# Creative Health Care Insight Website: https://www.mychci.com Language: en (UTF-8) Charset: UTF-8 Generated: 2026-09-14T12:58:52-04:00 --- # Detailed Content ## Posts ### Digitizing The Donna Wright Competency Assessment Model™: Your Healthcare Team’s Key to Success - **URL:** https://www.mychci.com/blog/digitizing-the-donna-wright-competency-assessment-model/ - **Published:** 2026-09-14 - **Modified:** 2026-09-14 - **Author:** Aaron Garner **Categories:** Blog **Tags:** CompetencyManagement, DonnaWright, Healthcare, MyCHCI, Nursing, NursingProfessionalDevelopment, TSAM **Excerpt:** Discover how digitizing the Donna Wright Competency Assessment Model™ can strengthen collaboration, reduce administrative work, and promote greater employee ownership and accountability. Explore how CHCI’s platform, co-designed with Donna Wright, helps health care organizations streamline competency management and support meaningful professional development. Switching to The Donna Wright Competency Assessment Model™ because you’re tired of using a program that feels more like a broken system than a helpful tool? As you rethink your organization’s approach, it’s key to find the right tool to support accountability in healthcare staff development. The Donna Wright Competency Assessment Model™ focuses on creating a program that actually serves the needs of those who do the work every day. And finding digital software that shares that same value will only make this change more effective. Below we’ll cover some highlights of The Wright Competency Assessment Model™ and the only platform in the market that’s been designed to support it, MyCHCI. In fact, this component that helps organizations seamlessly manage and track their competency needs was co-designed with Donna Wright herself. [Image: ] Who Is Donna Wright? Donna Wright (MS, RN, NPD-BC) is a well-known expert in the healthcare space, with degrees in nursing, family sociology, and adult education. On top of that, she is an award-winning author and is highly recognized for her book, The Ultimate Guide to Competency Assessment in Health Care.  She’s worked with countless healthcare teams to help them find a better way forward with competency assessment and management and currently works as a consultant on the Creative Health Care Management team. Her guiding principle is to create meaningful and effective programs for competency and staff development for all departments.  The Donna Wright Competency Assessment Model™   In the past, many used a top-down approach for competency. But Donna Wright is modernizing competency models for healthcare with a shift in perspective. Wright noticed teams being inundated with generalized mandatory modules, annual training, and computer-based training. But she also saw the frustration professionals experienced because their competency programs lacked a tie-in to what they really needed to do their job each day. She advocates for a bottom-up approach, instead of a top-down “spray and pray” method, and  her model relies on three elements she finds crucial to success: Ownership Everyone is involved and collaborates to identify the elements that will make a competency program successful. Empowerment Employee-centered verification is key as teams are empowered to identify verification methods. Accountability Leaders create the vision and foster a culture of success, with a focus on supporting the employee. Why Is The Donna Wright Competency Assessment Model™ Revered? Because of her first-hand experience, Wright understands what isn’t working in the traditional approaches to healthcare competency and staff development. She saw many systems were becoming too complicated and not meeting the needs of healthcare teams.Her model is rooted in the goal of creating a program that’s not cumbersome or labor-intensive. And as many professionals have noted in their online reviews — her solution is practical.  Wright has built this approach on real-world insights and examples, which is likely why so many have found it helpful. She’s even created a field guide healthcare teams can use to guide their efforts. What Are the Benefits of Digitizing Your Competency Program? With The Donna Wright... --- ### How to Build a Sustainable TSAM® Implementation Plan - **URL:** https://www.mychci.com/blog/how-to-build-a-sustainable-tsam-implementation-plan/ - **Published:** 2026-09-11 - **Modified:** 2026-09-11 - **Author:** Aaron Garner **Categories:** Blog **Tags:** Healthcare, Nurse, Nursing, NursingProfessionalDevelopment, skill, TSAM **Excerpt:** A successful TSAM® implementation requires more than new competencies. Learn how to build a practical plan that supports adoption, measurable outcomes, and long-term sustainability. Implementing a new clinical orientation model is about more than introducing a different set of competencies. It requires an organization to reconsider how new clinicians learn, how preceptors guide their development, how leaders evaluate progress, and how readiness for independent practice is determined. The Tiered Skills Acquisition Model provides a structured, competency-based approach to that transition. However, achieving sustainable results requires more than adopting the framework. Healthcare organizations need a clear TSAM® implementation plan that connects the model to their people, workflows, technology, and long-term workforce goals. The strongest implementation plans do not treat TSAM® as a temporary initiative. They establish the leadership support, operational structure, and continuous improvement processes needed to make the model part of everyday clinical practice. Begin With a Clear Case for Change Before determining timelines or building competencies, leaders must establish why the organization is implementing TSAM®. What problems should the new approach solve? Depending on the organization, those challenges may include: A shared case for change helps leaders communicate that TSAM® is not simply a new form or technology. It is a different approach to building competence during the transition into clinical practice. Organizations that are still exploring the framework can begin with CHCI’s overview of what the Tiered Skills Acquisition Model is. Build the Right Implementation Team Sustainable TSAM® implementation cannot rest with one nursing professional development practitioner or project leader. It requires participation from the people who influence clinical orientation throughout the organization. The implementation team may include representatives from: Each representative brings a different perspective. Executive leaders can remove barriers and reinforce accountability. Educators can guide competency development. Unit leaders and preceptors can identify workflow realities that may affect adoption. Technology partners can ensure documentation supports the model instead of creating additional work. The team should also establish clear decision-making authority. Everyone does not need to approve every detail, but everyone should understand who owns each part of implementation. [Image: Healthcare leaders developing a sustainable TSAM® implementation plan | Creative Health Care Insight] Assess the Current Orientation Environment An effective implementation plan begins with an honest assessment of the current state. Before designing the future process, examine how orientation operates today: This assessment establishes a baseline and helps the implementation team distinguish between practices that should be preserved, redesigned, or eliminated. It also prevents organizations from transferring an inefficient paper process into a digital environment without addressing the underlying problem. If warning signs are already present, CHCI’s guide to identifying a healthcare competency tracking problem can support this evaluation. Define What Success Will Look Like A TSAM® implementation plan should identify measurable goals before the first pilot begins. Without baseline measures and agreed-upon outcomes, it becomes difficult to determine whether implementation is creating meaningful improvement. Organizations may choose to monitor: Not every measure will change immediately. Some indicators can be evaluated during orientation, while retention and workforce outcomes require longer-term monitoring. The goal is not simply to prove that the organization launched TSAM®. It is to understand whether the new process... --- ### The 2026 Magnet® & Pathway® Conference - **URL:** https://www.mychci.com/blog/the-2026-magnet-pathway-conference/ - **Published:** 2026-09-09 - **Modified:** 2026-09-09 - **Author:** Aaron Garner **Categories:** Blog **Tags:** ANCCMagnet, ChicagoConference, CompetencyManagement, CreativeHealthCareInsight, DonnaWrightModel, HealthcareInnovation, MagnetConference2026, MagnetRecognition, McCormickPlace, MyCHCI, NurseRetention, NursingExcellence, NursingLeadership, NursingWorkforce, PathwayToExcellence **Excerpt:** The 2026 Magnet & Pathway Conference® comes to Chicago Oct 29–31. Find CHCI at Booth 1254 for demos, giveaways, and more. Every October, the nursing leaders who shape this profession gather in one place, not to swap business cards, but to wrestle with the hardest questions in the field. Where is nursing headed? What does workforce excellence actually look like? And how do we close the gap between the systems we have and the ones our teams deserve? The 2026 Magnet & Pathway® Conference brings that conversation to Chicago, October 29–31, at McCormick Place. Recognized as the largest conference dedicated to professional nursing, this year's event celebrates The Power of Nurses® while offering attendees 148 concurrent sessions, up to 50 ANCC contact hours, and a program designed to push nursing leadership thinking forward, not just confirm what you already know. Creative Health Care Insight built the MyCHCI platform specifically for the documentation, tracking, and workforce development challenges that nursing leaders face every day. CHCI is the only platform with the legal rights to deliver the Donna Wright Competency Assessment Model™ digitally and the only platform legally authorized to offer TSAM® education and consulting services paired with our comprehensive competency suite, a distinction that matters deeply to the organizations attending this conference.  If you're pursuing or maintaining Magnet® or Pathway to Excellence® recognition, this is the kind of infrastructure that makes your work measurable, not just meaningful. What to Expect at the 2026 Conference in Chicago This year's event at McCormick Place sets the stage for the profession's most significant annual gathering. So what's on the agenda that's worth your time? The conference program includes: The exhibit hall is where ideas meet implementation. It's where you can move from inspired to informed, and where you'll find Creative Health Care Insight (CHCI) at Booth 1254. [Image: Attendees at a Magnet Recognition Event | Creative Health Care Insight] CHCI Is Exhibiting — Here's What to Expect at Booth 1254 We're returning to the Magnet® & Pathway® Conference this year, and we can't wait. CEO Aaron Garron and CTO Thomas Ross will both be on-site to meet with attendees, answer your questions, and walk you through what MyCHCI can do for your organization. Whether you've been following CHCI for years or you're encountering us for the first time, there's something at Booth 1254 worth stopping for. Here's what you'll find: That last one isn't a typo. Fifteen thousand dollars. Add Booth 1254 to your itinerary. Client Spotlight A nurse educator at a mid-sized regional health system attended the Magnet® & Pathway® Conference two years ago with a familiar problem: her competency tracking system was a patchwork of spreadsheets, and every ANCC submission cycle left her team exhausted. She stopped by a CHCI exhibit, skeptical. She'd heard "automated competency management" before and seen platforms that did not digitize the Donna Wright Competency Assessment Model™ as no other organization has the legal capabilities to do so. What surprised her was the conversation - not a sales pitch, but a walkthrough of how the Donna Wright Competency Assessment Model™ actually works inside MyCHCI. Why This Conference Matters for... --- ### From Onboarding to Ongoing Excellence: Highlights from CHCI's TSAM® and Competency Workshop - **URL:** https://www.mychci.com/blog/from-onboarding-to-ongoing-excellence-highlights-from-chcis-tsam-and-competency-workshop/ - **Published:** 2026-09-08 - **Modified:** 2026-09-08 - **Author:** Aaron Garner **Categories:** Blog **Tags:** CompetencyManagement, Healthcare, MyCHCI, Nurse, Nursing, NursingProfessionalDevelopment, TSAM **Excerpt:** Forty healthcare professionals joined CHCI for two days of interactive learning with Dr. Ellen Joswiak and Donna Wright. Explore the key takeaways from this transformative TSAM® and competency workshop. What happens when healthcare professionals step away from their everyday responsibilities to reconsider how their organizations approach onboarding and competency? New ideas emerge. Meaningful conversations begin. And leaders return to their organizations prepared to create real change. Forty healthcare professionals recently came together in Washington, D.C., for From Onboarding to Ongoing Excellence: Going Beyond Checklists, an immersive two-day workshop hosted by Creative Health Care Insight (CHCI). Led by Dr. Ellen Joswiak and Donna Wright, the experience explored two transformative approaches to healthcare workforce development: the Tiered Skills Acquisition Model and the Donna Wright Competency Assessment Model™. Throughout the event, attendees gained practical strategies, exchanged ideas with fellow healthcare professionals, and developed tools they could begin using within their own organizations. As one attendee shared: “Without a doubt the most validating and insightful seminar I have ever attended! We left with tangible items and tasks we could implement immediately. Well worth the time, money, and investment in our team!” Day One: Rethinking Nurse Onboarding with TSAM® The first day focused on TSAM® and its ability to create a more individualized, structured, and intentional onboarding experience. Led by TSAM® co-innovator Dr. Ellen Joswiak, participants explored how organizations can move away from traditional, task-based orientation and instead support progressive skill development, clinical reasoning, and a more confident transition to independent practice. The interactive format allowed attendees to consider how TSAM® could address challenges within their own organizations while learning from the experiences of others in the room. One participant described the value of this shared learning: “Great speakers! They kept my attention. Loved the opportunity to network and learn from one another about how to make our orientation and annual training experiences better.” Another attendee emphasized the workshop’s relevance for both new clinicians and the people supporting them: “I loved getting all of the great information on how to better support preceptors and new staff. Additionally, the competency framework is an absolute game changer! This workshop was so relevant and very much needed.” [Image: Dr. Ellen Joswiak leading CHCI’s TSAM® and competency workshop for healthcare professionals | Creative Health Care Insight ] Bringing the Learning to Life with CHCI Technology After the first day, attendees were invited to an optional reception hosted by CHCI. In addition to connecting with one another in a more informal setting, participants received a firsthand demonstration of how the CHCI platform can help bring the strategies discussed during the workshop to life. The demonstration illustrated how organizations can use CHCI technology to support onboarding, competency assessment, professional development, and workforce growth within one connected system. But, we know that technology alone is not enough. That’s why CHCI is more than a technology platform. We combine purpose-built healthcare technology with healthcare expertise, strategic guidance, education, implementation support, and ongoing partnership. Our goal is not simply to give organizations new tools or introduce them to transformative methods. It is to help them successfully put those tools and methods into practice. Whether an organization is implementing TSAM®, adopting the Donna Wright... --- ### How Healthcare Workforce Data Can Reveal Professional Development Gaps - **URL:** https://www.mychci.com/blog/how-healthcare-workforce-data-can-reveal-professional-development-gaps/ - **Published:** 2026-09-02 - **Modified:** 2026-09-02 - **Author:** Aaron Garner **Categories:** Blog **Tags:** Healthcare, Nursing, NursingProfessionalDevelopment, Workforcedata **Excerpt:** Healthcare workforce data can uncover education, certification, mentoring, leadership, and succession-planning needs that may otherwise remain hidden. Healthcare organizations collect an enormous amount of information about their workforce. They may track employee demographics, education, certifications, specialty experience, professional goals, leadership roles, and participation in development programs. But collecting information is only the beginning. The real value of healthcare workforce data lies in what organizations can learn from it. When workforce information is accurate, accessible, and thoughtfully analyzed, it can reveal professional development gaps that might otherwise remain hidden. It can help leaders see where employees need additional support, which groups lack access to development opportunities, where future leadership shortages may emerge, and how professional development resources can be used more strategically. Data collection is not the end goal. Better workforce decisions are. What Is Healthcare Workforce Data? Healthcare workforce data is information that helps an organization understand the composition, preparation, experience, and professional development of its employees. Depending on the organization and its goals, this information may include: When these data points are considered together, they create a more complete picture of the workforce. Leaders can move beyond knowing how many employees work within the organization and begin understanding the experiences, strengths, needs, and aspirations of the people behind those numbers. Why Professional Development Gaps Can Be Difficult to See Professional development needs are not always obvious. A department may appear fully staffed while lacking enough employees who are prepared to step into future leadership roles. An organization may offer several educational programs while participation remains concentrated among the same groups of employees. Team members may have valuable skills, certifications, or professional interests that are not visible to their leaders. These gaps can be especially difficult to identify when information is stored across multiple systems, maintained inconsistently, or limited to basic employment records. A spreadsheet may show that an employee completed a course. It may not show whether that employee is interested in mentoring others, pursuing certification, joining a professional governance council, or preparing for a leadership position. Effective healthcare employee data collection gives organizations the opportunity to see these connections. It turns separate pieces of employee information into insights that can guide workforce development. [Image: Healthcare leader reviewing workforce data to identify professional development gaps | Creative Health Care Insight] What Healthcare Workforce Data Can Reveal 1. Education and Certification Gaps Workforce data can help leaders identify areas where additional education or certification may be needed. For example, an organization may discover that certain departments have fewer specialty-certified employees than others. Leaders may also find that employees are interested in pursuing certifications but face barriers such as cost, limited preparation resources, scheduling challenges, or uncertainty about where to begin. Understanding these gaps allows the organization to provide more focused support. That support might include certification preparation, reimbursement opportunities, study groups, mentoring, or protected time for professional development. Instead of offering the same educational resources to everyone, leaders can align investments with demonstrated workforce needs. 2. Unequal Access to Professional Development Offering professional development opportunities does not automatically mean employees can access them equally. Professional development data... --- ### How to Build an Effective Preceptor Program in Healthcare - **URL:** https://www.mychci.com/blog/how-to-build-an-effective-preceptor-program-in-healthcare/ - **Published:** 2026-08-27 - **Modified:** 2026-08-27 - **Author:** Aaron Garner **Categories:** Blog **Tags:** Healthcare, NursePrecepting, Nursing, PreceptorDevelopment **Excerpt:** Learn how to build an effective healthcare preceptor program that strengthens clinical competency, supports preceptees, and improves workforce retention. Preceptors play an essential role in helping healthcare professionals transition into new positions, specialties, and practice environments. They reinforce clinical expectations, support competency development, provide feedback, and help new team members build the confidence needed to practice more independently. Yet assigning an experienced clinician to an orientee does not automatically create an effective preceptor program. Without clear expectations, consistent preparation, strong communication, and ongoing organizational support, preceptorship can become fragmented. Preceptors may feel overwhelmed, orientees may receive inconsistent experiences, and leaders may struggle to understand whether employees are truly prepared for practice. Building an effective preceptor program requires a thoughtful, organization-wide approach. What Is a Healthcare Preceptor Program? A healthcare preceptor program is a structured system that prepares and supports experienced clinicians as they guide students, new employees, new graduates, or professionals transitioning into new roles. A comprehensive program defines: This structure creates greater consistency while still allowing it to be customized to individual learning needs and progression. [Image: Healthcare preceptor guiding a new clinician through a structured orientation program | Creative Health Care Insight] Why Healthcare Preceptor Programs Matter Preceptorship influences more than the success of a single orientation. It can affect workforce readiness, employee confidence, team integration, patient safety and quality, and retention. A strong healthcare preceptor program helps organizations: Without a structured program, much of the experience depends on the individual preceptor. Even highly committed clinicians may approach teaching, feedback, documentation, and evaluation differently if the organization has not established clear standards. How to Build an Effective Preceptor Program 1. Define the Program’s Purpose and Outcomes Before selecting preceptors or developing training, leaders should determine program goals. Consider questions such as: Clear objectives help organizations design a program that supports both individual development and broader workforce priorities. 2. Select Preceptors Thoughtfully Clinical expertise is important, but it is not the only qualification needed to become an effective preceptor. Strong preceptors should demonstrate: Organizations should also consider whether clinicians genuinely want to serve in the role. Treating preceptorship as an automatic responsibility or assigning it without preparation can contribute to frustration and disengagement. 3. Provide Preceptor-Specific Education Knowing how to perform a role does not necessarily mean knowing how to teach it. Preceptors need preparation for the educational, interpersonal, and evaluative responsibilities they will assume. Preceptor development should address: Preceptor education should not be viewed as a one-time requirement. Refresher education, peer learning, coaching, and accessible resources can help preceptors continue developing their skills. 4. Establish Clear Roles and Expectations Preceptors, orientees, educators, and leaders should understand their responsibilities throughout orientation. At the beginning of the experience, participants should receive clear information about: Clarity minimizes confusion and helps ensure preceptors don’t take on responsibilities that should be shared with educators or leaders.  5. Create a Consistent but Individualized Orientation Process Consistency does not mean every orientee must follow an identical path. Organizations should establish common expectations, competency criteria, and evaluation processes while recognizing that individuals may progress at different rates. A newly licensed clinician may require different support... --- ### Precepting in Healthcare: Building Stronger Clinical Teams Through Effective Preceptorship - **URL:** https://www.mychci.com/blog/precepting-in-healthcare-building-stronger-clinical-teams-through-effective-preceptorship/ - **Published:** 2026-08-25 - **Modified:** 2026-08-25 - **Author:** Aaron Garner **Categories:** Blog **Tags:** Healthcare, MyCHCI, Nurse, NursePrecepting, Nursing, Precepting, TSAM **Excerpt:** Learn what a preceptor in healthcare does and how effective preceptorship strengthens competency, confidence, retention, and clinical teams. Starting a new role in healthcare can be both exciting and overwhelming. New employees must learn unfamiliar workflows, demonstrate clinical competencies, build relationships, and adapt to the culture of the organization, often while caring for patients in complex environments. A strong preceptor can make that transition more manageable. Preceptors help healthcare professionals translate knowledge into practice, develop confidence, and progress toward greater independence. However, successful preceptorship requires more than pairing a new employee with an experienced clinician. Healthcare organizations must create a structured system that prepares preceptors, supports orientees, and gives leaders visibility into the entire orientation experience. What Is a Preceptor in Healthcare? A preceptor in healthcare is an experienced professional who provides structured, practice-based guidance to a student, new graduate, newly hired employee, or clinician transitioning into a different role or specialty. Preceptors help orientees understand how clinical knowledge applies within a specific practice environment. Depending on the organization and role, a preceptor may: Although preceptors are often associated with nursing orientation, preceptorship can support professionals across healthcare disciplines and practice settings. What Does a Healthcare Preceptor Do? A healthcare preceptor serves as an educator, coach, evaluator, role model, and source of support. Balancing those responsibilities can be challenging, particularly when the preceptor is also responsible for a full clinical workload.  