Student Name Chamberlain University NR-447: RN Collaborative Healthcare Prof. Name Date NR 447 Week 7 Discussion 1. Advantages of Using Company Devices for Professional Communication Mobile technology, including smartphones and tablets, has become commonplace in healthcare environments and provides significant benefits for healthcare professionals. As Ventola (2014) notes, healthcare systems are often widely distributed, encompassing diverse facilities such as clinics, inpatient units, outpatient services, emergency rooms, operating theaters, intensive care units, and laboratories. Mobile devices now function as powerful, handheld computers, capable of supporting clinical practice through specialized applications. These apps assist healthcare providers in communication, accessing medical records, monitoring patients, and making informed clinical decisions. By offering point-of-care tools, mobile devices not only enhance professional communication but also contribute to improved patient outcomes. In my workplace, cell phones are not provided to floor nurses except for supervisory staff. The only mobile device we use is for wound care documentation. This device resembles a standard smartphone but contains a dedicated wound measurement application. I log in using a secure passcode, view a patient list, and document wound characteristics including type, location, and measurements. While depth and undermining must be entered manually, the app allows image adjustment for accurate measurement. The images are automatically deleted after saving, and only clinical data is transferred to the patient’s Electronic Medication Administration Record (EMAR). This process ensures high security and patient confidentiality. However, it is essential for nurses to adhere strictly to privacy protocols—never sharing passwords, locking screens when unattended, and returning devices promptly after use. Additionally, I explain the process to patients and occasionally show them their wound images to enhance understanding of the care being provided. Table 1Summary of Advantages of Company Devices in Healthcare Advantage Description Secure communication Encrypted, organization-controlled devices reduce privacy risks Access to clinical tools Apps provide evidence-based decision support and patient data access Improved patient outcomes Real-time updates support timely interventions Standardization All staff use the same system, minimizing compatibility issues Reduced personal liability Limits need to use personal devices for patient care 2. Disadvantages of Using Company Devices for Professional Communication While company devices offer many benefits, there are potential drawbacks. One concern is that using a phone during patient care may appear unprofessional to patients and families, who might not be aware that the device is being used for clinical purposes. Patients could misinterpret device use as personal activity or a sign of insufficient knowledge if staff are searching for information in their presence. Additionally, taking calls or engaging with devices during direct care can distract healthcare workers, potentially compromising patient safety. Another concern is infection control. Mobile devices can serve as vectors for hospital-acquired infections if not cleaned regularly, particularly in high-contact environments. Other disadvantages include possible technical failures, such as software crashes, which may delay care. Furthermore, limited device availability in some facilities can cause workflow bottlenecks, especially during emergencies. 3. Preference Between Personal and Company Devices If given the choice, I would strongly prefer using company-issued devices exclusively for work-related tasks and only during working hours. This approach limits the blurring of personal and professional boundaries. Using personal devices for professional communication could create a sense of being perpetually on-call, potentially leading to burnout. Moreover, accessing sensitive patient information on personal devices outside the workplace—such as in public areas or at home—heightens the risk of confidentiality breaches. Company devices allow organizations to implement standardized security protocols, encryption, and monitoring, ensuring compliance with legal and ethical standards. Table 2Comparison Between Personal and Company Devices in Healthcare Criteria Company Devices Personal Devices Security High—controlled by IT policies Variable—depends on personal settings Privacy Better control of access and storage Higher risk of breaches Work-life balance Maintains clear separation Blurs personal and work boundaries Standardization Consistent apps and systems May face compatibility issues Infection control Can be regularly sanitized by facility Less likely to follow strict cleaning protocols References Ventola, C. L. (2014). Mobile devices and apps for health care professionals: Uses and benefits. P & T: A Peer-Reviewed Journal for Formulary Management, 39(5), 356–364. NR 447 Week 7 Discussion Yoon, S., Oh, J. J., Yeon, T. A., Ens, T. A., & Mannion, C. A. (2017). A review of the effect of nurses’ use of smartphone to improve patient care. Journal of Undergraduate Research in Alberta, 6, 1–7.

