Professional Development and Advancement Through an Innovative Program

Abstract

Background: Professional advancement programs have been studied in nursing, yet few publications evaluate use in respiratory therapy. The Children’s Hospital of Philadelphia respiratory therapy department participates in the Professional Excellence & Advancing Knowledge (PEAK) program. PEAK was designed as an alternative to the traditional clinical ladder for nurses. The program has adapted to include respiratory therapists (RTs), child life specialists, clinical care team members, and support staff. PEAK has two levels to support professional development and advancement through increased compensation and additional funding for professional development activities. We aimed to determine RTs’ perceptions of PEAK and its usefulness in promoting/preparing RTs for professional advancement.

Methods: An anonymous survey was sent to current and previous PEAK RTs employed at CHOP working in transport, ECMO, and the inpatient respiratory department. The IRB granted an exemption for a survey including initial PEAK designation, current PEAK status, and questions on satisfaction, retention, and advancement. Two respondents participated in the conception and distribution of the survey. Data were independently analyzed by an RT unaffiliated with PEAK.

Results: Surveys were sent to 54/64 RTs who achieved PEAK since the RT program began in 2018. 10/64 RTs were no longer employees and excluded. A response rate of 68.5% (37/54) was achieved. Most of the participants (n = 16, 43%) worked within the department for 11-20 y while 14 (38%) were employed for 6–10 y. The top 3 reasons participants entered PEAK was for professional development (35%), career advancement (30%), and additional compensation (27%). 86% felt supported by their peer coach and 57% felt more comfortable with a peer coach compared to a supervisor or manager. The top 3 items PEAK funds were used for included organizational memberships (54%), additional certifications (41%), and conference attendance (32%). 81% of respondents plan to continue PEAK, while the remaining 19% are ineligible due to advancement to leadership positions. Suggestions for program improvements include continued support from PEAK coaches after obtaining PEAK status to provide guidance for PEAK eligible opportunities, revalidation, level advancement, and use of PEAK funds.

Conclusions: Professional advancement programs are beneficial to the career development and promotion of respiratory therapists and a peer coaching model is preferred.