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Magnet Journey

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Augusta University Health is currently in the final stages of our Magnet journey. Attaining this designation is a great honor and will put us among the top hospitals in the country for providing quality in nursing and patient care services.

About Our Journey

Our journey officially began in March 2018 with acceptance of our Magnet application by ANCC. We have used the Magnet Model as a roadmap to guide our strategic initiatives in nursing. The journey has been dynamic as we’ve worked to address elevated standards associated with the release of the 2019 Magnet Application manual and then a series of operational disruptions that accompanied the Covid pandemic and required us to focus efforts on other priorities. We, along with all other organizations, were given the option to postpone our document submission to allow additional time to assemble our documentation and evidence. We opted to postpone from our April 1, 2021 submission date to August 1, 2021 submission date.

We have much to be proud of with so many great stories and outcomes to share, but it is a huge lift to pull it all together. The last few months will require a great team effort as we finish the final edits of our stories and complete the RN satisfaction survey. We know we have some of the best of the best nurses that work with an outstanding team at AUMC. It will be a rewarding moment to acknowledge it with our first Magnet designation!

The application for Magnet status is a rigorous process, having set the highest standards for excellence in nursing practice for health care organizations. It is only awarded to top hospitals in the US. 

• January 2015 : Augusta University Medical Center (AUMC) undergoes a Magnet readiness assessment.
• September 2015 : Readiness Plan implementation initiated
• April 2017-March 2021 : 48 month window for eligible examples to be included in document.
• September 2017 : Magnet application submitted to ANCC
• October 2017 : 2019 Magnet manual released
• March 2018 : Magnet application approved
• January 2019 : Magnet document planning initiated
• April 2019-March 2021 : 8 quarter window for reporting patient satisfaction and nurse sensitive quality indicators
• June 2019-July 2021 : Magnet document preparation
• August 2021 : Magnet document due

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Nursing at the NIH Clinical Center

2024 is the year of magnet®.

Magnet® recognized organizations demonstrate excellence in nursing practice, high quality patient outcomes and exceed robust benchmarks for the safety of patients. Nurses in Magnet® accredited organizations collaborate with interprofessional teams to create an environment of excellence, as well as strive to elevate their practice through evidence based care, professional development and leadership.

Magnet® recognition affirms the compassion, quality and dedication that we strive to offer patients and families at the Clinical Center. We look forward to each step of our journey as we continue to serve our patients and the bio-medical research community.

Timeline to Magnet Accreditation

Rachel Coumes, RN, MSN, NPD-BC Magnet Program Manager, Clinical Center Nursing Department [email protected]

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This page last updated on 05/02/2024

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Magnet Journey

SHC Received its 4th Consecutive Magnet Designation

SHC has successfully received its 4th consecutive Magnet Designation from the American Nurses Credentialing Center (ANCC) ! 

As a subsidiary of the American Nurses Association (ANA) , the ANCC is the world’s largest and most prestigious nurse credentialing organization, working to elevate the profession of nursing. 

Congratulations to each and every nurse and interprofessional across the organization on this outstanding achievement.

What Does Magnet Recognition Mean?

Magnet Recognition is a prestigious award developed by the  American Nurses Credentialing Center (ANCC)  to recognize health care organizations that provide nursing excellence.

Magnet not only recognizes nursing excellence, but also quality patient care and innovations in professional nursing practice.  A Magnet hospital provides consumers with the ultimate benchmark to measure the quality of care that they can expect to receive.

The foundation of the Magnet model is composed of elements deemed essential to delivering superior patient care.

These include the quality of nursing leadership,  patient outcomes, coordination and collaboration across specialties , and processes for measuring and improving the quality and delivery of care .

Magnet Recognition

It is a tremendous honor for Stanford Health Care (SHC) to be among 8% of all registered hospitals that achieve the American Nurses Credentialing Center (ANCC)   Magnet Recognition. There are 509 Magnet hospitals worldwide, with 38 in California. SHC initially received Magnet Recognition for Nursing Excellence in 2007 and was granted Magnet re-designation in April of 2012, October of 2016, and Feberuary of 2021. 

