention-the Magnet standards have evolved into an outcomes-based model essential to a culture of excellence and innovation in nursing practice.1 The Magnet standards are rooted in a strong, independent, scientific base, which spans 20 years of research and development. With the current state of the nursing workforce, now is the time to double down on the original intent of the Magnet model: fully enculturating the structure and processes that underpin a high-performing nursing practice environment.
Prior to applying for Magnet recognition, organizations should complete a gap analysis based on the current Magnet application manual standards. Tools and resources for organizations considering Magnet designation are available from the ANCC Magnet Recognition Program website. It's imperative that organizations understand the eligibility requirements, the Magnet model, and the required sources of evidence before beginning the application process.
The process to achieve Magnet recognition consists of four major elements: application, submission of documents, a site visit, and Commission on Magnet Recognition decision. The application is the first step and declares the organization's intent to submit written documents. During this phase, organizations will submit documentation regarding the organizational structure, qualifications of the CNO and other nurse leaders, as well as other documents establishing the organization's eligibility. Following the application, organizations will prepare and submit documents (the second phase of the process), which can take from several months up to a year or more, depending on the organization's readiness at the time of application. The documents contain examples of how the organization meets the sources of evidence under each of the Magnet model components and tells the story of nurses' contributions to the empirical outcomes achieved by the applicant. Requirements for the documents are very specific and must be followed precisely to be appropriately evaluated. Once submitted, an independent appraisal team reviews and scores the documents, resulting in one of the following outcomes: 1) the documentation doesn't meet the standards and the application process ends; 2) the documentation meets the minimum thresholds, but additional documentation is required; or 3) the documentation meets the standards, and the organization advances to next phase of the appraisal process, the site visit. Organizations required to submit more documentation are given a one-time opportunity to provide additional examples and data to move to the site visit phase.
The same team of appraisers who reviews and scores the documents conducts the visit. The purpose of the site visit is to clarify, amplify, and verify the contents of the written document. Once the site visit concludes, the appraisal team submits a written report to the Commission on Magnet Recognition, which makes the final determination regarding recognition status.
Since the Magnet program's inception, numerous studies have examined the impact on organizations of implementing the various Magnet model elements. Work culture, retention, nurse-sensitive outcomes, and patient satisfaction are a few such areas. As the Magnet program grows, its strong scientific basis continues to evolve. With the increasing demand for clinical nurses, high levels of burnout, and eroding quality outcomes nationally, it has never been more important to adopt an evidence-based framework for nursing excellence.
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