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The Attraction of Excellence

Have you ever heard of a hospital with a magnetic personality? The American Nurses Credentialing Center (ANCC) says there are at least 100 hospitals in the United States that are highly “attractive” to nurses! In fact, the ANCC formally recognizes these facilities as “Magnet” hospitals through its Magnet Recognition Program.

To qualify for this special recognition, hospitals first must meet the standards laid out in the American Nurses Association’s “ Scope and Standards for Nursing Administrators.” Then the hospitals must demonstrate “sustained excellence in nursing care,” which is determined by their fulfilling “14 forces of magnetism” —characteristics defined by the ANCC as key to attracting and retaining nurses.

MaryMoon Allison, MHSE, BSN, RN, assistant director of ANCC’s Magnet Recognition Program , explains the idea behind the program: A study conducted during the nursing shortage of the early 1980s found that not all hospitals had the same degree of difficulty with recruitment and retention of nurses. “The study identified ‘14 forces of magnetism’ that were common to the hospitals [that more easily recruited nurses],” she says. “These characteristics acted like magnets to attract and retain nurses.”

The “magnets” are such characteristics as strong nursing leadership, high-quality of patient care, nurse autonomy, collaborative staff relationships, and commitment to professional development for nurses. When all 14 forces are implemented, it creates a workplace where staff turnover is low and nurses are treated in a highly professional manner.

“Magnet hospitals have a demonstrated ability to form an environment that nurses like well enough to stay there or come there,” says Allison. “Magnet facilities recognize that nurses make the hospital; that the reason patients go to a hospital is to receive nursing care.”

The qualification process for Magnet status is fairly lengthy. In a four-phase application process, hospitals must prove they meet a high standard of care and nursing practice, as defined by the ANCC. The entire procedure may take more than two years, but many facilities find the process an excellent form of self-assessment. Allison says she has heard many refer to it as a “journey,” the length of which depends on how close the hospital is to the required high standards of excellence.

Any hospital, including a military facility, can apply for Magnet status, as long as it meets some basic criteria, including having a nurse administrator and being free of unfair labor practice charges within the past five years. In addition, a pilot program is currently running overseas with one hospital in the U.K. which has been designated as a Magnet facility.

Once Magnet status has been awarded, hospitals must continue to keep their standards high, and are reassessed by the Magnet team every fours years.

Currently, more than 150 hospitals have applied for recognition as a Magnet hospital and Allison says there is a continued increase in applications. She attributes this to a number of factors, but points to the nursing shortage and the need for hospitals to prove to prospective employees that their facility is a great place in which to work.

Nurses who’ve worked in Magnet hospitals don’t want to go back to non-Magnet facilities. Says Allison, “I had a nurse call me and say, ‘My husband is being transferred, so you need to tell me if there are any Magnet hospitals in [our new] area. If there aren’t, I’m not going.’”

Nurses who work in Magnet hospitals enjoy a number of professional development benefits that are hard to find elsewhere. For example, through networking opportunities offered by ANCC’s program, nurses can communicate with peers at other Magnet facilities to share strategies and best practices.

In addition, nurses from Magnet facilities have the opportunity to impact the nursing profession as a whole. According to Allison, they are typically sought out for advice and mentoring, for delivering presentations, and for providing feedback on nursing-care research projects.

Other benefits of Magnet facilities include highly competitive pay rates, and a level of care that tends to attract high-quality peers among the medical staff.

Most importantly, however, Magnet facilities have the structure in place to empower and recognize employees. Because the nurses are directly involved in determining their own work environment, staff morale and work pride is increased, turnover and vacancy rates are low, and overall job satisfaction is high. And that benefits patients as well, with an increased level of quality in patient care.

According to Allison, nurses want an environment where they are appreciated and listened to; where they are surrounded by professional, competent peers; where they have support for their own professional development; where they are empowered to determine the best care for their patients; and where they help determine what their work environment should be. At a Magnet hospital, says Allison, “The nurses are respected as colleagues and as being of primary importance to the hospital. What they think, feel, say, suggest, is taken seriously.”

This type of environment is not found easily today. Allison points out that the over 100 Magnet hospitals constitute only 1 percent of the total population of healthcare facilities in the United States.

Still, at a time when so many hospitals are offering sign-on bonuses, flexible hours, and other attractive deals, it’s helpful to have one more way to distinguish a potential workplace. Magnet status is a strong indication that the hospital’s work environment is a positive one.