4.00
Hdl Handle:
http://hdl.handle.net/10755/156347
Type:
Presentation
Title:
Impact of a New Graduate Nurse Transitions Program on Retention and Cost
Abstract:
Impact of a New Graduate Nurse Transitions Program on Retention and Cost
Conference Sponsor:Sigma Theta Tau International
Conference Year:2009
Author:Foster, Rhonda, EdD, RN
P.I. Institution Name:Children's Hospital of Michigan
Title:Vice-President, Patient Care Services
Co-Authors:Lynne Hillman, MEd, BScN, RN
[Evidence-based Practice Session Presentation] 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.
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.titleImpact of a New Graduate Nurse Transitions Program on Retention and Costen_GB
dc.identifier.urihttp://hdl.handle.net/10755/156347-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Impact of a New Graduate Nurse Transitions Program on Retention and Cost</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">Foster, Rhonda, EdD, RN</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">Children's Hospital of Michigan</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Vice-President, Patient Care Services</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">rfoster@dmc.org</td></tr><tr class="item-co-authors"><td class="label">Co-Authors:</td><td class="value">Lynne Hillman, MEd, BScN, RN</td></tr><tr><td colspan="2" class="item-abstract">[Evidence-based Practice Session Presentation] 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.&nbsp;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 -&nbsp; led us to change&nbsp; 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. &nbsp;Evaluation data are collected via multiple sources and measured &nbsp;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 &nbsp;RN/GN retention rate increased to 71%.&nbsp; This represents a significant cost savings to the hospital and nurse and unit satisfaction with the residency have also increased.&nbsp; 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.&nbsp; New&nbsp; 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.</td></tr></table>en_GB
dc.date.available2011-10-26T14:41:37Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-26T14:41:37Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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