Your transitions in practice; mid and late career.
Your transitions in practice
The mid-career phase for CRNAs is marked by certain professional milestones, personal turning points, and work/life balance challenges. Mid-career CRNAs may be highly confident in skills and clinical judgment. Some may move into roles in leadership or education. This can be a rewarding, busy, and challenging part of the CRNA journey.
Late-career CRNAs are a large subset of the CRNA workforce and some continue to work past conventional retirement age. Access to work opportunities, ongoing training, bias, age discrimination, and generational conflict are common issues that affect late career professionals. Solutions to late career challenges can improve the final years of practice and help sustain the CRNA workforce.
- See AANA's Career Opportunities and Employment Resources if transitioning between part- and full-time employment
- A CRNA's Transition to Manager, 2018
- An Examination of Job Longevity Among Anesthesia Program Directors, 2008
Mid- and Late-Career
- The Aging Work Force, 2007
- ASAE: Career Growth After 50
- Harvard Business Review: When Careers Last 20 Years Longer
- Monster: On-the-Job Survival Guide for Mature Nurses
- Robert Wood Johnson Foundation: The Importance of the Older and Experienced Nurse in the Workplace
- Today: 5 Secrets of Success for Workers Over 50
Precepting may not come intuitively to CRNAs. Learning to precept and mentor in a structured environment may be beneficial to the preceptor - as well as the learner.
- Near-Peer Mentoring for Nursing Research Education, 2019
- CRNA Preceptor Workshop, 2017
- Cultural Awareness in Precepting, 2019
- Education of the Clinical Preceptor, 2017
- AANALearn: Clinical Preceptor Guidelines
- Harvard Business Review: Aging Up, Not Out