Student Name Chamberlain University NR-447: RN Collaborative Healthcare Prof. Name Date Week 6: Performance Measurement PowerPoint Slideshow (Graded) Purpose The primary aim of this assignment is to identify, analyze, and compare performance measurement data for prevalent health conditions across hospitals within your local region. Using the Centers for Medicare and Medicaid Services (CMS) platform, specifically the Hospital Compare section, you will examine publicly available data for hospitals within a 50-mile radius of your community or the location where you completed prelicensure clinical experiences. This analysis will highlight quality-of-care differences between facilities and identify opportunities for improvement in performance measurement indicators. The findings will be presented in a PowerPoint slideshow. Course Outcomes (COs) Addressed Completion of this project enables the student to meet the following outcomes: Course Outcome Description Program Outcome (PO) CO1 Apply leadership principles, critical decision-making skills, and team management strategies to ensure high-quality nursing care and oversight of care delivery in diverse settings. PO2 CO2 Implement patient safety and quality improvement initiatives through effective interprofessional communication and relationship-building. PO3 CO3 Contribute to the design and execution of innovative strategies that facilitate system-wide change in healthcare. PO7 CO7 Integrate leadership concepts to create and initiate improvement plans at both microsystem and system-wide levels to enhance healthcare quality. POs 2 & 3 CO8 Apply quality and safety concepts using structure, process, and outcome measures to develop clinical questions that drive practice change. PO8 Due Date and Points Assignment Directions NR 447 Week 6 Performance Measurement PowerPoint Best Practices for Presentation Preparation Best Practice Description Creativity Incorporate engaging visuals, graphics, and meaningful layouts. Clarity Use concise bullet points, large readable fonts, and accessible color schemes. Proofreading Check spelling, grammar, and formatting before submission. Compliance Follow Chamberlain’s Academic Integrity Policy strictly. Direction Review Confirm all requirements are met according to this guide. Academic Integrity Reminder Chamberlain College of Nursing upholds honesty and ethical conduct. By submitting this assignment, you affirm that all work is your own, except where properly cited. Any form of plagiarism or unauthorized assistance will result in academic integrity review. References Centers for Medicare & Medicaid Services. (n.d.). Hospital Compare. https://www.medicare.gov/hospitalcompare NR 447 Week 6 Performance Measurement PowerPoint Chamberlain College of Nursing. (n.d.). Academic integrity policy.

Student Name Chamberlain University NR-447: RN Collaborative Healthcare Prof. Name Date Nursing Care Models Nursing care models represent structured methods of organizing and delivering patient care within healthcare systems. Because healthcare organizations vary in their size, resources, and patient demographics, the selection of a care model must align with the organization’s needs while adapting to ongoing changes in healthcare delivery. These models are often supported by organizational theories that provide frameworks for leadership, management, and collaboration (Finkelman, 2012). Care models are not only operational tools but also reflective of the healthcare institution’s culture and approach to quality care. Each model is built to address specific challenges, whether they relate to staffing, patient complexity, or interdisciplinary coordination. Understanding these models enables nurses to apply the most effective strategies for achieving positive patient outcomes. Interdisciplinary Care Model In my current nursing practice, the interdisciplinary care model is the most prominent. This approach involves a high degree of collaboration among various healthcare professionals, including nurses, physicians, rehabilitation specialists, case managers, and dietary staff. The charge nurse plays a pivotal role in ensuring seamless coordination between disciplines. According to Finkelman (2012), the interdisciplinary or interprofessional practice model aligns with the Institute of Medicine’s (IOM) recommendations for improving healthcare quality. This model emphasizes teamwork across professions to ensure continuous and reliable care, integrating knowledge and skills from various disciplines to address complex patient needs. One example from my unit is our morning coordination meetings with case management. These discussions help identify post-discharge needs, such as assistive devices (e.g., canes, wheelchairs, walkers) or placement in facilities such as skilled nursing units, inpatient rehabilitation, or home health care services. Similarly, the rehabilitation department collaborates with nursing staff daily, exchanging updates about patient progress and emerging concerns. Sullivan et al. (2015) highlight that interprofessional collaboration leverages diverse perspectives to address the multifaceted health concerns of individuals, families, and communities. This principle reinforces the notion that no single provider