Other Titles
Rapid Presentation Round
Abstract
Clinical ladder programs have been available for decades to promote bedside nursing recognition and retention. They have been proven to increase the perception of being valued by an organization, which in turn increases job satisfaction and performance. There is limited research to support the use of these same types of programs for ancillary clinical staff. These staff are essential members of the care team and deserve recognition for the work that they do. The objective was to successfully develop, implement and maintain a clinical ladder program that is specifically tailored to recognize and reward the clinical excellence of this staff.
The Clinical Ancillary Achievement Program (CAAP) was developed as a clinical ladder to offer the opportunity for ancillary staff to be recognized through 2 levels of achievement. The program has a yearly open application with well defined eligibility requirements. The two levels are established utilizing a portfolio rubric comprised of required elements and eight additional categories for point achievement. Each level has a minimum point and category requirement. If the level points, categories and requirements are successfully achieved, the level recognition is granted.
For the application period of January 2025, there were approximately 200 employees that met the minimum eligibility requirement to apply. There were 51 applications received and after review, 47 were deemed to have met the criteria and accepted. Of the 47, 13 were granted Level II recognition. The recipients all receive a letter of recognition from the institution and a pin. The pin signifies to their peers and colleagues that they achieved CAAP recognition. The recipients also receive a one-time monetary reward based on their employment status and level achieved. Applications are accepted annually and past recipients need to reapply in order to maintain their recognition. A post CAAP survey was sent out to all recipients. Of the responses received, 90% reported that the CAAP helped them to feel more valued by the organization and 87% felt that it has encouraged them to expand their professional and personal growth. The program is reviewed yearly and adjustments are made to better pertain to the needs and possible achievements of the targeted audience.
Notes
Presenter notes available in attached slide deck.
References:
Brown, M., Redfern, R. E., Bressler, K., Swicegood, T. M., & Molnar, M. (2013). Effects of an Advanced Nursing Job Satisfaction, Turnover Rate, Assistant Education Program on and Clinical Outcomes. Journal of Gerontological Nursing, 39(10), 34–43. https://doi.org/10.3928/00989134-20130612-02
Coroneos-Shannon, D. L., & Lancaster, R. (2024). Improving the Recruitment and Retention of Unlicensed Assistive Personnel: A Quality Improvement Initiative. Journal for nurses in professional development, 40(4), 208–213. https://doi.org/10.1097/NND.0000000000001059
Gent, P. L., Proulx, J. R., & Seidl, K. (2014). The forgotten rung: A clinical ladder for UAP. Nursing Management, 45(2), 48–52. https://doi.org/10.1097/01.NUMA.0000442636.78453.2f
Scott, M. P., Bautista, M. G. F., Mann, S., DeVaughn-Bradley, S., & McFarland, N. (2020). SOARING: A Residency Program for Unlicensed Assistive Personnel: Meeting the Demands While Retaining Highly Skilled, Engaged Clinical Technicians. Journal for nurses in professional development, 36(6), 321–327. https://doi.org/10.1097/NND.0000000000000688
Squires, E., Shafer, K., Winters-Todd, B., & Granger, B. (2022). Engaging Rehabilitation Technicians Through a Career Ladder During a Pandemic. Rehabilitation Nursing, 47(2), 43–49. https://doi.org/10.1097/RNJ.0000000000000361
Sigma Membership
Non-member
Type
Presentation
Format Type
Text-based Document
Study Design/Type
Other
Research Approach
Other
Keywords:
Acute Care, Hospital Medical Staff, Health Facility Employees, Hospital Ancillary Services, Hospital Ancillary Staff, Hospital Personnel, Occupational Achievement, Recognition of Staff Achievement
Recommended Citation
Ischinger, Lori, "Celebrating Ancillary Staff Achievement In the Hospital Setting" (2026). Creating Healthy Work Environments (CHWE). 14.
https://www.sigmarepository.org/chwe/2026/presentations_2026/14
Conference Name
Creating Healthy Work Environments
Conference Host
Sigma Theta Tau International
Conference Location
Washington, DC, USA
Conference Year
2026
Rights Holder
All rights reserved by the author(s) and/or publisher(s) listed in this item record unless relinquished in whole or part by a rights notation or a Creative Commons License present in this item record. All permission requests should be directed accordingly and not to the Sigma Repository. All submitting authors or publishers have affirmed that when using material in their work where they do not own copyright, they have obtained permission of the copyright holder prior to submission and the rights holder has been acknowledged as necessary.
Review Type
Abstract Review Only: Reviewed by Event Host
Acquisition
Proxy-submission
Date of Issue
2026-04-23
Celebrating Ancillary Staff Achievement In the Hospital Setting
Washington, DC, USA
Clinical ladder programs have been available for decades to promote bedside nursing recognition and retention. They have been proven to increase the perception of being valued by an organization, which in turn increases job satisfaction and performance. There is limited research to support the use of these same types of programs for ancillary clinical staff. These staff are essential members of the care team and deserve recognition for the work that they do. The objective was to successfully develop, implement and maintain a clinical ladder program that is specifically tailored to recognize and reward the clinical excellence of this staff.
The Clinical Ancillary Achievement Program (CAAP) was developed as a clinical ladder to offer the opportunity for ancillary staff to be recognized through 2 levels of achievement. The program has a yearly open application with well defined eligibility requirements. The two levels are established utilizing a portfolio rubric comprised of required elements and eight additional categories for point achievement. Each level has a minimum point and category requirement. If the level points, categories and requirements are successfully achieved, the level recognition is granted.
For the application period of January 2025, there were approximately 200 employees that met the minimum eligibility requirement to apply. There were 51 applications received and after review, 47 were deemed to have met the criteria and accepted. Of the 47, 13 were granted Level II recognition. The recipients all receive a letter of recognition from the institution and a pin. The pin signifies to their peers and colleagues that they achieved CAAP recognition. The recipients also receive a one-time monetary reward based on their employment status and level achieved. Applications are accepted annually and past recipients need to reapply in order to maintain their recognition. A post CAAP survey was sent out to all recipients. Of the responses received, 90% reported that the CAAP helped them to feel more valued by the organization and 87% felt that it has encouraged them to expand their professional and personal growth. The program is reviewed yearly and adjustments are made to better pertain to the needs and possible achievements of the targeted audience.
Description
The Clinical Ancillary Achievement Program was developed to recognize and reward clinical excellence and achievement among ancillary staff. Advancement can be achieved through two levels with a goal of increasing the ancillary staff's sense of value and satisfaction, while also promoting their own professional growth.