Recruitment and Retention of Newly Graduated Nurses in the Emergency Department

2.50
Hdl Handle:
http://hdl.handle.net/10755/162854
Type:
Presentation
Title:
Recruitment and Retention of Newly Graduated Nurses in the Emergency Department
Abstract:
Recruitment and Retention of Newly Graduated Nurses in the Emergency Department
Conference Sponsor:Emergency Nurses Association
Conference Year:2003
Author:Tychan, Kimberly, RN, BSN, CEN
P.I. Institution Name:HealthFirst/Cape Canaveral Hospital
Title:Kimberly Tychan, RN, BSN, CEN
Contact Address:225 South Tropical Trail, Apt. 221, Merritt Island, FL, 32952, USA
Contact Telephone:(321) 799-7150
Co-Authors:Cathy Mullins, RN and Stephanie Hertz, RN, BSN
Purpose: Due to increasing nationwide shortages of nurses, our emergency department decided to recruit newly graduated nurses. With patient load and acuity on the rise, there was a great need for skilled nurses in the emergency department. The objective of the Graduate Nurse Program was to create a program that would recruit and retain new nurses by enhancing their knowledge, skills, and confidence as emergency nurses.
Setting and Participants: The emergency department is a 21-bed Level II facility located in a rapidly growing coastal community. It is one of three hospitals within a health care system. The participants included nursing students and recently graduated nurses with an interest in employment in the emergency department. Methods: Nursing students from local colleges were recruited to work in the emergency department as patient care technicians and health unit coordinators prior to graduation. Upon graduation, the nurses were enrolled in the health care system's Graduate Nurse Program consisting of 12 weeks of classes, preceptorship, evaluations, and testing. The emergency department educator also provided unit specific classes aimed at developing skills needed by an emergency nurse. The new graduate nurses also were exposed to phlebotomy, critical care courses, ACLS, and PALS. The length of the internship was contingent upon obtaining registered nurse licensure, and an acceptable development by the graduate nurse. After completing the 12-week program, the new nurse's first assignment without the preceptor was to care for patients in the minor care setting of the emergency department. This initial introduction was designed to assist with organization, time management, and confidence. Transition into the main emergency department followed after evaluation and determination of competency levels. Results: This program has been successful in recruiting and retaining skilled, confident, and professional emergency nurses. Since the beginning of the program, six out of seven nurses were retained in the department. The first two graduate nurses began the program in May of 1999 and continue to work for the organization. Of the other four nurses to have successfully completed the program, two have been a part of the ED team for a year and a half, and the other two for six months. Currently, there are three recently graduated nurses enrolled in the program. Evaluation and modification of the program is continuous to assure ongoing success. Recommendations: Creating a recruiting program and an education program focused on enhancing skills and competency of new nurses has been helpful in alleviating staffing shortages in the emergency department. [Poster Presentation]
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.titleRecruitment and Retention of Newly Graduated Nurses in the Emergency Departmenten_GB
dc.identifier.urihttp://hdl.handle.net/10755/162854-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Recruitment and Retention of Newly Graduated Nurses in the Emergency Department</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">2003</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Tychan, Kimberly, RN, BSN, CEN</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">HealthFirst/Cape Canaveral Hospital</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Kimberly Tychan, RN, BSN, CEN</td></tr><tr class="item-address"><td class="label">Contact Address:</td><td class="value">225 South Tropical Trail, Apt. 221, Merritt Island, FL, 32952, USA</td></tr><tr class="item-phone"><td class="label">Contact Telephone:</td><td class="value">(321) 799-7150</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">Kimberly.Tychan@health-first.org</td></tr><tr class="item-co-authors"><td class="label">Co-Authors:</td><td class="value">Cathy Mullins, RN and Stephanie Hertz, RN, BSN</td></tr><tr><td colspan="2" class="item-abstract">Purpose: Due to increasing nationwide shortages of nurses, our emergency department decided to recruit newly graduated nurses. With patient load and acuity on the rise, there was a great need for skilled nurses in the emergency department. The objective of the Graduate Nurse Program was to create a program that would recruit and retain new nurses by enhancing their knowledge, skills, and confidence as emergency nurses. <br/>Setting and Participants: The emergency department is a 21-bed Level II facility located in a rapidly growing coastal community. It is one of three hospitals within a health care system. The participants included nursing students and recently graduated nurses with an interest in employment in the emergency department. Methods: Nursing students from local colleges were recruited to work in the emergency department as patient care technicians and health unit coordinators prior to graduation. Upon graduation, the nurses were enrolled in the health care system's Graduate Nurse Program consisting of 12 weeks of classes, preceptorship, evaluations, and testing. The emergency department educator also provided unit specific classes aimed at developing skills needed by an emergency nurse. The new graduate nurses also were exposed to phlebotomy, critical care courses, ACLS, and PALS. The length of the internship was contingent upon obtaining registered nurse licensure, and an acceptable development by the graduate nurse. After completing the 12-week program, the new nurse's first assignment without the preceptor was to care for patients in the minor care setting of the emergency department. This initial introduction was designed to assist with organization, time management, and confidence. Transition into the main emergency department followed after evaluation and determination of competency levels. Results: This program has been successful in recruiting and retaining skilled, confident, and professional emergency nurses. Since the beginning of the program, six out of seven nurses were retained in the department. The first two graduate nurses began the program in May of 1999 and continue to work for the organization. Of the other four nurses to have successfully completed the program, two have been a part of the ED team for a year and a half, and the other two for six months. Currently, there are three recently graduated nurses enrolled in the program. Evaluation and modification of the program is continuous to assure ongoing success. Recommendations: Creating a recruiting program and an education program focused on enhancing skills and competency of new nurses has been helpful in alleviating staffing shortages in the emergency department. [Poster Presentation]</td></tr></table>en_GB
dc.date.available2011-10-27T10:35:17Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-27T10:35:17Z-
dc.description.sponsorshipEmergency Nurses Associationen_GB
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