Lesson 43: Personal and Professional Responsibilities

[Audio] Lesson 43: Personal and Professional Responsibilities Prepared by: Raven F. Velasquez, BSN 401.

[Audio] Table of Contents 1 Nursing as a Profession Nursing Competency Core Standards Professional Decorum 2 Roles & Responsibilities of a Beginning Nurse Practitioner 3 Career Development Job Search/ Job Leads Preparing for an Interview Developing a Professional Portfolio 4 Emerging Opportunity Fields of Specialization Expanded Roles of Nurses Issues & Trends in Nursing.

[Audio] 5 Nursing Association Philippine Nurses Association, Inc. 6 Relevant RBON Resolutions Affecting Nursing Practice Continuing Professional Development ( CPD).

[Audio] Nursing as a Profession. 01. Nursing as a Profession.

[Audio] Nursing's Social Policy Statement: The Essence of the Profession defines nursing as "the protection, promotion, and optimization of health and abilities, prevention of illness and injury, alleviation of suffering through the diagnosis and treatment of human response, and advocacy in the care of individuals, families, communities, and populations" ( ANA, 2010, p. 10). Further, it describes the role of professional nursing in society and health care and provides an overview of the essence of nursing practice. The profession of nursing has a contract with society that grants the profession authority and reflects nursing's core values and strong code of ethics. This social contract identifies the profession's active leadership role related to the following six social concerns (ANA, 2010, p. 4– 5).

[Audio] 6 Social Concerns ( ANA, 2010) 1. Organization, delivery, and financing of quality health care 2. Provision for the public's health.

[Audio] 3. Expansion of nursing and health-care knowledge and appropriate application of technology 4. Expansion of health-care resources and health policy 5. Definitive planning for health policy and regulation 6. Duties under extreme conditions Nurse leaders and managers can use Nursing's Social Policy Statement as a foundational resource to reinforce with nursing staff on a regular basis the concepts of autonomy and competence, the scope and standards of nursing practice, and the nursing process. In addition, this resource can provide a basis for developing a unit vision, mission, and philosophy, as well as strategic planning..

[Audio] Nursing Competency Core Standards The National Nursing Core Competencies Standards of 2012 includes the three ( 3) major roles of the professional nurse. As a nurse generalist, they can assume the following roles on: Client care, Leadership and Management, and Research..

[Audio] Professional Decorum Professionalism in nursing is defined as "the consistent demonstration of core values evidenced by nurses working with other professionals to achieve optimal health and wellness outcomes in patients, families, and communities by wisely applying principles of altruism, excellence, caring, ethics, respect, communication, and accountability" ( AACN, 2008, p. 26). Being a professional nurse involves accountability for oneself and one's nursing practice and a duty to provide safe and quality care. Professional values and associated behaviors are critical to professional nursing practice (AACN, 2008; ANA, 2015a). There are five core professional values nurses must follow (AACN, 2008, pp. 27– 28).

[Audio] five core professional values Altruism: A concern for the welfare and well-being of others. In professional practice, altruism is reflected by a nurse's concern and advocacy for the welfare of patients, other nurses, and other health-care providers. Autonomy: The right to self-determination. Professional practice reflects autonomy when the nurse respects a patient's right to make health-care decisions. Human dignity: Respect for the inherent worth and uniqueness of individuals and populations. In professional practice, concern for human dignity is reflected when the nurse values and respects all patients and colleagues. Integrity: Acting in accordance with an appropriate code of ethics and accepted standards of practice. Integrity is reflected in professional practice when the nurse is honest and provides care based on an ethical framework that is accepted within the profession. Social justice: Acting in accordance with fair treatment regardless of economic status, race, ethnicity, age, citizenship, disability, or sexual orientation. Nurses must become self-aware and understand their personal values to better recognize situations that may result in inner conflict between personal and professional values..

[Audio] Roles and Responsibilities of a Beginning Nurse Practitioner.

