Improvement Executive Summary Based on the ANCC Magnet Model Assignment

Improvement Executive Summary Based on the ANCC Magnet Model Assignment

Healthcare institutions are often required to obtain magnet status from the American Nurses Credentialing Center (ANCC), which identifies deficiencies to guide improvement. The chief quality and safety officers guide the process and are responsible for developing solutions to address identified deficiencies and leading initiatives to implement these solutions. This executive summary presents an overview of the ANCC magnet model components, the impact of deficiency on organizational outcomes on patients and staff, the criteria of metrics used by evaluators to measure the deficiencies described, possible solutions to addressing the deficiency, requirements for the organization to implement the solution, and its impact in the organization. Generally, the report aims to address the board of directors in the healthcare facility, where the ANCC assessed the magnet status.


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This executive summary aims to present the ANCC magnet report overview and identify the deficiencies identified from the ANCC analysis. The summary will include viable solutions to address the shortcomings and their impact on the organization.


The healthcare facility of focus has been having an initiative to obtain the institution’s magnet status from the ANCC. The chief quality and safety officer led the initiative. After the application to the ANCC, a team from the ANCC visited the facility and analyzed the magnet status based on the five magnet model components: transformational leadership, structural empowerment, exemplary professional practice, new knowledge, innovations and improvements, and empirical quality results. The team found a deficiency in the structural empowerment magnet model component from the analysis.

According to the AANC (n.d.), the structural empowerment component entails the structural processes developed by influential leadership to provide an innovative environment, promote strong professional practices, and achieve the essential outcomes for the organization. The forces of magnetism encompassing this component are organizational structure, personnel policies and programs, community and healthcare organization, image of nursing, and professional development. Among these, the forces of magnetism found with deficiencies include professional development, the image of nursing, and personnel policies and programs.

The structural empowerment deficiency considerably impacts the organizational outcomes and may potentially impact patient and staff outcomes. According to Fragkos et al. (2020), structural empowerment deficiency often undermines the overall effectiveness of nursing practice, thus compromising the organization’s ability to achieve nursing excellence, an organizational outcome. The deficiency also leads to staffing challenges due to difficulty maintaining nursing talent and attracting other staff. In addition, the deficiency can negatively affect the organization’s reputation due to failure to meet magnet requirements/standards.

Furthermore, structural empowerment deficiency can significantly affect staff and patient outcomes. Moura et al. (2020) state that structural empowerment deficiency may compromise care quality, safety, and effectiveness, leading to poor patient outcomes. The deficiency can also lead to negative staff implications such as poor staff satisfaction, engagement, and well-being.


The ANCC magnet model assessment applies different criteria and evidence-based metrics to assess possible deficiencies in the magnet model components in a healthcare organization. These criteria include the available professional development opportunities, empowerment structures within the organization, supportive practices that empower staff and recognize their contributions to organizational success, and adequacy of staffing levels and resource allocation to support safe and efficient care practice. The assessment team or evaluators use evidence-based metrics to determine deficiencies of magnet forces (Halvorsen et al., 2020).

The evidence metrics for professional development opportunities criteria include documented training programs and continuing education openings, while empowerment structures in the organization and the presence of supportive practices that empower staff and recognize their contribution are depicted by nurse-led initiatives, projects, or innovations. In addition, staffing levels and resource allocation are evidenced by staffing ratios, workload management systems, workload indicators, and resource utilization data.

Report Analysis

The metrics finding for the healthcare facility of focus depicted a deficiency in the structural empowerment magnet model component, specifically in the professional development, image of nursing, and personnel policies and programs magnetic forces. The evaluator did not find adequate professional development activities in the organization, including training programs and continuing education. There were also no supportive practices such as recognition initiatives that recognize staff contribution and promote a positive work environment. In addition, an unsafe staffing level, with a low nurse-to-patient ratio, indicated staffing needs. The workload management system also showed a high workload, especially for nurses.