can manage all aspects of a patient’s care independently. Studies have consistently demonstrated that patient outcomes improve when providers collaborate as equals, combining their skills and expertise to develop effective care strategies (Naylor, 2011). NR 447 Week 5 Nursing Care Models Table 1 below summarizes the key elements of the Interdisciplinary Care Model: Component Description Primary Focus Patient-centered care through collaborative team efforts Team Composition Nurses, physicians, case managers, rehabilitation staff, dietary specialists, and other providers Advantages Holistic care, improved patient outcomes, efficient use of expertise Challenges Requires strong communication, potential scheduling conflicts among disciplines Functional Nurse Care Model The functional nursing care model is primarily task-oriented, focusing on the completion of specific duties assigned to different personnel. Finkelman (2012) notes that this model emerged during World War II when the demand for nurses exceeded supply, prompting the delegation of basic tasks—such as taking vital signs and administering medications—to trained aides. Although functional nursing can increase task efficiency, it has significant limitations. It often fragments care, making it more difficult to address holistic patient needs. Staff members may experience high stress and job dissatisfaction, while patients may receive less personalized care (Clement, 2015). Marquis and Huston (2009) caution that functional nursing can overlook critical priorities, reduce cost-effectiveness due to the need for multiple coordinators, and limit the engagement of healthcare workers in the broader care process. Table 2 outlines the strengths and weaknesses of the Functional Nursing Care Model: Aspect Strengths Weaknesses Efficiency High productivity in completing routine tasks Fragmented care; lack of holistic patient focus Training Needs Requires minimal training for basic tasks Limits professional growth and skill utilization Cost Impact May reduce short-term labor costs May increase coordination costs and decrease care quality Team Nursing Model The team nursing model combines professional and non-professional staff in delivering complete patient care. The charge nurse develops the care plan and delegates responsibilities accordingly (Clement, 2015). This model aims to balance workload, reduce fatigue, and improve both staff morale and patient satisfaction. Advantages of team nursing include reduced absenteeism, increased collaboration, and opportunities for skill development among less experienced staff (Nursing Management, 2010; Cioffi & Ferguson, 2009). Furthermore, it promotes mentorship and knowledge transfer by pairing novice nurses with seasoned practitioners. However, challenges arise when communication is insufficient or when teams are constantly reshuffled, potentially disrupting care continuity (Nursing Management, 2010). Effective team nursing requires ongoing supervision, role clarity, and team-building activities to maintain cohesion. Table 3 shows a comparative view of the Team Nursing Model: Feature Description Leadership Role Charge nurse coordinates care and assigns tasks Advantages Shared workload, mentorship, reduced stress, improved patient satisfaction Challenges Communication barriers, team instability, need for supervision Impact on Quality of Care Enhanced when teams function cohesively Conclusion Each nursing care model serves a specific purpose in healthcare delivery, shaped by the historical context, staffing needs, and organizational goals. The interdisciplinary care model excels in managing complex patient needs through collaboration, the functional nursing model offers efficiency in high-demand situations but risks fragmented care, and the team nursing model fosters collaboration and mentorship while requiring careful management of communication and team dynamics. Recognizing the strengths and limitations of each approach allows healthcare organizations to choose or adapt models that best serve their patients while maintaining a supportive and efficient work environment for staff. References Cioffi, J., & Ferguson, L. (2009). Team nursing in acute care settings: Nurses’ experiences. Journal of Clinical Nursing, 18(20), 2932–2939. https://doi.org/10.1111/j.1365-2702.2009.02867.x Clement, I. (2015). Management of nursing services and education. Elsevier Health Sciences APAC. Finkelman, A. (2012). Leadership and management: Core competencies for quality care (2nd ed.). Pearson. NR 447 Week 5 Nursing Care Models Marquis, B. L., & Huston, C. J. (2009). Leadership roles and management functions in nursing: Theory and application. Wolters Kluwer Health/Lippincott Williams & Wilkins. Naylor, M. (2011, July). Viewpoint: Interprofessional collaboration and the future of health care. American Nurse Today. https://www.americannursetoday.com/viewpoint-interprofessional-collaboration-and-the-future-of-health-care Nursing Management. (2010). Team nursing vs. primary nursing. http://teamnursing.net/2010/10/15/nursing-management-team-vs-primary/ Sullivan, M., Kiovsky, R., Mason, D., Hill, C., & Dukes, C. (2015). Interprofessional collaboration and education. AJN, American Journal of Nursing, 115(3), 47–54.