Effective preceptors do more than explain how to complete a task. They help orientees understand why certain decisions are made, how priorities are established, and what safe, high-quality practice looks like in real situations. Preceptors also create an important connection between the orientee and the organization. Their approach can influence whether a new team member feels supported, confident, and prepared to succeed. [Image: Experienced healthcare preceptor guiding a new clinician during hands-on clinical orientation | Creative Health Care Insight] Preceptor vs. Mentor: What Is the Difference? Preceptors and mentors both support professional growth, but their roles are not interchangeable. A preceptor typically supports a defined orientation or clinical learning experience. The relationship is structured around role expectations, competency development, performance feedback, and progression toward independent practice. A mentor often provides broader, longer-term guidance related to career development, leadership, professional goals, and navigating workplace challenges. Mentoring relationships may continue well beyond orientation and are not always connected to formal performance evaluation. Both roles are valuable. Preceptorship focuses primarily on successful transition into practice, while mentoring supports continued development throughout a professional’s career. Why Preceptors Matter to Clinical Teams The quality of preceptorship can influence far more than an individual employee’s orientation experience. Stronger clinical competency Preceptors help orientees apply knowledge, practice essential skills, and demonstrate their ability to perform skills and interventions safely. When expectations and validation processes are clearly defined, preceptors can better identify progress and address learning needs early. Greater confidence and readiness A supportive preceptor creates opportunities for questions, reflection, and guided practice. This can help orientees develop confidence without being expected to manage situations independently before they are ready. Improved team integration Preceptors introduce new employees to more than clinical processes. They help them... --- ### How to Measure the Impact of Nurse Mentoring Programs on Retention - **URL:** https://www.mychci.com/blog/how-to-measure-the-impact-of-nurse-mentoring-programs-on-retention/ - **Published:** 2026-08-21 - **Modified:** 2026-08-21 - **Author:** Aaron Garner **Categories:** Blog **Tags:** Healthcare, HealthcareMentoring, HealthcareRetention, Mentoring, Nursing, NursingLeadership **Excerpt:** Learn how to measure nurse mentoring program outcomes, including engagement, professional development, and nurse retention, to improve program impact. Mentoring can help nurses feel supported, build confidence, navigate workplace challenges, and envision a future within their organization. These benefits make mentoring an important part of a comprehensive nurse retention strategy. However, simply establishing a mentoring program does not guarantee better retention. Healthcare organizations must be able to determine whether mentors and mentees are actively participating, whether relationships are progressing, and whether the program is contributing to meaningful workforce outcomes. Without this visibility, leaders may know that mentoring is available but not whether it is working. Measuring the right nurse mentoring program outcomes allows organizations to strengthen their programs, demonstrate their value, and better support the nurses they hope to retain. Why Mentoring Program Measurement Matters Mentoring programs require an investment of time, resources, and organizational support. Measuring their impact helps leaders understand whether that investment is producing the desired results. Effective measurement can reveal: Measurement also helps move mentoring beyond an informal employee benefit. When organizations can connect mentoring participation with retention, engagement, advancement, and leadership development, mentoring becomes a measurable workforce strategy. [Image: Nurse mentor and mentee discussing professional development and retention goals | Creative Health Care Insight] Key Nurse Mentoring Program Outcomes to Track No single metric can capture the full impact of mentoring. Organizations need a combination of participation, experience, development, and retention measures. 1. Participation and Engagement Participation data provides an important starting point. Organizations should know how many nurses enroll, how quickly they are matched, and whether mentoring relationships remain active. Useful measures may include: Enrollment alone should not be considered evidence of success. A program may attract significant initial interest while still struggling with inactive matches or inconsistent engagement. 2. Retention Among Participants If nurse retention is one of the program’s goals, organizations should examine whether participants remain employed over time. Consider comparing: These comparisons do not necessarily prove that mentoring caused the difference. Retention is influenced by leadership, workload, workplace culture, compensation, professional development, and many other factors. However, the data can help leaders identify meaningful patterns and evaluate mentoring as part of a broader retention strategy. 3. Mentee Experience and Satisfaction Quantitative data tells only part of the story. Regular feedback can help leaders understand whether nurses feel supported by their mentoring relationships. Organizations may ask mentees whether mentoring has helped them: Short pulse surveys conducted throughout the relationship can be more helpful than relying exclusively on a final evaluation. They allow program leaders to identify challenges while there is still time to provide support. 4. Professional Development and Career Advancement Mentoring should help nurses make meaningful progress toward professional goals. Depending on the program, organizations may track: These outcomes demonstrate that mentoring can contribute not only to retention but also to internal mobility and succession planning. 5. Mentor Experience and Retention Mentors should not be overlooked when evaluating program effectiveness. Serving as a mentor can provide experienced nurses with opportunities to develop leadership skills, share knowledge, and contribute to the growth of others. Organizations should assess whether mentors feel: A... --- ### Why New Graduate Nurses Leave and How to Improve First-Year Retention - **URL:** https://www.mychci.com/blog/why-new-graduate-nurses-leave-and-how-to-improve-first-year-retention/ - **Published:** 2026-08-18 - **Modified:** 2026-08-18 - **Author:** Aaron Garner **Categories:** Blog **Tags:** Healthcare, HealthcareRetention, New Graduate Nurse, Nurse Onboarding, Nursing, NursingLeadership, NursingProfessionalDevelopment **Excerpt:** Learn why new graduate nurses leave and how sustained orientation, preceptor support, mentoring, and career development can improve first-year retention. The transition from nursing school to clinical practice is one of the most important stages in a nurse’s career. New graduate nurses enter the workforce ready to make a difference, but they also face unfamiliar responsibilities, demanding environments, and a steep learning curve. For some, the gap between what they expected and what they experience becomes difficult to overcome. Without the right support, uncertainty can turn into disengagement, burnout, or a decision to leave the organization. Improving new graduate nurse retention requires more than a strong orientation. Healthcare organizations must support nurses throughout their first year as they build confidence, strengthen clinical judgment, develop workplace relationships, and begin to see a future within the profession. Why Do New Graduate Nurses Leave? New graduate nurse turnover rarely has a single cause. It often reflects several challenges that build over time. Common reasons new nurses leave include: These challenges do not mean new nurses are incapable or uncommitted. They indicate that the transition into practice requires thoughtful, sustained support. [Image: New graduate nurse receiving support during the transition into clinical practice | Creative Health Care Insight] The First-Year Transition Does Not End With Orientation Orientation establishes a critical foundation, but completing orientation does not mean a new graduate nurse has completed the transition into professional practice. New nurses continue to encounter unfamiliar situations, develop clinical judgment, and adjust to greater independence long after their initial onboarding period ends. When structured support disappears too quickly, nurses may feel as though they are expected to function with confidence they have not yet had time to develop. Organizations can improve first-year nurse retention by viewing transition support as a continuum. Orientation, competency development, precepting, mentoring, leadership check-ins, and career planning should work together throughout the nurse’s first year. 1. Build an Individualized Orientation Experience New graduate nurses enter the workforce with different experiences, strengths, and learning needs. A standardized orientation timeline may be administratively convenient, but it does not always reflect individual readiness. Competency-based orientation allows organizations to evaluate what each nurse can demonstrate and where additional development is needed. This approach helps prevent unnecessary repetition while ensuring nurses receive support in areas where they are not yet confident. Clear expectations also matter. New nurses should understand which competencies they need to develop, how progress will be assessed, and where they can go for help. Learn more about how healthcare competency management improves nurse retention from day one. 2. Prepare and Support Preceptors Preceptors have a significant influence on how new graduate nurses experience their first weeks and months of practice. An effective preceptor does more than explain policies and complete checklists. Preceptors help new nurses connect knowledge with practice, build confidence, navigate workplace culture, and feel like part of the team. However, strong clinical performance does not automatically prepare someone to teach or support a new nurse. Organizations should give preceptors clear expectations, education, resources, and recognition for the role.  Preceptor assignments should also be as consistent as possible. Frequently changing preceptors can expose... --- ### How to Know When a Nurse Is Ready for Independent Practice  - **URL:** https://www.mychci.com/blog/how-to-know-when-a-nurse-is-ready-for-independent-practice/ - **Published:** 2026-08-12 - **Modified:** 2026-08-12 - **Author:** Aaron Garner **Categories:** Blog **Tags:** CompetencyManagement, Healthcare, MyCHCI, Nursing, TSAM **Excerpt:** Learn how TSAM®, competency validation, and integrated technology help healthcare organizations determine nurse readiness for independent practice. Healthcare organizations continue to invest heavily in onboarding new nurses, yet many leaders continue to ask the same questions:  - How do we know when a nurse is truly ready for independent practice? - Why does orientation feel inconsistent from one unit to another? - Why do some nurses thrive while others struggle despite completing the same orientation timeline?  Completing twelve weeks of orientation does not guarantee competence. Time is easy to measure, but it is often a poor indicator of readiness for practice. Healthcare organizations need a clear developmental pathway, consistent competency validation, and technology that connects learner progress with the information leaders need to make informed decisions. That is where three essential elements work together: • TSAM® provides the roadmap. • Competency validation confirms readiness. • The CHCI platform brings it all together.   [Image: Nurse preceptor evaluating a new nurse’s readiness for independent clinical practice | CHCI ] What Is Nurse Practice Readiness?  Nurse practice readiness is the demonstrated ability to apply the knowledge, clinical skills, judgment, communication, and decision-making required to provide safe, effective care with an appropriate level of independence.  Readiness is not defined by completing every item on a checklist or reaching the final day of orientation. It is demonstrated through consistent performance in the clinical environment.  A nurse who is ready for independent practice should be able to:  Importantly, independent practice does not mean practicing without support. Every nurse must understand professional limitations and know when collaboration or additional guidance is necessary. Recognizing when to seek assistance is an important indicator of readiness in itself.  Why Orientation Length Cannot Confirm Competence  Traditional orientation programs are often built around fixed timelines. A nurse may be assigned eight, ten, or twelve weeks of orientation based on the unit, role, or organization. Timelines can support planning, but as I mentioned earlier, they should not be the primary measure of readiness.  Nurses enter orientation with different levels of experience, education, confidence, and exposure to clinical situations. Even nurses with similar backgrounds may develop at different rates. A predetermined timeline cannot fully account for those differences.  When orientation is driven primarily by time, organizations risk:  This does not mean orientation timelines should be eliminated. Instead, time should serve as a guide while demonstrated competence informs progression.  The more meaningful question is not, “How many weeks has this nurse completed?” It is, “What has this nurse demonstrated they are prepared to do?”  What Does Readiness for Independent Nursing Practice Look Like?  Practice readiness is multidimensional. It involves technical ability, but it also requires clinical reasoning, communication, prioritization, and the ability to respond appropriately when conditions change.  A nurse may be able to perform an individual skill correctly while still needing development in workload management or clinical judgment. Similarly, completing a procedure once does not establish consistent competence across different patients and situations.  Readiness should be evaluated through observable performance over time. Preceptors and educators need clear criteria to determine whether the nurse can consistently: Connect knowledge to practice  The nurse understands not only how to perform an... --- ### How Nursing Leadership Affects Nurse Retention: Why Nurses Stay or Leave - **URL:** https://www.mychci.com/blog/how-nursing-leadership-affects-nurse-retention-why-nurses-stay-or-leave/ - **Published:** 2026-08-06 - **Modified:** 2026-08-06 - **Author:** Aaron Garner **Categories:** Blog **Tags:** Healthcare, HealthcareRetention, Leadership, Nurse, Nurse Retention, Nursing **Excerpt:** Learn how nursing leadership affects nurse retention through trust, recognition, professional development, competency support, and workplace culture. Nurse retention is often discussed in terms of compensation, staffing levels, benefits, and workforce shortages. While each of these factors matters, nurses frequently experience their organization through a more immediate influence: their leaders. The way leaders communicate, respond to concerns, recognize contributions, and support professional growth can shape whether nurses feel valued and see a future within the organization. Leadership cannot eliminate every challenge nurses face, but it can significantly influence whether those challenges feel manageable or become reasons to leave. Understanding the connection between leadership and nurse retention can help healthcare organizations move from reacting to turnover toward creating environments where nurses want to stay. Why Leadership Matters for Nurse Retention Nurses want to work in environments where they feel respected, supported, and equipped to provide excellent care. Their daily interactions with nurse managers and other leaders help determine whether those conditions exist. Supportive nursing leadership can strengthen trust, engagement, professional confidence, and connection to the organization. In contrast, inconsistent communication, limited recognition, inadequate support, or a lack of development opportunities can gradually weaken that connection. Effective nurse retention therefore requires more than isolated incentives. It requires leaders who consistently create a positive employee experience and organizational systems that help them sustain it. 1. Leaders Build Trust Through Communication Nurses are more likely to remain engaged when leaders communicate openly, explain decisions, and follow through on commitments. Trust is not built through a single meeting or employee survey. It develops when nurses know what is happening, understand why changes are being made, and feel confident that leaders will address concerns honestly. Strong communication also includes listening. When nurses share feedback, leaders should acknowledge it, identify what can be changed, and explain when a requested change is not possible. Even when leaders cannot provide the desired solution, transparency helps nurses feel heard and respected. [Image: Nursing leadership and nurse retention in a supportive healthcare workplace | Creative Health Care Insight] 2. Psychological Safety Encourages Nurses to Speak Up Nurses need to feel safe raising concerns, asking questions, and acknowledging when they need help. This is essential for patient safety, learning, and retention. When leaders respond to questions with curiosity rather than criticism, they create an environment where nurses can speak openly. When concerns are dismissed or mistakes are treated primarily as personal failures, nurses may become less willing to participate, learn, or contribute ideas. Psychological safety does not mean eliminating accountability. It means creating a culture where accountability is paired with fairness, learning, and support. Nurses are more likely to stay when they know their voices matter and they can participate in improving practice. 3. Meaningful Recognition Reinforces Nurses’ Value Recognition can have a powerful effect on the nurse experience, but it must be specific and genuine. A general thank-you is appreciated. However, recognition becomes more meaningful when leaders identify the contribution, skill, or behavior that made a difference. This might include recognizing a nurse for supporting a colleague, improving a process, developing a new competency, or demonstrating exceptional patient... --- ### Succession Planning in Healthcare: How to Build a Strong Leadership Pipeline  - **URL:** https://www.mychci.com/blog/succession-planning-in-healthcare-how-to-build-a-strong-leadership-pipeline/ - **Published:** 2026-08-03 - **Modified:** 2026-08-03 - **Author:** Aaron Garner **Categories:** Blog **Tags:** Healthcare, Nursing, NursingProfessionalDevelopment, SuccessionPlanning **Excerpt:** Learn how succession planning in healthcare strengthens leadership continuity, develops emerging talent, and builds a sustainable leadership pipeline. Healthcare organizations depend on capable leaders to maintain continuity, support teams, and respond to an increasingly complex care environment. Yet many organizations wait until a leader announces a departure before considering who will step into the role next. By then, the organization is no longer succession planning. It is reacting to a vacancy. Effective succession planning in healthcare is a continuous process for identifying critical roles, developing emerging talent, transferring institutional knowledge, and preparing future leaders before transitions occur. With the right structure, healthcare organizations can move beyond filling open positions and build a sustainable leadership pipeline. What Is Succession Planning in Healthcare? Succession planning in healthcare is the strategic process of preparing qualified employees to assume roles that are essential to organizational continuity. Although it is often associated with executive leadership, succession planning should extend throughout the organization. Critical roles may include: Succession planning is not about selecting one person to replace an existing leader. It creates a broader pipeline of employees who are developing the competencies, experience, and organizational knowledge needed to pursue future opportunities. That distinction is important. When an organization depends on a single potential successor, it remains vulnerable if that employee leaves, changes career goals, or is not prepared when the role becomes available. [Image: Healthcare leaders discussing succession planning and future leadership development | Creative Health Care Insight] Why Succession Planning Matters in Healthcare When an experienced leader leaves, a healthcare organization may lose more than the person filling the position. It can also lose established relationships, clinical or operational expertise, historical knowledge, and momentum behind important initiatives. Succession planning helps protect organizations from these disruptions while supporting several broader workforce priorities. These Include: Leadership Continuity Preparing future leaders in advance creates a stronger pool of internal candidates who already understand the organization’s culture, priorities, and people. Knowledge Transfer Experienced leaders often hold valuable knowledge that is not captured in policies or job descriptions. Mentoring, job shadowing, collaborative projects, and phased transitions help transfer that knowledge before it is lost. Employee Engagement and Retention Employees are more likely to envision a future within an organization when they can see opportunities for professional growth. A transparent succession planning process shows that the organization is willing to recognize potential and invest in employee development. Workforce Readiness Future healthcare leaders must be prepared to navigate workforce shortages, changing technologies, quality and safety priorities, data-informed decision-making, and evolving patient and employee expectations. Succession planning allows organizations to build these capabilities before a vacancy creates an urgent need. Succession Planning vs. Replacement Planning Succession planning and replacement planning serve related but different purposes. Replacement planning asks: Who could fill this position if the current leader left? Succession planning asks: What leadership capabilities will our organization need in the future, and how can we begin developing them now? Replacement planning is typically reactive and position-specific. It may identify an emergency backup, but it does not necessarily prepare that individual for long-term success. Succession planning is broader and more developmental. It... --- ### Nursing Competency Management Software Pricing: Things to Consider - **URL:** https://www.mychci.com/blog/nursing-competency-management-software-pricing-things-to-consider/ - **Published:** 2026-07-29 - **Modified:** 2026-07-29 - **Author:** Aaron Garner **Categories:** Blog **Tags:** ClinicalOrientation, CNO, CompetencyManagementSoftware, DonnaWrightModel, HealthcareTechnology, HealthcareWorkforce, MagnetRecognition, MyCHCI, NPDDirector, NurseRetention, NursingCompetencyManagement, NursingLeadership, NursingProfessionalDevelopment, PathwayToExcellence, TSAM **Excerpt:** What does nursing competency management software cost? Learn what drives pricing, what to look for, and how MyCHCI fits your budget. Pricing is almost never the first question nursing leaders ask, but it's almost always the one that stalls a decision. You've identified a real problem: your team is managing competencies through spreadsheets, chasing paper forms, and scrambling before every regulatory review. You know something has to change. Then someone asks, "What does this cost?" and suddenly, the conversation shifts from solving the problem to justifying the investment. Nursing competency management software pricing varies widely based on organization size, the number of components selected, and the depth of implementation support needed. Most platforms are quoted per user or per facility, with annual subscription models being standard. Expect pricing conversations to begin around your census size, your current technology stack, and which competency functions you need automated first. MyCHCI, the platform developed by Creative Health Care Insight, was built by healthcare professionals who understand that budget conversations happen inside complex organizations, not in a vacuum. Our team has spent years working alongside nursing professional development professionals, CNOs, and health system IT leaders to structure a modular pricing approach that meets organizations at their actual starting point, rather than forcing a full-platform purchase before they're ready. [Image: Hospital Leadership Team Discussing Nursing Competency Program Budget | Creative Health Care Insight] Why Nursing Competency Software Pricing Is Rarely Straightforward Here's what most vendors won't tell you upfront: pricing in this category is intentionally opaque. Most platforms don't publish rates because the real cost depends on several variables that differ significantly from one organization to the next. What drives pricing for nursing competency management software? Client Spotlight A nursing professional development specialist at a 350-bed hospital had been managing competencies for 14 units using a combination of shared Excel files and printed checklists. During their initial conversation with our team, her first question was whether the full MyCHCI platform was affordable on a constrained NPD budget. We walked her through the modular structure, starting with just the Competency Suite, and her first-year investment was a fraction of what she'd assumed. Within six months, she'd reduced her annual competency documentation time by an estimated 60 hours per year and had data that her CNO could actually use. What Does Nursing Competency Management Software Actually Cost? For nursing leaders across the United States, the question of national, regional, and local affordability comes up often. The good news: cloud-based platforms like MyCHCI are priced nationally, not regionally. Your location doesn't affect your subscription cost, access to the same platform features is the same whether you're in Nashville or Knoxville, Dallas or Houston, Los Angeles or Sacramento. The table below outlines the primary factors that typically influence where your organization lands on the pricing spectrum. Pricing Factor | Smaller Organization (Under 300 Nurses) | Larger Organization (300+ Nurses) | Per-seat licensing | Lower total cost | Higher total cost, often with volume discounts | Modules selected | Start with 1-2 components | Often full suite integration | Implementation support | Standard onboarding included | May include extended consulting |... --- ### Why Clinical Ladders Stall and How Healthcare Organizations Can Fix Them - **URL:** https://www.mychci.com/blog/why-clinical-ladders-stall-and-how-healthcare-organizations-can-fix-them/ - **Published:** 2026-07-27 - **Modified:** 2026-07-27 - **Author:** Aaron Garner **Categories:** Blog **Tags:** ClinicalLadder, Healthcare, HealthcareRetention, MyCHCI, Nursing **Excerpt:** Why do clinical ladders lose momentum? Discover common challenges and practical strategies to improve participation, retention, and professional development. Clinical ladders have long been recognized as a valuable strategy for supporting nurse engagement, professional growth, and workforce retention. When implemented effectively, they create meaningful opportunities for clinicians to develop new skills, share expertise, and advance their careers without leaving the bedside. Yet many healthcare organizations discover that simply launching a clinical ladder program is only the beginning. Initial excitement often gives way to declining participation, inconsistent evaluations, administrative burden, and frustration among both nurses and leaders. What was intended to become a cornerstone of professional development can slowly lose momentum, making it difficult to sustain engagement or demonstrate organizational impact. The good news is that the problem is rarely the concept of clinical ladders themselves. More often, organizations lack the infrastructure needed to support them over time. Here's why clinical ladders stall and what healthcare leaders can do to build programs that remain successful for years to come. Clinical Ladders Require More Than Good Intentions Many organizations invest significant time designing a clinical ladder framework. They define advancement criteria, create