[Audio] BEGINNING NURSE'S ROLE ON CLIENT CARE Practices in accordance with legal principles and the code of ethics in making personal and professional judgment. Utilizes the nursing process in the interdisciplinary care of clients that empowers the clients and promotes safe quality care. Maintains complete, accurate and up to date recording and reporting system. Establishes collaborative relationship with colleagues and other members of the team to enhance nursing and other health care services. Promotes professional and personal growth and development..

[Audio] BEGINNING NURSE'S ROLE ON MANAGEMENT AND LEADERSHIP Demonstrates management and leadership skills to provide safe and quality care Demonstrates accountability for safe nursing practice. Demonstrates management and leadership skills to deliver health programs and services effectively to specific client groups in the community settings. Manages a community/ village based health facility/component of a health program or a nursing service. Demonstrates ability to lead and supervise nursing support staff. Utilizes appropriate mechanism for networking, linkage building and referrals..

[Audio] BEGINNING NURSE'S ROLE ON RESEARCH Engages in nursing or health related research with or under the supervision of an experienced researcher. Evaluates research study/ report utilizing guidelines in the conduct of a written research critique. Applies the research process in improving client care in partnership with a quality improvement/quality assurance/ nursing audit team..

[Audio] Career Development. 03. Career Development.

[Audio] Job Search/ Job Leads The current job market is promising for new nurse graduates. According to the American Nurses Association (ANA, 2014a), the percentage of job offers at the time of graduation for nurses with a baccalaureate degree in nursing ( BSN) is 59% compared with other college graduates ( 29.3%). A total of 1.13 million new registered nurses ( RNs) will be needed by 2022 to fill new jobs and to replace retiring nurses (ANA, 2014a). Finding the right position at an organization where education is valued and advanced education is supported and promoted is essential to long-term success and job satisfaction as a nurse. The American Association of Colleges of Nursing ( AACN, 2015) identified hallmarks or characteristics of the practice setting that best support professional nursing practice. When present, these hallmarks allow baccalaureate and higher-degree nurses to practice to their full potential. These eight hallmarks are included in the AACN ( 2016) brochure What Every Nursing Student Should Know When Seeking Employment to assist nursing students and new nurse graduates in making the best decision on where to seek employment following graduation..

[Audio] Preparing for an interview The interview process can be stressful for all nurses. To lessen anxiety, nurses should prepare for the interview by learning about the organization ahead of time. Seeking out the following information can be very helpful in preparing for the interview and lessening anxiety: The organization's mission, vision, and philosophy Accreditation status and Magnet status Length of orientation or residency program Nurse-to-patient ratio and professional practice model Whether the nursing service uses a shared governance model If unable to determine this information beforehand, the nurse should plan to ask about it during the interview. Preparing a few questions to ask during the interview process is appropriate and shows forethought. In fact, asking thoughtful questions specific to the organization, unit, and position shows the prospective employer that the nurse has put forth effort to learn about the organization and is sincerely interested in the position. Additionally, the nurse should plan to arrive to the interview a few minutes early. It is a good idea to ask for clear directions to the facility, specific building, and office where the interview will take place. If the interview is in an area the nurse is not familiar with, visiting the site a few days before, identifying the building, and checking out the parking can be helpful. Professional dress is a must, as is comfort. This is not the time to be tugging on a jacket that does not fit properly or limping because of blisters from new shoes. Remember, the interview is a two-way process. The employer is determining whether the applicant is qualified to meet the needs of the unit, and the applicant is deciding whether the position meets his or her personal and professional needs..

[Audio] Developing a Professional Portfolio A resume is a record of a nurse's education, employment history, accomplishments, and achievements. A well-designed and well-thought-out resume can help a new nurse graduate gain an advantage over others. As a new graduate, a nurse should develop a resume that includes any work experience in health care, volunteer experiences, and special accomplishments during education such as awards and honors received, scholarly assignments, memberships in student organizations, and any leadership positions held. Keep in mind that every activity does not belong on the resume. In fact, most nurse leaders and managers spend approximately 30 seconds reviewing the typical resume ( Hood, 2014). Therefore, a resume must present a concise picture of the nurse's strengths, accomplishments, and experiences. Using headings guides the nurse leader and manager in finding specific information. The resume should be written and revised to showcase specific experiences and accomplishments that match the position for which a nurse is applying..