Student Name Chamberlain University NR-447: RN Collaborative Healthcare Prof. Name Date Introduction Welcome, everyone. My name is ________, and I am currently enrolled in the RN-BSN program at Chamberlain University. I appreciate your participation in today’s presentation, which focuses on the benefits of obtaining gerontological nursing board certification, particularly for home health registered nurses (RNs) who provide care to patients aged 65 years and older. This discussion will highlight the process, requirements, and value of the Gerontological Nursing Certification (GERO-BC), along with research-based evidence supporting its impact on patient outcomes. Benefits of Gerontological Certification The Gerontological Nursing Certification (GERO-BC) is a competency-based credential awarded to post-licensure registered nurses who successfully pass an examination that evaluates their foundational clinical knowledge and skills in gerontological nursing (ANCC, 2024). This certification is designed for nurses caring for the aging population and is recognized as a marker of advanced expertise. Certification Overview Criteria Details Purpose Validate RN knowledge and skills in gerontological nursing Exam Format Competency-based, computer-delivered Validity 5 years Cost $395 (non-ANA members); $295 (ANA members) Eligibility Active RN license, ≥2 years RN experience, 2000 hours in gerontology, 30 CE hours in specialty Application Process Apply online via ANCC, submit documentation, schedule exam The application process requires nurses to meet all prerequisites before submitting their application via the ANCC website. Supporting documents—such as verification of clinical hours and continuing education—must be uploaded. Upon passing, nurses are certified for a five-year period. Examination Details The GERO-BC exam is available year-round, with applicants given 120 days to complete it after approval. The test is three hours long, with 150 questions, including 25 unscored items. Results are reported as pass or fail. If unsuccessful, candidates may retest after 60 days, up to three times annually, with a retest fee of $270 (ANCC, 2024). NR 447 Week 4 Part 2 Exam Feature Details Duration 3 hours Questions 150 total (125 scored, 25 unscored) Retesting Policy 60-day wait, up to 3 attempts/year Location Computer-based at approved centers Renewal Process Certification renewal must occur every five years, with applications accepted up to one year prior to expiration. Renewal requires maintaining an active RN license in the same specialty and completing at least 1,000 hours of practice in gerontology during the previous five years. Additionally, nurses must fulfill 75 continuing education units (CEUs) in the specialty plus one of eight professional development activities, such as research, publications, presentations, or quality improvement projects. Renewal Requirement Details Active RN License Must be maintained in state of practice Hours in Specialty Minimum 1,000 hours over last 5 years Continuing Education 75 CEUs in gerontology Professional Development Options Academic credits, EBP/QI projects, research, publication, precepting, or re-taking the exam Renewal Fee $350 (non-ANA); $250 (ANA members) Relevance for Home Health RNs According to the CDC (2018), the U.S. had 54.1 million adults aged 65 or older in 2019, comprising 16% of the total population. Home health care utilization increases with age, with 13.2% of adults over 75 receiving care at home from a nurse or healthcare professional. Given these statistics, certification equips RNs with specialized gerontological knowledge that directly addresses the unique needs of this population. While limited studies focus specifically on home health nursing certification, related research suggests that board certification correlates with improved patient safety and clinical outcomes. Problem Description Problem Statement:There is a knowledge gap regarding the benefits and process of obtaining gerontological nursing certification among home health RNs, which may contribute to higher rates of patient falls with injuries. Contributing Factors: Scholarly Evidence Wei et al. (2023) conducted a qualitative study exploring facilitators and barriers to specialty certification. Findings revealed that certification is associated with: Facilitators: Organizational support, recognition, peer mentorship, and a sense of professional belonging.Barriers: High costs, limited time, and lack of knowledge about certification benefits. Connection to Practice Gerontological certification can improve patient care through: Certified RNs often act as mentors, fostering a supportive culture, sharing resources, and promoting professional growth. In the home health setting, this leadership role can strengthen team performance, reduce adverse events, and improve patient satisfaction. Conclusion The GERO-BC credential verifies that RNs possess advanced, specialized knowledge in caring for older adults. Despite barriers such as cost and time constraints, the benefits—improved patient outcomes, enhanced leadership skills, and stronger organizational culture—are significant. Encouraging more home health RNs to obtain this certification could lead to measurable improvements in care quality for patients over 65. References American Nurses Credentialing Center (ANCC). (2024). Gerontological Nursing Certification (GERO-BC). https://www.nursingworld.org/our-certifications/gerontological-nurse/ Centers for Disease Control and Prevention (CDC). (2018). QuickStats: Percentage of Adults Aged ≥65 Years Who Received Care at Home From a Nurse or Other Health Care Professional During the Past 12 Months, by Age Group — National Health Interview Survey, United States. http://dx.doi.org/10.15585/mmwr.mm6927a7 NR 447 Week 4 Part 2 Wei, H., Haddad, L. M., Nwokocha, T. A., Powers, M., Wei, A., Carroll, Q., & Ballard, N. (2023). Organizational culture and roles in promoting nurse specialty certifications: A qualitative study in the United States. International Journal of Nursing Sciences, 10(2), 189–198. https://doi.org/10.1016/j.ijnss.2023.03.003

