Nursing Career Path Tool

Overview

Development stage

In development or acquisitionSource: a) Pre-deployment – The use case is in a development or acquisition status.

High-impact designation

High-impactSource: a) High-impact

Impact justification

Not reported

Start date

Not reported

Withheld from public reporting

Not reported

Mission

Topic area

Human Resources

Operational functions

HR and workforce Derived by keyword rules; see methodology

Problem the AI is intended to solve

It will solve several critical leadership challenges within the VA system, including: - Identification of leadership potential - Workforce optimization - Centralized training and development resources properly matched with different levels of leadership stages - Support for leadership talent identification (qualified leaders to assume detail position) - Enhanced veteran centric care and operational efficiency - Cost-efficiency (recruitment, retention) The tool aims to systematically review staff qualifications, identify leadership levels, collate VA-wide resources, and assist leadership in talent identification and assignment for vacant leadership positions. By leveraging AI technology, the VA can ensure the right nursing talent is developed and effectively placed in leadership roles, ultimately improving service delivery and staff satisfaction.

Expected benefits

Provide a structured and data-driven approach to nursing career development and succession planning within the VA. This tool aims to create a well-organized and efficient process for identifying, developing, and placing nursing (potential) leaders within the VA, ultimately enhancing patient care, reducing costs, and improving overall operational efficiency. It will also better align staff qualifications with leadership roles, improve succession planning, reduce gaps in leadership positions, and increased staff engagement and satisfaction through clear career progression paths.

System outputs

- Review and analyze staff qualifications and talent to identify leadership potential. Categorize staff into leadership levels ranging from emerging leaders to senior leaders. - Collate and centralize educational and training resources from the Talent Management System (TMS), Veterans Integrated Service Networks (VISN), and individual VA site training programs (e.g., Nurse Manager Passport, Nurse Manager Academy, and Chief Nurse Mentoring program). - Match staff and leader for internal/external leadership mentorship program potential (virtual or face-to-face) -Serve as a resource for leadership to support talent identification such as suitable candidates for detail assignments for vacant leadership positions

Technology

AI classification

Classical / predictive MLSource: Classical/Predictive Machine Learning: Models trained on data to make predictions or classifications based on identified patterns or relatio…

System name(s)

Not reported

Custom-developed code

Not reported

Public source code

Not reported

Sourcing

How it was built

Not reported

Vendor (as reported)

Not reported

Vendors (standardized)

None on the standard list

A vendor is the supplier named by the agency. It does not identify the underlying model or AI technology.

Data and privacy

Involves PII

Not reported

Privacy Impact Assessment

Not reported

Authorization to Operate

Not reported

Demographic features

Not reported

Training and evaluation data

Not reported

Federal Data Catalog

Not reported

Governance

0 of 8 minimum-practice questions answered. A blank answer means the agency reported nothing; it does not mean the practice is absent.

Potential impacts and how they were identified

Not reported