2.50
Hdl Handle:
http://hdl.handle.net/10755/150019
Type:
Presentation
Title:
The Navigator Mentoring Program: A Strategy for Nurse Retention
Abstract:
The Navigator Mentoring Program: A Strategy for Nurse Retention
Conference Sponsor:Sigma Theta Tau International
Conference Year:2005
Author:Goldschmidt, Karen A., BSN, RNC
P.I. Institution Name:The Children's Hospital of Philadelphia
Title:Clinical Nurse IV
Co-Authors:Maria Wagner, BSN, RNC
Nursing orientation programs traditionally focus on developing technical and critical thinking skills in novice nurses. Often while focusing on the learning of complex clinical skills, addressing a new nurse's need for interpersonal skill development can be neglected. This includes a nurse's questions and concerns about how to ?navigate? all aspects of their new role and organizational climate. When these issues are not addressed they can contribute to role dissatisfaction that leads to decreased job satisfaction and subsequent employee turnover. Novice nurses often feel under-prepared and lack confidence in their practice at the completion of traditional orientation programs. This perceived lack of competence can result in decreased job satisfaction that directly leads to employee turnover. Knowledge gaps remain regarding the career development needs of novice nurses beyond the completion of the clinical orientation period. The Navigator Mentoring Program was developed to assist novice nurses (Mentees) in adapting to the organizational environment in their new role; to develop and train nurses (Mentors) in leadership and communication skills necessary to serve as a Mentor; and to increase retention rates of nurses. This presentation will review the steps in establishing a unit-based mentor-training program and describe the role and responsibilities of the program coordinator. Program outcomes showed a positive affect on several measures including a 9% decrease in staff attrition at one year following implementation of the program. Surveys measuring job satisfaction showed an increase for both Mentor and Mentees one year after implementation of the program. In addition a ?train-the-trainer? program was developed to assist 8 other nursing units, within this organization, to implement a mentoring program to support novice nurses.
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.titleThe Navigator Mentoring Program: A Strategy for Nurse Retentionen_GB
dc.identifier.urihttp://hdl.handle.net/10755/150019-
dc.description.abstract<table><tr><td colspan="2" class="item-title">The Navigator Mentoring Program: A Strategy for Nurse Retention</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">2005</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Goldschmidt, Karen A., BSN, RNC</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">The Children's Hospital of Philadelphia</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Clinical Nurse IV</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">goldschmidt@email.chop.edu</td></tr><tr class="item-co-authors"><td class="label">Co-Authors:</td><td class="value">Maria Wagner, BSN, RNC</td></tr><tr><td colspan="2" class="item-abstract">Nursing orientation programs traditionally focus on developing technical and critical thinking skills in novice nurses. Often while focusing on the learning of complex clinical skills, addressing a new nurse's need for interpersonal skill development can be neglected. This includes a nurse's questions and concerns about how to ?navigate? all aspects of their new role and organizational climate. When these issues are not addressed they can contribute to role dissatisfaction that leads to decreased job satisfaction and subsequent employee turnover. Novice nurses often feel under-prepared and lack confidence in their practice at the completion of traditional orientation programs. This perceived lack of competence can result in decreased job satisfaction that directly leads to employee turnover. Knowledge gaps remain regarding the career development needs of novice nurses beyond the completion of the clinical orientation period. The Navigator Mentoring Program was developed to assist novice nurses (Mentees) in adapting to the organizational environment in their new role; to develop and train nurses (Mentors) in leadership and communication skills necessary to serve as a Mentor; and to increase retention rates of nurses. This presentation will review the steps in establishing a unit-based mentor-training program and describe the role and responsibilities of the program coordinator. Program outcomes showed a positive affect on several measures including a 9% decrease in staff attrition at one year following implementation of the program. Surveys measuring job satisfaction showed an increase for both Mentor and Mentees one year after implementation of the program. In addition a ?train-the-trainer? program was developed to assist 8 other nursing units, within this organization, to implement a mentoring program to support novice nurses.</td></tr></table>en_GB
dc.date.available2011-10-26T10:14:39Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-26T10:14:39Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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