CLINICAL LADDER COMPETENCIES OF FILIPINO NURSES: A BASIS FOR CAPABILITY BUILDING PROGRAMS(2010)

BACKGROUND

The Philippines has been exporting nurses. Filipino nurses have been quick to take advantage of the opportunity, As more Filipino nurses migrate to developed countries, we lose the ones with the highest potential to improve the health of the country according to Mary Ann Evangelista, a public health expert of the GTZ, Germany International Cooperation Agency.

In response to the growing concern for quality patient care, the Association of Nursing Service Administrators (ANSAP) is undertaking this significant project. This project aims to establish the occupational profile of nurses along the core competency areas which hopefully will come up with quality framework which would regulate clinical activities according to career pathway. It will afford the organization to create programs consisting of didactic and clinical components designed to provide novice to expert nurses the competencies needed to deliver quality patient care. The result will help identify’ training needs and skill deficits between nurses from various geographic settings and using this to develop customized continuing education programs.


OBJECTIVES

It is hoped that the organization will be able to come up with quality framework which would regulate clinical activities according to career pathway based on the occupational profile of the nurses along the core competency areas. It will afford the organization to create programs consisting of didactic and clinical components designed to provide novice to expert nurses the competencies needed to deliver quality patient care.

The result will help identify training needs and skill deficits between nurses from various geographic settings and using this to develop customized continuing education programs.


METHODS
The study utilized the descriptive method of research to accurately describe the characteristics and the level of competence demonstrated by staff nurses and nurse administrators in performing their functions along the core competencies. It also compared the proficiency level of the staff nurses when grouped according to age, gender, years of experience, educational attainment, classification of health care facility, position and geographical location. It also compared the level of competence of the nurse administrators when grouped according to age, gender, years of experience, educational attainment, classification of health care facility, position and geographical location.


RESULTS

The F value = 3.704 revealed that there is a significant difference in the level of competence demonstrated by administrators along the use of the nursing process in the delivery of patient care. The obtained means suggest that the proficient nurses were the most competent.

The F value = 7.263 revealed that there is a significant difference in the level of competence demonstrated by administrators along the aspect of administrators as resource and role model. The obtained means suggest that the expert nurses were the most competent.


The F value = 4.024 revealed that there is a significant difference in the level of competence demonstrated by administrators in working within changing health care delivery situations. The obtained means suggest that the proficient and experts were more competent than the competent nurses.


The F value = 1.535 revealed that there is no significant difference in the level of competence demonstrated by administrators in designing and monitoring comprehensive nursing service programs. The obtained means suggest that the competent nurses are just as good as the proficient and expert.


The F value = 3.33 revealed that there is a significant difference in the level of competence demonstrated by administrator conducting nursing research. The obtained means suggest that the experts are the most competent.