Magnet recognition is a tremendous honor and reflects our commitment to delivering the highest quality of care to our community. To earn Magnet recognition once, as we did in 2007, was a great accomplishment and an incredible source of pride for our nurses. Our achievement of Magnet designation for an additional four years underscores the foundation of excellence and values that drives our entire staff to strive harder each day to meet the health care needs of the people we serve.

In order to achieve Magnet Recognition, hospitals must indicate how they meet the foundational elements of the Magnet Model shown in this model.

Examples of these elements at Stanford include the Shared Governance Structure, Role-Based Practice Program, Evidence Based Practice Fellowship, rich educational opportunities including the Stanford Center for Education and Professional Development, on-site BSN and MSN programs, and the Transformation Scholarship . 

Above all, a Magnet Hospital culture is an environment that promotes:

• Collaboration and teamwork
• Decision-making at the bedside
• Continual improvement
• A culture of nursing excellence

Magnet Champions

Stanford Health Care Magnet Champions facilitate the ongoing work of sustaining a Magnet culture by maintaining and supporting Magnet awareness, keeping up the momentum attained during site visit preparation, and focusing on the 14 Magnet Forces, and the Magnet model components.

• Include 50+ staff nurse Magnet Champions from all areas where nurses work, and all shifts.
• Meet monthly, and more frequently as site visits approach.
• Are allotted time outside meetings to work on and support other important initiatives: National Nurse Week celebrations, Magnet Website/Publication of Magnet Moments, and Planning Annual Magnet Retreat
• Open House Day and Innovations Day

Magnet Champion Council

The Magnet Champion Council delivers on action items prioritized by the Magnet Champions to collaborate and implement strategic initiatives that elevate and promote Magnet principles and enhancement across the organization.  

• Creates unit-based experts who support the evolving culture of nursing excellence at SHC through education and engagement of peers about Magnet principles.
• Enhances the nursing professional practice environment through promotion of specialty certification and engagement in patient outcomes.
• Supports CNO rounding on units.
• Prepares units/departments for Magnet site visits

Magnet – This is who we are!

Photos of Stanford Nursing at ANCC 2019 Magnet Conference in Orlando, FL.

Stanford Nursing

ANCC 2019 Magnet Conference in Orlando, FL.

The Magnetizers: A team approach to Magnet®-focused teaching

What do nurses from the emergency department and the psychiatric, telemetry, intensive care, and oncology units have in common? They are the Magnetizers!

Our hospital, John T. Mather Memorial Hospital in Port Jefferson, New York, began its journey toward Magnet Recognition ® in 2010, culminating in submission of a 3,500-page document to the American Nurses Credentialing Center (ANCC). When Magnet ® champions from Mather attended an ANCC National Magnet Conference, ® they were inspired by a presentation from a team calling itself the Magneteers, and brought the idea of a teaching team back to our hospital. Our chief nursing officer (CNO) felt so strongly about the idea of staff teaching staff that she fought for six direct-care nurses who would dedicate their time exclusively to pursuit of Magnet designation.

“Sell this pencil”

Applications for the teaching team were distributed throughout the hospital, and a panel of Magnet-champion nurses conducted individual interviews. Interview questions were multifaceted and covered Magnet knowledge, job and task prioritization and delegation, and a unique challenge to “sell this pencil.” This caught us off guard. What does selling a pencil have to do with Magnet designation?

As we found out, the question was meant to give us a chance to show our unique personalities and dem-onstrate how creative we could be in our teaching. Our answers were varied and creative: “The pencil has refillable lead and an eraser.” “It’s ergonomically shaped for comfort.” “Guaranteed for life.” “Free shipping.” “Buy one, get one free.”

The panel ended up choosing six direct-care nurses (including the authors). We were taken off the floor for 16 weeks so we could focus on our responsibilities as Magnetizers (the name we took for ourselves). Our responsibilities were to learn everything in Mather’s Magnet document and come up with creative ideas to educate the hospital’s 2,500 employees about the Magnet Recognition Program, ® including the Magnet Model components, the purpose and benefits of obtaining Magnet designation, and the history of the Magnet program.