application processes, establish review committees, and communicate the benefits to staff. Initially, participation is often strong. Over time, however, maintaining that momentum becomes increasingly difficult. As healthcare organizations face staffing shortages, increasing workloads, and competing priorities, clinical ladder participation often shifts from being viewed as an exciting professional opportunity to another administrative task. Without ongoing support, even well-designed programs can begin to lose effectiveness. The Administrative Burden Becomes Overwhelming One of the biggest reasons clinical ladder programs stall is the amount of manual work required to manage them. Nurses frequently spend hours collecting documentation from multiple sources, organizing evidence of professional achievements, and ensuring they have met every requirement before submitting an application. Meanwhile, leaders and review committees often manage: As participation grows, so does the administrative complexity. Instead of supporting professional growth, the process itself can become a barrier. Nurses Lose Visibility Into Their Progress One of the most common frustrations nurses experience is uncertainty. They may wonder: When expectations are unclear, participation often declines. Providing nurses with greater transparency helps transform clinical ladders from an annual paperwork exercise into an ongoing professional development journey. [Image: Clinical ladder program helping nurses track professional development and career advancement in healthcare | CHCI] Inconsistent Evaluations Reduce Confidence Consistency is critical to maintaining trust in any advancement program. When different reviewers interpret requirements differently or documentation standards vary across departments, nurses may perceive the process as subjective or unfair. Standardized workflows, clear evaluation criteria, and centralized documentation help ensure every applicant is evaluated using the same expectations. Consistency strengthens both confidence in the program and confidence in organizational leadership. Professional Development Happens Year-Round Clinical ladder advancement should never feel like a once-a-year scramble to gather documents. Professional growth occurs continuously through: When organizations encourage nurses to document these accomplishments throughout the year, preparing a clinical ladder portfolio becomes significantly less stressful and far more accurate. More importantly, it reinforces a culture of continuous professional growth rather than last-minute compliance. [Image: Healthcare... --- ### The Real Cost of Nurse Burnout: What Healthcare Organizations Can’t Afford to Ignore - **URL:** https://www.mychci.com/blog/the-real-cost-of-nurse-burnout-what-healthcare-organizations-cant-afford-to-ignore/ - **Published:** 2026-07-23 - **Modified:** 2026-07-23 - **Author:** Aaron Garner **Categories:** Blog **Tags:** Healthcare, HealthcareRetention, Nurse, Nursing **Excerpt:** Discover the real cost of nurse burnout on healthcare organizations, from turnover and staffing challenges to patient outcomes, retention, and workforce stability. One of the most pressing challenges facing healthcare organizations today is nurse burnout. While its impact on the entire organization is well documented, many organizations still underestimate the true cost burnout has on the health of their workforce, the quality of patient care, and their financial performance. Burnout is not simply an employee wellness issue. It is a workforce stability issue, a patient safety issue, a leadership issue, and ultimately, an organizational performance issue. Every exhausted nurse who considers leaving, disengages from professional development, or struggles through another demanding shift represents more than an individual challenge. The effects ripple throughout the organization, influencing team morale, staffing stability, patient outcomes, and operational costs. As healthcare organizations continue to navigate workforce shortages and increasing demands, understanding the real cost of nurse burnout has never been more important. Organizations that proactively address burnout by investing in their people, strengthening leadership, and supporting professional growth are better positioned to retain nurses, improve outcomes, and build healthier workplaces for the future. Burnout Begins Affecting Organizations Long Before Turnover One of the biggest misconceptions about nurse burnout is that organizations only begin paying the price once a nurse resigns. In reality, the costs often begin months before an employee ever considers leaving. Burned-out nurses may experience emotional exhaustion, decreased engagement, difficulty concentrating, lower job satisfaction, and increased absenteeism. Many continue to provide exceptional patient care despite these challenges, but doing so often requires tremendous personal sacrifice that becomes increasingly difficult to sustain. As burnout grows, organizations may notice reduced participation in professional development opportunities, less involvement in shared decision-making, fewer staff members stepping into leadership roles, and declining enthusiasm for quality improvement initiatives. These early warning signs often go unnoticed because staffing levels remain unchanged. However, workforce engagement, collaboration, and resilience may already be declining beneath the surface. Addressing burnout early allows organizations to strengthen their workforce before these challenges become significantly more difficult and costly to overcome. [Image: Nurse sitting quietly after a hospital shift, illustrating the real cost of nurse burnout on healthcare organizations | CHCI] Nurse Turnover Carries Significant Financial Costs Perhaps the most visible consequence of nurse burnout is turnover. Replacing an experienced nurse requires substantial investments in recruiting, hiring, onboarding, orientation, training, and competency validation. Organizations may also rely on overtime, agency staffing, or temporary personnel while vacancies remain open, further increasing expenses and placing additional strain on existing teams. Beyond these direct costs, organizations lose invaluable institutional knowledge, experienced mentors, and future leaders every time a seasoned nurse leaves. The remaining staff often absorb additional responsibilities, increasing workloads and stress levels that can contribute to even more burnout. This cycle creates ongoing staffing instability that becomes increasingly expensive to interrupt. Improving nurse retention is not simply about filling vacancies. It is about creating work environments where nurses feel supported, engaged, and able to build long-term careers. Burnout Influences Patient Care and Organizational Performance Nurses are the foundation of safe, high-quality patient care. When burnout becomes widespread, its effects extend beyond... --- ### Why Healthcare Mentoring Programs Fail (and How to Build One That Lasts) - **URL:** https://www.mychci.com/blog/why-healthcare-mentoring-programs-fail-and-how-to-build-one-that-lasts/ - **Published:** 2026-07-22 - **Modified:** 2026-07-22 - **Author:** Aaron Garner **Categories:** Blog **Tags:** Healthcare, MyCHCI, Nursing, NursingLeadership, NursingProfessionalDevelopment **Excerpt:** Many healthcare mentoring programs fail because they lack structure, accountability, and measurable outcomes. Learn how to build a successful mentoring program that improves retention, develops future leaders, and supports long-term workforce success. Most healthcare leaders recognize the value of mentoring. They understand that experienced employees play a critical role in helping new team members build confidence, strengthen clinical competence, and navigate the realities of working in today's healthcare environment. Yet despite good intentions, many mentoring programs never reach their full potential. Some begin with enthusiasm but gradually lose momentum. Others rely on informal relationships that vary widely from one department to another. In many organizations, mentoring depends entirely on individual managers or staff members, making it difficult to create a consistent experience or measure meaningful outcomes. As healthcare organizations face ongoing workforce shortages, increasing complexity, and the need to prepare future leaders, mentoring can no longer be viewed as an optional initiative. It must become a structured, sustainable strategy for workforce development. The difference between a mentoring program that fades away and one that transforms an organization often comes down to how it is designed, supported, and managed. Why Healthcare Mentoring Matters More Than Ever Healthcare is experiencing one of the most significant workforce transitions in decades. Organizations are simultaneously onboarding new graduates, supporting early-career professionals, developing emerging leaders, and preparing for the retirement of experienced clinicians. At the same time, employees increasingly expect opportunities for professional growth, career development, and meaningful workplace relationships. Effective mentoring helps bridge these challenges by creating stronger connections between experienced professionals and those who are still developing their skills. Mentoring supports clinical confidence, encourages knowledge sharing, and creates a culture where learning becomes part of everyday practice. When implemented well, mentoring can also contribute to: As discussed in our Mentoring and Succession Planning guide, mentoring is one of the most effective ways to build leadership capacity while preserving organizational knowledge. This blog focuses on why many mentoring programs struggle and what organizations can do differently. [Image: Healthcare mentor and nurse discussing professional development during a structured mentoring session | CHCI] Five Reasons Healthcare Mentoring Programs Fail 1. There Is No Clear Purpose One of the most common mistakes is launching a mentoring program without defining what success looks like. Some organizations simply pair mentors and mentees together with little guidance or direction. While these relationships may still provide value, they often produce inconsistent experiences because participants have different expectations. Successful mentoring programs begin by answering important questions: When objectives are clearly defined, organizations can create mentoring experiences that align with broader workforce strategies. 2. Mentor Matching Is Left to Chance Many healthcare organizations rely on convenience when assigning mentors. Managers may pair employees based on schedules, unit assignments, or availability rather than compatibility. Effective mentoring depends on more than proximity.  Successful mentor-mentee relationships often consider: Intentional matching creates stronger relationships and improves the likelihood that mentoring partnerships will remain engaged over time. 3. The Program Lacks Structure Without a framework, even the most enthusiastic mentors may struggle to maintain momentum. Many mentoring relationships begin with regular meetings but gradually become less frequent as workloads increase and competing priorities emerge. Successful healthcare mentoring programs establish: Structure provides... --- ### Nurse Retention in 2026: What Healthcare Organizations Are Doing Differently - **URL:** https://www.mychci.com/blog/nurse-retention-in-2026-what-healthcare-organizations-are-doing-differently/ - **Published:** 2026-07-13 - **Modified:** 2026-07-13 - **Author:** Aaron Garner **Categories:** Blog **Tags:** Healthcare, HealthcareRetention, Nurse, Nursing, NursingProfessionalDevelopment **Excerpt:** Discover the nurse retention strategies healthcare organizations are using in 2026, from competency management to professional development and workforce technology. Healthcare organizations have spent years searching for the answer to increasing nurse retention. Higher salaries, sign-on bonuses, flexible scheduling, wellness initiatives, and retention incentives have all played an important role in attracting and supporting today's workforce. Yet despite these investments, many organizations continue to experience high turnover, staffing instability, and ongoing recruitment challenges. The reality is that many traditional nurse retention strategies address symptoms rather than root causes. In 2026, leading healthcare organizations are approaching retention differently. Rather than focusing solely on keeping nurses from leaving, they are creating environments where nurses want to stay because they feel confident, supported, and empowered to grow professionally.  Retention is no longer simply an HR initiative. It has become a professional development strategy. Organizations that invest in continuous competency development, meaningful career growth, mentorship, and modern workforce technology are building stronger cultures while improving retention, engagement, and patient care. Why Traditional Nurse Retention Strategies Are No Longer Enough Compensation matters. Staffing ratios matter. Flexible scheduling matters. Employee recognition matters. These initiatives should absolutely remain part of every healthcare organization's retention strategy. However, in today's workforce, they have increasingly become expectations rather than differentiators. Many nurses are asking a different set of questions when deciding whether to remain with an organization: When organizations cannot confidently answer these questions, even highly competitive compensation packages may not be enough to retain talented clinicians. Today's nurses are looking for organizations that invest in their long-term success, not simply their employment. Professional Development Has Become One of Healthcare's Strongest Retention Strategies Professional development is no longer viewed as a benefit offered to a select group of employees. It has become a critical driver of workforce stability. When nurses continue learning, expanding their clinical expertise, and developing new skills, they are more likely to remain engaged in their work and committed to their organization. Professional development also creates something equally important: confidence. Confident nurses are better equipped to navigate complex patient situations, adapt to evolving clinical practices, and pursue new opportunities within their organization instead of seeking opportunities elsewhere. Organizations that prioritize ongoing learning demonstrate a commitment to their people long after orientation has ended. That investment often becomes one of the strongest reasons employees choose to stay. [Image: Nurse reviewing professional development goals with a healthcare leader as part of a nurse retention strategy | CHCI] Competency Management Builds Confidence Throughout a Nurse's Career Competency management is often viewed as a compliance requirement. In reality, it is one of healthcare's most valuable professional development tools. Rather than treating competency validation as an annual checklist, forward-thinking organizations are creating continuous competency management programs that support nurses throughout every stage of their careers. This includes: Instead of waiting until annual reviews or regulatory surveys, leaders gain real-time insight into workforce readiness while providing employees with meaningful opportunities for growth. When nurses know their organization is invested in helping them succeed, confidence increases- and confidence is closely connected to retention. Meaningful Career Pathways Encourage Nurses to Stay One of the most... --- ### What Burned-Out Nurses Need From Leaders Right Now - **URL:** https://www.mychci.com/blog/what-burned-out-nurses-need-from-leaders-right-now/ - **Published:** 2026-07-06 - **Modified:** 2026-07-06 - **Author:** Aaron Garner **Categories:** Blog **Tags:** CompetencyManagement, Healthcare, HealthcareRetention, Nurse, Nursing, NursingLeadership, NursingProfessionalDevelopment **Excerpt:** Discover what burned-out nurses need most from healthcare leaders. Learn how competency management, professional development, and supportive leadership can help reduce nurse burnout and strengthen workforce resilience. Nurse burnout is no longer an emerging challenge. It has become one of the defining workforce issues facing healthcare organizations today. Across every care setting, nurses are navigating increasing patient acuity, staffing shortages, administrative responsibilities, documentation demands, and the emotional weight that comes with caring for others every day. While resilience training and wellness initiatives have become more common, many nurses continue to say the same thing: "We don't need another pizza party. We need leaders who understand what we're facing." Burnout cannot be solved by asking nurses to become more resilient. It requires healthcare leaders to create environments where nurses feel prepared, supported, valued, and equipped to deliver exceptional patient care. Here's what burned-out nurses need from leaders right now. [Image: Hospital nurse speaking with a supportive healthcare leader about reducing nurse burnout | CHCI] Burnout Is About More Than Working Long Hours Long shifts certainly contribute to burnout, but they are rarely the entire story. Nurse burnout develops when emotional exhaustion, workplace stress, and professional frustration build over time without meaningful support. Many nurses feel they are constantly balancing competing priorities while trying to maintain safe, compassionate patient care. Common contributors to nurse burnout include: When these challenges continue without intervention, even the most dedicated nurses begin to question whether they can continue working in the profession they love. Nurses Need Leaders Who Listen, and Take Action Healthcare leaders often ask nurses for feedback through surveys, rounding, and engagement initiatives. Those conversations are valuable, but listening is only the first step. What nurses need most is action. When leaders consistently remove barriers, improve workflows, advocate for resources, and communicate transparently, trust begins to grow. Nurses become more engaged because they see that their voices lead to meaningful change. Small improvements can have a significant impact when they address everyday frustrations that contribute to burnout. Strong leadership is not about having all the answers. It is about creating an environment where nurses know someone is working alongside them to improve their experience. Confidence Reduces Stress One of the most overlooked contributors to burnout is uncertainty. When nurses feel unprepared for new responsibilities, unfamiliar procedures, or evolving clinical expectations, stress naturally increases. Conversely, nurses who feel confident in their knowledge and skills are better positioned to manage challenges with confidence. This is where competency management plays a critical role. Competency management is not simply an annual compliance exercise. It is an ongoing investment in professional confidence. When organizations provide structured competency assessments, personalized learning opportunities, mentoring, and continuous development, nurses spend less time worrying about whether they are prepared and more time focusing on patient care. Confidence doesn't eliminate difficult days, but it makes those challenges far more manageable. [Image: Healthcare team participating in competency-based professional development to reduce nurse burnout | CHCI] Professional Development Helps Prevent Burnout Burnout often grows when nurses feel stuck. Healthcare professionals want opportunities to learn, develop new skills, advance their careers, and continue growing throughout their professional journey. Without those opportunities, work can begin... --- ### 5 Signs Your Health Care Organization Has a Competency Tracking Problem - **URL:** https://www.mychci.com/blog/5-signs-your-health-care-organization-has-a-competency-tracking-problem/ - **Published:** 2026-06-30 - **Modified:** 2026-06-30 - **Author:** Aaron Garner **Categories:** Blog **Tags:** Healthcare, HealthcareRetention, MyCHCI, Nurse, Nursing, NursingProfessionalDevelopment, skill **Excerpt:** Is your competency tracking process creating risk instead of reducing it? Learn five warning signs your healthcare organization needs a better competency tracking strategy. Healthcare organizations invest significant time and resources into ensuring staff maintain the competencies needed to provide safe, high-quality patient care. Yet despite these efforts, many organizations still struggle to answer a deceptively simple question: Can we confidently demonstrate that every employee is competent today? When competency information is scattered across spreadsheets, paper files, multiple databases, or disconnected systems, leaders often spend more time searching for documentation than using competency data to improve workforce performance. Effective competency tracking in health care is far more than maintaining records for regulatory compliance. It provides the visibility organizations need to identify skill gaps, support professional development, strengthen onboarding, and ensure caregivers are prepared to deliver safe, evidence-based care.  If any of the following warning signs sound familiar, your organization may have a competency tracking problem that's impacting far more than documentation. Sign #1: Competency Information Lives in Multiple Places One educator maintains spreadsheets. Managers keep separate files. Employees upload documents into another system. Annual competencies are stored somewhere else entirely. This fragmented approach makes it nearly impossible to determine which competency records represent the most current information.  Instead of having a single source of truth, organizations spend valuable time reconciling inconsistent records. The result is: Effective competency tracking begins with centralized, accessible information that everyone can trust. [Image: Nurse educator reviewing competency tracking data to improve workforce readiness in healthcare | CHCI] Sign #2: Preparing for Surveys Feels Like a Fire Drill One of the clearest indicators of poor competency tracking is what happens before an accreditation or regulatory survey. Rather than confidently accessing organized competency records, educators and leaders scramble to locate documentation, verify completion records, and fill unexpected gaps. When competency information is difficult to retrieve, survey preparation becomes reactive instead of routine. Strong competency tracking systems allow organizations to demonstrate workforce readiness at any time, not just during survey season. [Image: Disconnected competency tracking systems create challenges for healthcare organizations | CHCI] Sign #3: You Can See Completed Competencies, But Not Actual Skill Gaps Tracking completed education is not the same as tracking competency. Many organizations know who completed required modules but cannot easily answer questions such as: Competency tracking should provide actionable insights rather than simply documenting completion.When leaders can visualize competency trends across departments, they can proactively strengthen workforce readiness instead of reacting after problems emerge. [Image: Healthcare leaders preparing competency documentation for accreditation surveys | CHCI] Sign #4: Managers Spend More Time Managing Spreadsheets Than Developing People Clinical leaders already balance staffing, scheduling, quality improvement, patient care, and team development. Adding manual competency tracking often creates unnecessary administrative burden. Hours spent updating spreadsheets, sending reminder emails, collecting signatures, and searching for documentation reduce the time leaders have available for coaching, mentoring, and professional development. Technology should reduce administrative work, allowing leaders to spend more time developing people instead of managing paperwork. [Image: Nurse manager spending valuable time on manual competency tracking instead of staff development | CHCI] Sign #5: Competency Data Isn't Driving Better Decisions Perhaps the biggest... --- ### How Healthcare Competency Management Improves Nurse Retention from Day One - **URL:** https://www.mychci.com/blog/how-healthcare-competency-management-improves-nurse-retention-from-day-one/ - **Published:** 2026-06-26 - **Modified:** 2026-06-26 - **Author:** Aaron Garner **Categories:** Blog **Tags:** CompetencyManagement, Healthcare, HealthcareRetention, MyCHCI, Nursing, NursingProfessionalDevelopment, TSAM **Excerpt:** Learn how healthcare competency management strengthens orientation, builds clinical confidence, and improves nurse retention from the very first day. Discover practical strategies for reducing turnover through competency-based onboarding. Healthcare organizations across the country continue to face one of their greatest workforce challenges: retaining newly hired nurses. While many organizations invest heavily in recruitment, sign-on incentives, and orientation programs, early turnover remains costly and disruptive. According to national workforce research, a significant percentage of nurses leave their first position within the first year, creating staffing instability, increasing recruitment costs, and placing additional strain on experienced team members. The good news is that retention does not begin after orientation. It begins with healthcare competency management. Organizations that build competency-based onboarding programs create more confident clinicians, stronger professional development experiences, and a workforce that feels supported from the very beginning. Why Early Nurse Turnover Continues to Challenge Healthcare Leaving a position rarely happens because of a single bad day. Instead, turnover often develops when nurses experience: Traditional orientation models frequently rely on completing required tasks rather than ensuring genuine readiness for practice. Checking boxes does not always build confidence. Competency does. [Image: Nurse educator supporting competency-based orientation as part of healthcare competency management to improve nurse retention | CHCI ] Competency Management Creates Confidence Healthcare competency management provides a structured framework for ensuring employees can safely perform their responsibilities before practicing independently. Rather than measuring whether someone attended education, competency management evaluates whether they can successfully apply knowledge and skills in real clinical practice. When organizations focus on competency rather than completion, nurses develop: Confidence is one of the strongest predictors of successful transition into practice. Competency-Based Orientation Sets Nurses Up for Success One of the greatest opportunities for improving retention occurs during orientation. Competency-based orientation shifts the focus from standardized timelines to individualized learning. Instead of asking: "Has orientation been completed?" Organizations begin asking: "Has this individual demonstrated competence?" This approach allows educators and preceptors to identify strengths, close learning gaps, and provide additional support before performance issues develop. Every nurse progresses differently. Competency management recognizes those differences while maintaining consistent standards of safe practice. [Image: New nurse participating in competency-based orientation with a clinical preceptor to build confidence and improve retention | CHCI] Better Competency Assessment Leads to Better Retention Competency assessment should extend well beyond written tests or attendance records. Healthcare organizations increasingly use multiple validation methods, including: Creative Health Care Insight (CHCI) also exclusively incorporates the Donna Wright Competency Assessment Model™, which emphasizes meaningful competency assessment