Advanced Practice Provider Mentoring Pilot Project: End of Program Evaluation

Monday, 18 November 2013: 3:35 PM

Christopher Ty Williams, DNP, RN, ACNP-BC, FNP-BC
School of Nursing, Vanderbilt University, Nashville, TN
Roxelyn G. Baumgartner, MS, RN, APN-BC
Department of Urologic surgery, Vanderbilt University Medical Center, Nashville, TN

Learning Objective 1: Describe the unique benefits of establishing a mentoring program for Advanced Practice Providers (APP)

Learning Objective 2: Describe key pilot evaluation data that could be utilized in developing similar APP mentoring programs

As primary and specialty care are more frequently delivered by Advanced Practice Providers (APPs), it is paramount that APPs establish themselves as leaders. Mentoring has been embraced across disciplines as a tool to guide professional growth. A group mentoring pilot was designed using the Strong Model after obtaining results from a needs assessment survey. The purposes of the program were to: develop APP leadership skills; provide opportunities for networking; increase competencies in research and finance; and, assist participants to develop a clinical project. Each participant's project demonstrates the APPs' contribution to the patient, profession or institution. A convenience sample of twenty participants (11 mentees and 9 mentors) began the program and nineteen (10 mentees and 9 mentors) completed the one-year program. Participants were divided into three groups that spent four months discussing topics related to leadership, finance, and research. Evaluation followed each cycle. Data from five surveys were used to evaluate program effectiveness and participant satisfaction. At the pilot's conclusion, 100% of participants agreed that the mentoring pilot provided valuable experiences; the small group discussions were relevant and meaningful; there was improved understanding of the APN role; and, there was increased medical center networking. The majority of mentees rated leadership as the most valuable content cycle. Recommendations for future programs include starting all participants in the leadership module, continuing the use of the Strong Model and group mentoring format, and developing criteria by which to evaluate participant projects.