Description
The purpose of this assignment is for you to evaluate your current or new role relative to the required skill competencies of a DNP-prepared nurse. 2-Part Assignment: Areas to address in Part 1: A clear description of the DNP(Doctor in Nursing Practice) role of a Quality Improvement Specialist and why it was chosen.An identification of any current gaps in the role and why the role is needed.Make a differentiation between the MSN and DNP in the role. (i.e., What skills will a DNP-prepared nurse have that an MSN-prepared RN would not?)Conducts a SWOT analysis, with references for findings See the following reference for an example of a DNP Role SWOT Analysis (found in Table 10-6, pp. 362-363 in the 4th Edition of Zaccagnini and Pecheck textbook): Manage Endoscopy Service SWOT Analysis Download Manage Endoscopy Service SWOT Analysis Areas to address in Part 2: Includes a PEST (political, economic, social, and technological) Analysis by discussing influences, current and potential as they impact the DNP role.Detail the implementation of adding a DNP role from these standpoints:stakeholder supportpotential funding/costs for the role, along with potential savingstheoretical framework to assist with the implementationevaluation to determine the effectiveness of the role Summary of the need for the DNP in this role The final paper will include both Part 1 and 2 and should be approximately 10-12 pages in length (excluding the cover, references, and any appendices). References will be completed for both parts of the paper.
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Running head: DNP ROLE SWOT ANALYSIS
DNP Role SWOT Analysis
Xxxx student
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DNP ROLE SWOT ANALYSIS
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DNP Role SWOT Analysis
In 2007, the Institute of Healthcare Improvement (IHI) established the triple aim for
healthcare. Information regarding this initiative indicates that by addressing the patient care
experience (quality, safety, and satisfaction), improving the health of populations, and reducing
the costs of care it should be possible to foster significant improvement in the healthcare system
(IHI, 2019). While it is evident that ongoing efforts are being made to address critical issues such
as care quality and patient safety, these problems often remain recalcitrant to change. This point
is well-illustrated by Elkin, Johnson, Callahan, and Classen (2016) who examine the number of
deaths that occur annually as a result of medical errors. According to these authors, the release of
the Institute of Medicine’s (IOM) report “To Err is Human” in 1999 revealed that as many as
98,000 people die each year as a result of medical errors. Elkin et al. assert that even though this
should have served as a wake-up call for providers, healthcare organizations, and policymakers
to improve the healthcare system, in actuality the problem has only gotten worse. Conservative
estimates provided by Elkin and coworkers indicate that as many as 440,000 patients die each
year as a result of errors in medical care.
While there is no panacea for addressing all of the current problems that continue to
plague healthcare, there are identifiable solutions that could markedly improve outcomes. In
particular, research has consistently demonstrated that the use of evidence-based practice (EBP)
can have a significant impact on improving care quality and patient safety while simultaneously
contributing to reductions in care costs (Melnyk, Gallagher-Ford, Kaplan, & Fineout-Overholt,
2012). Despite the role and importance of evidence-based practice in improving the healthcare
system and patient care, as few as 35 percent of all healthcare facilities consistently utilize this
process in practice (Wallis, 2012). Consequently, healthcare facilities and providers continue to
DNP ROLE SWOT ANALYSIS
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perpetuate current problems in healthcare, further leading to a host of deleterious outcomes for
patients, families, and all healthcare consumers.
Even though evidence-based practice has been noted to be an important foundation for
addressing many of the current challenges facing the healthcare system, the reality is that in
practice, the implementation of EBP faces a host of barriers. Staff education and knowledge of
EBP is often lacking and in many organizations leaders simply do not support evidence-based
practice making it difficult if not impossible to undertake change to improve patient care (Wallis,
2012). These barriers to evidence-based practice require efforts to foster change. Evidence-Based
Practice Champions have been consistently noted in the literature as vital liaisons that are
capable of overcoming barriers to EBP while fostering the ability of healthcare organizations to
improve care through and evidence-based approach (Reicherter, Gordes, Glickman, & Hakim,
2013). Given the scope of the current challenges facing the healthcare system and further the
need to implement EBP, this paper advocates for the development of a new role for the Doctor of
Nursing Practice (DNP) graduate: EBP Champion for an acute care facility.