focused on ongoing professional development rather than annual checklist completion. When competency assessments become more meaningful, nurses receive clearer feedback, stronger coaching, and greater confidence throughout their professional growth. Identifying Learning Needs Before They Become Turnover Risks One of the greatest advantages of healthcare competency management is visibility. Organizations gain the ability to identify competency gaps early rather than discovering them after errors occur or employees become discouraged. When competency data is centralized, leaders can: Early intervention often prevents frustration from becoming resignation. [Image: Healthcare competency assessment through clinical simulation during nurse onboarding and competency management | CHCI] Competency Management Supports Preceptors, Too Successful orientation depends on more than the learner.... --- ### Competency-Based Orientation in Healthcare: Moving Beyond Checklists to Competence - **URL:** https://www.mychci.com/blog/competency-based-orientation-in-healthcare-moving-beyond-checklists-to-competence/ - **Published:** 2026-06-22 - **Modified:** 2026-06-26 - **Author:** Aaron Garner **Categories:** Blog **Tags:** Competency, CompetencyManagement, Healthcare, MyCHCI, Nursing, NursingCompetency, NursingLeadership, NursingProfessionalDevelopment, TSAM **Excerpt:** Discover how competency-based orientation helps healthcare organizations move beyond task completion and build confident, competent caregivers. Learn how TSAM® supports workforce readiness from day one. For decades, healthcare orientation programs have relied heavily on checklists. New employees complete required modules, attend classes, review policies, observe procedures, and check off required tasks. While these activities are important, they often create a critical challenge for healthcare leaders: Completion does not necessarily equal competence. A new employee may successfully complete every item on an orientation checklist and still lack the confidence, critical thinking, or clinical judgment needed to perform independently and safely. As healthcare organizations face increasing workforce shortages, rising patient acuity, and growing demands for quality and safety, many leaders are rethinking how orientation is designed and measured. Rather than focusing solely on what employees have completed, organizations are increasingly adopting competency-based orientation models that prioritize what employees can actually do. Competency-based orientation shifts the focus from task completion to demonstrated competence, helping organizations build stronger, more confident caregivers from the very beginning of their employment journey. What Is Competency-Based Orientation? Competency-based orientation is an approach to onboarding that measures an employee's ability to perform safely and effectively rather than simply tracking orientation activities. Instead of asking: "Did the employee complete orientation requirements?" Competency-based orientation asks: "Has the employee demonstrated the knowledge, skills, critical thinking, and judgment necessary to perform independently?" This distinction is significant. Traditional orientation programs often emphasize time-based progression. Employees move through orientation according to predetermined timelines regardless of their individual experience, learning needs, or demonstrated competence. Competency-based orientation recognizes that individuals develop at different rates and may require varying levels of support before achieving independent practice. The goal is not simply to finish orientation. The goal is to build competence. The Problem with Checklist-Driven Orientation Checklists serve an important purpose. They help ensure consistency, standardization, and regulatory compliance. However, problems emerge when checklists become the primary measure of orientation success. Many healthcare organizations unknowingly create situations where employees are evaluated based on activities completed rather than competencies demonstrated. This can result in: Healthcare leaders frequently discover that employees who have successfully completed orientation still require significant support because competence was assumed rather than validated. The challenge is not the checklist itself. The challenge is relying on the checklist as proof of competence. [Image: Healthcare educator reviewing competency-based orientation progress with newly hired nurse | CHCI] Why Competency-Based Orientation Matters More Than Ever Today's healthcare environment is significantly more complex than it was even a decade ago. Organizations must prepare employees to navigate: New employees need more than information. They need confidence. They need critical thinking skills. They need opportunities to apply knowledge in real-world situations while receiving meaningful feedback and support. Competency-based orientation creates a structured pathway that helps employees develop these capabilities while allowing leaders to better understand individual readiness for practice. As a result, organizations are better positioned to support patient safety, workforce retention, and long-term professional development. [Image: Comparison of checklist-based orientation and competency-based orientation in healthcare | CHCI] The Role of TSAM® in Competency-Based Orientation One of the most effective ways to operationalize competency-based orientation is through a structured... --- ### The Healthcare Skill Gap Crisis: What Leaders Need to Know - **URL:** https://www.mychci.com/blog/the-healthcare-skill-gap-crisis-what-leaders-need-to-know/ - **Published:** 2026-06-17 - **Modified:** 2026-06-26 - **Author:** Aaron Garner **Categories:** Blog **Tags:** Healthcare, Nursing, NursingLeadership, NursingProfessionalDevelopment, skill **Excerpt:** Discover why the healthcare skill gap is growing and how healthcare leaders can close competency gaps, improve workforce readiness, and support safer patient care. Healthcare organizations today face a growing challenge that affects patient care, workforce stability, and organizational performance: the healthcare skill gap. Across the country, healthcare leaders are navigating staffing shortages, workforce turnover, increasing patient complexity, rapid technology adoption, and evolving regulatory requirements. While many organizations focus on filling vacancies, a more significant challenge often remains hidden beneath the surface, the gap between the skills employees currently possess and the skills they need to perform successfully in today's healthcare environment. The healthcare skill gap is not simply a staffing issue. It is a workforce readiness issue. Organizations that proactively identify and address skill gaps are better positioned to improve employee confidence, strengthen patient outcomes, support retention efforts, and maintain organizational excellence. What Is a Healthcare Skill Gap? A healthcare skill gap occurs when there is a difference between the competencies required for a role and the competencies an individual currently demonstrates. These gaps may involve: Skill gaps can exist at every level of the organization, from newly hired staff members to experienced clinicians and leaders. The challenge for healthcare organizations is that these gaps are not always visible until performance issues, quality concerns, safety events, or turnover begin to emerge. [Image: Healthcare leaders discussing workforce development strategies to address the growing healthcare skill gap | CHCI] Why Healthcare Skill Gaps Are Growing Several factors are contributing to the widening healthcare skills gap. Workforce Turnover and Retirement Many experienced healthcare professionals are retiring or leaving the workforce altogether. As organizations replace veteran employees with newer clinicians, valuable institutional knowledge and clinical expertise can be lost. New employees often require additional development and support to reach full competency and confidence in their roles. Increasing Complexity of Patient Care Patients today often present with multiple chronic conditions, complex treatment plans, and higher acuity levels than in previous decades. Healthcare professionals must continuously develop new knowledge and skills to keep pace with changing patient needs. Rapid Advances in Technology Healthcare technology continues to evolve rapidly, including: Organizations must ensure employees possess the skills necessary to safely and effectively use these technologies. Expanding Regulatory Expectations Accreditation standards, quality initiatives, competency requirements, and patient safety expectations continue to evolve. Healthcare organizations must maintain workforce competency while adapting to new regulatory and professional practice standards. Traditional Competency Processes May Miss Emerging Gaps Many organizations still rely on annual competency checklists or completion-based tracking systems. While these approaches may satisfy documentation requirements, they often fail to identify developing skill gaps before they impact performance. Competency management should move beyond tracking completion and focus on validating actual performance, confidence, and ongoing development. [Image: Clinical educators reviewing healthcare competencies and identifying workforce skill gaps among nursing staff | CHCI] The Hidden Costs of Healthcare Skill Gaps When skill gaps remain unaddressed, the impact extends far beyond individual performance. Healthcare organizations may experience: Increased Patient Safety Risks Competency gaps can contribute to errors, inconsistencies, and adverse events that affect patient outcomes. Reduced Employee Confidence Employees who feel unprepared for their responsibilities often experience... --- ### Mentoring for Magnet® Recognition: Strengthening Nursing Excellence Through Automation - **URL:** https://www.mychci.com/blog/mentoring-for-magnet-recognition/ - **Published:** 2026-06-12 - **Modified:** 2026-06-26 - **Author:** Aaron Garner **Categories:** Blog **Tags:** Healthcare, HealthcareRetention, MagnetRecognition, Mentoring, MyCHCI, NurseMentoring, Nursing, NursingLeadership, NursingProfessionalDevelopment, skill, SuccessionPlanning **Excerpt:** Discover how mentoring supports Magnet® Recognition, nurse retention, leadership development, and succession planning. Learn how CHCI's automated mentoring platform helps healthcare organizations strengthen nursing excellence and Magnet® readiness. Healthcare organizations pursuing Magnet® Recognition are continually looking for strategies that strengthen professional development, improve nurse retention, support leadership succession planning, and advance nursing excellence. One strategy consistently connected to all of these goals is mentoring. The ANCC Magnet® Recognition Program recognizes the value of mentoring as a key component of professional development, leadership growth, and succession planning. Magnet® organizations are expected to foster a culture of mentoring and demonstrate how mentoring relationships support nurses across all levels of practice. Effective mentoring programs help organizations develop future nurse leaders, transfer critical knowledge, strengthen workforce engagement, and support career advancement. They also provide valuable evidence of an organization's commitment to professional growth and nursing excellence, both important elements of the Magnet® framework. As healthcare organizations face workforce shortages, leadership transitions, and increasing demands for professional development, structured mentoring programs have become more important than ever. Rather than serving as a standalone initiative, mentoring functions as a strategic workforce development tool that helps organizations build leadership capacity, strengthen professional practice, and support long-term Magnet® success. What Is the Connection Between Mentoring and Magnet® Recognition? Mentoring plays an important role within the ANCC Magnet® Recognition Program as part of an organization's commitment to professional development, leadership growth, and nursing excellence. Magnet® organizations are expected to foster environments that support mentoring relationships and demonstrate how those relationships contribute to professional practice and career advancement. Effective mentoring programs help organizations: Beyond individual development, mentoring helps create a culture where nurses feel supported, connected, and invested in the organization's success. These relationships strengthen professional practice, encourage leadership readiness, and contribute to a healthy work environment; key characteristics commonly associated with Magnet® organizations. As organizations pursue initial Magnet® designation or prepare for redesignation, structured mentoring programs can provide meaningful evidence of their commitment to developing nurses, supporting professional growth, and sustaining nursing excellence over time. [Image: Nurse mentor and mentee meeting together in a hospital setting to support professional development, leadership growth, and Magnet Recognition success| CHCI] How Mentoring Strengthens Professional Development Professional development remains a cornerstone of nursing excellence. Nurses today are expected to continually expand their knowledge, pursue certifications, adapt to changing practices, and contribute to quality improvement initiatives. Mentoring provides the guidance and support necessary to help nurses successfully navigate these expectations. Through mentoring relationships, nurses can: Mentors help bridge the gap between education and practice by providing personalized support, encouragement, and real-world insight. For newer nurses, mentoring can accelerate growth and confidence. For experienced nurses, mentoring offers opportunities to continue learning while sharing expertise with the next generation of caregivers. Mentoring Supports Leadership Development and Succession Planning One of the most significant workforce challenges facing health care organizations today is preparing future leaders. As experienced nurse leaders retire or move into new roles, organizations must ensure they have strong leadership pipelines in place. Without intentional succession planning, valuable organizational knowledge and leadership expertise can be lost. Mentoring serves as one of the most effective succession planning strategies available to health care organizations. By... --- ### Healthcare Competency Management: The Foundation of Workforce Excellence - **URL:** https://www.mychci.com/blog/healthcare-competency-management-the-foundation-of-workforce-excellence/ - **Published:** 2026-06-10 - **Modified:** 2026-06-26 - **Author:** Aaron Garner **Categories:** Blog **Tags:** ClinicalEducation, ClinicalOrientation, CompetencyManagement, CreativeHealthCareInsight, Healthcare, HealthCareOnboarding, HealthcareRetention, MyCHCI, NewGraduateNurse, Nurse, NurseRetention, Nursing, NursingCompetency, NursingOrientation, NursingProfessionalDevelopment, PreceptorDevelopment **Excerpt:** Learn why healthcare competency management is the foundation of workforce excellence and how organizations can improve competency, retention, and outcomes. Healthcare organizations today face unprecedented workforce challenges. Staffing shortages, increasing patient complexity, regulatory expectations, onboarding demands, and retention concerns have created a pressing need for more strategic workforce development approaches. At the center of these challenges is a critical question: How can organizations ensure every team member has the knowledge, skills, and confidence needed to deliver safe, high-quality care? The answer lies in effective healthcare competency management. Healthcare competency management is far more than annual skills checklists or compliance tracking. When approached strategically, it becomes the foundation for workforce excellence, professional development, employee engagement, and organizational success. What Is Healthcare Competency Management? Healthcare competency management is the systematic process of assessing, validating, developing, and maintaining the competencies required for employees to perform their roles safely and effectively. A comprehensive competency management strategy helps organizations: Competency management creates a framework that aligns workforce development with organizational goals, ensuring employees are equipped to meet both current and future healthcare demands. Why Healthcare Competency Management Matters More Than Ever The healthcare workforce continues to evolve rapidly. New technologies, changing care models, workforce shortages, and increasing patient acuity require organizations to rethink traditional competency approaches. Organizations that rely solely on annual competency checklists often struggle with: Modern healthcare organizations need competency management systems that provide real-time insights into workforce readiness and support continuous development. [Image: Healthcare leaders using competency management strategies to support workforce excellence | CHCI ] Competency Management Supports Workforce Stability Healthcare leaders recognize that employees want more than a job, they want opportunities to grow and succeed. When competency management is integrated into professional development strategies, organizations can: Employees who understand expectations and receive meaningful development support are more likely to remain engaged and committed to their organization. The Key Components of Effective Healthcare Competency Management Successful competency management programs share several common elements. 1. Clear Competency Frameworks Organizations must define the knowledge, skills, behaviors, and abilities required for each role. Healthcare Competencies should be: Clear expectations help employees understand what success looks like while providing leaders with objective evaluation criteria. 2. Meaningful Competency Assessment Effective competency assessment moves beyond attendance verification, annual checklists, and completion tracking. True competency validation focuses on an individual's ability to consistently perform in practice—not simply demonstrate knowledge in a classroom setting. One of the most influential approaches to competency assessment in health care is the Donna Wright Competency Assessment Model™, which has transformed how organizations think about validating competency. Rather than relying on one-size-fits-all methods, the model encourages leaders and educators to select assessment strategies that best match the competency being evaluated. Examples may include: The key principle is that not all competencies should be assessed in the same way. A critical thinking competency may require a different validation approach than a technical skill or behavioral expectation. As the exclusive technology partner supporting organizations implementing the Donna Wright Competency Assessment Model™, CHCI helps health care leaders operationalize these evidence-based approaches within a centralized competency management system. This allows organizations to move beyond compliance-driven checklists and... --- ### The Components of TSAM®: How a Tiered Competency Framework Is Actually Built - **URL:** https://www.mychci.com/blog/tsam-components/ - **Published:** 2026-06-03 - **Modified:** 2026-06-26 - **Author:** Aaron Garner **Categories:** Blog **Tags:** ClinicalEducation, ClinicalOrientation, CompetencyManagement, CreativeHealthCareInsight, HealthCareOnboarding, MyCHCI, NewGraduateNurse, NurseRetention, NursingCompetency, NursingOrientation, NursingProfessionalDevelopment, PreceptorDevelopment, TieredSkillsAcquisitionModel, TSAM **Excerpt:** A clear breakdown of TSAM® components — how progressive tiers and core, specialty, and individual competencies combine into one nursing orientation record. Most people who search for "TSAM® components" want a parts list, a quick rundown of what goes into the Tiered Skills Acquisition Model so they can judge whether it fits their orientation program. That's a fair place to start. But after years of helping health care organizations stand this model up, we've learned something a parts list can't show you: the components of TSAM® only make sense once you see how they fit together. If you've ever built an orientation program, you already know the problem the model is trying to solve. There's a gap between the day a nurse is hired and the day they can safely practice on their own, and traditional orientation tries to close that gap with a calendar. So many weeks on days, so many on nights, a checklist signed off somewhere along the way. Everyone involved can feel how arbitrary that is. The new grad who's ready early waits anyway. The one who needs more time runs out of it. And the preceptor in the middle is documenting all of it on a clipboard or a spreadsheet at the end of a twelve-hour shift, hoping the boxes they checked actually mean what they're supposed to mean. The Tiered Skills Acquisition Model was built to replace the calendar with a structure. It's an evidence-based clinical orientation framework co-innovated by Dr. Ellen Joswiak. And that structure, not a list of features, is the real subject of this article. So instead of a flat list, we'll walk through the model the way it is actually engineered: along two axes. Picture a grid. One axis runs vertically, the tiers that carry a new clinician from simple skills to complex ones. The other runs horizontally, the types of competencies that decide which skills belong in that progression in the first place. Understand both axes, and you understand TSAM®. (For a broader primer on the model itself, our overview of what the Tiered Skills Acquisition Model is is the place to start.) The Vertical Axis: Tiers That Build From Simple to Complex The "tiered" in Tiered Skills Acquisition Model is the vertical dimension, the staircase a new clinician climbs during orientation. Each tier holds a defined cluster of competencies, sequenced so foundational skills come first and the more cognitively demanding work comes later, once the groundwork is solid. What makes the staircase work is one rule: mastery before advancement. An orientee doesn't graduate from one tier to the next because a set number of days have passed. They advance because they've demonstrated competence in everything that tier requires. That single shift, from time to proven ability, changes the entire experience for the person learning. Here's how it looks on a unit. Picture a newly hired RN starting orientation on a medical-surgical floor. In the earliest tier, that nurse takes full ownership of a defined set of foundational responsibilities for their patient assignment, say, baseline assessment, routine monitoring, and documenting those findings, while the preceptor handles the higher-acuity interventions for those... --- ### Transform Competency Assessment with TSAM® and the Donna Wright Competency Assessment Model™  - **URL:** https://www.mychci.com/blog/transform-competency-assessment-tsam-donna-wright-workshop/ - **Published:** 2026-05-27 - **Modified:** 2026-06-26 - **Author:** Aaron Garner **Categories:** Blog **Tags:** Healthcare, Nurse, Nursing, NursingLeadership, NursingProfessionalDevelopment, skill **Excerpt:** Transform competency assessment with TSAM® and the Donna Wright Competency Assessment Model™. Join this hands-on workshop and earn contact hours. Competency assessment in healthcare is evolving rapidly, and many organizations are realizing that annual checklists alone are no longer enough. Today’s nurse educators, professional development specialists, and healthcare leaders need more meaningful ways to support onboarding, validate clinical competency, and improve retention. That is exactly why this immersive two-day workshop was created. Combining TSAM® Implementation Education with the Donna Wright Competency Assessment Model™, the “From Onboarding to Ongoing Excellence: Going Beyond Checklists” workshop with Donna Wright and Dr. Ellen Joswiak helps healthcare organizations transform onboarding and ongoing competency assessment into a more effective, engaging, and measurable process. Designed for educators, professional development specialists, and leaders, this experience blends  You will not just learn about Clinical Competency Management or TSAM® Implementation. You will actively build tools, frameworks, and approaches that transform how your organization thinks about onboarding nurses effectively and ongoing competency. Register for the TSAM® and Competency Assessment Workshop  Seats are limited for this immersive, hands-on workshop experience designed specifically for healthcare educators, leaders, and competency professionals. Secure your spot in this one-of-a-kind workshop today! [Image: TSAM Implementation workshop session with healthcare educators | CHCI] What is Competency Assessment in Healthcare? Healthcare competency assessment is the process of validating that clinicians can safely and effectively perform job responsibilities based on real-world practice, clinical judgment, and ongoing professional development. Modern competency assessment strategies move beyond annual checklists to focus on critical thinking, measurable outcomes, and individualized growth. Why Healthcare Competency Assessment Needs a Refresh  Traditional nursing competency assessment methods often rely heavily on annual checklists that measure completion rather than true competence. The result? A process that can feel disconnected from real-world performance and outcomes.  This workshop introduces a more modern, evidence-informed approach. By integrating TSAM® Implementation Support and The Donna Wright Competency Assessment Model™, you will learn how to create systems that prioritize critical thinking, professional growth, and measurable impact.  In other words, less busywork, more meaningful results. [Image: Donna Wright Competency Assessment Model training in action | CHCI] The Benefits of the Tiered Skills Acquisition Model So, what makes TSAM® such a game-changer for nurse onboarding and beyond? It comes down to one simple shift: moving from a one-size-fits-all approach to a structured, individualized pathway that actually reflects how people learn and grow in real clinical environments. With thoughtful TSAM® Implementation, organizations begin to see immediate and lasting impact. Orientation becomes more efficient because learners focus on what they truly need, rather than working through generic checklists. Preceptors gain clarity and confidence with defined pathways and tools that support consistent guidance. And leaders finally have visibility into progression, not just completion. The benefits do not stop at nurse onboarding. When paired with TSAM® Implementation Support and a Digital Competency Management platform, TSAM® creates a strong foundation for ongoing competency assessment that is aligned, measurable, and sustainable. Here is what that looks like in practice: In short, TSAM® helps transform orientation from a task to complete into a strategic advantage for your entire organization. And once you see it in action,... --- ### Health Care Retention - **URL:** https://www.mychci.com/blog/health-care-retention/ - **Published:** 2026-05-01 - **Modified:** 2026-06-26 - **Author:** Aaron Garner **Categories:** Blog **Tags:** ClinicalOrientation, CompetencyManagement, DonnaWrightModel, HealthcareRetention, MagnetRecognition, MyCHCI, NewOnboarding, NPDPractice, NurseRetention, NurseTurnover, NursingLeadership, NursingProfessionalDevelopment, PathwayToExcellence, TSAM, WorkforceStability **Excerpt:** Health care retention is a growing crisis. Learn evidence-based strategies to keep your nursing staff engaged, reduce turnover, and build lasting workforce stability. Replacing a single registered nurse costs between $35,000 and $60,000. That number includes recruitment fees, agency staffing, onboarding, and the months of lost productivity before a new hire reaches full competence. And yet, most health care organizations are cycling through that expense repeatedly — across dozens of positions, year after year. The question isn't whether nurse turnover is expensive. The question is: what are you actually doing to stop it? Health care retention refers to an organization's ability to keep qualified clinical staff engaged, supported, and committed to staying — reducing costly turnover while maintaining continuity of care and workforce stability. Effective retention strategies address compensation, professional development, leadership culture, and structured onboarding, all working together to make nurses feel valued and invested in their organization's mission. Creative Health Care Insight (CHCI) is a cloud-based health care software company built by health care professionals specifically for health care organizations.  