Implementation of Standardized Charge Nurse Training in a Virtual Setting

Abstract

Purpose: The aim of this quality improvement project was to develop and implement standardized, competency-based charge nurse training to seventeen out of forty-three Clinical Triage Charge Nurses in a virtual clinical triage environment by December 1st, 2025 to improve perceived leadership effectiveness and self-perceived confidence in the Charge Nurse role. The purpose is to establish a standardized training program for existing Charge Nurses to build leadership skills and we will know if there is an improvement by comparing pre and post training survey data. Methods: The setting for this project was a virtual clinical telephone triage unit where competency-based training was delivered synchronously via a Microsoft Teams meeting. Seventeen existing Charge Nurses were selected by leadership to participate in the training. The project team consisted of one Nurse Manager serving as the project owner as well as five Co–Nurse Managers and one Charge Nurse Leader who served as advisory stakeholders in the development and implementation of the training. A Deputy Chief Nurse also served as a stakeholder to provide oversight and assist with decision-making related to the quality improvement project. The training addressed five leadership competencies: problem-solving, communication, coaching, resource management, and accountability. Pre- and post-survey data were collected using Microsoft Forms to evaluate training effectiveness by measuring Charge Nurse self-perceived confidence in each of the five competencies. Results: Due to scheduling conflicts, fifteen of the selected Charge Nurses were able to attend the two-hour interactive synchronous training sessions. A voluntary anonymous pre- and post- training survey was administered to participating Charge Nurses. Twelve participants completed both surveys. Confidence was rated using a 5-point Likert scale and aggregated into competency scores. Post-survey results demonstrated increased confidence in communication (14.5%), problem-solving (10.2%), and resource management (4.2%), no change in coaching, and a slight decrease in accountability (-1.79%). High baseline confidence on the pre-training survey limited the ability to detect additional growth. Scenario-based discussions were most effective for problem-solving and communication, while resource management and accountability were more challenging for participants. Implications for Practice: Implications for nursing practice include increased awareness of the Charge Nurse role and the development of standardized leadership competency-based training, which may contribute to improved staff satisfaction as well as confidence for the Charge Nurse to maintain the role long-term. The training developed through this project provides a foundation for future competency-based leadership education in the virtual environment and may help bridge knowledge gaps related to Charge Nurse role expectations. Additionally, this project may serve as a framework for adapting Charge Nurse leadership development strategies in other nursing departments, including face to face settings.