Overview of the Role of Interest
The role of interest for the DNP is that of Evidence-Based Practice Champion.
Information regarding this role indicates that it is relatively new and has only recently become an
area of interest for both nursing professionals and healthcare organizations (Warren,
Montgomery, & Friedmann, 2016). Although precise descriptions of this role vary within the
literature, there are some commonalities among the various definitions that have been provided.
For instance, Warren et al. (2016) argue that EBP Champions are responsible for cultivating staff
interest in evidence-based practice change and serving as leaders and mentors for change.
Shifaza, Evans, Bradley, and Ullrich (2013) go on to argue that EBP Champions serve as
DNP ROLE SWOT ANALYSIS
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mentors and leaders for the implementation of evidence-based practice while also working
within the organization to develop the structural and systemic supports needed by staff to
actually make evidence-based practice change. White and McGowan (2011) further assert that
EBP Champions provide an important liaison to link the pragmatic elements of clinical care with
research and evidence to improve practice. These authors also argue that in this role, the EBP
Champion works to bring all relevant stakeholders to the table not only to support evidencebased practice but also to build the infrastructure needed for the implementation of evidence in
practice: i.e., financial resources, training, psychological support, etc.
While scholars reviewing the role of the EBP Champion argue that this position can be
filled by any nurse with the passion and desire to enhance and improve outcomes with the
organization, the reality is that DNP prepared nurses appear to have the essential skills,
knowledge, and competencies needed to be the most effective in these roles (Shifaza et al.,
2013). A review of the American Association of Colleges of Nursing ([AACN], 2006) essentials
for doctoral education indicates that those prepared at the DNP level have foundational
capabilities that will make them highly effective in this role. In particular, the AACN essentials
stipulate that those with doctoral degrees should be prepared to integrate scientific underpinnings
for practice (Essential I), to foster organizational and systems leadership for quality (Essential II)
while also employing clinical scholarship and analytical methods for evidence-based practice
(Essential III). Further the AACN essentials note that those entering into a DNP role must be
able to engage in interprofessional collaboration (Essential VI).
Application of these essentials to the role of the EBP Champion suggests that those
educated at the doctoral level will have the skills and competencies to comprehensively fulfill
most aspects of this role. Further, because the DNP represents the highest practice degree for
DNP ROLE SWOT ANALYSIS
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nursing professionals, this indicates that those educated at this level will have the critical skills
needed to serve as EBP Champions. Evidence-based practice competencies as well as leadership
skills are foundational to what the DNP graduate does in practice making it a good fit with the
descriptions of the EBP Champion role that have been reviewed in the literature.
Background and Significance
The background and significance of the EBP Champion role can be seen when looking at
the current state of evidence-based practice and its use in the modern healthcare system. As
noted at the outset of this investigation only about 35 percent of all healthcare facilities currently
use EBP consistently (Wallis, 2012). What this suggests is that there is substantial opportunity to
increase the number of facilities that are currently using this approach in practice. Additionally,
evidence-based practice has been reported in the literature to have a myriad of positive benefits
for healthcare organizations and patients (Melnyk et al., 2014). More specifically, evidencebased practice can help improve the quality of patient care while addressing critical safety
concerns (Melnyk et al., 2014). By improving care and patient safety, costs can also be reduced
(Melnyk et al., 2014).