[Audio] In addition to an effective resume, the new nurse graduate needs to develop a cover letter. A cover letter should always accompany the resume. The cover letter is how the nurse introduces himself or herself to the prospective employer. An effective cover letter is addressed to a specific person and includes the following: The reason the nurse is applying for a specific position A brief statement of the nurse's qualifications for the position, including strengths and experiences related to the position A statement expressing appreciation to the prospective employer for consideration.

[Audio] Emerging Opportunity. 04. Emerging Opportunity.

[Audio] Fields of specialization Specialty certification validates specific knowledge, skills, and attitudes demonstrated by a nurse in a specialized area of practice. Certified nurses are role models of professional accountability ( Altman, 2011). By becoming certified, nurses demonstrate they are responsible for their own practice by seeking further education and being motivated to provide high-quality nursing care. In addition, nurses who continually renew their certification demonstrate their commitment to increasing their knowledge in their nursing specialty ( Foster, 2012). Nurse leaders and managers prefer to hire certified nurses if possible because they have a proven knowledge base, documented experience in their clinical specialty, and a demonstrated commitment to lifelong learning and career advancement (Altman, 2011; Stromborg, Niebuhr, & Prevost, 2005)..

[Audio] In addition, research suggests that specialty certification improves patient safety outcomes ( Boltz, Capezuti, Wagner, Rosenberg, & Secic, 2013; Kendall-Gallagher & Blegen, 2009). Nurse leaders and managers can promote certification by seeking certification themselves and advocating for organizational support for certification such as financial incentives, public recognition, and including credentials on name tags. Specialty certification has a positive impact on staff, patients, and the organization ( Altman, 2011)..

[Audio] Expanded Roles of Nurses Beyond the beginning professional roles, the nurse can pursue any of the following career options: Advanced Practice Nursing Include the following roles but not limited to: Ambulatory Care, Cardiovascular Nursing, Critical Care Nursing, Diabetes Educator, Emergency Care Nursing, Enterostomal and Wound Care Nursing. Entrepreneurial Nursing, Gerontology Nursing, Hospice/Palliative Nursing, Nephrology Nursing, Neurologic Nursing, Nursing Informatics, Oncology Nursing, Orthopedic Nursing, Renal Nursing and Telehealth Nursing, Public Health /Community Health Nursing Include the following roles but not limited to: Occupational Health Nursing, School Nursing, Home Health Nursing, Health and Wellness Nursing, Military Nursing Nursing Education Serves as Nurse Educator and Nurse Education Specialist Leadership and Governance Serve as Middle Nurse Manager and Nurse Executive Allied Fields The BSN program is allied to the following health related programs: Health Related Program Dentistry Medical Technology Medicine Nutrition and Dietetics Occupational Therapy Optometry Pharmacy Physical Therapy Public Health Radiologic Technology Respiratory Therapy Speech Language Pathology Social Sciences Anthropology Psychology Sociology.

[Audio] Issues and Trends in Nursing The Current Nursing Shortage Importing Foreign Nurses Gender Diversity in Nursing Mandatory Overtime in Nursing Technology in the Health Care Workplace.