Hitting the ground running

The Magnetizers hit the ground running the first week. We began to form a collaborative team and created the logo “Discover the attraction” to use on posters, stationery, and polo shirts (which became our uniform). We designed and distributed a questionnaire to evaluate the staff’s knowledge of Magnet characteristics and the Magnet program. We brainstormed teaching strategies: Should we use PowerPoint presentations? What about trifold bro¬chures, flipcharts, posters, games, contests, quizzes, photo center pieces, and bookmarks? In the end, we used all of these as promotional tools.

For our trifold brochures, we developed easy-to-understand bullet points and graphics to reinforce our teaching. One of our best, but most time-consuming, ideas was the “Magnet Manual.” This series of 24 pocket-sized cards contained essential information for nurses about our Magnet journey—including “Why we deserve Magnet Recognition,” “Why I work here,” our hospital’s nursing philosophy and professional practice model, and the Magnet Model domains. We had more than 500 manuals made—one for every nurse. Eventually, we had to recruit a multitude of helping hands (secretaries, hospital volunteers, other nursing staff, and even family members) to cut, punch holes, and collate the manuals.

We visited the nursing units to introduce ourselves, taking candy and balloons emblazoned the message “It’s all about you.” Early on, we discovered that candy (particularly chocolate) helped people put on their “listening ears”—so we bought lots of it. We made sure everything we did included the entire staff. We knew that although Magnet is a nursing designation, achieving Magnet designation would require a team effort on the part of the entire hospital staff.

Our Magnet coordinator and CNO supported our efforts, maintaining an open-door policy and setting aside weekly meeting time for our team. We also were able to tap into the knowledge of a similar teaching team from another Magnet hospital.

Facing challenges

One of the challenges we faced was financial—so the local dollar store became our place to shop. We also conserved resources by channeling our teaching through established venues, such as the nursing council newsletter and a cafeteria slide show. Other challenges included a significant change in the organizational pension plan and an unprecedented snowstorm. Maintaining staff engagement under these conditions proved difficult at times, but we remained sensitive to our peers’ mood and needs.

When developing our teaching curriculum, we experienced a steep learning curve. We set an ambitious teaching schedule, which we had to modify frequently to meet the individual calendars for each unit. We tailored our teaching time and techniques to each unit, and soon discovered scheduling was a delicate balancing act. A rapid-response situation could throw off our master schedule.

What’s more, we realized our first PowerPoint presentation to the nursing units, which focused on transformational leadership, was too long. We had to make it more concise, winnowing it down to the most important facts, and we added graphics to illustrate our ideas.

Splitting into teaching teams

For educational sessions with staff, we split into teams of two, with each partner complementing the other’s strengths and weaknesses. We taught day and night, arranging our personal schedules so we’d reach staff from all shifts—not just nurses but secretaries, housekeepers, nursing assistants, maintenance people, and information technology staff. We taught everyone because we wanted all employees to know why our hospital deserved Magnet Recognition and what that meant.

Eventually, we developed confidence and skill in our public presentations, which most of us lacked before this experience. We also learned how to deal with staff members who simply weren’t interested in our message or were resistant to change.

Professional and personal growth

Our 16 weeks as Magnetizers were a time of great professional and personal growth for each of us. Nurses are called on to be leaders and educators, and we functioned as both as we led the hospital on the final leg of its Magnet journey. We learned that goals and schedules are tools to be adjusted to meet the staff needs, that taking the time to teach one person in depth is as important as teaching a room full of people. And we realized we had to meet people in their own space on their own terms for them to really hear our message. (See Five rules of leaders by clicking the PDF icon above.)

Throughout our assignment, we kept our sense of humor and joy. On Valentine’s Day, we distributed heart-decorated candy bags labeled “You are the heart of the hospital.” On Easter, we handed out more than 500 plastic eggs with candy, imprinted with “You are egg-stremely important to us.”

The Magnetizers began as a group of six individuals working together for a common goal. We became a cohesive and effective team by being flexible, collaborating, committing to our goals, communicating openly to give and receive constructive advice, and improving our work continually. In the spring of 2013, our hospital had its Magnet site visit. A few months later, we obtained Magnet Recognition. I guess you could say we really did “sell the pencil.”