This point is well-illustrated when considering the case of hospital-acquired infections
(HAIs). Data regarding these events demonstrate that HAIs can largely be prevented and are
often the end result of poor quality care (Fox et al., 2015). The implementation of evidencebased practice to reduce HAIs has proven quite effective (Fox et al., 2015). However, many
facilities fail to adequately address this issue in practice (Fox et al., 2015). Information regarding
why evidence-based practice is not more widely utilized demonstrates that, despite proven
efficacy for this approach to care, there are multiple barriers to EBP that often hinder the ability
of nurses and other healthcare providers to employ this approach (Wallis, 2012). Not
DNP ROLE SWOT ANALYSIS
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surprisingly, a closer examination of the barriers to EBP implementation suggests that many of
the challenges are internal and include factors such as a lack of staff education, a lack of support
for undertaking EBP, and a lack of resources to build evidence-based care: i.e., nurses do not
have the time or motivation to engage in this change (Wallis, 2012).
When reviewing this information, it becomes clear that undertaking evidence-based
practice requires more than simply a desire to do so. Evidence-based practice within the
organization must be planned, coordinated, and monitored (Reicherter et al, 2013). It is for these
reasons that the EBP Champion role has been supported and recommended within the literature
(Reicherter et al, 2013). The EBP Champion serves as a resource for building EBP in practice
and for further supporting all stakeholders that are involved in the process (Shifaza et al., 2013;
Warren et al., 2016). Champions oversee all steps involved with the development and
implementation of evidence-based practice in the clinical setting, providing all of the supports
needed for staff to accomplish EBP goals (Shifaza et al., 2013; Warren et al., 2016). When
evidence-based practice is coordinated in this manner, all providers in the healthcare
organization are provided with the tools needed to be successful at EBP implementation.
Literature Review and Synthesis
In an effort to fully understand the role and scope of the EBP Champion in practice, a
search of relevant nursing and health-related electronic databases was undertaken. Specifically,
the following databases were identified for use in examining the literature on EBP Champions:
Academic Search Premier, CINAHL Plus with Full Text, MEDLINE with Full Text, Nursing
and Allied Health, Ovid, ProQuest, Psych Info, Sage, and ScienceDirect. In an effort to locate
the most timely and relevant information, limiters were used for the literature search and
included: full-text, peer-reviewed, and published within the last 10 years: 2009-2019. Search
DNP ROLE SWOT ANALYSIS
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terms to locate relevant literature on the topic included three different key terms: “EBP
Champion”; “evidence-based practice champion”; and “evidence-based” and “champion.” This
search resulted in the identification of four articles which provided empirical evidence regarding
the impact of the EBP Champion role within various healthcare organizations (Aitken et al.,
2011; Barnsteiner, Reeder, Palma, Preston, & Walton. 2010; Krom, Batten, & Bautista, 2010;
Warren et al., 2016). Through a review of this evidence, it is possible to not only see how the
DNP could be effective in this role but also it is possible to understand the importance of
establishing this role within a healthcare organization.
Data provided by Barnsteiner et al. (2010) facilitates insight into the role of the EBP
Champion at a professional practice hospital operating in Pennsylvania. According to
Barnsteiner and coworkers, EBP Champions were established to address critical issues impacting
operations within the facility including: patient falls, pressure injuries, infections, and use of
restraints. Champions were responsible for creating algorithms for care, acquiring materials to
foster EBP, collecting and analyzing data, and overseeing the change process. Barnsteiner et al.
note that where EBP Champions were utilized, improvements in patient outcomes were
achieved: i.e., falls, pressure injury rate, and infections declined. Aitken et al. (2011) noted
similar outcomes for the use of an EBP Champion in a 22-bed intensive care unit. According to
these authors, the EBP Champion was responsible for identifying problem solutions, establishing
protocols for change, securing resources to promote staff engagement in EBP, data collection
and analysis, as well as program monitoring. The results of this change promoted a reduction in
infection rates and the use of tools such as hourly rounding to improve patient care (Aitken et al.,
2011).
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Additional data provided by Warren et al. (2016) further highlights the role of the EBP
Champion and the outcomes that can be achieved through the use of this position in practice. As
demonstrated by Warren and coworkers EBP Champions serve as leaders and mentors to foster
system-wide change within the healthcare environment to improve patient care and safety.
