| Learning Objective #1: Identify two approaches to enhancing clinical orientation and training of new graduate nurses | |||
| Learning Objective #2: Describe the significance of mentoring for experienced nurses and new graduate nurses |
The program provides funding that allows preceptors to devote attention to interns without administrative or patient care duties. Certain criteria need to be met in order to participate in the program and receive funding for preceptors. The criteria include trained preceptors, preceptors being out of the staffing count, no more than three preceptors per intern, and weekly progress meetings with preceptor, intern, manager and clinical educators.
The 2001 program evaluation results indicated a retention rate of 86% at one year and 88% at two years of employment, well above the overall retention rate at the time. Identification of key elements of the successful Internship program also needed to be determined. A research study was designed to determine key elements of the program that lead to job satisfaction and retention of all participants.
In October 2003, Health Resources and Services Administration (HRSA) awarded a $689,000 grant to Kaiser Permanente to build upon the Preceptor Backfill program. Grant funds provide for advanced preceptor training programs, mentor training, NCLEX-RN preparation course reimbursement for interns, and support for research to study the critical elements of an Internship related to retention. As part of the grant, Kaiser Permanente committed to providing 450 Internships over a 3-year period.
Retention rates remained around 90% in the last year. Additionally, preliminary research results reinforce the need to continue using this innovative program to enhance retention and job satisfaction.