Succession Planning for Chief Nursing Officers in Acute Care Medical Centers in California

Abstract

(41st Biennial Convention) Succession planning for CNE positions is a critical nursing leadership issue. Nursing is at the crossroads in the midst of a nursing shortage due to the rapid changes such as nursing retirement of aging baby boomers; and the increasing complexities of health care demands. The study examines the relationship between succession planning and role competencies of CNEs in acute care medical centers in California in preparing for the next generation of nurse leaders. Succession planning is the process of building the internal leadership pipeline. CNEs need to be prepared for the competencies needed for their roles. CNEs are the linchpin positions that create a successful team to lead the organization. The lack of succession planning will ultimately affect the performance and turnover of CNEs in acute care facilities within the health care system. This is a mixed method two phased study. The first phase is a non-experimental quantitative correlation study using the CNE Succession Planning Survey, and the AONE Nurse Executives Competencies Assessment Tool to identify chief nursing executives' (CNE) succession planning practices, outcomes, and competencies and their perceived effectiveness in their respective acute care hospital in the California. The second phase employs a qualitative, interpretative, descriptive exploratory approach that creates an in-depth description of the roles and competencies�of senior nursing leaders within the�health care�system and describe any gaps and�any implied barriers to enacting these roles. The study shares the perspectives of the CNEs on the presence or lack of succession planning, the relationship between succession planning and their performance, and competency development through self reporting of the CNEs. The study provides information for health care facilities, senior leadership and nursing managers on continuing the quality of nursing through the retention and promotion of qualified CNE and strengthening the nursing leadership pipeline in the 21st century turbulent health care settings.