However, the institution can resolve the issue by addressing the deficiencies in the metric findings, using a systematic approach to address the related organizational structures. The solutions to address the deficiency include developing and enhancing professional development opportunities for all staff, galvanizing resources to support staffing levels, and ensuring adequate resource allocation that supports safe, effective, and efficient nursing practice. The institution should expand and enhance professional development opportunities for staff to advance their skills, pursue specialty certifications, and pursue higher career goals. Moreover, Roji and Jooste (2020) note that institutions with structural empowerment deficiencies can offer educational programs in areas where staff require improvement, hence supporting professional goals and lifelong learning. Additionally, the institution should focus more on staffing, equipment, supplies, and technology to support safe, effective, and efficient care practices.


Based on the above report analysis and solutions, the preferred recommended solution is expanding and enhancing professional development opportunities for the staff. According to Roji and Jooste (2020), continuous professional development improves staff empowerment by ensuring they are current with current evidence and skills needed to provide safe and efficient care. In addition, the solution promotes staff satisfaction, thus empowering them to work efficiently.

The organization requires approximately six months to implement the solution and to partner with educational institutions and specialty experts. In addition, financial resources are needed to cater for training/educational program materials and facilitation. The professional development solution will significantly impact the organization, including its outcomes and patient and staff outcomes. The organization’s reputation will be improved, following a good magnet report. The patient outcomes will also improve due to increased care efficiency, effectiveness, and improved care quality. Staff outcomes will also improve due to enhanced staff satisfaction. Nurses are likely to perform better with improved skills and in continuing education (Moura et al., 2020).


The executive summary has described the magnet component, structural empowerment, within which the ANCC evaluator found deficiencies in the facility, including the deficient forces of magnetism. In addition, the criterion and evidence metrics the evaluator used to assess the facility were explored, as seen above. The report findings, analysis, and possible solutions to address the deficiency, professional education and resource allocation have also been discussed. The facility will implement advanced professional development opportunities to address the issue within six months while partnering with educational institutions and specialty experts.


American Nurses Credentialing Center (ANCC). (n.d.). Magnet Model- Creating a Magnet Culture. Accessed on 24th February 2023

Fragkos, K. C., Makrykosta, P., & Frangos, C. C. (2020). Structural empowerment is a strong predictor of organizational commitment in nurses: A systematic review and meta-analysis. Journal of Advanced Nursing76(4), 939–962.

Halvorsen, K., Dihle, A., Hansen, C., Nordhaug, M., Jerpseth, H., Tveiten, S., Joranger, P., & Ruud Knutsen, I. (2020). Empowerment in healthcare: A thematic synthesis and critical discussion of concept analyses of empowerment. Patient Education and Counseling103(7), 1263–1271.

Moura, L. N., Camponogara, S., Dos Santos, J. L. G., Gasparino, R. C., Da Silva, R. M., & Freitas, E. D. O. (2020). Structural empowerment of nurses in the hospital setting. Latin American Nursing Journal28:e3373.

Roji, G., & Jooste, K. (2020). Perceptions of nurses on access to structural empowerment in a hospital in the Western Cape. Treatment43(1), 1-9.


For this assignment, you will need to become familiar with the components of the ANCC MagnetT model. The link to the model is found below. to an external site.

Case Scenario
As the chief quality and safety officer, you have been leading the initiative for the healthcare system to obtain MagnetT status from the American Nurses Credentialing Center (ANCC). The facility applied, was visited, and has received the report. The report identifies a deficiency (or deficiencies) in one of the Five Magnet Model* components. A solution must be implemented that shows improvement in the area within the next six months, at which time another visit will be scheduled.

For this assignment, you will create an executive summary of the report addressed to the board of directors of the healthcare facility. You will choose a Force of Magnetism within one of the MagnetT model components for your focus. The executive summary will include all the following: (1) a description of one of the five Magnet components within which a deficiency (or deficiencies) exists, (2) the specific “Force of Magnetism” that is deficient, (3) the criterion used by the examiners to the indicate the deficiency and the evidence/metric used, (4) an analysis of their findings and possible solutions to resolve the issue, and (5) the impact of the deficiency and recommended solutions on the organization.