Student Name Chamberlain University NR-447: RN Collaborative Healthcare Prof. Name Date Conflict Resolution Paper Introduction Conflict is an inevitable aspect of human interaction, occurring in both personal and professional environments. It cannot be entirely avoided, nor should it be ignored. Instead, it must be addressed constructively to prevent escalation. As Grubaugh and Flynn (2018) explain, conflict emerges when individuals or groups experience incompatibility, disagreement, or discord due to differences in goals, values, or perceptions. These disputes often stem from poor communication, unclear delegation of responsibilities, lack of recognition for others’ commitments, and competing priorities. Each person approaches situations with unique perspectives and personalities, which may lead to misunderstandings. Conflicts often occur when individuals interpret the same situation differently due to variations in their background, information, or priorities. Although conflict is unavoidable, it can be effectively managed through proactive communication, clear role definitions, and mutual respect within the workplace. The Problem As a Registered Nurse (RN) working in a rehabilitation hospital, I encounter daily challenges related to staffing shortages and uneven workload distribution. These issues have a direct effect on patient care quality and safety, making them critical to address. In our facility, the nurse-to-patient ratio is often 1:10, with several patients at high risk for falls requiring one-on-one supervision. Nurses are also tasked with admissions, discharges, and other administrative duties in addition to patient care. The combination of inadequate staffing and heavy workloads creates a stressful environment that contributes to nurse burnout, ultimately leading to reduced quality of care. Management has not taken sufficient steps to improve staffing levels, leaving units to function with limited resources (Welton, 2007). Miscommunication, imbalanced workloads, and persistent staffing shortages often result in frustration among staff, verbal disputes, and even resignations. Table 1 Staffing Challenges and Their Impact on Care Challenge Description Impact on Care Short staffing Insufficient number of nurses for patient load Reduced patient monitoring and delayed care High nurse-to-patient ratio 1 nurse for 10 patients, some requiring intensive supervision Increased risk of errors and safety hazards Uneven workload distribution Certain nurses receive more complex cases or additional tasks Nurse fatigue and decreased job satisfaction Miscommunication Incomplete shift handoffs and lack of updates Missed treatments and inconsistent care Lack of management intervention Minimal action to address persistent issues Prolonged stress and high turnover rates The Four Stages of Conflict Latent Stage In the latent stage, potential sources of conflict exist but may not yet be recognized by staff. For example, differences in responsibilities between day and night shift nurses often lead to misunderstandings. Day shift nurses manage discharges, while night shift nurses may need to take wound photographs before discharge. If these tasks are missed due to heavy workload, conflict seeds are planted. Supervisors may observe these patterns but not intervene promptly. Perceived Stage At this stage, staff members become aware of the issue but may not express their concerns openly. A common example is the gap between regular staff and PRN (as-needed) nurses, who may work infrequently and lack updated patient information. This gap leads to inconsistent care and additional burdens for full-time staff, but management may remain unaware unless staff speak up. Felt Stage During the felt stage, the conflict begins to cause emotional stress, anxiety, and frustration. Nurses working long shifts without adequate support often feel overwhelmed, which affects both their well-being and their performance. Without open communication, these feelings may escalate, further deteriorating the work environment (Finkelman, 2016). Manifest Stage The manifest stage is when the conflict becomes visible through open disagreements, policy violations, or unprofessional behavior. Staff may openly express dissatisfaction, reduce their effort, or provide minimal patient care. At this point, immediate intervention through open dialogue, mediation, and team support is crucial to prevent harm to both patients and staff morale. Strategy for Dealing with Conflict Effective communication is the cornerstone of conflict resolution. Structured