“From Kickoff to Touchdown: The Play That Changed the Game” is a series of three articles that will illustrate the Nursing Professional Development (NPD) Practice Model, which includes the inputs, throughputs, and outputs, of a competency management process redesign.

• Part 1 examined the inputs involved in planning a hackathon for idea generation, including environmental scanning and engagement of key collaborators from leadership and nursing staff. 
• Part 2 discussed the throughputs, as defined by the ANPD Practice Model, which is the dynamic processes that transform those inputs into actionable strategies. These processes include competency selection, validation methods, collaborative partnerships, and scientific inquiry (Harper & Maloney, 2022).
• Part 3 will describe how the competency planning team was reorganized to boost collaboration and design a more effective management process. The team incorporated hackathon suggestions, prioritizing feedback from frontline nurses and nursing professional development (NPD) practitioners. Leadership approved the changes, and the transition was supported by webinars, clear communication, and a dedicated website for guidance and ongoing support.

---

Method

Building on the momentum of the hackathon, the competency planning team underwent a strategic restructuring to enhance both inclusivity and effectiveness. The existing team was reorganized into specialized subgroups, each tasked with focusing on distinct aspects of the competency management planning process. This structure enabled targeted expertise and efficient collaboration, ensuring that each phase, such as validation method selection, process execution, and remediation, received dedicated attention from members with relevant experience. By creating subgroups, the planning team streamlined workflows, encouraged deeper engagement in each planning area, and maintained alignment with organizational priorities and NPD principles. This aligns with Standard 11, Collaboration, demonstrating the NPD competencies of collaborating regarding professional development initiatives, and partnering with others to effect change and generate positive outcomes (Harper & Maloney, 2022).

Throughout the restructuring, the planning team maintained close communication with NPD leaders, securing their approval for each phase of the new process. Steering committee meetings and specialty planning sessions provided forums for feedback, consensus-building, and final endorsement of the revised model. To ensure a smooth transition, the team organized webinars and distributed communications detailing the new competency management process. These sessions consisted of the rationale behind the changes, the steps involved, and the benefits of the innovative approach. The webinars highlighted the importance of professional growth, collaborative validation, and innovative engagement—core values that guided the entire initiative.

Recognizing the need for ongoing support, the team also developed a dedicated website to guide impacted team members through the new process. The site provided step-by-step instructions, frequently asked questions, validator applications, and access to relevant forms and resources. This digital hub ensured transparency and accessibility, allowing nurses and leaders to navigate the new system with confidence.

All suggestions generated during the hackathon were systematically reviewed and incorporated into the planning phase. Hackathon participants mutually agreed on a competency process change involving unit-specific, unit-driven competencies, moving away from a one-size-fits-all model, as well as the reduction of annual learning education modules.

After the hackathon event, surveys were distributed to nursing units and departments, allowing teams to submit their most relevant competencies for annual validation. Leaders were tasked with facilitating these submissions but were encouraged to collaborate with their teams and shared governance councils to prioritize competencies that were new, high-risk, or aligned with organizational goals.

Conclusion

The restructuring of the competency planning team marked a pivotal shift toward a more collaborative, responsive, and meaningful competency management process. By integrating hackathon feedback, amplifying the voices of bedside nurses, and leveraging the expertise of NPD practitioners, the organization created a model that is both practical and aligned with the realities of clinical practice. The approval from leadership, robust educational outreach, and the launch of a comprehensive website have positioned the team for sustained success, ensuring that competency validation remains a dynamic and empowering aspect of nursing professional development.

References

Harper, M. G., & Maloney, P. (Eds.). (2022). Nursing professional development: Scope and standards of practice (4^th ed.). Association for Nursing Professional Development.

Yasar, K., Roy, M., & Laskowski, N. (2023, March 8). What is a Hackathon? – TechTarget definition. Search CIO. https://www.techtarget.com/searchcio/definition/hackathon