Clinical Ladder at a small hospital

Hello everyone! I have recently transitioned from a large, level 1 trauma hospital to a small 120 bed community hospital. I was actively involved in and very happy with the clinical ladder program at my past job. I am curious if anyone currently works for a small hospital that has a successful program or if this is something only to be expected at a larger facility. Thanks for any feedback!
What do you mean by clinical ladder?

I work in a 100 bed community hospital and we have recently started the clinical ladder program here. I'm not certain what you mean by successful, so far in the year and a half after implementation, we've had only a dozen reach the 3rd level and none the top level. I think we've seen a larger amount of nurses enroll this coming year.

Quote from vic_rna small 120 bed community hospital

we have 130 beds. Our clinical ladder program is a farce and is more a retention bonus plan than anything.

Quote from ICUSkeenRNWhat do you mean by clinical ladder?

Quote from becca001I work in a 100 bed community hospital and we have recently started the clinical ladder program here. I'm not certain what you mean by successful, so far in the year and a half after implementation, we've had only a dozen reach the 3rd level and none the top level. I think we've seen a larger amount of nurses enroll this coming year.

Ugh. Most everyone at my hospital hates the ladder.

The clincial ladder where I work is just an excuse to micromanage and twist the nurses like pretzels, constantly changing the rules, upping the ante, always with the demotion option voluntarily or not with pay cut. The clinical ladder is the hospitals answer to wall street and dedicated employees who are willing to live and breathe for the hospital above all else, especially their own family and personal time! For this you get a one time raise that is a pittance coupled with a constant threat of demotion. Count me out!

I work in a small hospital. We are all expected to serve on committees and such (at least in my department, but it seems to be the same throughout the hospital). Specialty certification results in extra pay, as does precepting (for hours that you actually precept). I don't like the sound of a rigid clinical ladder program.

I'm a big fan of the clinical ladder concept, because it maintains the organizational culture that staff nurses will participate in quality initiatives, departmental and facility-wide projects and continuing education. It sets up the mindset that this will be the rule, not the exception.

Thank you for all the replies!!!

I have worked in a smaller and and a larger hospital both with CL programs- but I will say that getting buy in from nurses who currently do not have to "prove" their nursing ability is not easy. Much resistance with the more "experienced"nurse as with any kind of change. I agree that CLs are a great way to continue life-long learning keeping up-to-date with evidenced-based practice for the bedside nurse. They are also good ways to encourage job satisfaction and recruitment for nurses who have a passion to continue their education and stay on top of the latest research. Good Luck!