Nursing at Aurora
Aurora System Nursing Alliance
There is a fundamental belief that clinical decisions need to be made by a patient's bedside nurses and caregivers. Shared governance allows those caregivers' voices to be heard in
matters concerning clinical practice, policies, procedures and much more. Aurora Health Care's shared governance process is called Aurora System Nursing Alliance, or ASNA for short.
Shared Governance
Aurora Health Care maintains a relatively flat organizational structure, one with few administrative levels, that involves nurses in the clinical decision-making process at all
levels of the system. This is one way Aurora strives to find better ways, by letting the person closest to the patient recommend changes and innovation. As one nurse said, "We're
sitting at the table. We are decision-makers."
Staff nurses with clinical knowledge and managers with resource knowledge collaborate to make the best decisions for patient care and the overall work environment. Participation in
the Aurora System Nursing Alliance (ASNA) provides an opportunity for all nurses to improve care, teach others and measure quality. ASNA welcomes all nurses. Participation for
individuals varies from simply being aware of the structure for decision making purposes to supporting colleagues who serve as council members, or to serving firsthand as a council or
work group member. The council structure allows nurses throughout Aurora to be connected to each other no matter where they are located.
Another nurse shared, "I felt very empowered by the work of shared governance. It was like the icing on the cake for me to be able to know that care is driven by the individuals who
are providing the care, the actual person at the bedside having a voice."
Leadership Development
Aurora Health Care has a unique nursing leadership structure at the unit level called a dyad, consisting of a manager and a clinical nurse specialist. Nurse managers provide a
positive nurturing environment with sufficient resources to support quality patient care. Clinical nurse specialists assist in the transition of nurses to the practice setting, coach
nurses in their clinical practice development, manage the clinical practice on the floor, and facilitate formal and informal orientation opportunities.
All nursing leaders convey a strong sense of advocacy and support on behalf of staff and patients. State-of-the-art technology, a nursing education specialist and a variety of
educational systems support patient care and staff learning. An electronic health record, with clinical decision support, aids care planning and documentation.
Aurora offers leadership development for staff nurses, managers and clinical leaders. Leadership development begins with all newly hired nursing staff receiving education on Magnet
recognition, evidence-based practice and shared governance. Aurora continues to develop internal leaders by offering numerous courses with emphasis on current leadership concepts. All
nurses have a unique opportunity to grow in their professional and leadership skills to further their career and enhance their professional experience.
New Facilities
We know that the building is only as good as the people who work in it...
We are committed to hiring passionate, patient-centered caregivers. We are seeking nurses with the ability to develop excellent relationships with patients, families and fellow
caregivers, who are proactive in finding better ways, strive for excellence, and who possess the ability to think outside the box. We are seeking nurses who can actively problem-solve,
particularly in a new environment as we chart new waters.
Aurora Medical Center in Grafton
Aurora Medical Center in Grafton will provide a new option for high-quality care close to home in a community currently served by only one provider. The 89-bed hospital will be located
conveniently off Interstate 43 at Highway 60. It is on schedule to open in late 2010.
Aurora Medical Center in Summit
Offering our patients the benefits of integrated care close to home is become a reality since the Aurora Medical Center in Summit opened in March of 2010. The hospital, located at the
southeast corner of Interstate 94 and Highway 67 in Waukesha County, is a state-of-the-art, 110-bed medical center that will offer a full range of hospital services and advanced
treatment options. Let us introduce you to our
key leaders at Aurora Medical Center in Summit.
Education
Aurora Health Care recognizes the importance of education and supporting our employees through educational growth. We offer many benefits to assist employees in reaching their
personal and professional educational goals.
Employees may be eligible for tuition reimbursement through our Educational Assistance Program. This program is designed to help existing employees pay for tuition at an accredited
school or university. Eligibility is based on total assigned hours and years of service with Aurora.
Our flexible scheduling may assist employees in finding time to attend courses that might otherwise have been impossible due to work schedules.
Bachelor of Science in Nursing Degree Completion Loan Forgiveness Program
Aurora developed the BSN Degree Completion Loan Forgiveness Program to support nurses' efforts to achieve a Bachelor of Science in Nursing (BSN) Completion degree. The goal is to
increase percentage of BSNs within Aurora's professional RN workforce, in an effort to move the practice of nursing to higher levels.
The BSN Degree Completion Loan Forgiveness Program provides tuition loans for Aurora Health Care nurses currently enrolled in a Bachelor of Science in Nursing (BSN) Completion
program.
Employee & Organization Development
Aurora Health Care's Employee & Organizational Development department closely monitors the health care industry and offers a wide variety of courses to help employees stay ahead
of the curve. Many classes are offered in different formats, including Web-based and traditional classes, to provide caregivers the flexibility they need to attend courses.
Clinical Practice and development model
Aurora values personal and professional growth for our nurses with established career models that develop a nurse's clinical practice. This is exhibited in various clinical
developmental models that recognize and value the contribution of nursing expertise through promotion and advancement. The development of practice expertise occurs in the context of
patient and family encounters. One such model is based on a body of research (Benner, 1984; Benner, 2004; Benner, Tanner, & Chesla, 1996; Bobay, et al., 2007; Haag-Heitman, 1999).
All Aurora nurses participate in successful completion of an advancement process as a condition of employment.