Warren et al. consider the use of this position in a Magnet® hospital to enhance patient care.
After three years of program implementation the program had a positive impact on nurses and
their perceptions of evidence-based practice, suggesting that EBP Champions can influence
nursing staff to take an active role in participating in evidence-based practice change. Krom et al.
(2010) also examined the use of an EBP Champion to improve patient care at the bedside in an
acute care facility. The authors of this study report that through the use of an EBP Champion it
was possible to bring members of the multidisciplinary team together to address challenges
facing nurses in delivering safe and effective patient care.
Synthesis of this data clearly demonstrates that there are extensive benefits that can be
acquired from the use of an EBP Champion in practice. This evidence also elucidates the specific
skills and competencies that are needed by the EBP Champion to foster success. In addition to
having an extensive understanding of the EBP process, the Champion must be able to motivate
staff and lead multidisciplinary teams. Further, the EBP Champion must be able to understand
the barriers to implementing evidence-based practice such that the pragmatic elements of change
can be addressed through practical tools and supports for staff. While the EBP Champion will be
responsible for initiating and supporting practice change, this professional will also be
responsible for overseeing EBP change through data collection and analysis as well as continued
monitoring of EBP change to ensure that positive results obtained from the process are
maintained over the long-term.
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SWOT Analysis
The SWOT (strengths, weaknesses, opportunities, threats) analysis for the DNP EBP
Champion is provided below in Table 1. The information facilitates a broader understanding of
the benefits and drawbacks associated with this position. The insight enhances understanding of
the importance of developing this role and the challenges that may exist when attempting to
ensure that all healthcare organizations employ a DNP EBP Champion.
Table 1
SWOT Analysis for the DNP EBP Champion
•
Strengths
Improves the use of EBP practice
throughout the organization (Reicherter et
al, 2013).
•
Integrates many AACN (2006) essentials
for doctoral education.
•
•
•
•
•
•
Weaknesses
Relatively new position that may not be
well-understood by staff (Warren et al.,
2016).
•
Relatively new position that may not be
well-understood by organizational leaders
(Warren et al., 2016).
Promotes staff education and support for
evidence-based practice (Warren et al.,
2016).
•
Position could be filled by an advanced
practice nurse that has extensive
experience: i.e., the DNP may be costly.
Facilitates culture change to enhance
adoption of EBP (Shifaza et al., 2013).
•
Even with an EBP Champion in place,
negative attitudes toward EBP
implementation may impact role success
(Wallis, 2012).
Fosters the widespread adoption of EBP to
address critical issues facing the
healthcare organization (Barnsteiner et al.,
2010; Warren et al., 2016).
•
Opportunities
The ability to adopt EBP and increase
utilization rate above 35 percent
throughout the entire healthcare system
(Wallis, 2012).
Improvements in patient care quality,
safety and costs (Aitken et al., 2011;
Barnsteiner et al., 2010; Warren et al.,
2016).
•
Limited resources may impact efficacy of
EBP Champion (Melnyk et al., 2014).
Threats
Negative attitudes and beliefs regarding
evidence-based practice (Wallis, 2012).
•
Lack of financial resources to make EBP
changes (Wallis, 2012).
•
Unwillingness of leaders to support EBP
champions (Wallis, 2012).
DNP ROLE SWOT ANALYSIS
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Better outcomes for patients, families, and
communities.
•
Success of EBP Champions should fuel
interest in the role and efforts to hire more
professionals capable of improving EBP
within the organization.
•
Development of a highly educated and
skilled staff that is capable of undertaking
EBP (Krom et al., 2010).
•
The ability to improve the healthcare
system for all healthcare consumers.
•
Negative cultural environment in which
nursing contributions are deprioritized.
•
Lack of standardized or structured
guidelines to define the role for use in
practice (Warren et al., 2016).