Our platform, MyCHCI, consists of the Competency Suite and the Professional Portfolio Suite, additionally, we have exclusive rights to offer education and consulting services on the implementation of the Tiered Skills Acquisition Model. In general, we work with hospitals and health systems across the United States to automate competency management, structure clinical orientation, and support professional development — three of the most evidence-supported drivers of nurse retention.  Within our MyCHCI platform, our Competency Suite was co-designed with Donna Wright — the internationally recognized author of The Ultimate Guide to Competency Assessment — and our clinical consulting team is led by Dr. Ellen Joswiak, a co-innovator of the Tiered Skills Acquisition Model. When we talk about health care retention, we're not theorizing. Our experts are working inside these systems every day. [Image: New Graduate Nurse in Scrubs Listening Attentively During Structured Clinical Orientation in a Hospital Skills Lab | Creative Health Care Insight] Why Health Care Retention Is Getting Harder Let's be real: retention has always been a challenge in health care. But the last several years have accelerated the problem in ways that feel genuinely different from previous cycles. Nurse burnout, early career exits, and a shrinking pipeline of new graduates entering the workforce have combined to create pressure that most organizations weren't designed to absorb. Here's the thing — most retention conversations focus almost entirely on compensation. Pay your nurses more, and they'll stay. That's not wrong. It's just incomplete. Research consistently shows that while compensation gets nurses in the door, it isn't what keeps them there. What keeps people in their roles is feeling competent, supported, recognized, and connected to a mission that matters. The organizations that understand this distinction are the ones building retention strategies that actually hold. What Is Retention in Health Care? Retention in health care describes the ability of a health care organization to keep its staff — particularly nurses and other licensed clinicians — in active, productive employment over time. It is the mirror image of turnover. High retention means lower vacancy rates, more experienced teams, and better patient outcomes. Low retention means constant... --- ### Mentoring and Succession Planning - **URL:** https://www.mychci.com/blog/mentoring-and-succession-planning/ - **Published:** 2026-04-03 - **Modified:** 2026-06-26 - **Author:** Aaron Garner **Categories:** Blog **Tags:** ClinicalLeadership, eadershipDevelopment, Healthcare, HealthcareManagement, HealthcareMentoring, HealthcareRetention, HealthcareStrategy, HealthcareWorkforce, NurseLeadership, Nursing, NursingCareerDevelopment, NursingEducation, NursingLeadership, NursingProfessionalDevelopment, OrganizationalDevelopment, Professional Development, SuccessionPlanning **Excerpt:** Health Care mentoring and succession planning strategies to develop nursing leaders, reduce turnover, and ensure organizational continuity through structured programs. As the leading health care competency and professional development software company serving organizations throughout the United States, Creative Health Care Insight (CHCI) helps nursing leaders understand how effective mentoring and succession planning programs create lasting organizational strength and professional development opportunities. The nursing shortage isn't just about filling today's positions — it's about preparing tomorrow's leaders. With 22% of registered nurses approaching retirement and turnover rates hovering near 20% in many health systems, the question isn't whether your organization needs succession planning. It's whether you'll have the right leaders in place when experience walks out the door. Health care organizations that implement structured mentoring and succession planning programs see an average of 25% higher nurse retention rates and develop internal leaders 40% faster than those relying on external recruitment alone. Why Health Care Organizations Struggle with Succession Planning Most health systems know they need succession planning, but few execute it well. The problem isn't lack of intention — it's lack of structure. Traditional approaches rely on informal mentoring relationships and gut feelings about who might make a good leader someday. That works until your charge nurse takes a job across town or your nursing director retires with six weeks' notice. Here's what breaks down: The cost shows up in recruitment fees, temporary staffing, and the cultural disruption that comes with constantly hiring leaders from outside. The Business Case for Structured Mentoring Programs Smart nursing leaders track the numbers. Here's what structured mentoring and succession planning deliver: Metric | Organizations with Formal Programs | Organizations without Programs | First-year nurse retention | 87% | 65% | Time to promote from within | 18 months average | 36 months average | External leadership recruitment | 30% of leadership roles | 70% of leadership roles | Nursing satisfaction scores | 4.2/5.0 average | 3.6/5.0 average | The math is straightforward. Replacing a single nursing leader costs between $75,000 and $125,000 when you factor in recruitment, temporary coverage, and productivity loss. Developing that same leader internally costs a fraction of that amount. But the real value isn't financial — it's cultural. Internal promotions signal to your entire nursing staff that growth is possible. External hires, especially when they're the norm, send the opposite message. [Image: Senior nurse mentor guiding young nurse through patient chart review | Creative Health Care Insight] Components of Effective Health Care Succession Planning Succession planning in health care isn't just about identifying high-potential employees. It's about creating the infrastructure that turns clinical expertise into leadership capability. Structured Mentoring Relationships The best mentoring programs don't rely on chemistry alone. They pair people strategically and give both sides clear expectations: For mentors: For mentees: [Image: Healthcare leadership team meeting discussing succession planning strategy | Creative Health Care Insight] Leadership Pipeline Development Creating a leadership pipeline means identifying potential at every level — not just among charge nurses. Look for clinical nurses who: Then create opportunities for them to develop leadership skills while still in clinical roles. Knowledge Transfer Systems The most underestimated... --- ### How to Automate your Competency Management  - **URL:** https://www.mychci.com/blog/how-to-automate-your-competency-management/ - **Published:** 2026-03-03 - **Modified:** 2026-06-26 - **Author:** Aaron Garner **Categories:** Blog **Tags:** Healthcare, Model, Nurse, Nursing, skill, System, Turnover **Excerpt:** Learn how to automate competency management in health care while preserving the Donna Wright Competency Assessment Model™. Discover why CHCI’s Competency Suite is the only exclusively authorized platform. Health care organizations across the country are exploring ways to automate and digitize competency management. But automation alone is not the goal.  The real question is:  How do you preserve the integrity of your competency philosophy while modernizing your process?  Before evaluating platforms or attending demos, there is a critical first step.  Step One: Clearly Define Your Ideal System  Before looking outward at vendors, look inward at your vision.  Take time to clearly define what your competency management system should accomplish. Outline how it should function, what it should support, and how it should align with your professional practice model.  Consider:  Too often, organizations view a demo and then try to adjust their processes to fit what they see.  Instead, define what you want first. Then evaluate whether a platform can support it.  Automation should strengthen your competency philosophy, not dilute it.  [Image: Health care leadership team discussing competency management automation ] The Critical Question: How Will You Preserve the Integrity of Your Competency Framework?  For organizations that utilize the Donna Wright Competency Assessment Model™, this is especially important.  The Donna Wright Competency Assessment Model™ is a professional practice model designed to:  When exploring competency automation, organizations using the model must ask:  Not every platform built for tracking education or compliance is equipped to fully support the Donna Wright Competency Assessment Model™ as it was designed. In fact, Creative Health Care Insight (CHCI) is the only competency platform authorized to offer The Wright Competency Assessment Model™.  That distinction matters.  Automation Should Elevate- Not Reduce-  Competency Practice  A strong system should help you:  If automation only tracks completion dates, it is not fulfilling the purpose of competency assessment.  Competency management, when done correctly, is a living system that strengthens culture and improves outcomes.  [Image: Health care competency management system aligned with strategic priorities ] Why CHCI’s Competency Suite Is Different  Creative Health Care Insight (CHCI) developed the Competency Suite in direct collaboration with Donna Wright- the creator of the Donna Wright Competency Assessment Model™, making CHCI’s Competency Suite the only platform with exclusive authorization to digitally operationalize the Donna Wright Competency Assessment Model™.  Because of this exclusive relationship:  [Image: Nursing leader reviewing automated competency management dashboard used by health care leaders ] From Defining to Creating the Living System  Whether your organization is beginning its automation journey or looking to strengthen an existing process, CHCI’s Competency Suite brings together:  Automation should never mean compromising your competency philosophy.  With CHCI’s Competency Suite, it doesn’t have to.  If you’re ready to move from imagining what’s possible to implementing a system that fully supports the Donna Wright Competency Assessment Model™, now is the time.  Contact CHCI today to schedule a demo and discover how automated competency management, grounded in the original model, can support your people, strengthen your culture, and improve outcomes.  Determine what you want for the future. Then choose a system designed to honor it.  [Image: CHCI Competency Suite digital platform supporting the Donna Wright Competency Assessment Model™ ] --- ### Tiered Skills Acquisition Model Nursing Orientation Workshop - **URL:** https://www.mychci.com/blog/tiered-skills-acquisition-model-tsam-nursing-orientation-workshop/ - **Published:** 2026-02-26 - **Modified:** 2026-06-26 - **Author:** Aaron Garner **Categories:** Uncategorized Creative Health Care Insight (CHCI) invites nursing education specialists, nursing leadership, preceptor development coordinators, and health care professionals to the second session of the groundbreaking Tiered Skills Acquisition Model Nursing Orientation Workshop. This highly interactive, in-person event takes place May 14th, 2026, in Nashville, TN, led by Dr. Ellen Joswiak, DNP, RN, NPD-BC, co-innovator of TSAM® and CHCI’s Chief Clinical Education Consultant. This isn't just another nursing education conference. This is your opportunity to learn directly from the co-innovator of the clinical orientation framework that is transforming how health care organizations develop capable nurses. Whether you're struggling with your current orientation model, seeking practical strategies to support individualized learning, or ready to implement a robust orientation process backed by evidence and proven results, this workshop delivers the foundational principles, preceptor tools, and change management strategies you need for a successful implementation. Secure your spot today for this pivotal nursing orientation workshop that will revolutionize how your organization approaches nursing professional development. What You'll Learn: Comprehensive TSAM® Implementation Guidance The Tiered Skills Acquisition Model Nursing Orientation Workshop provides dedicated development time focused entirely on mastering this evidence-based framework. Attendees will receive practical strategies, tools, and resources applicable immediately in their own organizations. Foundational Stages and Theoretical Frameworks The workshop begins with deep exploration of the Tiered Skills Acquisition Model's foundational stages and the theoretical frameworks supporting this revolutionary approach to clinical orientation. Understanding these foundations enables nursing education specialists to articulate the "why" behind TSAM® when discussing common implementation challenges with stakeholders and promoting preceptor success. Learning objectives describe how participants will analyze the distinct advantages of competency-based progression over time-based orientation, examine how the model aligns with nursing practice standards and regulatory requirements, and evaluate implementation readiness within diverse clinical settings. The Three Essential Pillars of TSAM® Dr. Joswiak will guide participants through the three essential pillars of TSAM® that support a robust orientation process. These essential pillars represent a fundamental shift from traditional orientation models. Rather than assuming all new nurses progress identically, TSAM® recognizes individual differences in prior experience, learning pace, and competence development—creating pathways that support individualized learning while maintaining rigorous standards. The TSAM® Best Practices Toolkit Participants will engage hands-on with the Best Practices Toolkit, learning to utilize tools designed specifically for effective clinical orientation. The toolkit provides ready-to-implement resources and strategies that eliminate the need to create TSAM® documentation from scratch—accelerating implementation timelines and ensuring alignment with proven practices. Addressing Implementation Challenges with Practical Solutions Every innovation faces obstacles. The workshop dedicates significant time to discuss common implementation challenges health care organizations encounter when transitioning from traditional models to TSAM®. Dr. Joswiak will share real-world solutions for overcoming common challenges such as resistance to change, securing leadership buy-in for competency-based approaches, managing workflow disruptions during transition periods, and addressing preceptor concerns about increased complexity. Participants will receive practical strategies to utilize change management principles, conduct readiness assessment tools effectively, and promote preceptor success throughout implementation. Cultural Transformation and Preceptor Engagement Sustaining effective clinical orientation requires cultural... --- ### Which is an Example of a Competency in Health Care Management? - **URL:** https://www.mychci.com/blog/which-is-an-example-of-a-competency-in-health-care-management/ - **Published:** 2026-02-05 - **Modified:** 2026-06-26 - **Author:** Aaron Garner **Categories:** Blog **Tags:** Competencies, Healthcare, Leadership, Organization, Outcome, Patient, System The question "which is an example of a competency in health care management?" opens the door to understanding the complex skill sets that drive excellence in today's health care organizations. Health care managers, nursing leaders, and administrators need far more than basic administrative abilities—they require a sophisticated blend of clinical knowledge, business acumen, leadership capabilities, and technological fluency to navigate an increasingly demanding health care landscape. From the bedside to the boardroom, health care leaders face unprecedented challenges: evolving regulatory requirements, workforce shortages, shifting reimbursement models, and the integration of artificial intelligence into clinical workflows. The competencies required to succeed in this environment have expanded dramatically, demanding continuous learning and adaptation from health care professionals at every level. Direct Answer: Example of a Competency in Health Care Management An example of a competency in health care management is effective communication and relationship management. This competency enables health care leaders to convey information clearly, build productive relationships across teams, and foster collaboration—all of which are vital for operational efficiency, patient safety, and high-quality care delivery. Communication competency includes active listening, translating complex clinical information for different audiences, providing constructive feedback, and facilitating difficult conversations that drive organizational improvement. Why Competency Management Matters More Than Ever Here's the reality facing health care organizations in 2026: you're expected to deliver exceptional patient care with limited resources, navigate constant regulatory changes, retain staff in a competitive market, and demonstrate measurable outcomes—all simultaneously. The competencies your health care managers and clinical leaders possess directly determine whether your organization thrives or struggles under these pressures. But understanding which competencies matter is only half the equation. The real challenge is developing, assessing, and sustaining these capabilities systematically across your entire workforce. That's where technology designed specifically for health care makes the difference. Creative Health Care Insight (CHCI) is revolutionizing how health care organizations approach competency management. CHCI has created MyCHCI—a cloud-based platform designed by health care professionals specifically for health care organizations. What sets CHCI apart isn't just innovative technology; it's exclusive access to the frameworks that nursing leaders have trusted for decades, including co-designing their platform with Donna Wright, the undisputed authority on competency assessment in nursing. If you're part of hospital leadership as a Director of Nursing, CNO, or nursing professional development leader, you already know Donna Wright's name. Her competency assessment model has shaped how health systems approach clinical competency for over 30 years. CHCI is the ONLY platform authorized to offer the Donna Wright Competency Assessment Model™—giving organizations exclusive digital access to the gold standard in nursing competency management. [Image: Example of Environmental Health Competencies - Creative Health Care Insight] The Donna Wright Competency Assessment Model™: A Bottom-Up Framework For over three decades, the Donna Wright Competency Assessment Model™ has been the gold standard in nursing professional development. Her frameworks have shaped how thousands of health care organizations approach clinical competency. What makes The Donna Wright Competency Assessment Model™ revolutionary is its fundamental shift in perspective. Wright noticed health care teams being inundated... --- ### American Association of Critical-Care Nurses Selects Creative Health Care Insight as a Preferred Competency Management Provider - **URL:** https://www.mychci.com/blog/american-association-of-critical-care-nurses-selects-creative-health-care-insight-as-a-preferred-competency-management-provider/ - **Published:** 2026-01-06 - **Modified:** 2026-06-26 - **Author:** Aaron Garner **Categories:** PR **Excerpt:** Nashville, TN, October 27, 2025 (GLOBE NEWSWIRE) — Industry-First Partnership Will Launch the CHCI Exclusive Consulting Division and Nationwide Workshop Series Delivering the Evidence-Based Clinical Tiered Orientation Framework to Health Care Organizations Nashville, TN, January 6, 2026 (GLOBE NEWSWIRE) — World’s Largest Specialty Nursing Organization Chooses CHCI as a Preferred Partner to Deliver Competency Management Solutions to Health Care Organizations Creative Health Care Insight (CHCI), a leading health care technology company revolutionizing competency management, announced a strategic partnership today with the American Association of Critical-Care Nurses (AACN). The AACN has selected CHCI as a preferred provider to deliver comprehensive competency management solutions to health care organizations serving acute and critical care professionals.  Through the partnership, the nationally recognized “AACN’s Competence Framework for Progressive and Critical Care” and related readiness-to-practice resources will be available digitally to health care organizations as part of CHCI’s comprehensive competency management platform.  “Being selected by AACN after its rigorous evaluation of major competency management platforms is a privilege that validates what health care leaders have experienced: MyCHCI provides the complete solution that transforms how organizations manage competencies while supporting nursing professional development,” said Aaron Garner, CEO of Creative Health Care Insight. “This partnership represents strategic alignment between AACN’s commitment to acute and critical care excellence and CHCI’s mission to revolutionize health care through evidence-based innovation, cutting-edge technology, and partnership-centered collaboration.”  With more than 134,000 members, AACN is the world’s largest specialty nursing organization and a leading advocate for nursing excellence and patient-centered care. Among its many initiatives, the organization provides national standards, clinical practice resources, continuing education, and community support for acute and critical care professionals.  “CHCI’s comprehensive approach to competency management—combining exclusive frameworks, consulting services, and innovative technology, all with a relational approach— really distinguishes them as a preferred provider for delivering competency resources to health care organizations,” said Donna Wright, creator of The Donna Wright Competency Assessment Model™.  CHCI’s Competency Suite: The Complete Solution  CHCI’s Competency Suite is a leading cloud-based competency management system designed to streamline onboarding, professional development, and ongoing competency assessment. The Suite comprises two powerful components:  Initial Competency Component: This solution transforms orientation using evidence-based approaches developed by nursing education specialists. It supports both traditional and tiered orientation methods, and CHCI is the first and only platform authorized to provide comprehensive educational consulting services for TSAM® implementation, following a groundbreaking 5-year licensing agreement that was announced earlier this year.  Ongoing Competency Component: Co-designed with industry thought leader and competency expert Donna Wright, this component is the only platform authorized to offer The Wright Competency Assessment Model™. It enables organizations to select meaningful competencies while streamlining assessment processes with customizable reports supporting regulatory compliance.  Beyond the Competency Suite, CHCI’s platform also has the Professional Portfolio Suite, which provides automated support for ANCC Magnet® and Pathway to Excellence® designation through effortless export of data for the Demographic Data Collection Tool® (DDCT®) and Organization Demographic Form® (ODF®)—eliminating countless hours of manual tracking. It also streamlines clinical ladder advancement and peer feedback, giving nurses an easy, centralized way to document growth and recognition.  Partnership Benefits for Health Care Organizations  Through this partnership, health care organizations can expect: “This partnership demonstrates that when organizations evaluate competency management comprehensively—CHCI... --- ### CHCI Becomes an AACN Preferred Competency Management Provider  - **URL:** https://www.mychci.com/blog/chci-becomes-an-aacn-preferred-competency-management-provider/ - **Published:** 2025-12-17 - **Modified:** 2026-06-26 - **Author:** Aaron Garner **Categories:** Blog World's Largest Critical Care Nursing Organization Chooses CHCI as a Preferred Partner to Deliver Competency Management Solutions to Health Care Organizations  Creative Health Care Insight (CHCI) is proud to announce a pivotal partnership with the American Association of Critical-Care Nurses (AACN)- the world's largest specialty nursing organization with over 134,000 members dedicated to acute and critical care excellence. AACN has selected CHCI as a preferred provider to deliver competency management solutions to its extensive network of health care organizations.  This partnership represents significant industry validation of MyCHCI's innovative approach to competency management and confirms what health care leaders across the country have discovered: CHCI's Competency Suite provides the comprehensive, evidence-based solution that transforms how organizations manage competencies, develop nursing professionals, and elevate patient care outcomes.   Through the partnership, the nationally recognized “AACN’s Competence Framework for Progressive and Critical Care” and related readiness-to-practice resources will be available digitally to health care organizations as part of CHCI’s comprehensive competency management platform.  Why AACN's Selection of Creative Health Care Insight Matters  For more than 55 years, the American Association of Critical-Care Nurses (AACN) has been dedicated to acute and critical care nursing excellence. The organization’s vision is to create a health care system driven by the needs of patients and their families in which acute and critical care nurses make their optimal contribution. AACN is the world’s largest specialty nursing organization, with more than 134,000 members and over 170 chapters in the United States.  Their selection validates what health care leaders everywhere have experienced firsthand: MyCHCI revolutionizes competency management through automation, evidence-based frameworks, and a complete ecosystem of consulting, education, and technology that no other platform can match.  Schedule a demo to see how CHCI's Competency Suite, now a preferred solution for AACN, can transform your organization's competency management The Only Complete Competency Management Ecosystem  CHCI's Competency Suite is a leading cloud-based competency management system designed to streamline onboarding, professional development, and ongoing competency assessment in health care organizations. It equips teams with the tools needed to prioritize essential skills, foster professional growth, and strengthen organizational outcomes.  The Competency Suite comprises two powerful components that can function independently or as a fully integrated system, providing the flexibility and customization that health care organizations require.  Initial Competency Component: Transforming Orientation  The Initial Competency Component transforms orientation using a communication and training solution developed directly with nursing education professionals. It boosts team morale, improves new-hire retention, and supports both traditional and tiered orientation methods.  