[Audio] The Current Nursing Shortage As government and private insurer reimbursement declined in the 1990s and managed care costs soared, many health care organizations, and hospitals in particular, began downsizing to achieve cost containment by eliminating registered nursing jobs or by replacing registered nurses ( RNs) with unlicensed assistive personnel. Even hospitals that did not downsize during this period often did little to recruit qualified RNs. This downsizing and shortsightedness regarding recruitment and retention contributed to the beginning of an acute shortage of RNs in many health care settings by the late 1990s. Peter Buerhaus, an expert on health care workforce needs, suggested that the health care quality and safety movement also exacerbated the shortage in the late 1990s as research emerged to demonstrate the relationship between nurse staffing and patient outcomes and the public became aware of how important an adequately sized workforce was to patient safety ( Roman, 2008). Unlike earlier nursing shortages, which typically lasted only a few years, the current shortage has lasted longer and been more severe than any nursing shortage experienced thus far. In fact, Herbst ( 2007) stated that hospital administrators and nurses' advocates consider the current shortage to be a " staffing crisis." Causes of the Current Nursing Shortage: Increasing elderly population (more individuals who are chronically ill). Increased acuity in acute care settings, requiring higher-level nursing skills. Downsizing and restructuring of the late 1990s, which eliminated many RN positions. A relatively healthy economy in the late 1990s and early 2000, which encouraged some nurses to change from full time employment to part-time or to quit. Aging RN workforce. Workplace dissatisfaction. Women choosing fields other than nursing for a career. Aging faculty for RN programs. Inadequate nursing programs to accommodate interested applicants. Low ceiling on wages for RNs without advanced degrees. Future educator pool for RNs more limited than demand. Strategies for Addressing the Shortage: Demonstrate to health care leaders that nurses are the critical difference in health care system. Reposition nursing as a highly versatile profession in which young people can learn science and technology, customer service, critical thinking, and decision-making skills. Construct practice environments that are interdisciplinary and build on relationships among nurses, physicians, other health care professionals, patients, and communities. Create patient care models that encourage professional nurse autonomy and clinical decision making. Develop additional evaluation systems that measure the relationship of timely nursing interventions to patient outcomes. Establish additional standards and mechanisms for recognition of professional practice environments. Develop career enhancement incentives for nurses to pursue professional practice. Evaluate the effects of the nursing shortage on the preparation of the next generation of nurse educators, nurse administrators, and nurse researchers and take strategic action. Implement and sustain a marketing effort that addresses the image of nursing and the recruitment of qualified students into nursing as a career. Promote higher education to nurses of all educational levels. Develop and implement strategies to promote the retention of RNs and nurse educators in the workforce..

[Audio] Importing Foreign Nurses One increasingly common means of alleviating the current nursing shortage has been to recruit foreign nurses. In fact, the number of international migrants has doubled since 1970, and nurses are increasingly a part of that migratory stream ( Kingma, 2007). International recruitment and nurse migration— moving from one country to another in search of employment—has been viewed as a relatively inexpensive, "quick-fix" solution to rapidly increasing health care worker shortages. The current situation, however, is different from those in the past, when nurse migration was mostly based on individual motivation. Now there is active planning of large-scale international nurse recruitment, often from developing countries. Effect of Push–Pull Migration on Philippines Lorenzo, Galvez-Tan, Icamina, and Javier (2007) suggested that the Philippines is a job-scarce environment, and even for those with jobs in the health care sector, poor working conditions often motivate nurses to seek employment overseas. The country is dependent on labor migration to ease a tight domestic labor market. National opinion has generally focused on the improved quality of life for individual migrants and their families and on the benefits of remittances to the nation; however, a shortage of highly skilled nurses and the massive retraining of physicians to become nurses elsewhere has created severe problems for the Filipino health system, including the closure of many hospitals..

