1983
The American Academy of Nursing's (AAN) Task Force on Nursing Practice in Hospitals conducted a study of 163 hospitals to identify and describe variables that created an environment that attracted and retained well-qualified nurses who promoted quality patient/resident/client care. Forty-one (41) of the 163 institutions were described as "magnet" hospitals because of their ability to attract and retain professional nurses. The characteristics that seem to distinguish "Magnet" organizations from others became known as the "Forces of Magnetism".
1990
June. Based on a recommendation of the American Nurses Association (ANA), the American Nurses Credentialing Center (ANCC) was established as a separately incorporated nonprofit organization through which ANA offers credentialing programs and services.
December. The initial proposal for the Magnet Hospital Recognition Program for Excellence in Nursing Services was approved by the ANA Board of Directors. The proposal indicated that the program would build upon the 1983 magnet hospital study conducted by the AAN.
1994
After completing a pilot project that included five facilities, the University of Washington Medical Center in Seattle became the first ANCC-designated Magnet organization.
1997
Program name changed to the Magnet Nursing Services Recognition Program. In addition, program criteria were revised using The Scope and Standards for Nurse Administrators (ANA, 1996).
1998
Magnet Nursing Services Recognition Program was expanded to recognize nursing excellence in long term care facilities.
2000
In response to requests, the Magnet Recognition Program was expanded to recognize healthcare organizations abroad.
2002
Program name officially changed to Magnet Recognition Program®.
2007
ANCC commissioned a statistical analysis of Magnet appraisal team scores from evaluations conducted using the 2005 Magnet Recognition Program® Application Manual. This analysis clustered the SOE into more than 30 groups, which yielded an empirical model for the Magnet Recognition Program.
2008
The Commission on Magnet introduced a new vision, and a new conceptual model that grouped the 14 FOMs into five key components: Transformational Leadership; Structural Empowerment; Exemplary Professional Practice; New Knowledge, Innovations, & Improvements; and Empirical Outcomes.
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