HOW-TOs
Career Mobility Ladders
Overview
Career mobility ladders strive to create a professional career path for certified nursing assistants (C.N.A.s) in long term care settings. To be effective, this ladder needs to be closely aligned with the goals and objectives of the organization. Just as importantly, the career ladder aims to support and empower C.N.A.s in their important work and give them meaningful opportunities for growth and advancement.
The career ladder program should fit comfortably within the entire human resource plan of each organization. It should be coordinated with all workforce development and retention activities. It should also be considered as a component of the quality improvement strategy of the organization.
The career mobility ladder is generally composed of two to three levels with the first being the basic CNA and Level 2 CNA being an advanced level with greater knowledge and skills to fulfill an expanded roles and a third level taking the C.N.A. to a greater level of skills and responsibility. What the additional skills and responsibilities will be needs to be determined by each organization.
If an organization chooses to create a career mobility ladder for CNAs it must be with careful consideration and planning. A career ladder alone will do little to empower CNAs if the organization itself has not defined what the advanced role will be and what organizational supports are necessary to support CNAs in their new roles.
A CNA Career Mobility Ladder will be most effective and successful as one component of the entire workforce philosophy and structure.
Program Goals and Objectives-
To identify how the career mobility ladder will further organization goals.
To determine what C.N.A.s, residents, nurses, families and other departments expect and require from advanced C.N.A.s.
To establish a clear and attainable career mobility ladder program.
To define the roles and responsibilities of C.N.A.s at each level of the program.
Anna Ortigara RN, MS Life Services Network
To establish basic skills and competencies needed for the C.N.A. to be successful at each level.
To measure outcomes of the career mobility ladder process.
Process Description
- Career Ladder Program
The development of the structure that includes the number of levels that are reasonably attainable to allow for advancement and the structures for recruitment, selection, and education of the candidates for advanced status. Involve Human Resources for development and approval.
- Application Procedure
The procedure for application and selection of candidates must have consistent criteria and a defined structure. The following are some factors to include.
-All qualifying CNAs will be notified in writing regarding the start of the application process.
-The application and letters of recommendation will be available at a central and convenient location.
-Interested persons will become candidates by submitting the application and two letters of recommendation.
-All applications will be reviewed by nurse leadership. Qualified candidates will be identified by nurse leadership. All qualified candidates will be notified and appointments for interviews will be scheduled. Applicants not accepted for interview should be contacted and told which criteria were not met.
- Selection Procedure
A consistent and objective selection procedure is critical for program credibility and success.
-Leadership will interview the candidates for final selection. Leadership can include the Director of Nursing, the nurse educator, the nurse practitioner, the employee’s nurse manager, and HR staff . Successful candidates will be notified in writing.
Anna Ortigara RN, MS Life Services Network
-Not selected candidates should be told in person with guidance on how to meet criteria in the future.
-Successful candidates will have demonstrated skills in areas of leadership, dependability, excellent clinical care, and teamwork.
All chosen candidates will be scheduled for the Advanced CNA Career Development Education Program
- Curriculum for Career Ladder:
a. The topics
Identify educational content to include in the educational program for each level of ladder Include: objectives, content development, educational exercises, supporting materials, and evaluation materials
b. Faculty Recommendations
Who should teach the career ladder curriculum? This is an important issue to be considered.Someone within the organization with a true commitment to frontline workers needs to be identified. The faculty should have excellent teaching skills and knowledge of adult education learning principles.
The course should be taught with interactive teaching methods and with an emphasis on critical thinking. A variety of teaching methods are recommended throughout the curriculum to involve and respect adult learners.
- Job Description and Performance Evaluation:
A job description and performance evaluation for each level of the career ladder should be reflective of the expanded role envisioned by the organization.
- A set of additional roles and responsibilities to distinguish performance at each level and an evaluation process for movement from level to the next using supervisory and peer evaluation. The expectations of staff in these advanced roles and criteria for evaluation are critical for an effective program
- Incentives and benefits
An increase in pay and/or benefits needs to be tied to the levels of achievement. This will require budgeting and approval.
Anna Ortigara RN, MS Life Services Network
- Ongoing Criteria for Continued Status
For a career ladder to be successful it is important to have an ongoing mechanism for continued growth and involvement. Some programs have qualifying awards or recognition points with educational, leadership, and organizational activities that can be earned to meet pre-set requirements in order to maintain advanced status.
Challenges to Success
There are many challenges to the success of a career ladder program.
- Program logistics and administration
- Organization commitment to the empowerment of C.N.A.s
- Buy-in from C.N.A.’s about the structure of the program before implementation.
- Nursing commitment and participation in empowering C.N.A.s
- Clarity on the role of Advanced C.N.A.s
- Ongoing support and development of Advanced C.N.A.s
Anna Ortigara RN, MS Life Services Network
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