Critically, this component supports both traditional and tiered orientation models, including the Tiered Skills Acquisition Model (TSAM®). CHCI is the only platform authorized to provide comprehensive educational consulting services for TSAM® implementation.  With CHCI's Initial Competency Component, organizations can:  For critical care units onboarding new nurses—where the complexity and acuity demand thorough, evidence-based orientation—the Initial Competency Component provides the infrastructure and support that ensures new team members transition successfully to independent practice.  Ongoing Competency Component: The Donna Wright Competency Assessment Model™ Advantage  Co-designed with Donna Wright, the industry authority on competency assessment, CHCI's Ongoing Competency Component is the ONLY platform authorized to offer The Wright Competency Assessment Model™.   Through this component, organizations gain:  Discover how CHCI's exclusive Donna Wright Competency Assessment Model™ integration and TSAM® educational consulting create competitive advantages no other platform can match. Schedule your demo!... --- ### Nurse Retention - **URL:** https://www.mychci.com/blog/nurse-retention/ - **Published:** 2025-11-19 - **Modified:** 2026-06-26 - **Author:** Aaron Garner **Categories:** Blog **Tags:** Healthcare, Job, Nurse, Nursing, professional, Retention, Staff, System, Turnover The nurse retention crisis facing health care organizations worldwide has reached unprecedented levels. Hospital administrators and nursing leaders are grappling with turnover rates that threaten patient safety, strain budgets, and compromise the quality of care that defines their institutions. For every registered nurse who leaves, health care systems face not only the immediate challenge of filling that vacancy but also the cascading effects on the nursing workforce, patient outcomes, and organizational culture. Understanding nurse retention isn't simply about keeping positions filled—it's about creating work environments where registered nurses choose to stay, grow, and thrive throughout their careers. The difference between organizations that successfully retain nurses and those caught in perpetual recruitment cycles often comes down to strategic investments in professional development, meaningful recognition, career advancement opportunities, and the technology infrastructure that makes these initiatives sustainable. Creative Health Care Insight (CHCI) has revolutionized how health care organizations address nurse retention through MyCHCI, our cloud-based platform designed by health care professionals specifically for health care organizations. By eliminating manual processes that burden nursing staff, automating competency management, and creating clear pathways for professional advancement, we've helped health care systems transform retention outcomes while elevating the overall job satisfaction of their nursing workforce. The Scope of the Nurse Retention Crisis The global nursing workforce faces a retention challenge that extends far beyond individual institutions. According to the NSI Nursing Solutions 2023 RN Staffing Report, hospital turnover rates for registered nurses averaged 18.7% nationally, with some specialties experiencing significantly higher RN turnover. These retention rates represent more than statistics—they reflect real nurses leaving positions where health care organizations desperately need their expertise. The future nursing workforce depends on our ability to retain both experienced nurses and new nurses entering the profession. Research published in the Journal of Nursing Administration reveals that younger nurses show particularly high turnover intention within their first two years, with many leaving the nursing profession entirely during this critical period. This exodus of early-career nurses threatens the nurse supply pipeline and represents a significant loss of investment in education and orientation. Health care systems worldwide are experiencing the non-economic and economic impacts of poor nurse retention. Beyond the direct costs—which NSI Nursing Solutions estimates between $38,900 and $59,700 per registered nurse, depending on specialty—organizations face decreased employee engagement, compromised patient care quality, and increased workplace violence incidents as insufficient staffing creates dangerous conditions for both nurses and patients. The nursing workforce crisis isn't limited to a single region or health care setting. A systematic review published in the International Journal of Nursing Studies examining retention outcomes across multiple countries found that nurse retention challenges persist across health care systems regardless of economic development, highlighting the universal nature of factors that influence whether nurses stay in their current position or seek opportunities elsewhere. Understanding these retention challenges requires looking beyond surface-level recruitment efforts to examine the fundamental factors that shape job satisfaction, intention to stay, and career longevity for nurses at every stage of their professional journey. Why Nurses Leave: Understanding... --- ### Creative Health Care Insight Announces Exclusive Partnership with Renowned Nursing Education Innovator Dr. Ellen Joswiak, Launching Revolutionary TSAM® Implementation Consulting Education - **URL:** https://www.mychci.com/blog/creative-health-care-insight-announces-exclusive-partnership-with-renowned-nursing-education-innovator-dr-ellen-joswiak-launching-revolutionary-tsam-implementation-consulting-education/ - **Published:** 2025-10-27 - **Modified:** 2026-06-26 - **Author:** Aaron Garner **Categories:** PR **Excerpt:** Nashville, TN, October 27, 2025 (GLOBE NEWSWIRE) — Industry-First Partnership Will Launch the CHCI Exclusive Consulting Division and Nationwide Workshop Series Delivering the Evidence-Based Clinical Tiered Orientation Framework to Health Care Organizations Nashville, TN, October 27, 2025 (GLOBE NEWSWIRE) — Industry-First Partnership Will Launch the CHCI Exclusive Consulting Division and Nationwide Workshop Series Delivering the Evidence-Based Clinical Tiered Orientation Framework to Health Care Organizations Creative Health Care Insight (CHCI), the health care industry’s leading platform for nursing workforce development, announced an exclusive strategic partnership today with Dr. Ellen Joswiak, D.N.P., R.N., NPD-BC, officially launching the CHCI TSAM® Implementation Education Consulting division.This groundbreaking collaboration marks a pivotal moment in nursing education, as CHCI becomes the first and only platform authorized to offer comprehensive consulting services for the implementation of the Tiered Skills Acquisition Model (TSAM®). The partnership, beginning in January 2026, positions Dr. Joswiak as Chief Clinical Education Consultant and thought leader for CHCI’s newly established consulting arm, bringing her decades of clinical expertise and evidence-based innovation directly to health care organizations seeking to transform their nurse onboarding and clinical orientation programs. “This partnership represents more than an expansion—it’s a commitment to fundamentally changing how we prepare nurses to deliver exceptional patient care,” said Aaron Garner, CEO. “By combining Dr. Joswiak’s expertise with the CHCI platform, we’re the first and only organization to offer a fully integrated approach—consulting, education, and technology—all working together to ensure lasting impact. Together, we’re not just implementing a model; we’re empowering health care organizations to build sustainable, evidence-based education programs that support nurses from day one through their entire careers.” A Visionary Leader in Nursing Education Dr. Ellen Joswiak has earned national and international recognition as a transformative force in Nursing Professional Development. As co-innovator of the Tiered Skills Acquisition Model (TSAM®), she has pioneered an approach to clinical orientation that addresses one of health care’s most pressing challenges: effectively transitioning novice nurses into confident, competent practitioners. The Tiered Skills Acquisition Model (TSAM®) framework has been presented and adopted at both national and international levels. With a Doctor of Nursing Practice from Augsburg University (2017) and board certification in Nursing Professional Development, Dr. Joswiak brings unparalleled expertise in curriculum design, preceptor development, and quality improvement. Her career spans multiple decades of hands-on clinical work, education program development, and strategic leadership—giving her a rare, comprehensive understanding of what nurses truly need to succeed. Dr. Joswiak’s scholarly work includes numerous peer-reviewed publications that have advanced the science of nursing education. She has presented at major conferences, facilitated workshops for health care leaders worldwide, and helped countless organizations seeking to revolutionize their approach to nurse development. Her work is distinguished by its practicality—rooted in rigorous evidence while remaining deeply focused on real-world implementation and measurable outcomes. Introducing the TSAM® Workshop Series: Education Meets Implementation The partnership is launching with an ambitious initiative: four exclusive, in-person TSAM® education workshops scheduled quarterly throughout 2026. The first workshop will be held in January 2026. Led by Dr. Ellen Joswiak, co-innovator of the TSAM® framework, these sessions will explore the foundational stages of TSAM® and its three essential pillars that support a robust orientation process. Participants will engage in interactive discussions and hands-on activities designed to: These... --- ### What is the Tiered Skills Acquisition Model? - **URL:** https://www.mychci.com/blog/what-is-the-tiered-skill-acquisition-model-tsam/ - **Published:** 2025-10-14 - **Modified:** 2026-06-26 - **Author:** Aaron Garner **Categories:** Blog **Tags:** Model, Nursing, Patient, Practice, skill What is TSAM®? The transition into a new clinical role represents one of the most challenging periods in a nurse's career. Whether moving from school to practice, transferring to a new specialty, or stepping into an unfamiliar care setting, RN staff face the dual pressure of building competency while caring for real patients with real needs. The question health care organizations have long grappled with is: How do we structure this transition to maximize learning, build confidence, and ensure patient safety—all while supporting the orientee through what can be an overwhelming experience? The Tiered Skills Acquisition Model, also known as TSAM®, offers a research-informed answer to this challenge. This innovative orientation and competency development framework is transforming orientation in health care organizations, replacing outdated, inconsistent methods with a structured pathway that supports both the learner and the organization while addressing the gap that often exists between nursing education and independent practice. Understanding the TSAM® Framework TSAM® is a structured approach to clinical orientation that guides nurses and other clinical staff as they transition into new roles. Unlike traditional orientation models that may feel haphazard or overwhelming, TSAM® organizes skill development into progressive tiers, beginning with basic skills and foundational competencies, then systematically building toward mastery of more complex clinical tasks that require advanced critical thinking. At its core, TSAM® recognizes a fundamental truth about how people learn: we develop expertise incrementally, not all at once. The acquisition model draws on educational theories of progressive skill development, acknowledging that competence is built layer by layer, with each tier providing the foundation for the next level of capability. This understanding of how nursing practice expertise develops is rooted in evidence-based practice and decades of research in nursing professional development (NPD). What makes TSAM® distinctive is its integration of real-world patient care into the learning process. Rather than separating education from practice, orientees using TSAM® typically carry a full patient assignment from the start, learning through a combination of direct patient care, structured observation, guided preceptorship, and gradually increasing responsibilities as they demonstrate competence at each tier. This approach helps bridge the knowledge gap between academic preparation and the realities of clinical work. [Image: Illustration of nursing education] How TSAM® Works in Practice The beauty of TSAM® lies in its practical, learner-centered design. When new hires begin orientation using the TSAM® framework, they enter a structured progression through defined skill tiers. Each tier represents a specific set of competencies that build upon the previous level, creating a clear plan and roadmap for both the orientee and their preceptor to follow throughout the onboarding process. During the orientation period, the preceptee works alongside an experienced preceptor who can evaluate progress, provide guidance, model expert practice, and gradually release responsibility as the orientee demonstrates readiness. This approach honors the reality that different individuals progress at different rates—some may advance quickly through certain tiers while needing more time and support in others. The tiered structure allows preceptors to identify exactly where an orientee is in their... --- ### Skills Tracking Software - **URL:** https://www.mychci.com/blog/skills-tracking-software/ - **Published:** 2025-09-24 - **Modified:** 2026-06-26 - **Author:** Aaron Garner **Categories:** Blog **Tags:** develop, employee, gap, manage, planning, skill, software, source, talent, workforce In today's rapidly evolving health care landscape, hospital administrators and nursing leaders face an unprecedented challenge: managing the complex web of employee skills, certifications, and professional development requirements while maintaining the highest standards of patient care. The traditional approach of scattered spreadsheets, paper-based tracking systems, and manual documentation is no longer sustainable in an environment where precision, accountability, and continuous improvement are not just preferred—they're mandated. The answer lies in sophisticated skills tracking software like the Creative Health Care Insight Platform that transforms how health care organizations collect, manage, and leverage their workforce data. This technology revolution isn't just about digitizing existing processes; it's about creating a comprehensive understanding of your talent pool that drives strategic workforce planning, supports organizational goals, and ultimately enhances patient outcomes. The Critical Need for Advanced Skills Management Software Health care organizations operate in a unique environment where employee competencies directly impact patient safety and organizational success. Unlike other industries where skill gaps might result in decreased productivity, health care's margin for error is virtually nonexistent. Every nurse, technician, and health care professional must demonstrate not only their foundational competencies but also their ongoing professional development and specialized certifications. The challenge becomes exponentially more complex when considering the regulatory requirements that govern health care institutions. Organizations pursuing national recognition, such as the Magnet® Designation or Pathway to Excellence® Designation, must demonstrate comprehensive talent management practices that include detailed documentation of employee skills, ongoing education, and professional development. This creates a perfect storm where traditional management approaches fall short, and innovative talent management software becomes essential. Modern skills management platforms, such as Creative Health Care Insight, address these challenges by creating a structured framework that captures every critical aspect of employee development. From initial hiring and onboarding through ongoing competency assessments and career progression, these systems provide the holistic view that HR teams need to make informed decisions about resource allocation, succession planning, and workforce development. In addition, professional portfolio tools from the Professional Portfolio Suite streamline the collection and tracking of certifications, degrees, peer feedback, and advancement documentation—eliminating the burden of manual record-keeping. Revolutionizing Data Collection and Employee Skills Tracking At the heart of effective skills tracking software, such as the Creative Health Care Insight Platform, lies sophisticated data collection capabilities that transform how organizations understand their workforce. Rather than relying on periodic performance reviews or annual assessments, modern platforms continuously capture and analyze skills data from multiple touchpoints throughout the employee lifecycle. Individual employees benefit from this comprehensive approach through personalized development pathways that align with both their career aspirations and organizational needs. When a platform collects detailed information about each team member's education, certifications, work experience, and competency assessments, it creates opportunities for targeted talent development that might otherwise be overlooked. The power of this approach becomes evident when considering how health care organizations can assign people to specific projects based on their documented expertise. Instead of making staffing decisions based on availability or general impressions, managers can access detailed profiles that include... --- ### Transforming Health Care with TSAM® - **URL:** https://www.mychci.com/blog/transforming-health-care-with-tsam/ - **Published:** 2025-09-16 - **Modified:** 2025-09-16 - **Author:** Aaron Garner **Categories:** Blog **Excerpt:** Discover why CHCI is the exclusive provider of TSAM® Implementation Educational Consulting Services. Ensure fidelity, ROI, and culture-transforming results in health care organizations. By Gen Guanci MEd, CAGS OD, RN, NPD-BC, CCRN-K, CEO Why Choose Creative Health Care Insight (CHCI) for TSAM®?  When health care organizations consider adopting a tiered skills approach, it’s easy to be overwhelmed by the number of platforms claiming to support it. But there’s only one place to find comprehensive support for educational consulting of the implementation of the original, evidence-informed Tiered Skill Acquisition Model (TSAM®): Creative Health Care Insight (CHCI).  Exclusive Rights to TSAM®  Unlike other companies that house TSAM®-inspired content, or make you pay extra for the actual TSAM® competencies, CHCI is the only authorized provider of educational consulting services for the implementation of the TSAM® framework. This means CHCI doesn’t just store content, it delivers the authentic model with the expertise required for successful implementation. That means:  Measurable Return on Investment (ROI) Across All Domains  Implementing TSAM® through CHCI delivers quantifiable returns on investment—financial, operational, clinical, and cultural:  Financial Impact  Operational Efficiency  Clinical Excellence  Cultural Transformation  [Image: TSAM® implementation ROI: reduced costs, higher retention, improved patient outcomes] The CHCI Difference  Choosing CHCI means choosing TSAM® fidelity, integrity, and outcomes. With CHCI’s exclusive consultation and implementation support, organizations can:  When it comes to tiered skills acquisition, not all platforms are created equal. Only CHCI holds the exclusive partnership rights to provide the TSAM® implementation educational consulting required for measurable success.  Health care leaders seeking a proven model for onboarding, competence, and retention should look no further. With CHCI, your organization gains not just a platform, but a partner in excellence.  Ready to transform your workforce with TSAM®? Schedule a Demo with CHCI. [Image: Nurses and preceptors collaborating in tiered skills progression under TSAM® model] --- ### Career Ladder in Nursing and Health Care - **URL:** https://www.mychci.com/blog/career-ladder-in-nursing-and-health-care/ - **Published:** 2025-08-26 - **Modified:** 2025-09-02 - **Author:** Katie Cressman **Categories:** Blog **Tags:** advance, career, employee, goal, ladder, opportunity, professional, progression, skill Introduction: Why Career Ladders Matter in Health Care The career ladder is one of the most effective frameworks for guiding career advancement in nursing and health care. Unlike the traditional corporate ladder, health care requires professionals to balance technical skills, certifications, and critical skills for patient care. A structured career path ensures that every nurse, technician, or allied health worker understands the key steps toward their professional goals. Utilizing career ladders helps reduce hiring expenses for organizations by promoting internal moves, which can be more cost-effective than external recruitment. For health care organizations, implementing a strong career ladder directly impacts employee engagement, succession planning, and the ability to retain top talent. This is where Creative Health Care Insight (CHCI) provides a powerful advantage through its Professional Portfolio Suite. Additionally, creating career ladders can enhance the work atmosphere when recruiting new hires, as it demonstrates a clear commitment to employee development. The Foundation of Growth Health care roles demand continuous education, training, and acquisition of specific skills. The career ladder provides a visual representation of employees’ progression opportunities, making it easier to facilitate direct mentorship and skill acquisition, which are essential for professional growth. Here are some examples of how a proficient software like the Creative Health Care Insight platform can support an organizations career ladder process: Why are Career Ladders Important? They ensure upward and lateral mobility, build a pipeline for succession planning, and demonstrate to employees that their commitment is valued. Transparency in the career advancement process further promotes trust and engagement among employees, strengthening their connection to organizational goals. [Image: achieving progress in job development requires resources and research ] CHCI’s Professional Portfolio Suite: Powering the Career Ladder 1. Demographic Data Collection: Automating Education and Certification Tracking 2. Professional Advancement: CHCI’s Career Ladder Tool This customizable component: This tool is essential for HR professionals who need to support succession planning and identify top talent for leadership positions. 3. Peer Feedback: Supporting Professional Growth through Team Insight Peer evaluation goes beyond technical knowledge and qualifications—it strengthens collaboration and supports growth opportunities for all employees. Career Ladder Pathways: From Entry Level to Leadership A career ladder provides clarity from the start of a nurse’s journey through advanced practice and leadership: This structured process supports both lateral moves across departments and upward mobility to the highest level of the organization. Dual Career Ladders: Recognizing Both Clinical and Leadership Growth Not every health care professional wants to climb into management. CHCI’s tools support dual career ladders, giving employees the ability to pursue their preferred career paths. Regularly reviewing career ladders ensures they remain effective and aligned with organizational goals, adapting to the evolving needs of both employees and the organization. Areas of growth can include: This ensures professionals can advance in the direction that matches their career goals, while still receiving recognition, salary increases, and benefits. Role of HR Professionals and Managers in Career Ladder Success HR professionals and managers are vital in aligning career ladders with both employee goals and organizational... --- ### Creative Health Care Insight Launches TSAM® Educational Services - **URL:** https://www.mychci.com/blog/creative-health-care-insight-launches-tsam-educational-services/ - **Published:** 2025-07-24 - **Modified:** 2025-09-02 - **Author:** Aaron Garner **Categories:** PR **Excerpt:** Nashville, TN, July 24, 2025 (GLOBE NEWSWIRE) -- Creative Health Care Insight (CHCI), a national leader in automated competency management and professional development platforms, is proud to announce it has entered into a licensing agreement. Under this agreement, CHCI is exclusively authorized to provide educational consulting services for the implementation of the Tiered Skills Acquisition Model (TSAM®) to health care organizations worldwide. Nashville, TN, July 24, 2025 (GLOBE NEWSWIRE) -- Creative Health Care Insight (CHCI), a national leader in automated competency management and professional development platforms, is proud to announce it has entered into a licensing agreement with Mayo Clinic. Under this agreement, CHCI is exclusively authorized to provide educational consulting services for the implementation of the Tiered Skills Acquisition Model (TSAM®) to health care organizations worldwide. Through this license, CHCI is able to incorporate TSAM® competencies into its innovative digital platform, supporting health care organizations with a structured, technology-enabled solution for orientation and ongoing competency development. This work aligns with CHCI’s ongoing mission to modernize and streamline workforce preparation in clinical settings. TSAM® is a structured approach to clinical orientation that helps preceptees develop skills through real-time patient care exposure, organized by tiers, and supported by preceptors. The model emphasizes learner-centered development and structured progression, aiming to enhance confidence, satisfaction, and retention among new care team members. “We are honored to be the licensed provider of educational services for TSAM® implementation,” said Aaron Garner, CEO of Creative Health Care Insight. “The model is both innovative and practical—and by embedding it into our platform and services, we’re enabling health care teams to deliver more personalized, consistent, and effective clinical orientation.” CHCI’s integrated platform also includes exclusive rights to The Donna Wright Competency Assessment Model™ and the Professional Portfolio Suite, giving health care organizations a powerful ecosystem for managing onboarding, ongoing competency assessment, peer feedback, and professional development tracking. The addition of TSAM® educational services to CHCI’s portfolio offers organizations a new way to elevate clinical orientation and professional development with structured, research-informed guidance and implementation support. Mayo Clinic has a financial interest in the licensed technology referenced in this press release. Any revenue Mayo receives will be used to support its not-for-profit mission in patient care, education, and research. About Creative Health Care Insight Creative Health Care Insight is a Nashville-based health care technology company offering a robust platform for competency management and professional development. CHCI provides exclusive rights to several evidence-based frameworks and models, and serves hospitals and health systems worldwide with automated tools designed by health care professionals, for health care professionals. To learn more, visit www.mychci.com. Media Contact: Aaron Garner, CEOPhone: 484-706-0522Email: aarong@mychci.com Schedule a Demo: Organizations interested in learning more about TSAM® educational consulting services and integrated platform offerings may contact CHCI at 484-706-0522 or visit www.mychci.com. Source: