Opportunities for RNs and APRNs in Policy Review

Opportunities for RNs and APRNs in Policy Review

In the Module 4 Discussion, you considered how professional nurses can become involved in policy-making. A critical component of any policy design is evaluation of the results. How comfortable are you with the thought of becoming involved with such matters?

Some nurses may be hesitant to get involved with policy evaluation. The preference may be to focus on the care and well-being of their patients; some nurses may feel ill-equipped to enter the realm of policy and political activities. However, as you have examined previously, who better to advocate for patients and effective programs and polices than nurses? Already patient advocates in interactions with doctors and leadership, why not with government and regulatory agencies?

In this Discussion, you will reflect on the role of professional nurses in policy evaluation.

To Prepare:

  • In the Module 4 Discussion, you considered how professional nurses can become involved in policy-making.
  • Review the Resources and reflect on the role of professional nurses in policy evaluation.

By Day 3 of Week 9

Post an explanation of at least two opportunities that currently exist for RNs and APRNs to actively participate in policy review. Explain some of the challenges that these opportunities may present and describe how you might overcome these challenges. Finally, recommend two strategies you might make to better advocate for or communicate the existence of these opportunities. Be specific and provide examples.



Policy and Advocacy for Improving Population Health

There are a number of opportunities that currently exist for RNs and APRNs to actively participate in policy review. One of the opportunities existing for RNs and APRNs is participating in policy reviews in the professional bodies (Cziraki, Read, Spence & Wong, 2018). In this, the nurses join the many organizations for nurses in all categories such as the American Nurses Organization. The bodies largely influence the implementation of the policies. The second role relates to the influencing the healthcare delivery programs (Crowne, Young, Goldman, Patterson, Krouse & Proenca, 2017). The nurses contribute towards the promotion of quality health for the populace. The RNs and APRNs in their capacity enhance the promotion of the policies to facilitate their effectiveness.

Nursing Paper Help

The professional bodies may experience the challenge of complexity when it comes to the process of member registration (Nyborg, Danbolt & Kirkevold, 2017). Thus, many qualified nurses are unable to join professional organizations. However, dealing with the problem requires putting in place a simple elaborate process. This is achievable through having a dynamic leadership to oversee such requirements. Consequently, it is challenging for the nurses who have no updates on the policies to participate in their review. This hinders them not only to ensure appropriate care delivery but also prevents them from undertaking policy review opportunities. Thus, the nurses require adequate information on the policy changes to ensure that the implementation phase becomes seamless. Poor leadership and skills are also problems that require active inquiries to rectify any loopholes that might hinder effective service delivery.


The effective strategies for facilitating the communication of the opportunities include training and quality leadership (Al-Hussami, Hamad, Darawad & Maharmeh, 2017). Through training, the nurses grasp a better understanding of their work environment, as well as their role in implementing the relevant policies to ensure quality healthcare. Equally, leadership is responsible for ensuring that the nurses have the democratic mandate of reviewing and speaking their views on a given policy. The leaders should also provide a platform for the nurses to do the policy reviews.




Al-Hussami, M., Hamad, S., Darawad, M., & Maharmeh, M. (2017). The effects of leadership competencies and quality of work on the perceived readiness for organizational change among nurse managers. Leadership in Health Services, 30(4), 443-456. Retrieved from https://search.proquest.com/docview/1952381094?accountid=45049

Crowne, K. A., Young, T. M., Goldman, B., Patterson, B., Krouse, A. M., & Proenca, J. (2017). Leading nurses: Emotional intelligence and leadership development effectiveness. Leadership in Health Services, 30(3), 217-232. Retrieved from https://search.proquest.com/docview/1917620411?accountid=45049

Cziraki, K., Read, E., Spence, L. H. K., & Wong, C. (2018). Nurses’ leadership self-efficacy, motivation, and career aspirations. Leadership in Health Services, 31(1), 47-61. Retrieved from https://search.proquest.com/docview/1995263355?accountid=45049

Nyborg, I., Danbolt, L. J., & Kirkevold, M. (2017). Few opportunities to influence decisions regarding the care and treatment of an older hospitalized family member: A qualitative study among family members. BMC Health Services Research, 17 doi:http://dx.doi.org/10.1186/s12913-017-2563-y


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