Selected reference

Yoder-Wise PS. Leading and Managing in Nursing . 5th ed. St. Louis: Mosby, 2011.

The authors work at John T. Mather Memorial Hospital in Port Jefferson, New York. Lillian A. Donnelly is a staff nurse. Patricia Steiger is a critical care nurse.

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Our Magnet Recognition Journey

Massachusetts General Hospital is a designated Magnet hospital by the American Nurses Credentialing Center (ANCC)

In 2003, Mass General became the first hospital in the state to earn Magnet designation from the American Nurses Credentialing Center (ANCC). To date, fewer than 9 percent of all hospitals in the United States have received this recognition. The Magnet Recognition Program ® was developed by the ANCC to recognize health care organizations that provide nursing excellence. The program also provides a vehicle for disseminating successful nursing practices and strategies.

Why Become a Magnet Hospital?

Research demonstrates that Magnet hospitals have better patient outcomes, patient satisfaction and nursing satisfaction, as well as lower RN turnover, and it has become the gold standard for nursing excellence. Today, Magnet designation is taken into consideration in the U.S. News Best Hospitals Honor Roll, Leapfrog Hospital Survey, and by the public when judging health care organizations. Hospitals must reapply for Magnet recognition every four years based on adherence to Magnet concepts and demonstrated improvements in patient care and quality. Mass General was re-designated in 2007, 2012, and 2018.

MAGNET Recognized® + -

Creating and Sustaining A Culture of Excellence

Chesapeake Regional Healthcare has attained Magnet Recognition ® . The American Nurses Credentialing Center (ANCC)  awarded Chesapeake Regional Healthcare Magnet Recognition in 2024, with two exemplars, for its performance above and beyond what is expected during the Magnet journey. This recognition is the highest national honor for nursing excellence and is a reflection of Chesapeake Regional's nursing professionalism, teamwork and superior patient care.

With this credential, Chesapeake Regional joins the global community of Magnet-recognized organizations that just a small, and select group of U.S. health care organizations have achieved. The ANCC’s  Magnet Recognition Program® distinguishes organizations that meet rigorous standards. It is recognized as the gold standard of nursing excellence. The process is thorough and lengthy, and it demands widespread participation throughout the organization.  The Magnet Recognition Program offers organizations like ours an opportunity for high nursing staff engagement and satisfaction. We have created a framework for nursing excellence by encouraging and empowering nurses to create high levels of job satisfaction, benefiting the organization and delivering patient-centered care with excellent outcomes.

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How long did the journey to Magnet take?

After reviewing the gap analysis and submitting the required documentation, the final application was submitted in October 2022. Magnet appraisers reviewed the application and visited Chesapeake Regional in December 2022. 

The Commission on Magnet Recognition reviewed the final report submitted by the appraisal team and notified Chesapeake Regional Healthcare of their decision in early January. The Commission designates Magnet recognition for four years, after which we may re-apply for designation to continue.

What are the Benefits of Magnet Designation?

• Reinforces and recognizes the nurses' worth.
• Boosts nursing recruitment and retention.
• Gives facilities a competitive advantage in the market.
• Attracts high-quality physicians and specialists.
• Reinforces positive collaborative relationships.
• Increased patient satisfaction
• Increased patient safety 
• Improved quality

What are the Magnet Model Components?

• Structural Empowerment
• Exemplary Professional Practice
• New Knowledge, Innovation, Improvements
• Empirical Quality Results

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Why do organizations seek Magnet Designation?

The Magnet Recognition Program® offers organizations opportunities for high nursing staff engagement and satisfaction. Through transformational leadership, innovations in patient care, healthcare reformation and positive interdisciplinary team partnerships, organizations that have achieved Magnet Recognition in nursing exemplify exceptional and quality patient care outcomes. Through the engagement and professional development of the clinical nursing staff, hospitals are able to provide a culture of evidence-based decision making at the bedside that supports patient-centered care.

