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▪ Building EBP capacity (e.g., extensive orientation/education/skill development; EBP model review; active journal clubs; multiple research/EBP experts and mentors)
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▪ Building mostly research capacity (e.g., some orientation/education; some journal clubs; a research expert)
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▪ Providing enablers of EBP activity (e.g., internet resources; project funding; EBP-related councils)
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▪ Providing enablers of activity (e.g., internet resources; research funding; a research champion)
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▪ Creating special EBP-related roles and functions, including for staff nurses (e.g., facilitator/champions and data/outcome specialists)
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▪ APN role created to enhance EBP/research**; a central 'EBP' role focusing on Magnet overall
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▪ Creating broad-based EBP-related incentives and expectations (e.g., career ladders; clear performance expectations for roles and within governance structures)
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▪ Creating incentives (e.g., career ladder and Magnet status)
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▪ Integrating EBP into practice processes (e.g., policy/procedures and documentation).
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▪ Integrating EBP into practice processes (e.g., policy/procedures and documentation)
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**NOTE: QI department has special roles that work collaboratively with nursing, particularly around performance indicators and hospital-wide initiatives; some expertise in EBP.
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