[Audio] Gender Diversity in Nursing Diversity goals in nursing are not just directed at ethnicity—they also frequently include increasing the number of men in nursing. Although men have worked as nurses for centuries, just 5.8% of the nation's 2.9 million nurses are men, a percentage that has climbed fairly steadily since the NNSRN was first conducted in 1980 ( AACN, 2008a). Indeed, the number of male nurses has surged from 45,060 nurses in 1980 to 168,181 nurses in 2004, an increase of 273.2% in this time period (AACN). Yet, despite a call to increase the number of men in nursing, progress in this regard has been slow for many reasons. Stereotypes of male nurses as being different or effeminate due to their close working relationship with women persist. In addition, most of the public would describe nursing as a female occupation, and young men often report they never even considered a career as a nurse. The media also perpetuates the image of the nurse as female. Many media sources, and even nursing textbooks at times, refer to the comforting caregiver nurse as "she" and make no mention of men, except as sickly, demanding patients. The stereotype of the male nurse as homosexual is also prevalent. Harding's ( 2007) study of New Zealand male nurses found that despite participants' beliefs that most male nurses are heterosexual, many male nurses are exposed to homophobia in the workplace. The heterosexual men reported employing strategies to avoid a presumption of homosexuality, including avoiding contact with gay colleagues and overt expression of their heterosexuality. Research by Snyder and Green ( 2008) suggested that male nurses might also seek employment in areas of nursing they perceive to be "more masculine" in an effort to dispel questions about their sexuality. Harding (2007) concluded that a paradox exists between the public call for more men to engage in caring professions such as nursing and the repercussions they often experience as a result of the stereotype of male nurses as gay or sexually predatory. He suggested that these stigmatizing discourses deter men's entry into the profession and likely affect their retention. Nelson and Belcher ( 2006) agreed, suggesting that homophobia and a perception that nursing is an occupation only for women are key reasons that many men avoid choosing nursing as a profession. Equally troubling are the research findings of Harding, North, and Perkins (2008) that whereas touch is important in nursing care, it is problematic for male nurses because women's use of touch is viewed as a caring behavior and men's touch is often viewed sexually. Male nurses in this study described their vulnerability, how they protected themselves from risk, and the resulting stress. The researchers concluded that a paradox emerges whereby the very measures employed to protect both patients and men as nurses exacerbate the perceived risk posed by men carrying out intimate care. Clearly, stereotypes that suggest that male nurses are less capable of therapeutic caring, compassion, and nurturing than female nurses hurt the profession, as well as society in general..

[Audio] Mandatory Overtime in Nursing: How Much? How Often? The Consequences of Mandatory Overtime Research on the effects of overtime has been largely limited to studies of individuals working scheduled 12-hour shifts. According to a study by the Division of Biomedical and Behavioral Science of the National Institute for Occupational Safety and Health, when staff plan to work 12-hour shifts or additional shifts on a volunteer basis, they are more likely to get plenty of rest immediately before working the extended shift. Overtime mandated by an employer, however, occurs with little or no prior notice, so higher levels of fatigue may occur. In addition, many nurses report working far more than 12 hours when mandatory overtime is involved. How long can nurses work safely? Given the variability in each situation, there is no one answer to this question. There is little doubt, however, that after a certain point of protracted worktime, fatigue becomes a factor and the likelihood of errors, near errors, mistakes, and lapses in judgment increases. Other industries, such as airlines and trucking, have recognized this for years and have limited the hours employees in these industries can work without breaks (ANA, 2008d). The ANA ( 2006) argued that nursing employers should do the same by ensuring that sufficient system resources exist to ( 1) provide the individual registered nurse in all roles and settings with a work schedule that provides for adequate rest and recuperation between scheduled work and (2) provide sufficient compensation and appropriate staffing systems that foster a safe and healthful environment in which the registered nurse does not feel compelled to seek supplemental income through overtime, extra shifts, and other practices that contribute to worker fatigue. Alternatives to Mandatory Overtime There are many successful alternatives to mandatory overtime that share commonalities—providing incentives that induce employees to willingly work extra hours and giving employees some degree of control over when they work. One alternative intended to reduce staffing shortages is shift bidding. In shift bidding, a health care organization posts available shifts online as well as maximum pay rate, and then nurses bid their price to work on that shift. If the organization receives more offers to work than are needed, the nurses requesting the highest rate of pay are typically notified and given an option to resubmit a lower bid ( Foster, 2006). Lambrinos, LaPosta, and Cohen ( 2004) described another alternative successfully used at an academic medical center that increased nursing hours while decreasing costs. This Pay Enhancement Program included a monetary incentive program and a new premium pay structure. The incentive program was based on committed hours, as well as the actual number of hours worked each pay period by full-time and 0.9-status nurses. Nurses who worked 80 or more hours in a 2-week period received bonuses of $ 150 to $ 200 per pay period. Premium pay for last-minute call-ins was redesigned so that full-time nurses were eligible for a premium rate of 2.0, whereas nurses at 0.9 status could receive premium pay at a rate of 1.75 times normal. Nurses working between 0.5 and 0.8 status were limited to premium pay of 1.5 times their normal rate of pay. Both the incentive program and premium pay options were reported to have encouraged nurses to work more, meaning that mandatory overtime would be decreased. Another alternative to mandatory overtime was reported at Borgess Medical Center in Michigan ( Borgess RNs Win, 2007). This alternative created a nurse resource team to supplement the full-time nursing staff. The nurse resource team provides a pool of per diem nurses who are already familiar with the hospital and appropriately trained to fill in as needed..