PEST Analysis
A PEST (political, economic, social, and technological) analysis for the new DNP role of
Evidence-Based Practice Champion was completed. The results can be found in Table 2 below.
PEST analyses are commonly performed in business to facilitate a strategic understanding of a
particular decision (Ho, 2014). These types of assessments provide an understanding of a
decision in context to facilitate a comprehensive overview of the factors that may shape
outcomes when a decision is made (Ho, 2014). Through the use of a PEST analysis for the new
DNP role, it was possible to identify some of the challenges in developing this role as well as
some of the supports and strengths for making this change. What is evident is that when it comes
to developing this role in practice, general barriers to the implementation of EBP in a healthcare
organization become prominent concerns that must be addressed. These concerns will impact the
acceptance of the EBP Champion role and the willingness of staff to engage in the use of
evidence-based practice projects to improve patient care.
DNP ROLE SWOT ANALYSIS
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Table 2
PEST Analysis of the EBP Champion Role
•
•
•
•
•
•
Political
The role of the DNP and advanced
practice nurse have been challenged by
other healthcare providers including
physicians (Hain & Fleck, 2014).
EBP requires the support of all healthcare
practitioners (Brown, 2014). EBP
Champions that are advanced practice
nurses may be shunned by some
professional groups (physicians).
Acquiring support for EBP in practice
may prove challenging especially in
cultures that do not support the use of this
approach in practice (Brown, 2014).
•
•
The cost-benefits of EBP are often
systemic and can be difficult to quantify
(Brown, 2014). This may impact the
willingness of leaders to support
widespread EBP use through an EBP
Champion.
•
Widespread use of EBP may improve
reimbursements as Medicare non-payment
rules are enforced and the facility is able
to achieve better patient health outcomes.
The widespread use of EBP throughout
the healthcare facility could lead to greater
collaboration among all members of the
•
healthcare team, strengthening culture
within the organization.
Social
All nurses within the healthcare facility
•
will be exposed to evidence-based
practice.
Use of EBP throughout the facility should
result in improvements in collaboration
and communication as providers are
required to work together to achieve
success.
•
Widespread EBP use should enable nurses
to distinguish themselves and to
demonstrate their role as contributors to
improving the entire healthcare system.
•
Use of an EBP Champion should provide
the facility with an important foundation
for accreditation, disseminating results,
and working with professional
Economic
Implementing EBP throughout an
organization will require initial costs
(Brown, 2014). While cost savings may be
possible over the long-term, leaders may
not view the costs as acceptable.
Lower care costs should be possible as
widespread use of EBP results in shorter
patient stays and fewer readmissions.
Technological
Health information technology (HIT) will
provide a useful foundation for monitoring
EBP projects via data collection.
•
HIT will also be useful for acquiring
evidence to build EBP projects and
strengthen the role of the EBP champion.
•
Information and communication
technologies (ICT) will improve the
ability of the EBP Champion to support
nurses and other allied health
professionals in undertaking EBP within
the organization.
•
Technology will also be useful for
disseminating the results obtained by the
EBP Champion through various projects.
This can include dissemination of
DNP ROLE SWOT ANALYSIS
organizations and groups to improve
healthcare delivery.
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information internally and externally with
members of the profession.
Next Steps in Role Development
Based on the information provided in the PEST analysis, it is possible to consider the
critical next steps that would be needed to make this role a reality for the DNP graduate. What is
evident from the literature is that the EBP Champion role is one that is currently being developed
in some healthcare organizations (Shifaza et al., 2013). At the present time, however, the role can
be held by any advanced practice nurse that has a desire and passion to develop evidence-based
practice (Shifaza et al., 2013). Therefore it is pertinent to consider what would be required for
widespread implementation of the role across all healthcare organizations while also making this
role specific to the DNP graduate.