https://www.globenewswire.com/Tracker?data=uzBEN_zm9GnSLi4M3MrQLm6ix2A6-MJvG2beSchgO9A8neowwhcPQPSdIxd9CHYmA1CSJBcQ51s5mq9yBBoKKOTrrvSRad4lnjXdHqeSVMgDLGgLrw-CwIHvXaN1tXcudZMyRA_lmaCcFOvO0glrnYZqjQcVS_GOEe5D_1NjdCMn5Z8aqqZtYe5unD0QCPH6HbyQcsr4ZrFsxd5qmEzzMHZsE4cZ0gKvgkLzM_ZrUQxrtvte8u3_EehGIAnTT5I3Nuk4X9pJiSuhawU5mSg38Q== --- ### Revolutionizing Health Care Competency Management: Creative Health Care Insight Launches TSAM® Educational Services - **URL:** https://www.mychci.com/blog/revolutionizing-health-care-competency-management-creative-health-care-insight-launches-tsam-educational-services/ - **Published:** 2025-07-16 - **Modified:** 2025-09-02 - **Author:** Aaron Garner **Categories:** Blog **Excerpt:** Discover how Creative Health Care Insight’s exclusive agreement involving TSAM® implementation is transforming nurse orientation and competency management. Learn about this evidence-based, tech-integrated solution designed to improve retention, streamline onboarding, and elevate clinical practice. Under a new, five-year agreement, CHCI is exclusively authorized to provide educational consulting services for the implementation of the Tiered Skills Acquisition Model (TSAM®) to health care organizations worldwide. The landscape of health care competency management is evolving rapidly, driven by mounting pressures to improve nurse retention, enhance patient safety, and streamline complex orientation processes. Today, we're thrilled to announce a 5-year licensing agreement that represents a quantum leap forward in addressing these critical challenges: Creative Health Care Insight's exclusive authorization to provide educational consulting services for the implementation of TSAM® (Tiered Skills Assessment Model) to health care organizations worldwide. This isn't just another collaboration announcement – it's a game-changing development that positions health care organizations at the forefront of evidence-based competency management. As the only platform company authorized to deliver educational consulting services for the implementation of TSAM®, we're offering something truly unprecedented in the health care technology space. Understanding the TSAM® Advantage The TSAM® Model has revolutionized clinical orientation at numerous health care systems worldwide. Unlike traditional orientation approaches that often follow rigid, one-size-fits-all timelines, TSAM® introduces a structured yet flexible methodology that adapts to individual learning needs while maintaining rigorous competency standards. At its core, TSAM® allows preceptees to learn and master tiers of skills alongside experienced preceptors in real clinical settings. This means new nurses aren't relegated to observation roles – they're actively engaged with full patient loads from day one, with support structures that adjust based on their demonstrated competencies and learning pace. The results speak volumes about the model's effectiveness. Health care organizations implementing TSAM® have consistently reported increased nurse confidence, improved role satisfaction, and most critically, enhanced retention rates. In an industry where the average cost of replacing a single nurse ranges from $40,000 to $100,000, the retention benefits alone make TSAM® implementation a strategic imperative. But perhaps most importantly, the model reduces overall orientation length while simultaneously increasing the number and quality of patient experiences for each preceptee. This dual benefit addresses two of health care's most pressing challenges: getting qualified nurses to full productivity faster and ensuring they're truly prepared for independent practice. Why Exclusivity Matters in Health Care Technology Health care organizations are drowning in fragmented solutions. They're managing orientation through one system, competency tracking through another, professional development through yet another platform, and often supplementing with manual processes that consume countless administrative hours. Our exclusive agreement changes this paradigm entirely. By being the sole technology partner authorized to deliver educational consulting services for the implementation of TSAM®, we're not just adding another feature – we're creating a comprehensive ecosystem that addresses every aspect of health care competency management under one integrated platform. The Power of Integration: More Than the Sum of Its Parts What makes this agreement truly transformative is how Creative Health Care Insight’s existing capabilities integrate with the TSAM® methodology. Our platform already holds exclusive rights to The Donna Wright Competency Assessment Model™, creating a unique combination of proven methodologies within a single, comprehensive system. Our Competency... --- ### Implementing Competency Assessment Tools: Our Top 4 Tips for Your Team’s Success - **URL:** https://www.mychci.com/blog/implementing-competency-assessment-tools/ - **Published:** 2025-06-26 - **Modified:** 2025-07-25 - **Author:** Aaron Garner **Categories:** Blog Looking at implementing competency assessment tools that help your program run smoother? It’s a journey we’ve witnessed many health care organizations navigate. Here are our top 4 pieces of advice based on our experience. Use these to set up a seamless onboarding for assessment tools and to ensure you pick a platform that can support your needs well in the long run. 1. Digitize Your Competency Frameworks A 2024 report estimated clinicians are spending around 28 hours per week on administrative tasks. And medical office staff are spending closer to 34 hours.  Reducing administrative work where possible with the right digital tools is one of the best ways you can give time back to your team for other key tasks. Picking a platform like Creative Health Care Insight (CHCI) can make it easier to track employee progress, pull status updates on individuals or teams, and enable flexible learning.How CHCI Supports Digitizing Competency Frameworks Our Competency Suite is designed to be accessed on any secure web-enabled device, making it easy for both employees and preceptors to facilitate learning. Our platform supports any competency framework you choose. It’s also the only one on the market with exclusive rights to offer digital support for The Wright Competency Model™. Additionally, because it’s digitizing your competency program, your team can more easily pull reporting. This is a huge win, especially if you need to collect verified data to achieve national designations like Magnet® or Pathway to Excellence®.Benefits of digitizing your competency with CHCI include: 2. Consider the Employee Lifecycle From onboarding employees to providing professional development for current staff, it’s important to implement competency assessment tools that can meet every employee where they are.  Building the strongest team starts with each individual’s needs. Every employee has different experiences and skills gaps, which is why your managers and preceptors should have tools for health care staff evaluations that can be personalized. How CHCI Can Enhance Team Performance With Assessments A strong competency program goes a long way in building confidence among employees and improving patient outcomes. Within our Competency Suite, your preceptors can set goals both by person, team, and/or department.  This allows for true customization of each individual’s professional development journey. Plus, it connects their progress to the overarching goals and objectives of your organization. CHCI caters to all employees by including: [Image: ] 3. Build In Flexibility Past studies have shown potential links between longer shift times and burnout, leading to decreased patient care. Although a newer study looking at the difference between 8-hour and 12-hour shifts has confirmed that burnout rates are only slightly higher for longer shifts. The results around burnout may be hard to measure across so many individual workers, personalities, and types of health care organizations, but this fact remains the same: there’s a lot that can happen in a shift for your employee. If you’re implementing competency assessment tools, they need to fit into the workflow of your employees’ busy shift schedules. How CHCI Makes Competency Training Easier for... --- ### Nursing Retention Tools: Combat the Costs of High Turnover - **URL:** https://www.mychci.com/blog/nursing-retention-tools-combat-turnover/ - **Published:** 2025-06-04 - **Modified:** 2025-07-25 - **Author:** Aaron Garner **Categories:** Blog Want to find nursing retention tools that help you increase the tenure of nurses on your staff? You’ve come to the right place. Let’s look at the state of turnover right now to identify the top reasons nurses say they’re leaving and find the right tools to help you reduce high turnover. Nurse Retention: A Glimpse at Health Care Averages A recent study from NSI Nursing Solution, published this year, collected data in 2024 across major health care organizations, focusing on hospitals. It found that: This study includes data from previous years and does show an encouraging drop in turnover between 2-3% for nurses and RNs compared to 2023 data. How Does Your Organization’s Turnover Compare? This extensive study shared data on the different percentiles and we’ve included them here so you can understand statistically how your health care organization compares against national averages. If you lose about 1-2 nurses per every 10 you hire, you’re falling within the average for U.S. organizations.  Hospital Turnover Rates: The national average is 18.3%. View the report findings referenced in full here. What’s a Good Turnover Rate? In a perfect world, it’d be zero percent. But being realistic, the answer to this won’t be the same for every organization. There’s a lot at play in determining your ideal rate, including factors like your organization’s size, services or treatments, and current data around turnover.That said, Gallup has found on average that 10% of a workforce is disengaged at any time. Their recommendation is to aim for a turnover rate of 10% based on their studies. However, if we look at turnover data specific to health care right now, aiming for a 14% rate will put you in the top 10% of health care organizations. What’s Driving Nursing Turnover in 2025? To build effective nurse retention strategies, you have to first understand some of the reasons employees are leaving. While you can guess what some of them are, let’s look at data collected nationally from last year to examine the top 10 reasons nurses gave. If these are significant across the U.S. right now, they’re likely at play for your team too.In the NSI report, the top 10 reasons nurses cited for exiting (in this order) included: Some of these are out of the control of your organization. For example, you can’t persuade someone if they’ve formed personal reasons or are desiring to relocate. But now that we understand the top drivers of turnover right now in the words of the nurses leaving, let’s look at the detachment factors you can get ahead of with the right nurse retention tools to help. [Image: Two nurses look at each other as they walk down the hall] Combat Burnout With This All-In-One Nurse Retention Tool Creative Health Care Insight (CHCI) is a cloud-based software that’s been designed with health care professionals, specifically for health care organizations. Within this platform, you get access to two powerful suites (the Professional Portfolio Suite and the Competency Suite) that contain a... --- ### Improving Patient Outcomes with Staff Competency & Skills Development - **URL:** https://www.mychci.com/blog/improving-patient-outcomes-staff-competency/ - **Published:** 2025-04-25 - **Modified:** 2025-07-25 - **Author:** Aaron Garner **Categories:** Blog 4 Ways You Can Start Empowering Your Team Your health care team’s goal is to provide patient-centered care that’s efficient, safe, and effective. But often, you’re tasked with doing this amidst fast-paced technological advancements, staff shortages or turnover issues, and rising expectations from your leadership team. So how does improving patient outcomes with staff competency play a role? Let’s look at steps you can take now to improve your competency program to make it more effective and enhance patient outcomes. #1. Make It Personal Continuous learning in health care teams has more impact when it’s personalized. Bridging health care skills gaps is also more effective and efficient when you’re tailoring competency training to the specific skill sets of individuals or teams.Doing so ensures you’re equipping staff members with the skills they need most. Plus, you’re not wasting their time with generalized education that doesn’t help advance them professionally or actually impact the way they provide patient care.Alongside that, if you also set up spaced learning touchpoints, you’re more likely to see improved patient outcomes along with a host of other benefits, according to a systematic review.In a recent study, researchers found that through spaced-out and ongoing competency education: Ultimately, boosting confidence will go a long way in how your team cares for patients. They are more likely to provide excellent care because they feel equipped not just to do their job, but to do it well. How Can You Personalize Your Health Care Workforce Development Strategy?  If you’re looking for a way to implement this practically, Creative Health Care Insight (CHCI) is a cloud-based platform with a robust Competency Suite. It’s the only software on the market that’s been co-designed with ​​Donna Wright with exclusive access to the Wright Competency Assessment Model™. (It also can accommodate your competency program, even if you don’t use that model.) Best of all, it can make it easy to personalize competency without adding more work for your preceptors.One of the best aspects of CHCI’s Competency Suite is how much you can customize it. You can tailor employee development training for individuals, teams, or the entire organization and set up deadlines that keep everyone accountable.  This allows you to personalize training as much as you need to for individuals or ensure everyone is meeting the milestones necessary for national designations, like Magnet® or Pathway to Excellence®. Taking this step will ultimately have a trickle-down effect on the patient care your team provides. Because personalized and spaced-out learning can increase the knowledge and confidence of your team, they’ll be better equipped to provide excellent care. #2. Incorporate Teamwork Improving patient outcomes with staff competency is more effective when you build your employee development system around teamwork. A 2018 study of clinical RN competency assessed the impact of having a peer review process. The results showed that evaluation from different peers enhanced professionalism and translated to measurable, positive patient outcomes.Naturally, patient safety is increased through staff training. But as you look at your competency assessment frameworks, don’t... --- ### Intuitive & Efficient Competency Management Software for Health Care - **URL:** https://www.mychci.com/blog/competency-management-software-for-health-care/ - **Published:** 2025-03-28 - **Modified:** 2025-07-25 - **Author:** Aaron Garner **Categories:** Blog Looking for a competency management software that empowers your health care team? Many options are available, but not all are designed specifically for health care. And many of the tools may help with competency management, but they don’t offer more than that. They’re also not completely customizable.Creative Health Care Insight's (CHCI) platform gives you two tools in one cloud-based platform, featuring both a Competency Suite and a Professional Portfolio Suite. Plus, it was designed with health care professionals because we wanted to make sure our software delivers everything you’d need and want in everyday use. It’s also why we’ve made it easy to customize for your team. Let’s take a look at how our competency management software can streamline and make the process more efficient for your team. Easy Centralized Competency Tracking A recent study by Harris Poll indicated that clinicians spend roughly 28 hours a week on administrative work. Medical office staff range even higher, coming in at around 34-36 hours. All of this work is essential, whether it's for compliance or internal tracking, but outdated systems or siloed processes add unnecessary time. CHCI’s software gives you a data-driven health care workforce solution that helps you enhance your staff’s skills without wasting precious time. Some of the ways it does this include: Customizable Learning Paths for Health Care Workers The competency needs of a health professional joining your organization with 10 years of experience look a lot different from a recently graduated professional who has been working with you for a year.The health care competency development platform you choose needs to support your overarching goals for employee development. But it also needs to account for skill gaps, so you can identify targeted training that’s relevant to each individual. CHCI allows you to customize competency learning to the individual, or by the team, giving you a way to balance the needs of everyone. In particular, this ability to create customizable learning paths in CHCI empowers your preceptors to track employee development and identify areas where team members are struggling. That way you can create an effective competency program that’s actually improving patient care through workforce management. Plus, more personalized learning can increase employee satisfaction which in turn can boost your retention. Want to keep exploring our competency management software? Schedule A Demo [Image: A nurse looks at competency software on an tablet to help enhance staff skills.] Flexible Assessment Methods for Enhancing Staff Skills Psychologists agree there are four main learning styles, often referred to as “VARK,” and they are: visual, auditory, reading, and kinesthetic. And a study revealed that people tend to learn best with a combination of learning styles. So to set up an effective competency program that’s enhancing staff skills in health care, you need a platform that can accommodate those different styles seamlessly.  CHCI makes it easy to tailor learning without causing more work for your preceptors. Our software allows you to set up: CHCI also promotes employee development with customizable leadership, peer feedback, and self-reflective assessments.... --- ### Boost Employee Satisfaction with Effective Health Care Onboarding Software  - **URL:** https://www.mychci.com/blog/health-care-onboarding-software/ - **Published:** 2025-03-06 - **Modified:** 2025-07-25 - **Author:** Aaron Garner **Categories:** Blog You already recognize that hiring is a time-consuming and costly process with a huge impact. If you’re looking for a health care onboarding software that can automate and yield better results, look no further. Creative Health Care Insight offers a cloud-based platform designed with health care professionals for health care organizations. Here are the top needs we see health care teams and new hires have, and how our software equips you to address them. What Does Your Health Care Team Need From Onboarding? 1. Onboarding Cost Reduction Strategies Hiring is a significant investment of time and money. A systematic review published in 2022 found that the costs of replacing a nurse tend to range between $21,514 and $88,000 in the U.S. You can imagine how significantly that adds up across different staffing positions. There are two buckets of cost that are key in measuring the financial impact of onboarding: Figuring out how to reduce the indirect costs of hiring is key to an effective health care onboarding cost reduction strategy. To truly recoup your costs, a health care onboarding software is key for streamlining. A good tool will help you minimize administrative work and optimize role training. How Does MyCHCI Support Onboarding Cost Reduction Strategies? MyCHCI is a dual-pronged platform offering both a Competency Suite and a Professional Portfolio Suite. In the first part, you’ll find support with the initial and ongoing competency of new hires. The various components will help new members quickly rise to meet competency standards in their role.In the latter, you’ll find a Professional Advancement Component with customizable career advancement features. It’ll have details into compensation, staffing gaps, and skills needed for the developmental trajectory of employees and your health care organization. And even more invaluable — you can easily review and verify documentation (plus it ties with DDCT® and ODF® reporting) to prevent rework where your team uploads previously collected information.  Ultimately, the Competency Suite and Professional Portfolio Suite in MyCHCI are designed to reduce your team’s administrative burden from onboarding through the end of the employee’s life cycle. 2. Easy Ways of Tracking Onboarding Success Metrics A 2024 study of tenure in hospital organizations found that out of all employees, close to 40% left within the first year. And when isolating the data to RNs, around 34% leave within the first year. Streamlining your health care onboarding process starts by giving your managers and trainers the right data to help them identify issues early on that lead to new hire dissatisfaction. Ideally, your team has the full picture of key data points such as: All this information can help the onboarding team identify weak processes or struggling new hires. And the right software will provide all of this in real-time, so preceptors are equipped to respond and achieve better new hire productivity across your health care team. How Does MyCHCI Provide Tracking for Onboarding Success Metrics? Since it’s a cloud-based software, MyCHCI offers a variety of custom reporting and real-time analytics, making it easier... --- ### Creative Health Care Insight Launches Innovative Initial Competency Component for Healthcare Onboarding - **URL:** https://www.mychci.com/blog/creative-health-care-insight-launches-innovative-initial-competency-component-for-healthcare-onboarding/ - **Published:** 2024-07-16 - **Modified:** 2025-07-25 - **Author:** Aaron Garner **Categories:** PR Nashville, TN, July 16, 2024 (GLOBE NEWSWIRE) -- Creative Health Care Insight (CHCI) is excited to announce the launch of its Initial Competency Component, the only platform offering a tiered orientation process. Designed by healthcare professionals for healthcare professionals, this innovative platform aims to revolutionize the onboarding experience for new employees in the healthcare industry. Comprehensive Onboarding Process for Optimal Care Delivery The Creative Health Care Insight Initial Competency Component stands out because it recognizes the intricate challenges of orientation within healthcare organizations. This component empowers healthcare employees to efficiently manage the onboarding process, orientation progress and documentation, facilitate seamless communication between orientees, preceptors, and managers, and effortlessly extract criteria essential for Magnet®, Pathways to Excellence®, and PTAP applications. “Our goal with the Initial Competency Component is to streamline traditional or tiered orientation processes, ultimately elevating the quality of care delivery across each healthcare organization,” said Aaron Garner, CEO of Creative Health Care Insight. “By providing a comprehensive and structured onboarding process, we can drastically reduce the organizational investment on orientation, assessments, and reporting.” Reinventing Healthcare Onboarding Creative Health Care Insight understood from the beginning the team of people needed to develop a successful healthcare onboarding program. In collaboration with nursing education specialists from multiple healthcare organizations who knew what an effective onboarding process could look like for new healthcare employees, CHCI developed the Initial Competency Component. It provides a robust communication and training solution that transforms orientation for new hires, boosts team morale, and enhances nursing retention in the healthcare setting. “CHCI provided us an opportunity to partner with them to operationalize our vision of initial competencies through an electronic platform to standardize and improve efficiency with our onboarding process,” said Lisa Kidin, Executive Director of Interprofessional Practice, Education, Innovation and Research for Barnes Jewish HealthCare systemwide. Key Benefits of the Initial Competency Component “We’ve created a platform that not only simplifies the healthcare onboarding process but also supports continuous professional development,” said Thomas Ross, Chief Technology Officer at Creative Health Care Insights. “Our approach includes innovative strategies like tiered orientation and digital microlearning access, which significantly enhances new hire productivity and reduces turnover.” Digital Microlearning: Continuous access to updated organizational knowledge via cloud-based microlearning platforms supports immediate productivity and ongoing professional development of healthcare staff. Tiered Orientation: This precepting method ensures a smooth transition for new hires, reinforcing time management and gradually increasing responsibilities to promote expertise in the company culture, critical thinking and departmental workflows. Seamless Communication: The platform facilitates effective communication among new employee orientees, preceptors, and managers, ensuring everyone stays informed and aligned throughout the onboarding process. Metrics and Insights: By measuring the effectiveness of an onboarding plan and strategies using metrics like orientation time reduction and tracking new hire retention, organizations gain valuable insights into the success of their onboarding programs and their financial impact. About Creative Health Care Insight Creative Health Care Insight is a partnership between Creative Health Care Management and Kernel Equity. Creative Health Care Management brings their deep knowledge of... --- ### Revolutionizing Health Care: Creative Health Care Insight Launches Innovative Cloud-Based Platform - **URL:** https://www.mychci.com/blog/revolutionizing-health-care-creative-health-care-insight-launches-innovative-cloud-based-platform/ - **Published:** 2024-02-07 - **Modified:** 2025-07-25 - **Author:** Aaron Garner **Categories:** PR Nashville, TN, Feb. 07, 2024 (GLOBE NEWSWIRE) -- Creative Health Care Insight, a leading provider of information technology and solutions for the health care industry, is proud to announce the launch of its cutting-edge cloud-based platform, Creative Health Care Insight. Designed to streamline the way health care organizations operate, this powerful platform consists of two suites that are set to maximize efficiency and savings, while offering unparalleled user-friendliness and ultra-secure access from any web-enabled device. Creative Health Care Insight understands the need for organizations to stay ahead and save time in today’s fast-paced health care landscape making it the ultimate tool for streamlining processes. “We are thrilled to introduce the Creative Health Care Insight Platform to the health care industry,” said Aaron Garner, CEO of Creative Health Care Insight. “With the increasing demands and complexities that health care professionals face on a daily basis, we recognized the urgent need for a technology solution that would revolutionize the way organizations operate. Creative Health Care Insight provides transformative capabilities, enabling health care providers to enhance efficiency, streamline processes, and ultimately improve patient care.” Creative Health Care Insight Platform’s Two Powerful Suites The Creative Health Care Insight platform’s two powerful suites: By mastering the professional competency cycle of reporting and processes, eliminating inefficiencies, and providing secure access to customize data to meet ANCC