Meet Our Magnet Team

Rosalyn Phan

My name is Rosalyn Phan and I am the Magnet Program Director for Loma Linda University Health. I received my Doctorate of Nursing Practice (DNP), with an emphasis in nursing leadership/administration and a Bachelor’s of Science in Public Health. I am incredibly grateful for the opportunity to work alongside the nursing staff at Loma Linda University Health. Magnet recognition signifies that our nurses and hospital staff have created an environment conducive to patient-centered care and quality outcomes.

  [email protected]

Karla Juhas Velasquez

My name is Karla Juhas Velasquez and I have been with the Loma Linda organization since 2011, first as a nursing student and then as a RN on Cardio-Thoracic Surgical ICU unit at Loma Linda University Medical Center. Currently I am a Magnet Program Specialist with the Magnet Team. I was supported by great leaders through the years as I committed time to Professional Governance and to the Magnet Champion position, which fostered my personal and professional growth. I am honored to now sit with the Magnet Team where now I can provide inspiration, support and leadership to other nurse with the same commitments for innovation, progression, and ultimately excellent patient care.

  [email protected]

Ashley Wiese

My Name is Ashley Wiese and I received my Bachelor of Nursing degree from West Coast University in 2016 and I joined Loma Linda University Medical Center as Clinical Nurse in the Emergency Department in 2018. In both my time in school and bedside I developed a passion for mentorship, nursing education, community outreach and fostering personal and professional growth. While working at the bedside I had the privilege to work with a team that felt like family and encouraged and promoted each other’s successes. I was an active part in our units Professional Governance as well as the Nurse Residency Mentorship Program and a Department Champion in Stroke & Pediatrics. I have been active in our Local and State chapters of the Emergency Nurses Association. I am privileged to have this opportunity to be a part of the Magnet Team and provide assistance in our nurses’ professional growth, and lead our employees to new innovations, personal accomplishments, and excellence in their work and care of our patients.

  [email protected]

Bethany McClure

Hello! My name is Bethany McClure and I have been an RN since 2005. I have worked in the blood bank setting, in dialysis, psychiatric care, adult medical-surgical acute care, antepartum, postpartum, and newborn nursery. Engaging in several nursing specialty areas has illustrated for me that our greatness as healthcare professionals is not what we have, but what we give. As nurses, we rise by lifting each other, and I am so thankful to be a Magnet Program Specialist for Loma Linda University Health, where I have the privilege of serving and recognizing extraordinary nurses as they care for our community and beyond.

  [email protected]

As the Coordinator of Nursing Analytics, my responsibilities focus on managing nursing-sensitive Magnet Quality data for both Loma Linda University Medical Center and Loma Linda University Children’s Hospital. Every day, the Loma Linda Health system provides excellent nursing care to patients. I am proud to analyze and showcase our high-quality outcomes, and share the amazing work that our health system provides.

  [email protected]

What Our Leadership is saying

“Magnet is a testament to all the amazing accomplishments that the nurses and staff do on a daily basis. It is a never-ending journey towards extraordinary quality care for our patients and their families.”

Our Magnet Journey

LLUH is on a journey to create and sustain a culture of excellence. Achieving Magnet status benefits patients, families, clinical providers and the organization as a whole.

Magnet Quick Facts

• Loma Linda University Medical Center was the first hospital in the United States to have a virtual site visit.
• Both Loma Linda University Medical Center and Loma Linda University Children’s Hospital are the only Magnet designated hospitals in the San Bernardino County.
• Less than 10% of hospitals in the world have achieved Magnet recognition.

What does the Magnet environment look like?

• High staff engagement and satisfaction
• Ease in recruiting and retaining quality professionals
• Exceptional quality care outcomes and professional practice
• A culture of decision-making at the bedside
• Strong culture of evidence-based practice and research
• Positive and pervasive interdisciplinary team partnerships
• Leaders in innovative patient care and the healthcare reformation

Contact:  [email protected]

LLUMC Magnet Designation Announcement

Loma Linda University Children's Hospital Magnet Designation

We’re Stronger Together

With your help, we can make ambitious innovations in clinical care and education for our community.

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