Implementation of the Role
Implementation of the role of the EBP Champion in an organization that does not
currently have this position in place and further does not widely utilize evidence-based practice
will require some significant change. Stetler, Ritchie, Rycroft-Malone, and Charns (2014)
consider these issues noting that when it comes to the implementation of evidence-based practice
within healthcare organizations multiple challenges often arise including resistance from staff.
Stetler et al. go on to argue that even though EBP can provide important advantages for cost
savings and for improving the care delivered to patients, staff may lack basic knowledge, skills,
and support needed to make this change. Consequently, an effort must be made to foster the
ability of staff within the organization to adopt this change and to accept the role of the EBP
Champion.
With these issues in mind, the most effective method for addressing this issue appears to
be the use of a change management model. Lewin’s theory of planned change appears to have
DNP ROLE SWOT ANALYSIS
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notable salience for undertaking this initiative. Information regarding this change model
indicates that it works best when change can be planned and coordinated (Manchester et al.,
2014). Lewin’s theory includes three stages: unfreezing, in which plans are made to prepare staff
for change; movement, in which the actual change occurs; and refreezing, in which the change is
amended if needed and adopted as part of normal operations within the organization (Manchester
et al., 2014). To prepare healthcare organizations for the role of the EBP Champion and further
to implement EBP in a clinical setting, Lewin’s change model would be useful for preparing the
staff for the change and further establishing EBP as an integral component of operations within
the facility.
Implementing the role of the EBP Champion would also require a consideration of the
need to emphasize the role as one that should be undertaken by a DNP. Warren et al. (2016)
considered the development of the EBP Champion role in a Magnet® healthcare facility.
Information provided by Warren et al. indicates that a DNP graduate nurse was used to fill this
position. When adding this position to the staff, Warren and coworkers note the use of education
to ensure that staff were familiar with evidence-based practice, the EBP Champion role, and the
DNP role. Thus, critical to the development of the EBP Champion as a DNP role would be
educating staff about these topics. This could be integrated into the change management program
through the unfreezing process as an effort is made to build the foundation for change.
Stakeholders and Stakeholder Support
Identification of stakeholders to support the implementation of the DNP role as EBP
Champion will also be critical for success in this project. As noted when completing the PEST
analysis, evidence-based practice requires the support of all healthcare staff (Brown, 2014).
Although evidence-based practice is typically undertaken by nurses, the process is supported by
DNP ROLE SWOT ANALYSIS
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all healthcare providers and leaders within the organization (Brown, 2014). Without these
supports, it will not be possible to create a foundation for utilizing EBP as a foundation for
practice (Brown, 2014). Hence, key stakeholders in the program will include healthcare staff and
leaders.
Building stakeholder support for change and for evidence-based practice represents a
daunting challenge. Rousseau and Gunia (2016) consider the psychology of implementing
evidence-based practice noting that the process often requires staff members to make notable
changes in practice and decision making. For this reason, Rousseau and Gunia contend acquiring
stakeholder support for this change requires change agents to carefully consider how to appeal to
those being impacted by the change. Establishing shared values and demonstrating the need for
change can be helpful (Rousseau & Gunia, 2016). When working with leaders of the
organization, demonstrating the bottom-line benefits from the process can also be helpful
(Rousseau & Gunia, 2016). Based on this assessment it becomes evident that before change can
occur, it will be imperative to establish a collaborative framework in which staff and leaders are
able to identify the role and importance of EBP in improving operations within the healthcare
organization.
Given the complexity of the tasks involved with integrating the EBP Champion as part of
the healthcare staff, it would seem that the DNP prepared nurse would be best suited for this
challenge. Information from the AACN (2006) essentials for doctoral education in nursing
demonstrate that those working in these roles have a broad range of skills that will be vital to
building stakeholder support. For instance, DNP graduates should be competent in organizational
and systems leadership (Essential II). This indicates that the DNP should have the skills needed
to work within the healthcare system to build stakeholder support for change. The DNP has
DNP ROLE SWOT ANALYSIS
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expert knowledge of what is needed within a healthcare system and is therefore well positioned
to foster change.
