Only about 9 percent of all U.S. hospitals have earned this designation from the American Nurses Credentialing Center (ANCC). This nurse learned that when she returned to school to become an NP. Decentralised organisational structure with active nurse representation in decision-making bodies, Professional models of care that give nurses responsibility and authority, Autonomy for nurses reflected in their concern for standard setting and monitoring of care at unit and organisational levels, Quality of care is paramount, with nurses feeling they work in an environment where excellence is valued, Nurses actively participating in assessing and improving care to bring about quality improvements, Positive image of nursing across the organisation so nurses feel valued and respected, Strong emphasis on personal and professional growth and staff development, Interdisciplinary relationships characterised by shared decision making and mutual respect, High patient satisfaction associated with positive practice environments, Advanced culture of teamwork and nursing leadership, which has a positive impact on organisational decision making, Improved quality and safety of patient care, Greater engagement from nurses in care quality improvement (evidence-based care and innovation), The Magnet Recognition Program is a global accreditation system for nursing excellence developed in the US, Its tenet is that creating positive work environments for nurses leads to improved outcomes for staff and patients, The nurse recruitment and retention crisis is fuelling interest in Magnet in the UK: three trusts are pursuing recognition, Magnet organisations promote greater nurse autonomy, empowerment, decision making, clinical collaboration and professional development, The journey towards Magnet recognition offers opportunities to improve quality, and engage and empower staff at all levels. Magnet domains and the ‘forces of Magnetism’, 4. A culture where people like to work. Author: Kerry Jones is Magnet programme director at Nottingham University Hospitals Trust. Although Magnet is far less established outside of the US, many of its benefits – such as reducing nurse turnover – appear transferable. Our application for Magnet recognition could take up to another three years. A positive work environment with shared decision making on patient care issues. When a hospital has achieved magnet hospital status, it means that the hospital’s administrators have implemented nursing quality care strategies that allow the hospital to operate at the highest level. Optimum job satisfaction results in lower nurse attrition and an improved patient experience. This article describes the fundamentals of Magnet and discusses its outcomes from the perspective of the Magnet programme director at Nottingham University Hospitals Trust, one of three UK organisations currently engaged in the process of obtaining Magnet recognition. You need a nursing degree to work in a Magnet hospital - Magnet-recognised organisations must provide high-quality education across the board, so they have more nurses with specialist qualifications and degrees. The Journey to Magnet Certification is a journey for the entire organization. Your involvement begins today. Magnet status is regarded as the highest recognition of excellence in nursing a hospital can receive. These savings far outweighed the running costs of Magnet, which are estimated at £150,000-220,000 for the largest hospitals. Built on creating work environments that attract and retain nursing talent and empower nurses to deliver exemplary patient care, Magnet is overseen by the American Nurses Credentialing Center (ANCC), an affiliate of the American Nurses Association (ANA). The Shape of Caring review on future workforce needs recommended that Health Education England examine the potential for “developing and implementing Magnet principles” (HEE, 2015). It is about seeking out the good work nurses are doing already, recognising it and celebrating it. Evidence-based practice (EBP) committees provide a streamlined approach for improving clinical/bedside practice decisions based … She said the UW Medical Center considers every nurse a nurse researcher. These benefits include an improved ability to attract top talent, improving patient care, safety and satisfaction, fostering a collaborative culture, advancing nursing standards of practice and … This showed that nurses felt they were part of a ‘production line’, lacked professional autonomy, and were undervalued and unappreciated. It warns that retention is a significant issue and that “there are not enough nurses to provide the care that patients need and, most importantly, that the NHS has funding for” (RCN, 2017). Thus the magnet status serves the purpose of recognizing the healthcare organizations that deliver excellence in nursing, provide opportunities for growth and development of the nursing staff, and an environment that supports the practice of professional nursing. The research revealed that nurses and midwives wanted similar things in terms of job satisfaction, and these things closely matched the characteristics of Magnet organisations (Box 2). According to the RCN, “Magnet provides an evidence-based framework which recognises that nursing has evolved into a profession which, although distinct from doctors, boasts a skills-set which is just as valuable to patients […] Magnet’s role has been to encourage care providers to recognise and embrace this vital contribution – supporting nurses as partners in the formulation and delivery of care” (RCN, 2015). Working conditions (including issues such as staffing levels); A change in personal circumstances (such as ill health or caring responsibilities); A disillusionment with the quality of care provided to patients (NMC, 2017). Evidence suggests that Magnet hospitals have higher percentages of satisfied nurses, lower turnover, fewer vacancies, improved clinical outcomes for patients, greater nurse autonomy and enhanced patient satisfaction than non-Magnet hospitals. 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