The Five Magnet Model Components* are listed below. Choose one of these upon which to focus your assignment. The link to the ANCC website where these components are described is provided at the beginning of the assignment. Within each component, the “Forces of Magnetism” are listed. The description of how these are measured, or the evidence examined to determine compliance, is also generally described on the web page. Choose one of the Forces to explore more deeply and describe how your facility was deficient. From this, you will be able to propose two potential solutions to address the deficiency found by the examiners. In your description of criteria/findings, you will need to identify the specific criteria used and the evidence of the deficiency.

Magnet Model Components:

  • Transformational Leadership
    Force #1: Quality of Nursing Leadership
    Force #3: Management Style
  • Structural Empowerment
    Force #2: Organizational Structure
    Force #4: Personnel Policies and Programs
    Force #10: Community and Healthcare Organization
    Force #12: Image of Nursing
    Force #14: Professional Development
  • Exemplary Professional Practice
    Force #5: Professional Models of Care
    Force #8: Consultation and Resources
    Force #9: Autonomy
    Force #11: Nurses as Teachers
    Force #13: Interdisciplinary Relationships
  • New Knowledge, Innovations & Improvements
    Force #7: Quality Improvement
  • Empirical Quality Results
    Force #6: Quality of Care


  1. Use the following template to complete your assignment. This is the outline of headings that you should follow for the paper. Remember, there is no heading for the introduction. It is shown here only to indicate an introduction to the paper is required. The bold type used here is for emphasis only. Follow the most current edition of the APA manual guidelines for using bold font for headings. The information in italics indicates the content of the section and does not require a separate heading.
    • Introduction (to the assignment) (centered, NO HEADING)
      Includes statement of assignment’s purpose, general explanation of an executive summary, an overview of paper’s components)
      Executive Summary (centered, heading)
    • Purpose (flush left margin, heading)
      Reason for Executive Summary of the ANCC Magnet Report
      Overview of what will be covered in the summary
    • Background (flush left margin, heading)
      Context and personal credentialling
      Model component and Force of Magnetism deficiencies specified
      Impact of deficiency on organizational outcomes specified
      The potential impact of deficiency on patient and staff outcomes
    • Criteria/Findings (flush left margin, heading)
      Criteria or metrics used by evaluators specified
      Deficiency(ies) specifically described
    • Report Analysis (flush left margin, heading)
      Analysis of the metrics/findings
      Two (2) possible solutions to address deficiencies identified
    • Recommendations (flush left margin, heading)
      Preferred recommended solution with substantive rationale
      Requirements of the organization to implement (time, money, partnerships)
      Impact of solution and its implementation on the organization
    • Conclusion (of the assignment) (centered, heading)
      Recap of paper’s purpose
      Summary of what was accomplished
  2. A minimum of three (3) scholarly sources, no older than 5 years, must be used for the paper. These should be relevant to nursing and should represent the majority of evidence provided in the paper. Other sources may be used in addition to these; however, they will not be counted as part of the scholarly source requirement.
  3. The paper should contain all elements required under the guidelines and provided by the outline.
  4. The outline provided should be followed for organizing the paper. Only level-one headings are required. Remember, the introduction does not have a heading.
  5. A maximum of four (4) pages, excluding title and reference pages, is required.
  6. Microsoft (MS) Word is required for completing the assignment per  policy.
  7. The paper should be written in the third person, in active voice. Refer to “Guidelines for Writing Professional Papers in Graduate Programs” found in the Student Resources Central of the course.
  8. The assignment is graded on the quality of written communication using standard English grammar, sentence structure, use of scholarly evidence, and organization based on the required components. Quality is also measured by the completeness of the required content elements of the assignment.


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