Financial Implications
The financial implications of the development of the EBP Champion role represent a
double-edged sword. Hiring a DNP graduate to fill the new position of EBP Champion will
initially cost the organization money. Further, the use of EBP in practice will also require upfront
costs for the organization (Brown, 2014). Leaders and managers within the organization may
initially argue that these costs are too high for the organization. This argument has particular
salience in a healthcare environment where efforts are consistently being made to cut costs. What
is evident is that when initially building this role, there will be financial considerations for the
organization that must be addressed.
Even though there are initial costs associated with hiring the EBP Champion and further
implementing EBP throughout the organization, research does indicate that evidence-based
practice can result in significant cost savings for the organization (McCauley, 2015). Evidencebased practice not only improves care such as pressure injuries and infections are reduced, but
also EBP should enable the organization to avoid Medicare non-payment rules which can
markedly reduce reimbursements for the facility (McCauley, 2015). Even though cost savings
and revenue boosting are quantifiable outcomes that can result from EBP, scholars examining the
impact of evidence-based practice note that the benefits of change in practice can be systemic
and difficult to quantify (Halm et al., 2018). What this suggests is that the implementation of
EBP may have unique financial benefits that are not easily discerned when initially undertaking
the project. These issues should be emphasized when educating leaders about the need for this
role.
DNP ROLE SWOT ANALYSIS
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To some extent the cost-benefits of developing the EBP Champion support the use of a
DNP graduate in this role. As noted the EBP Champion role will come with upfront costs that
will be justified if the implementation of evidence-based practice is successful. Because the DNP
is the terminal practice degree in nursing, those educated in this role have the highest level of
knowledge and expertise. Information provided by the AACN (2006) essentials for doctorate
education in nursing demonstrate that the DNP should be able to build scientific underpinnings
for practice (Essential I) and further should be able to apply clinical scholarship and analytical
methods for evidence-based practice (Essential III). Given the need to ensure that a positive
return on investment is achieved through the EBP Champion role, the DNP graduate is the best
choice for filling this position.
Evaluation and Measurement
Evaluation and measurement of outcomes in the role of the EBP Champion can be
measured in a myriad of ways. Because the initial success of evidence-based practice projects
may be limited, evaluation of the new role could occur through a consideration of variables such
as: the number of EBP projects initiated, staff response to change (i.e., satisfaction with EBP),
and an assessment of barriers and successes in implementing EBP in the clinical setting. The
EBP Champion will need to evaluate these elements of the project and further work with staff to
address any challenges identified. Evaluation of the program in this manner will provide a
foundation for improving the EBP Champion role and for ensuring that EBP can be effectively
implemented where needed.
While initial program outcomes may be difficult to measure, it is anticipated that within
18 to 24 months, specific outcomes for EBP change will be measurable. For instance, the
development of a pressure injury prevention program should result in a decline in pressure
DNP ROLE SWOT ANALYSIS
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injuries within six to nine months of implementation. Measurements for EBP performance will
need to be tailored to the specific project undertaken. However, as the EBP Champion
implements new initiatives it will be possible to communicate quality indicators being measured
and to track costs and costs savings for these changes. Instrumental to the success of the EBP
Champion in this role will be the use of HIT and ICT as a foundation for disseminating the
results and ensuring that all stakeholders are aware of how EBP is influencing patient care,
quality, safety, and costs.
Conclusion
Synthesis of the information provided in this essay does demonstrate the importance of
implementing an EBP Champion in most healthcare organizations. The evidence presented also
makes a compelling case to develop this position as one that should be filled by a DNP graduate.
The EBP Champion is responsible for addressing a myriad of problems within healthcare to
improve quality and safety while reducing costs. Nurses prepared at the DNP level have the
skills and knowledge to be effective and successful in this role.
DNP ROLE SWOT ANALYSIS
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References
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Elkin, P. L., Johnson, H. C., Call