requirements, Creative Health Care Insight’s platform offers hospitals a solution that is both innovative and intuitive. Competency Suite The Competency Suite empowers health care organizations to go beyond tracking competencies and move into shared decision making and clear transparency for all things competency. This suite has three components: Ongoing Competency Component, Initial Competency Component, and the Relational Competency Component. The suite components can be used individually or as a fully integrated system. Ongoing Competency Component The ONLY platform that empowers organizations to fully leverage The Wright Model of Competency Assessment. Co-designed with Creative Health Care Management consultant Donna Wright, the Creative Health Care Insight platform not only tracks ongoing competency completion, but helps users prioritize and select meaningful competencies based on strategic goals and outcome needs. Competencies can be filtered and prioritized for groups, departments by strategic goals, current population needs, quality data, and high-risk aspects allowing your team to focus on the competencies necessary for their roles. Customizable, effective reports track and document every step and consideration, ensuring users surpass regulatory body requirements. Initial Competency Component The Initial Competency Component is in the development stage and will be available in the Spring of 2024. Relational Competency Component Gain valuable insights into your teams’ relational and leadership skills. The Relational Insight Assessment (RI 360°) discovery tool and Leadership Insight Assessment (LI 360°) discovery tool provide users with the ability to create individual, peer, supervisor, and direct report assessments centered around a self-assessment. The comprehensive reports offer summarized and individual results that unlock valuable insights, empowering staff and leaders to strengthen crucial relational and leadership behaviors. These results fuel continuous growth and advancement designed to nurture and elevate the mastery of... --- ## Pages ### Cookie Policy - **URL:** https://www.mychci.com/cookie-policy/ - **Published:** 2026-07-09 - **Modified:** 2026-07-17 - **Author:** arthur@premazon.com --- ### Why CHCI? - **URL:** https://www.mychci.com/why-chci/ - **Published:** 2025-05-08 - **Modified:** 2025-07-25 - **Author:** Katie Cressman Creative Health Care Insight: Cloud Based Platform Creative Health Care Insight's cloud-based platform, “MyCHCI,” features user-friendly suites that enhance efficiency, reduce costs, and seamlessly integrate with existing or future LMS, providing the essential tool your organization needs to thrive in a fast-paced environment. [Image: Nurses using a table to access the Cloud-Based Magnet® & Pathway to Excellence® Platform from Creative Health Care Insight] Contact Us To Learn More Want To Schedule A Free Demo? About Us MY CHCI is proven to enhance efficiency, increase employee retention and employee engagement, elevate quality and safety, and deliver significant savings for an organization—all while providing ultra-secure access from any web-enabled device. The Competency Suite The Competency Suite from Creative Health Care Insight offers a streamlined approach to managing competencies through three key components: The Professional Portfolio Suite The Professional Portfolio Suite from Creative Health Care Insight simplifies documentation and advancement through two key components: Schedule A Free Demo Our competency experts will walk you through our revolutionary platform for free. [Image: Health care employee using the cloud-based platform Creative Health Care Insight on a tablet] --- ### - **URL:** https://www.mychci.com/cloud-based-platform-for-health-care-organizations/ - **Published:** 2025-04-04 - **Modified:** 2025-07-25 - **Author:** Katie Cressman About Creative Health Care Insight Creative Health Care Insight is revolutionizing health care with our cloud-based platform, MyCHCI, designed by health care professionals for health care organizations. This innovative solution features two powerful suites designed to enhance efficiency, increase employee retention and employee engagement, elevate quality and safety, and deliver significant savings for an organization—all while providing ultra-secure access from any web-enabled device. The Competency Suite Includes Ongoing Competency, Initial Competency, and Peer Feedback Components. CHCI has the exclusive rights to offer The Donna Wright Competency Assessment Model™️ through our platform. This ensures our platform is uniquely positioned to support users of The Wright Competency Assessment Model™️. View Our Competency Solutions Professional Portfolio Suite Offers the Demographic Data Collection Component and Professional Advancement Component. This suite is designed to automate professional development tracking, thereby liberating staff from endless paperwork and piecemeal solutions. View Our Professional Portfolio Solutions Unlock the Future of Health Care - Get Started with MyCHCI Today! Schedule A Demo [Image: Group of three nurses using tablet to access Magnet® or Pathway to Excellence® progress on the cloud-based platform Creative Health Care Insight] --- ### Sitemap - **URL:** https://www.mychci.com/sitemap/ - **Published:** 2024-12-06 - **Modified:** 2025-07-25 - **Author:** Katie Cressman [html_sitemap exclude="515,1078"] --- ### Professional Portfolio Suite - **URL:** https://www.mychci.com/solutions/professional-portfolio-suite/ - **Published:** 2024-11-22 - **Modified:** 2026-04-07 - **Author:** Katie Cressman The Professional Portfolio Suite is comprised of four components, the Demographic Data Collection Component, the Professional Advancement Component, the Peer Feedback Component, and Mentoring and Succession Planning. This suite is designed to automate professional development tracking, thereby liberating staff from endless paperwork and piecemeal solutions. Unlock unprecedented accuracy and efficiency in your organization with the Professional Portfolio Suite and Creative Health Care Insight.  [Image: ] Demographic Data CollectionComponent: Which would you rather do…spend hours manually tracking and recording certifications and degrees for your Magnet® or Pathway to Excellence® documentation, or utilize a platform that can extract the information for you?  The Demographic Data Collection Component will simplify and advance the progress for health care organizations on a journey to excellence. This innovative solution for collecting individual education and certification data can be effortlessly exported to fulfill the ANCC requirements for the Demographic Data Collection Tool® (DDCT®) and the Organization Demographic Form® (ODF®). By transitioning from manual collection and entry of data to an automated system, hospitals can considerably reduce the time spent on such tasks while markedly increasing data accuracy and compliance. [Image: Two nurses using the professional advancement component of the Creative Health Care Insight page] Professional Advancement Component: This fully customizable career advancement, achievement, and compensation tool can target programs that are point-based, requirement-based, or both.Reviewers can quickly and easily verify any required documentation, and it all ties in with the DDCT® and ODF® reporting to keep users from rework and being required to upload previously collected data. The CHCI Professional Advancement Component and Career Ladder Reporting Tool intelligently identifies staffing needs and pinpoints skill gaps to craft a developmental trajectory that is congruent with the overarching goals of health care institutions.   Peer FeedbackComponent: The Peer Feedback Component enhances professional development through customized peer assessments, offering valuable insights across leadership, supervision, teamwork, and self-reflection. This competency management software module fosters a culture of continuous feedback and growth. Features include: By measuring and analyzing interprofessional leadership skills, organizations can drive targeted leadership development and build stronger, collaborative teams. [Image: Peer Feedback Component | MyCHCI] [Image: Mentoring and Succession Planning in Health Care | Creative Health Care Insight] Now Available! Mentoring and Succession Planning: CHCI now offers an integrated approach to mentoring and succession planning within a single, unified platform— designed to simplify program management while delivering meaningful, measurable outcomes. Organizations can build flexible, unlimited mentoring programs, including group mentoring, while easily tracking goals, hours, and session activity through structured or customizable templates. With built-in outcome tagging and clearly distinguished reporting, leaders gain actionable insights into both mentoring and succession efforts, improving visibility into participant progress and overall program impact. Scalable to support organization-wide initiatives, this solution not only enhances development pathways for future leaders but also saves time and strengthens strategic workforce planning across your organization. Unlock the Future of Health Care - Get Started with MyCHCI Today! Schedule A Demo [Image: ] Additional Solutions Creative Health Care Insight also offers the Competency Suite, which consists of the Initial Competency Component and the Ongoing Competency Component.... --- ### Solutions - **URL:** https://www.mychci.com/solutions/ - **Published:** 2024-11-19 - **Modified:** 2026-02-24 - **Author:** Katie Cressman Proud to be the ONLY platform with the exclusive rights and permissions to digitize theDonna Wright Competency Assessment Model™ Purpose-Built Solutions With Health Care—For Health Care  Creative Health Care Insight (CHCI) offers two comprehensive suites to deliver secure, cloud-based solutions designed with health care professionals, for health care organizations. Our platform combines customizable technology, exclusive evidence-based models, and expert-led educational consulting to support competency management, professional development, and workforce readiness.  CHCI solutions are fully customizable and can be implemented individually or as a fully integrated system. Organizations choose what they need today and scale seamlessly as priorities evolve.  The Competency Suite The Competency Suite features the Initial Competency Component and the Ongoing Competency Component, which can support both a traditional and tiered structure of orientation. CHCI holds the exclusive rights to provide The Donna Wright Competency Assessment Model™️ on our platform, positioning us uniquely to support users of The Donna Wright Competency Assessment Model™️.  Learn More Professional Portfolio Suite The Professional Portfolio Suite offers three components: the Demographic Data Collection Component, the Professional Advancement Component, and the Peer Feedback Component, with Mentoring and Succession Planning capabilities coming soon to support workforce development and future-ready leadership. This suite is designed to automate professional development tracking, thereby liberating staff from endless paperwork and piecemeal solutions.  Learn More TSAM® Implementation Education/ Consulting In addition to its cloud-based technology, CHCI is the only platform exclusively authorized to offer TSAM® Implementation Education and Consulting Services. These expert-led services extend beyond  education when needed, offering strategic consulting that helps organizations plan, operationalize, and sustain the Tiered Skills Acquisition Model (TSAM®) within their unique clinical and organizational environments. Learn More Why Creative Health Care Insight? Organizations who use our solutions can…  Don’t Settle for Less. Schedule an Online Demo Now! Schedule A Demo [Image: ] --- ### Competency Suite - **URL:** https://www.mychci.com/solutions/competency-suite/ - **Published:** 2024-11-18 - **Modified:** 2026-08-26 - **Author:** Katie Cressman Proud to be the ONLY platform with the exclusive rights and permissions to digitize theDonna Wright Competency Assessment Model™ Creative Health Care Insight’s Competency Suite is a secure, cloud-based competency management solution designed by healthcare professionals, for healthcare organizations. This suite streamlines professional development, onboarding, and ongoing competency assessment in health care organizations.  Our innovative competency software provides healthcare teams with the tools they need to prioritize essential skills, support professional growth, and enhance organizational success.  [Image: Nurses tracking clinical ladder progress using professional portfolio software | CHCI] Initial Competency Component The Initial Competency Component transforms orientation processes with a communication and training solution developed by nursing education specialists. Our comprehensive system boosts team morale, improves new hire retention, and supports both traditional and tiered orientation methods. Using our competency software, healthcare organizations can easily track orientation progress, manage documentation, and tailor learning to individual needs, ensuring staff are prepared to excel. [Image: doctor and a nurse discussing about the competency platform on the market specifically designed to support those using The Wright Model of Competency Assessment] Ongoing Competency Component Co-designed with Donna Wright, the Ongoing Competency Component is the only competency platform authorized to offer The Wright Competency Assessment Model™. This essential component of our competency management system software empowers organizations to select meaningful competencies while streamlining the assessment process. Customizable reports ensure compliance with regulatory requirements, while allowing teams to prioritize competencies based on strategic goals, quality data, and current workforce needs. TSAM® Implementation Education and Consulting In addition to technology, Creative Health Care Insight is the only platform exclusively authorized to offer TSAM® Implementation Education and Consulting Services.  Led by TSAM® co-innovator Dr. Ellen Joswiak, CHCI’s Chief Clinical Education Consultant, these expert-led services support organizations adopting the Tiered Skills Acquisition Model through fully customizable implementation consulting support and educational workshops.  CHCI TSAM® Implementation Education and Consulting Services help build sustainable, competency-based orientation programs alongside our platform—ensuring a tailored, sustainable approach to competency-based orientation and onboarding.  Preceptor Development Consulting Also led by Dr. Ellen Joswiak, our Preceptor Development Consulting helps organizations strengthen their preceptor programs through expert guidance, customized education, and practical implementation support. These services equip preceptors with the skills, confidence, and resources needed to support successful onboarding, professional growth, and long-term workforce development. Unlock the Future of Healthcare - Get Started with MyCHCI Today! Schedule A Demo [Image: ] Additional Solutions Creative Health Care Insight also offers the Professional Portfolio Suite. The Professional Portfolio Suite consists of the Demographic Data Collection Component, the Professional Advancement Component, the Peer Feedback Component, and Mentoring and Succession Planning. The four components in this suite can unlock unprecedented accuracy and efficiency in your organization. View Our Professional Portfolio Suite --- ### About - **URL:** https://www.mychci.com/about/ - **Published:** 2024-11-15 - **Modified:** 2026-04-07 - **Author:** Katie Cressman Creative Health Care Insight: Cloud Based Platform Creative Health Care Insight’s cloud-based platform, “MyCHCI,” is revolutionizing the health care industry with its tailored, user-friendly suites that enhance efficiency, reduce costs, and seamlessly integrate with existing or future LMS, providing the essential tool your organization needs to thrive in a fast-paced environment.  [Image: Nurses using a table to access the Cloud-Based Magnet® & Pathway to Excellence® Platform from Creative Health Care Insight] About Us Creative Health Care Insight is a cloud-based platform designed by health care professionals, for health care organizations, delivering customizable solutions that support competency management, professional development, and workforce readiness through two comprehensive suites: the Competency Suite and the Professional Portfolio Suite.The Competency Suite includes the Initial Competency Component and the Ongoing Competency Component, empowering organizations to move beyond checklist-based processes toward meaningful, validated practice. CHCI holds exclusive rights to deliver the Donna Wright Competency Assessment Model™ through our platform, uniquely positioning organizations to fully leverage this nationally recognized, evidence-based model. CHCI is also the only platform exclusively authorized to offer TSAM® Implementation Education and Consulting Services, led by Dr. Ellen Joswiak, CHCI’s Chief Clinical Education Consultant and co-innovator of TSAM®, supporting sustainable, competency-based orientation and onboarding.  The Professional Portfolio Suite features a fully customizable Demographic Data Collection Component that gathers education and certification data for seamless export to meet American Nurses Credentialing Center (ANCC) requirements, the Professional Advancement Component, which facilitates achievement tracking and documentation verification while integrating with DDCT® and ODF® reporting, and the Peer Feedback Component designed to strengthen collaboration, recognition, and professional growth. Mentoring and Succession Planning capabilities are now available as a new addition to the Professional Portfolio Suite, expanding support for workforce development and future leader growth.These components and services can be utilized independently or as a fully integrated system, maximizing capabilities across departments and providing your organization with a comprehensive solution—rather than piecemeal fixes. Leadership Team Partnerships Creative Health Care Insight is proud to partner with the American Association of Critical-Care Nurses (AACN) as a preferred provider of comprehensive competency management solutions for health care organizations serving acute and critical care professionals.  Through this partnership, AACN’s Competence Framework for Progressive and Critical Care and related readiness-to-practice resources are available digitally through the MyCHCI platform.  Learn more about AACN at Competence Framework and Toolkit for Progressive and Critical Care - AACN Don’t Settle for Less. Schedule an Online Demo Now! Schedule A Demo [Image: ] --- ### News & PR - **URL:** https://www.mychci.com/news-pr/ - **Published:** 2024-11-15 - **Modified:** 2025-07-25 - **Author:** Katie Cressman Recent News & PR --- ### Privacy Policy - **URL:** https://www.mychci.com/privacy-policy/ - **Published:** 2024-11-14 - **Modified:** 2026-07-17 - **Author:** Katie Cressman Last updated: July 17, 2026 Creative Health Care Insight (CHCI) provides an automated platform designed for health care --- MyCHCI --- along with related education and consulting. This Privacy Policy explains how we collect, use, and share information when you visit mychci.com (the "Site"). We do not sell, rent, or transfer client data to any outside organization for money. 1. Information We Collect Information you provide to us. Information you choose to give us when you complete a form, request information or a demo, register for or access the MyCHCI platform, subscribe to communications, or contact us --- such as your name, title, organization, phone number, email, communication preferences, and the content of your messages. Information collected automatically. When you visit the Site, some information is collected automatically through cookies and similar technologies, such as your IP address, device and browser type, the pages you view, and how you arrived at and moved through the Site. Business/organization identification. We use a third-party visitor-identification service that uses your IP address to identify the organization associated with your visit, so we can understand which businesses are interested in our services. 2. Cookies and Tracking Technologies 2. Cookies and Tracking Technologies We use cookies and similar technologies to operate the Site, understand how it is used, and support our communications. These fall into general categories: Non-essential cookies load only after you consent through our cookie banner. You can change your choices at any time using the "Cookie Settings" link in the footer. For the specific, always-current list of the cookies used on the Site, please see our Cookie Policy. 3. How We Use Information We use the information described above to respond to your inquiries and provide the information, products, or services you request; to operate, maintain, and improve the Site and the MyCHCI platform; to send communications about new products, service enhancements, program development, and select events we believe are valuable to you; to understand which organizations are interested in our services; and to comply with legal obligations and protect our rights. 3. How We Use Information We use the information described above to respond to your inquiries and provide the information, products, or services you request; to operate, maintain, and improve the Site and the MyCHCI platform; to send communications about new products, service enhancements, program development, and select events we believe are valuable to you; to understand which organizations are interested in our services; and to comply with legal obligations and protect our rights. 4. How We Share Information We share information only as described here: We do not sell your personal information for money. 5. Your Privacy Rights California residents have rights under the CCPA/CPRA, including the right to know, access, correct, and delete personal information, to limit the use of sensitive personal information, and to opt out of the sale or sharing of personal information. Use the "Cookie Settings" control or send a Global Privacy Control signal to opt out. Tennessee residents have rights under the Tennessee Information... --- ### Thank You! - **URL:** https://www.mychci.com/thank-you/ - **Published:** 2024-11-14 - **Modified:** 2025-07-25 - **Author:** Katie Cressman Thanks forreaching out Thank you for reaching out to learn more about MyCHCI! We’ve received your request and will get back to you shortly with the information you need. We’re excited to show you how our cloud-based platform can help streamline your operations and drive organizational success. In the meantime, check out our latest news and events from CHCI. View News and Blogs View Upcoming Events [Image: ] --- ### Schedule A Demo - **URL:** https://www.mychci.com/schedule-a-demo/ - **Published:** 2024-11-14 - **Modified:** 2025-07-25 - **Author:** Katie Cressman Elevate your Health Care Experience andEmpower your Organization with MyCHCI! [Image: Health care employee using the cloud-based platform Creative Health Care Insight on a tablet] --- ### Blog - **URL:** https://www.mychci.com/blog/ - **Published:** 2024-11-07 - **Modified:** 2025-07-25 - **Author:** Katie Cressman Recent Blogs --- ### Home - **URL:** https://www.mychci.com/ - **Published:** 2017-11-16 - **Modified:** 2026-04-08 - **Author:** Katie Cressman Proud to be the ONLY platform with the exclusive rights and permissions to digitize theDonna Wright Competency Assessment Model™ Proud to be the only platform with exclusive rights to digitize the Donna Wright Competency Assessment Model™ About Creative Health Care Insight Creative Health Care Insight (CHCI) is transforming how health care organizations manage competencies, orientation, and professional portfolios with our cloud-based platform, MyCHCI, designed with health care professionals for health care organizations.  This innovative solution features two powerful suites designed to enhance efficiency, increase employee retention and employee engagement, elevate quality and safety, and deliver significant savings for an organization—all while providing ultra-secure access from any web-enabled device.  Learn More About Us A Comprehensive, Flexible Solution—Built to Work Together or Stand Alone  CHCI offers two powerful software suites—along with expert-led education and consulting services—to meet organizations where they are and grow with them over time.  The Competency Suite Made of up two components, the CHCI Competency Suite streamlines both initial and ongoing competency management, helping organizations move beyond checklists toward meaningful, validated assessment. CHCI holds exclusive rights to deliver the Donna Wright Competency Assessment Model™ through our platform—making MyCHCI the only system uniquely designed to support organizations using this nationally recognized, evidence-based model. View Our Competency Solutions Professional Portfolio Suite Comprised of three components—Demographic Data Collection, Professional Advancement, and Peer Feedback—the Professional Portfolio Suite is designed to automate professional development tracking, thereby liberating staff from endless paperwork and piecemeal solutions.  This suite automates key professional development processes while supporting transparency, engagement, and growth, with Mentoring and Succession Planning capabilities to further strengthen workforce development and leadership continuity.  Each component can function independently or as part of a fully integrated system.  View Our Professional Portfolio Solutions Tiered Skills Acquisition Model Implementation Education and Consulting  Services In addition to technology, CHCI offers expert-led Tiered Skills Acquisition Model Implementation Education and Consulting  Services to support organizations adopting TSAM®. TSAM® Implementation Education and Consulting Services are offered exclusively through Creative Health Care Insight, the only platform authorized to provide this service.  Led by CHCI’s Chief Clinical Education Consultant and Co-innovator of TSAM®, Dr. Ellen Joswiak, TSAM® Implementation Education and Consulting  Services can be engaged independently or alongside MyCHCI, ensuring alignment between education, practice, and technology.  Learn More About TSAM® Implementation Education/ Consulting Solutions The Competency Suite and the Professional Portfolio Suite from Creative Health Care Insight provide comprehensive solutions for managing health care competencies and professional documentation. The Competency Suite streamlines assessments and orientation processes, supporting those using The Wright Competency Assessment Model™️—offered exclusively through our platform—to enhance team performance and compliance. This suite also features the Onboarding Initial Competency Component that enables organizations to automate a traditional checklist approach, transforming it into a tiered orientation structure for new employee orientation. The Professional Portfolio Suite simplifies the tracking of education and certifications, facilitating seamless reporting to meet ANCC requirements. Each component can function independently or as part of a fully integrated system, maximizing department capabilities and tailoring to your organization’s unique needs. With MyCHCI, your organization can thrive in today’s fast-paced health care landscape. The Competency Suite The Competency Suite from Creative Health Care Insight (CHCI) offers a streamlined approach to managing competencies through two key components. For organizations implementing tiered orientation models, CHCI also provides expert-led TSAM® Implementation Education and Consulting Services to support... --- --- # Navigation - [Main Documentation Index](https://www.mychci.com/llms.txt): Return to the main documentation overview