meetings involving staff, supervisors, and management can create a safe space for discussing concerns and developing solutions. Prior to such meetings, it is essential to research the root causes of conflicts and prepare potential solutions. NR 447 Week 3 Conflict Resolution Paper Key strategies include: These approaches foster a culture of openness and reduce the likelihood of recurring conflicts. Delegation Clear delegation of duties is critical to maintaining order and avoiding misunderstandings. Each team member should understand the chain of command and follow it consistently. However, problems arise when scheduling coordinators or nurse managers assign shifts without proper communication, leading to last-minute changes or extended hours for some nurses. Flexible scheduling, proactive communication, and a willingness to correct errors can prevent staffing-related disputes. Nurse managers must ensure adequate staffing while prioritizing patient safety and equitable workloads. Conclusion Conflict is an inherent part of life, and the healthcare environment is no exception. While it can have both positive and negative outcomes, the difference lies in how it is managed. Open communication, mutual respect, and proactive problem-solving are essential to minimizing negative effects and maintaining a supportive workplace. Ignoring conflict can lead to stress, frustration, and poor patient care, while addressing it constructively strengthens teams and improves outcomes. References Chamberlain College of Nursing. (2019). NR-447 Week 3: Effective communication [Online lesson]. Downers Grove, IL: Adtalem. Finkelman, A. (2016). Leadership and management for nurses: Core competencies for quality care (3rd ed.). Boston, MA: Pearson. Grubaugh, M. L., & Flynn, L. (2018). Relationships among nurse manager leadership skills, conflict management, and unit teamwork. Journal of Nursing Administration, 48(7–8), 383–388. https://doi.org/10.1097/NNA.0000000000000633 NR 447 Week 3 Conflict Resolution Paper Jerng, J., Huang, S., Liang, H., Chen, L., Lin, C., Huang, H., & Sun, J. (2017). Workplace interpersonal conflicts among the healthcare workers: Retrospective exploration from the institutional incident reporting system of a university-affiliated medical center. PLoS ONE, 12(2), e0171696. https://doi.org/10.1371/journal.pone.0171696 Welton, J. (2007). Mandatory hospital nurse-to-patient staffing ratios: Time to take a different approach. Retrieved from http://www.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Volume122007/No3Sept07/MandatoryNursetoPatientRatios.html

Student Name Chamberlain University NR-447: RN Collaborative Healthcare Prof. Name Date Section I: Windshield Survey Community Identification What is the name of the community/city/county?The selected community for this windshield survey is Pilsen, located in Chicago, Illinois. What are the boundaries of this city or where is this community located? Is it obvious where the community starts and ends? And you know that how?Pilsen is situated on Chicago’s Lower West Side, bordered by the Chicago River. The boundaries are not clearly marked to a casual observer; recognition often comes from reading business signage, many of which reflect the neighborhood’s cultural identity. Setting and Safety How would you best describe the setting of the community? (rural, suburban, urban) Describe.The neighborhood is distinctly urban, featuring dense housing, vibrant mural art on building facades, and numerous apartment complexes that outnumber standalone residential homes. Is the city/community safe to children to play and walk to school? Describe.Historically, the area has struggled with elevated gang-related violence, posing potential hazards for unsupervised children. However, ongoing gentrification has brought some improvements to safety, though risks remain in certain blocks. Educational Facilities Do the schools appear inviting to students? Are the buildings in good condition or are they run down? Are the playgrounds current or old? Describe.Pilsen hosts five schools that are part of the Chicago Public School District (CPS). These institutions appear well-kept, with modernized playgrounds. While surrounding buildings have historic architecture, the school grounds themselves are updated and inviting. Real Estate and Housing Is there lots of real estate for sale? Are they mostly houses or is there evidence of closed businesses? Describe.Development is active, with new condominiums, renovated buildings, and coffee shops emerging. While these changes attract new residents, they have also led to displacement of long-term residents due to rising costs. Commerce and Accessibility What type of stores/businesses are available… Can people walk there? Describe.Pilsen contains a mix of taquerias, carnicerías, fruterías, small independent pharmacies, and two community health clinics. Businesses are dispersed but walkable, supporting a pedestrian-friendly lifestyle. Any ethnic stores/markets? If not local, how far would residents have to travel? Describe.Most stores cater to Mexican and broader Latin American tastes. Residents have convenient access to ethnic markets within the neighborhood. Religious and Cultural Institutions Are there churches present? Do those buildings appear to be well maintained or are they run down? What