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Wednesday, 15 July 2009: 10:45 AM
Learning Objective 1: describe the essential elements of a transitions program for new graduate nurses in a children's hospital.
Learning Objective 2: describe the evidence that demonstrates the effectiveness (positive impact) of a new graduate nurse transitions program.
Purpose: Retention of nurses is a global nursing concern. New graduate nurses have the lowest retention rates and recently, more attention has been paid to the special needs of this group. Through our 3 1/2 year experience of tailoring a standardized transition program to fit our institution’s needs, we have identified what we consider the essential elements of an effective program to help new nurses make the transition into their first job as a registered nurse in a children's hospital. This presentation will briefly discuss these important elements and describe evidence that demonstrates the effectiveness (positive impact) of this program for the nurse, the unit, and the hospital.
Methods: Our belief that retention begins with recruitment of the right person, one of the essential elements-- led us to change our hiring practices and interview procedures. After hire, all new graduate registered nurses are required to participate in our 18-week Transitions RN Residency. The residency includes preceptor training and mentoring. Evaluation data are collected via multiple sources and measured throughout the residency period and after completion.
Results: Prior to the development of a new graduate transition program, our retention rate for RN/GNs was 49%. Three years following program adoption, the RN/GN retention rate increased to 71%. This represents a significant cost savings to the hospital and nurse and unit satisfaction with the residency have also increased. This approach in a children’s hospital enhances quality of care and helps to ensure that new nurses are competent to care for the special needs of children.
Conclusion: Nurse recruitment and retention are issues of high concern in hospitals and agencies across the globe. New interviewing and hiring practices along with a specially-tailored transitions program have resulted in a very significant increase in new nurse retention and a resultant significant decrease in cost.
Methods: Our belief that retention begins with recruitment of the right person, one of the essential elements-- led us to change our hiring practices and interview procedures. After hire, all new graduate registered nurses are required to participate in our 18-week Transitions RN Residency. The residency includes preceptor training and mentoring. Evaluation data are collected via multiple sources and measured throughout the residency period and after completion.
Results: Prior to the development of a new graduate transition program, our retention rate for RN/GNs was 49%. Three years following program adoption, the RN/GN retention rate increased to 71%. This represents a significant cost savings to the hospital and nurse and unit satisfaction with the residency have also increased. This approach in a children’s hospital enhances quality of care and helps to ensure that new nurses are competent to care for the special needs of children.
Conclusion: Nurse recruitment and retention are issues of high concern in hospitals and agencies across the globe. New interviewing and hiring practices along with a specially-tailored transitions program have resulted in a very significant increase in new nurse retention and a resultant significant decrease in cost.
See more of: Academic Service Collaboration
See more of: Evidence-Based Practice Sessions – Oral Paper & Posters
See more of: Evidence-Based Practice Sessions – Oral Paper & Posters