Ein Karrieremodell für die Pflege in der Schweiz

Zusammenfassung

In Switzerland, in future, more and more qualified nurses will be missing. Therefore it is important to keep nurses in the facilities, by offering them an attractive working environment with promising perspectives. It is beneficial to give employees the opportunity for development and to provide them with a save job. Spirig et al. (2011) have developed a career model that takes these aspects into account. The model consists of eight steps. Each step is associated with specific responsibilities and tasks. All nurses are classified according to their training, experience and function. Step by step, nurses can take over more responsibility, develop more autonomy and decision-making skills and gain more control in their specific nursing field. By means of the career model, new roles evolve, which must be clarified carefully. Crucial in the career model is the quality in education and training. In addition to the head of the department there is also a specific manager enabling better and more focussed knowledge and enhanced care quality. It is well known that high quality care needs a scientific basis. With this career model hospitals provide a systematic career planning to their employees. The career model was implemented five years ago at the University Hospital Basel and two years ago at the University Hospital Zürich. It was verified that the career model has improved the structure and clarity. The teams have strongly improved their specific competences. Moreover, the employees are better integrated in the system leading to a higher working satisfaction (Frei 2013).