Effective Recruitment and Retention of New Graduate RNs: The NYP Nursing Residency Program funded by The Jonas Center for Nursing Excellence

2.50
Hdl Handle:
http://hdl.handle.net/10755/147070
Type:
Presentation
Title:
Effective Recruitment and Retention of New Graduate RNs: The NYP Nursing Residency Program funded by The Jonas Center for Nursing Excellence
Abstract:
Effective Recruitment and Retention of New Graduate RNs: The NYP Nursing Residency Program funded by The Jonas Center for Nursing Excellence
Conference Sponsor:Sigma Theta Tau International
Conference Year:2009
Author:Bufe, Gina, RN, PhD
P.I. Institution Name:New York-Presbyterian Hospital
Title:Director of Nursing for Education, Quality and Research
Co-Authors:Wilhelmina M. Manzano, MA, RN, NEA-BC; Harriet R. Feldman, PhD, RN, FAAN; Nicole Geller, RN, MS, CNM
[Clinical Session Presentation] Department of Nursing at NewYork-Presbyterian (NYP) goal is to sustain accomplishments in reducing nursing (RN) turnover and vacancy rates despite the nursing shortage. Replacement costs with RN turnover are estimated to be 100% of nurse's annual salary. New graduate nurses are one category of nurses where Nursing Residency Programs impact. The creation of a six month Nursing Residency Program at NYP in partnership with Lienhard School of Nursing, Pace University funded by Jonas Center for Nursing Excellence is aimed at protecting against negative effects of nursing shortage by: 1) recruiting/retaining nursing staff; 2) enhancing training of new staff; and 3) reaching out to community to develop interest in nursing profession. Two cohorts totaling up to 48 residents per year participate and are provided direct support and development through didactic sessions and mentoring. Program is unique in community outreach by working with local high schools to educate students on benefits of nursing profession. The 5th cohort is currently completing the program. Current turnover rate for first four cohorts is 10.9% as compared to rates of 35%-61% in the literature. There were no significant differences between the nurse residents' ratings on the Nurse Resident Skill Assessment Rating Scales and the mentors' ratings. Impact of nurse residents' community lectures on high school students desire to go into Nursing demonstrated a statistically significant increase. There was no statistically significant difference between the high schools during community outreach regarding their views of considering Nursing as a profession. Nurse satisfaction demonstrated a slight decrease at the six month mark congruent with Kramer's (1974) landmark work on the concept "Reality Shock". Preliminary results reflect positive results and demonstrate that the program is an effective recruitment and retention program. Full impact of the program will not be determined until after appropriate measures are collected over time.
Repository Posting Date:
26-Oct-2011
Date of Publication:
17-Oct-2011
Sponsors:
Sigma Theta Tau International

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleEffective Recruitment and Retention of New Graduate RNs: The NYP Nursing Residency Program funded by The Jonas Center for Nursing Excellenceen_GB
dc.identifier.urihttp://hdl.handle.net/10755/147070-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Effective Recruitment and Retention of New Graduate RNs: The NYP Nursing Residency Program funded by The Jonas Center for Nursing Excellence</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Sigma Theta Tau International</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">2009</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Bufe, Gina, RN, PhD</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">New York-Presbyterian Hospital</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Director of Nursing for Education, Quality and Research</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">gib9002@nyp.org</td></tr><tr class="item-co-authors"><td class="label">Co-Authors:</td><td class="value">Wilhelmina M. Manzano, MA, RN, NEA-BC; Harriet R. Feldman, PhD, RN, FAAN; Nicole Geller, RN, MS, CNM</td></tr><tr><td colspan="2" class="item-abstract">[Clinical Session Presentation] Department of Nursing at NewYork-Presbyterian (NYP) goal is to sustain accomplishments in reducing nursing (RN) turnover and vacancy rates despite the nursing shortage. Replacement costs with RN turnover are estimated to be 100% of nurse's annual salary. New graduate nurses are one category of nurses where Nursing Residency Programs impact. The creation of a six month Nursing Residency Program at NYP in partnership with Lienhard School of Nursing, Pace University funded by Jonas Center for Nursing Excellence is aimed at protecting against negative effects of nursing shortage by: 1) recruiting/retaining nursing staff; 2) enhancing training of new staff; and 3) reaching out to community to develop interest in nursing profession. Two cohorts totaling up to 48 residents per year participate and are provided direct support and development through didactic sessions and mentoring. Program is unique in community outreach by working with local high schools to educate students on benefits of nursing profession. The 5th cohort is currently completing the program. Current turnover rate for first four cohorts is 10.9% as compared to rates of 35%-61% in the literature. There were no significant differences between the nurse residents' ratings on the Nurse Resident Skill Assessment Rating Scales and the mentors' ratings. Impact of nurse residents' community lectures on high school students desire to go into Nursing demonstrated a statistically significant increase. There was no statistically significant difference between the&nbsp;high schools during community outreach regarding their views of considering Nursing as a profession. Nurse&nbsp;satisfaction demonstrated a slight decrease at the six month mark congruent with Kramer's (1974) landmark work on the concept &quot;Reality Shock&quot;. Preliminary results reflect positive results and demonstrate that the program is an effective recruitment and retention program. Full impact of the program will not be determined until after appropriate measures are collected over time.</td></tr></table>en_GB
dc.date.available2011-10-26T09:28:59Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-26T09:28:59Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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