• Lisa M Paplanus, Patricia Bartley-Daniele, and Kathryn S Mitra.
• NYU Langone Medical Center, New York, New York; Rutgers School of Nursing, Newark, New Jersey.
• J Am Assoc Nurse Pract. 2014 Aug 1; 26 (8): 424-37.

PurposeA Nurse Practitioner Clinical Ladder (NPCL) Advancement Program was designed to recognize and reward advanced nursing practice and promote nurse practitioner (NP) retention at New York University Hospitals Center (NYUHC).Data SourcesSearch of published and gray literature was conducted. Electronic databases included CINAHL, Medline, PubMed, Cochrane Library of Systematic Reviews, and the Joanna Briggs Institute.ConclusionsThe NYUHC NPCL Advancement Program incorporated its current Staff Nurse Clinical Ladder, previous NP promotional program literature, and NP role competencies to support the Advanced Practice Nursing Clinical Ladder Program. The NPCL is supportive of professional development, performance evaluation, clinical practice excellence, job satisfaction, and NP retention. Program outgrowths include a progressive model of NP clinical practice, a formal NP mentoring program, NP leadership, and research opportunities.Implications For PracticeOrganizational commitment to a structured NPCL Advancement Program is critical for NP professional development, evolving role responsibilities, and job satisfaction. The NPCL Advancement Program provides requisite structures and processes supportive of clinical excellence. The development of the NPCL has highlighted the need for structured NP orientation and mentorship, knowledge translation, and leadership programs to meet the professional needs of NPs in diverse clinical settings.©2013 American Association of Nurse Practitioners.

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