[Audio] Technology in the Health Care Workplace Noor ( 2007) suggested that 21st-century cyberinfrastructure will likely evolve into an electronic care continuum with pervasive access to global, accurate, and timely medical knowledge for individuals about their health needs in an era of rapid change and expanding knowledge. Clearly, evolving technologies offer great opportunities to improve the quality of patient care, but technology alone is not the answer. Regardless of the system that is deployed, health care organizations must consider what technology can best be used in each individual setting and how it should be used. In addition, successfully adopting and integrating new technology will require that care providers understand that technology's limitations as well as its benefits. Debates about how best to merge the human element of care (caring) and technology will continue. Historically, machines have been unable to demonstrate caring, although the development of new robotic devices is challenging this long-held belief. Nurses also need to overcome their " technophobia" because, clearly, care can be improved with the appropriate use of technology and, ironically, it is technology that will likely give nurses more time to do " nursing." Nurses must therefore keep the improvement of patient care first and foremost in their technology development agenda. In addition, nurses must embrace the use of technology as part of the skill set that will be expected of nurses in the 21st century..

[Audio] Nursing Associations. 05. Nursing Associations.

[Audio] Philippine Nurses Association, Inc. Philippine Nurses Association, Inc. International Council Of Nurses.

[Audio] Founded on September 2, 1922 as Filipino Nurses Association ( FNA) in a meeting of 150 nurses presided by then Anastacia Giron Tupas ( Mrs. Tupas), the FNA was incorporated in 1924. The International Council of Nurses accepted the FNA as one of the member organizations during the Congress held in Montreal, Canada on July 8- 13, 1929..

[Audio] The FNA became the PNA ( Philippine Nurses Association) in 1966, which was the same year that the office at 1663 F.T. Benitez Street, Malate, Manila was inaugurated. Today there is a total of 368,589 licensed nurses ( February 2005) in the Philippines and produces an average of 13,000 new nurses every year. The PNA was awarded the Most Outstanding Accredited Professional Organization by the Professional Regulation Commission in 2003 besting 40 other professional associations and was five-time nominee for the same award. International Affiliations: International Council of Nurses; World Health Organization Nursing Law. The New Philippine Nursing Act of 2002, Republic Act No. 9173, was passed on October 2002 with the aim of uplifting the standards of nursing in the country. Nursing Education. There are about 350 Nursing schools in the Philippines which is regulated by the Commission on Higher Education..

[Audio] Life Purpose To promote professional growth towards the attainment of highest standards of nursing. Mission Championing the global competence, welfare, and positive and professional image of the Filipino nurse. Vision By 2030, PNA is the primary professional association advancing the welfare and development of globally competitive Filipino nurses..

[Audio] Core Values Love of God and Country Caring Quality and Excellence Integrity Collaboration.