is the predominant type of church building seen? Describe.Two prominent, well-maintained churches in Spanish architectural style dominate the religious landscape—primarily Catholic and Pentecostal congregations. Food and Dining Are there any restaurants or fast food in the community/neighborhood? Describe.The area features both independent eateries and national chains like McDonald’s and Burger King, both of which appear busy. Political Climate Are there political signs present? What are most of the political signs about? Does the community appear to be Republican or Democrat? Describe.A few older Democratic campaign signs were observed, mostly displayed in front of residences. Architecture and Housing Style What is the age of the houses? Are they all new or old or a mix of both? Are they made of bricks or painted? Are they mostly single story or multistory homes? Describe.The community retains historic brick buildings from the 1880s–1940s, many adapted during the influx of Mexican immigrants in the 1960s. Homes are typically multistory, with both painted and natural brick exteriors. Residential Structure Are there single-family homes, mobile homes, apartments or duplexes? Describe.Pilsen consists mainly of apartment buildings and multifamily residences. Gentrification has increased the number of upscale units. Do the houses appear to be well maintained or are they run down? Are the yards maintained? Is there junk on the porches/yard? Describe.Housing conditions vary—some properties are well maintained, others exhibit wear and neglect. Yards are generally small or absent. Infrastructure Are there sidewalks and stoplights in the community/neighborhood? Describe.Sidewalk conditions vary, with some cracked and uneven, creating hazards for pedestrians, particularly those with mobility impairments. Is there any open public spaces… Are there lots of trees? Describe.Pilsen offers numerous public spaces, plazas, and parks adorned with murals and public art. Greenery exists but is less abundant than in suburban areas. Are there any baseball fields, soccer fields? Describe.Some baseball fields are available within school grounds; basketball courts are more common than soccer fields. Is the community/neighborhood clean or is there litter?… Describe.Cleanliness varies—some streets are tidy, while others have litter and overflowing dumpsters. Abandoned vehicles are uncommon. What is the overall air quality appear to be?… Describe.Air quality is typical of an urban setting, with occasional industrial or traffic-related pollution. Transportation How do people get around in the neighborhood?… Describe.Most residents own vehicles, but walking is common for errands. Public transit and cycling are used, though bicycle infrastructure is limited. Are the roads in good repair or are they in poor condition? Describe.Roads have significant potholes, consistent with many Chicago neighborhoods. How is the traffic?… Describe.Traffic is mixed, with local, commercial, and commuter vehicles contributing to congestion. Public Safety Do you see any law enforcement officers? Is their presence felt in the community? Describe.Police presence is visible in certain blocks, though not pervasive. Are there major highways/roads through the neighborhood/community? Describe.Nearby I-90/94 provides quick access but does not cut directly through the neighborhood. Can you find a fire station?… Describe.Chicago Fire Department Engine 18 serves the community, with visible fire hydrants distributed strategically. Any ambulance garages present?No dedicated ambulance garages were noted. Any evidence of a neighborhood watch program?… Describe.Some residents display security signage, reflecting local safety initiatives. NR 447 Week 2 Community Windshield Survey Healthcare and Social Services Are there nursing homes/rehab centers present?… Describe.Two skilled nursing facilities are nearby, though no assisted living centers within Pilsen. Any evidence of homelessness? Is there a homeless shelter? Describe.Homeless individuals are visible near CTA Pink Line stations, often requesting assistance. Notice any stray animals? Describe.No stray animals were observed. Recreation and Leisure Describe the leisure activities the community has to offer.Basketball courts in parks are the main public recreational outlet. Describe the sporting activities the community has to offer.Formal sports

Student Name Chamberlain University NR-447: RN Collaborative Healthcare Prof. Name Date Direct Care Project Part 1: Assessment and Diagnosis Directions: Prior to completing this template, carefully review Week 2: Direct Care Part 1 directions and all rubric requirements. Assessment of Certification, Patient Outcomes, and Leadership 1. State the clinical certification and target population that were approved by your instructor in the Week 2: Direct Care Part 1 Assessment and Diagnosis Check-In. a. Clinical certification b. Target population including setting 2. Discuss why this clinical certification was selected in relationship to the selected setting. The Certified Pediatric Nurse (CPN) credential was chosen because of my deep interest and commitment to pediatric nursing. Working with children and their families provides a unique opportunity to impact health outcomes during formative years, which aligns with my professional values. The CPN credential not only validates specialized expertise in pediatric care but also enhances career mobility, increases earning potential, and offers professional recognition by employers, peers, patients, and families. In children’s hospitals, this certification ensures that nurses are well-equipped with advanced knowledge, which can directly contribute to better patient care and safety. 