2.50
Hdl Handle:
http://hdl.handle.net/10755/162403
Type:
Presentation
Title:
"From the Land of the Giants"
Abstract:
"From the Land of the Giants"
Conference Sponsor:Emergency Nurses Association
Conference Year:2010
Author:Rogers, Meagan, RN, BSN
P.I. Institution Name:ChildrenÆs Medical Center of Dallas
Title:Clinical Nurse Educator
Contact Address:1935 Medical District Dr., Dallas, TX, 75235, USA
Contact Telephone:214-456-1280
Co-Authors:Karen Liddy RN, BSN
[ENA Annual Conference - Evidence-based Practice Presentation]

Purpose: The objective of this project is to develop a successful orientation and transition program for an Adult ED Nurse in a Pediatric Emergency Department. Research indicates the first few months in an organization has the greatest effect on their perception of the organization and a nurse's orientation greatly effects retention, satisfaction, productivity, and quality patient care (Bumgarner, et.al, 2000). In a large pediatric healthcare facility, recruitment and retention of experienced nurses remains a challenge.

Design: This is an evidence based staff development project that evaluates recruitment and retention data of experienced nurses from 2007-2009 upon implementation of an experienced nurse orientation program.

Setting: The project setting is an urban pediatric Level I Trauma Center affiliated with a local medical school. This facility sees over 100,000 visits annually and the emergency department has hired 84 nurses since 2008.

Participation/Subjects: All nurses hired from 2007- present with adult ER experience were the target group for this project. The successful transition from an adult emergency department to a pediatric emergency department was the focus of this project.

Methods: This project includes a formal orientation class, shadow program, mentor program, a tailored orientation plan, and a process for following up with orientees. A curriculum was developed for experienced nurses with objectives that incorporated baseline experience. This unique approach differs from traditional new graduate orientation programs. The nurse shadow program offers a no commitment observation experience as a recruitment strategy for nurses who are considering a change in specialty. Participants were also given a "resource period" with a staff nurse after orientation to aid in a successful transition into independent practice in our setting. Based in previous adult ER experience, new hires were placed with a preceptor who was coached on identifying specific opportunities or needs. Educators also performed a baseline knowledge assessment used to tailor the new hires length of orientation and specific needs. A team based approach was utilized with educators and managers to follow up throughout orientation based on Studer's Rounding for Outcomes philosophy (Studer, 2003).

Results/Outcomes: The outcomes of this project are a decreased turnover rate within one year of implementation and a lower nurse vacancy rate after project initiation.

Implications: In conclusion, a formalized orientation process is necessary to recruit and retain experienced nurses. Based on similarities in workflow and critical thinking indicators, adult ER nurses can make a successful transition into a pediatric emergency department. The concepts 'being thrown to the wolves' and nurses 'eating their young' are challenged in this unique, innovative orientation program.
Repository Posting Date:
27-Oct-2011
Date of Publication:
17-Oct-2011
Sponsors:
Emergency Nurses Association

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.title"From the Land of the Giants"en_GB
dc.identifier.urihttp://hdl.handle.net/10755/162403-
dc.description.abstract<table><tr><td colspan="2" class="item-title">&quot;From the Land of the Giants&quot;</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Emergency Nurses Association</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">2010</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Rogers, Meagan, RN, BSN</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">Children&AElig;s Medical Center of Dallas</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Clinical Nurse Educator</td></tr><tr class="item-address"><td class="label">Contact Address:</td><td class="value">1935 Medical District Dr., Dallas, TX, 75235, USA</td></tr><tr class="item-phone"><td class="label">Contact Telephone:</td><td class="value">214-456-1280</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">Meagan.gaither@childrens.com</td></tr><tr class="item-co-authors"><td class="label">Co-Authors:</td><td class="value">Karen Liddy RN, BSN</td></tr><tr><td colspan="2" class="item-abstract">[ENA Annual Conference - Evidence-based Practice Presentation]<br/><br/>Purpose: The objective of this project is to develop a successful orientation and transition program for an Adult ED Nurse in a Pediatric Emergency Department. Research indicates the first few months in an organization has the greatest effect on their perception of the organization and a nurse's orientation greatly effects retention, satisfaction, productivity, and quality patient care (Bumgarner, et.al, 2000). In a large pediatric healthcare facility, recruitment and retention of experienced nurses remains a challenge. <br/> <br/>Design: This is an evidence based staff development project that evaluates recruitment and retention data of experienced nurses from 2007-2009 upon implementation of an experienced nurse orientation program. <br/><br/>Setting: The project setting is an urban pediatric Level I Trauma Center affiliated with a local medical school. This facility sees over 100,000 visits annually and the emergency department has hired 84 nurses since 2008. <br/><br/>Participation/Subjects: All nurses hired from 2007- present with adult ER experience were the target group for this project. The successful transition from an adult emergency department to a pediatric emergency department was the focus of this project.<br/><br/>Methods: This project includes a formal orientation class, shadow program, mentor program, a tailored orientation plan, and a process for following up with orientees. A curriculum was developed for experienced nurses with objectives that incorporated baseline experience. This unique approach differs from traditional new graduate orientation programs. The nurse shadow program offers a no commitment observation experience as a recruitment strategy for nurses who are considering a change in specialty. Participants were also given a &quot;resource period&quot; with a staff nurse after orientation to aid in a successful transition into independent practice in our setting. Based in previous adult ER experience, new hires were placed with a preceptor who was coached on identifying specific opportunities or needs. Educators also performed a baseline knowledge assessment used to tailor the new hires length of orientation and specific needs. A team based approach was utilized with educators and managers to follow up throughout orientation based on Studer's Rounding for Outcomes philosophy (Studer, 2003). <br/><br/>Results/Outcomes: The outcomes of this project are a decreased turnover rate within one year of implementation and a lower nurse vacancy rate after project initiation. <br/><br/>Implications: In conclusion, a formalized orientation process is necessary to recruit and retain experienced nurses. Based on similarities in workflow and critical thinking indicators, adult ER nurses can make a successful transition into a pediatric emergency department. The concepts 'being thrown to the wolves' and nurses 'eating their young' are challenged in this unique, innovative orientation program.<br/></td></tr></table>en_GB
dc.date.available2011-10-27T10:27:37Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-27T10:27:37Z-
dc.description.sponsorshipEmergency Nurses Associationen_GB
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