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File Must Have.pdf (38.173 KB)
Please use the attached document instructions to complete this assignment. The Grading Rubric for the assignment is also attached.
Create a two-column table with columns labeled Must Have and Give Up. You may include things such as salary, hours, vacation, and conference pay, for example. There are other tangibles that can be included that are covered in the PowerPoint Presentation
Advanced Role: Must Have/Willing to Give Up Assignment
Family Nursing Practice is an advanced practice nursing role that revolves around providing primary and preventive care to families. A Family Nurse Practitioner (FNP) assesses family health needs, diagnoses diseases, and provides treatment to sick members (Mathews et al., 2021). The process of looking for a job and negotiating contracts can be challenging for a Family Nurse Practitioner. The following are the things that an FNP must have and must be willing to give up before signing a job contract.
Table 1: Must Have and Give Up
| Must Have | Give Up |
| Relevant training and certifications | Contracts that allow for termination without a cause. Such a move ensures job security |
| Nursing practice license | Contracts that give the practice the right to make modifications at its discretion without a cause |
| EBP knowledge | Contracts without renewal clauses |
| Mentor | Not focusing on personal goals |
| Good salary | Getting involved in unclear negotiations |
| Flexible working hours | Negotiations with undefined working hours |
| Conference Pay | |
| Bonus plan | |
| Health insurance | |
| Sick leave | |
| Retirement plan | |
| Travel allowance | |
| Effective communication channel | |
| Opportunity for continuing education | |
| Holidays | |
| Liability insurance | |
| Clear terms of employment |
FNPs need to understand the issues that surround contract negotiations including both tangible and intangible things that the employer has to offer. They should start by engaging in self-evaluation to establish the nature of the job that might meet current needs. During self-evaluation, an FNP should assess personal commitments, schedule constraints, physical limitations, travel time, financial obligations, goals, and areas of interest (Van et al., 2021). According to Van et al. (2021), a sustainable job contract is one that meets the employee’s career goals and the strategic goals of the organization. In this regard, it is highly imperative that the hiring organization and an FNP create a win-win situation that will generate benefits for both parties. As outlined in Table 1, an FNP ‘must haves’ include relevant training and certifications, a nursing practice license for the advanced role, evidence-based practice (EBP) knowledge, and a mentor. Additionally, an FNP must have adequate information regarding a number of tangibles including salary, working hours, conference pay, bonus plan, health insurance, sick leave, retirement plan, travel allowance, communication channel, an opportunity for continuing education, holidays, liability insurance, clear terms for employment, and membership in professional organizations (American Association of Nurse Practitioners, 2022). Notably, an FNP can also consider some issues that are not included in this list but which can create a comfortable agreement with the hiring organization.
In order to arrive at a sustainable job negotiation, an FNP should be willing to give up contracts that bear certain characteristics. Such features include a contract that allows for termination without a cause. Such a contract does not guarantee job security as the nurse can be terminated at any time (Van et al., 2021). Other ‘give ups’ include a contract that; that gives practice the right to make modifications at its discretion without a cause, lacks renewal causes, does not focus on personal goals, is unclear, and one that lacks defined working hours. Again, an FNP should be willing to give up a contract that has more stringent practice barriers than those outlined in the state law (American Association of Nurse Practitioners, 2022). In conclusion, for a successful negotiation, an FNP needs to understand his or her job responsibilities, convince the hiring organization about his or her competencies, and understand the employment terms including salary, working hours, job distribution, tangible benefits, and practice barriers if any.
American Association of Nurse Practitioners. (2022). Employment negotiations. https://www.aanp.org/practice/practice-management/employment-negotiations
Mathews, M., Ryan, D., Buote, R., Parsons, S., & Lukewich, J. (2021). Family Practice Nursing in Newfoundland and Labrador: Are reported roles reflective of professional competencies for registered nurses in primary care?. SAGE Open Nursing, 7, 23779608211053496. https://doi.org/10.1177/23779608211053496
Van, H., B., Nauta, A., Fugate, M., De Vos, A., & Bozionelos, N. (2021). Ticket to ride: I-deals as a strategic hr tool for an employable work force. Frontiers in Psychology, 12, 769867. https://doi.org/10.3389/fpsyg.2021.769867