3. Describe the criteria for selected clinical certification Criteria Details a. Process to obtain certification – Hold a current, active, and unencumbered RN license in the U.S. or Canada. – Complete a minimum of 1,800 hours of pediatric clinical practice within the past 24 months, or have at least 5 years of RN experience in pediatric nursing, totaling 3,000 hours within the past 5 years, with at least 1,000 hours in the most recent 24 months. – Eligible practice settings include hospitals, ambulatory care, public health, teaching, research, school-based nursing, home health, and consultation roles. b. Cost of application and testing $300 (includes $100 nonrefundable registration fee). c. Requirements prior to certification Completion of eligible pediatric nursing experience and possession of a diploma, associate’s, bachelor’s, master’s, or doctorate degree in nursing. d. Examination description – Computer-based exam administered at a Prometric Testing Center. – Duration: 3 hours. – 175 multiple-choice questions focusing on knowledge application and analysis. e. Renewal time and process – Annual recertification. – Completion of 15 contact hours (or PNCB-approved equivalents). – Activities may include clinical practice, academic coursework, research, teaching, or conference presentations. – Renewal window: November 1 to January 31 prior to certification expiration. f. Required items for renewal – Documented contact hours. – Submission of renewal application. – Renewal fee of $300. 4. Provide APA reference for one peer-reviewed scholarly professional nursing journal article connecting patient outcomes, clinical certification, and leadership skills. Schroeter, K. (2015). The value of certification. Journal of Trauma Nursing, 22(2), 53–54. https://www.nursingcenter.com/journalarticle?Article_ID=2779001&Journal_ID=607948&Issue_ID=2779000 5. Summary of article (one to two paragraphs) The article by Schroeter (2015) explores the motivations behind nurses’ decisions to pursue specialty certification. While some nurses are required to obtain certification due to the demands of their specialty—such as nurse anesthetists—others voluntarily pursue it for professional growth. Certification formally acknowledges a nurse’s clinical expertise, decision-making skills, and dedication to ongoing learning within a specialty area. NR 447 Direct Care Project Part 1 The benefits of certification extend beyond personal achievement; they include enhanced career opportunities, potential salary increases, and elevated professional status. Moreover, certified nurses often report increased confidence and empowerment in clinical decision-making. From an organizational perspective, certified nurses contribute to higher care quality and improved patient outcomes, reinforcing the value of investing in nursing education and credentialing. 6. How could patient outcomes in the selected setting be improved by certified nurses? In pediatric hospital and specialty clinic settings, Certified Pediatric Nurses (CPNs) can positively influence patient outcomes through their advanced knowledge and clinical competence. Research shows that units with higher numbers of certified nurses often report reduced rates of hospital-acquired infections, medication errors, and patient falls. Additionally, CPNs can enhance patient and family satisfaction by delivering evidence-based care, improving communication, and fostering trust. Their specialized expertise also ensures that clinical interventions are timely, precise, and tailored to the unique developmental needs of children. 7. How can clinical certification impact leadership skills in the selected setting? Clinical certification can significantly enhance leadership capacity within pediatric healthcare settings. Certified Pediatric Nurses often serve as mentors and role models, guiding less experienced nurses toward best practices and professional development. They are better equipped to take on leadership roles such as charge nurse, educator, or clinical coordinator due to their advanced knowledge base. In addition, certification fosters skills in autonomy, accountability, and interdisciplinary collaboration—qualities essential for managing complex patient cases and improving care systems. This leadership influence contributes to building a culture of excellence and continuous improvement within the healthcare team. Problem Diagnosis Statement Knowledge deficit related to CPN certification among pediatric nurses (target population and setting) as manifested by increased medication errors (patient outcomes). References Schroeter, K. (2015). The value of certification. Journal of Trauma Nursing, 22(2), 53–54. https://www.nursingcenter.com/journalarticle?Article_ID=2779001&Journal_ID=607948&Issue_ID=2779000 NR 447 Direct Care Project Part 1 Pediatric Nursing Certification Board. (n.d.). CPN certification steps. Retrieved from https://www.pncb.org/cpn-certification-steps