To date, research on charge nurse skills, job satisfaction, and development is limited. Additionally, there are no validated instruments to measure these constructs as they relate to charge nurses. Charge nurses generally do not occupy a defined permanent charge nurse role as delineated by a job description, but rather rotate if assigned to their shift (Krugman and Smith). , 2003). Additionally, many charge nurses enter their roles by default (because they are the most experienced or tenured on their shift) and without formal training (Sherman, 2005). Research by Sherman (2004) indicates that it is increasingly difficult to convince nurses to take on leadership responsibilities, even at the charge nurse level. Additionally, the lack of well-prepared charge nurses can lead to increased nurse dissatisfaction, increased nurse turnover, litigation (Mahlmeister, 1999), decreased patient satisfaction, and increased risk of errors. Nurse leaders now examining leadership effectiveness at all levels have discovered that charge nurses need not only clinical expertise, but also effective leadership skills (Connelly, Yoder, & Miner-Williams, 2003; Turner , 2005). There are few demarcated skills identified. for research nurses due to the lack of research on the subject. Connelly, Yoder, and Miner-Williams (2003) conducted a qualitative study on the skills of charge nurses. They identified 54 specific skills. The skills have been grouped into four categories. These skills included: (a) critical thinking skills that enable effective decision-making and clinical and operational problem solving; (b) organizational skills, which refers to responsibility...... middle of document ...... relationship management category, responses included fairness, listening skills, reliability and positive attitude. In the category of emotional intelligence, self-regulation and social skills emerged. The results of this study were used to develop the Charge Nurse Leadership Competency Scale. Allison (2007) explored leadership and leadership development in the charge nurse role. Three main themes emerged: resources, relationships and capacity building. Resources included items such as a) nursing shortage, b) workload, c) time, d) job description, and e) resource manual. In the context of relationships, trust, collaboration, and support from peers and management emerged. Under the theme of capacity building, formal workshops, education and mentoring have emerged. The charge nurse satisfaction scale was developed based on the results of this study..