[Audio] Program Thrusts Promote the holistic welfare of nurses Generate programs and activities that would prepare nurses to be globally-competitive. Intensify membership campaign. Engage nurses to actively participate in the programs, projects, and activities of the association. Establish national and international networking/ linkages. Promote the professional image of the nurses and nursing. Guarantee transparent, policy-based and responsible utilization of resources. Contribute to nation-building through institutionalized social responsibility initiatives. Promote the Positive Practice Environment ( PPE) for nurses..

[Audio] Relevant R BON resolutions affecting nursing practice.

[Audio] Continuing Professional Development ( CPD) Under Section 15 of Article IV of Republic Act 10912, otherwise known as the "Continuing Professional Development ( CPD) Act of 2016", the Professional Regulatory Boards are given the authority to prescribe their own requirements or procedures relating to the CPD as may be pertinent and applicable to their respective professions, PROVIDED, that the same does not contravene any of the provisions of RA 10912 and its Implementing Rules and Regulations ( IRR). The law has mandated PRC to require earning CPD units for nurses and other professionals for renewal of license cards. Effective March 1, 2019, nurses need only 15 Continuing Professional Development (CPD) units in the 3 year renewal period. That's only 5 units per year. Professional Regulations Commission (PRC) started to require CPD units for renewal after Republic Act 10912 or the CPD of 2016 was enacted. PRC then issued Resolution No. 1032 or Implementing Rules and Regulations (IRR) for CPD Law. Professional Regulatory Board of Nursing issued Resolution No. 21 series of 2017 which provides the Operational Guidelines for the nurses. Initially, the nurses were required 45 CPD units for the 3-year renewal cycle or 15 units per year. But due to public backlash, stakeholders had to reconsider the guidelines and come up with some amendments. During the Senate committee hearing, Senators Antonio Trillanes IV (principal author of CPD Law), Ralph Recto, and Miguel Zubiri urged PRC Commissioners and CPD Council members to look into the implementation of the law after numerous complaints received by their offices regarding the measure. Professionals, especially nurses and teachers, decried that it is unnecessary and burdensome, primarily due to the expensive costs of seminars and training one has to undergo to earn CPD units..

[Audio] Why require CPD? Nurses have to expand their knowledge and technical competencies as stipulated in PRC Operational Guidelines. These would help them in light of the complexities of the healthcare needs and demands for better delivery of safe nursing care services. This is also in line with meeting the ASEAN Core Competency Standards, where there is a need to continuously update themselves in order to meet these challenges. Nurses need to attend programs accredited by the CPD Council to earn units. These may include Formal learning, Nonformal learning, Informal learning, Self-directed learning, Online learning activities, Professional work experience. CPD programs are offered by accredited nursing organizations such as the Philippine Nurses Association ( PNA), Association of Nursing Service Administrators of the Philippines ( ANSAP), CCNAPI, and AngNars..

REFERENCES:. Commission on Higher Education (2017). CMO 15 series 2017. Policies, Standards and Guidelines for the Bachelor of Science in Nursing (BSN) Program. Abaquin , C. (2014). The Roles of the Professional Nurse. In National Nursing: Core Competency Standards: Training modules: Philippines (pp. 8–15). essay, ILO. Murray, E. (2017). Nursing Leadership and Management for Patient Safety and Quality Care . F.A. Davies. Nonoy . (2021, April 27). 2021 PRC CPD units required for Nurses . Nurse Updates. Retrieved October 28, 2021, from https:// www.nurseupdates.com / prc - cpd -units-for-nurses/. Huston, C. J. (2020). Professional issues in nursing: Challenges and opportunities . Wolters Kluwer. Professional Regulation Commission Manila (2017). Professional Regulatory Board of Nursing Resolution 21 Series of 2017. Operational Guidelines for the Implementation of RA10912, Otherwise Known as the “Continuing Professional Development (CPD) Act of 2016” for Nursing..

[Audio] Thanks!. Thanks! Prepared by: Raven F. Velasquez, BSN 401.