2.50
Hdl Handle:
http://hdl.handle.net/10755/164101
Category:
Abstract
Type:
Presentation
Title:
Partnerships between Hospitals and Schools of Nursing
Author(s):
Patten, Stephen
Author Details:
Stephen Patten, MSN, RN, CNS, CNOR, Portland VA Medical Center, Portland, Oregon, USA, email: stephen.patten@va.gov
Abstract:
PURPOSE/OBJECTIVES: To recruit and retain new graduate RNs in the perioperative division of a large metropolitan hospital. SIGNIFICANCE: This organization was preparing to add four operating suites within the next two years. The organization had not been successful in filling open positions with experienced perioperative RNs. Over the previous three years only fifty percent of newly hired experienced perioperative RNs were retained past one year. BACKGROUND/RATIONALE: Of the current staff 25 percent were eligible to retire. Locally no school of nursing offered a entire clinical rotation in the OR. A study by Sigsby and Yarandia showed that nursing students that participated in a perioperative rotation showed a significant increase in mean med/surgical knowledge versus students who participated only in med/surg clinical rotations. With this evidence a local college was approached and asked to use the perioperative area as a new clinical site. DESCRIPTION: An agreement was made between the hospital and the school of nursing. The hospital would supply the clinical site and a Clinical Nurse Specialist at 0.25 FTE to provide both clinical and didactic instruction. The school would offer eight students during their forth clinical term a perioperative clinical rotation. Five students could also choose to return to the OR as their final senior clinical rotation. OUTCOME: Over the last six years more than 100 students have chosen the perioperative clinical rotation, and 30 have come back for their senior clinical experience. The hospital has hired 12 of the new graduates with 100 percent retention. INTERPRETATION/CONCLUSION: Innovation and partnerships with schools of nursing can result in solving the problem of recruiting, critical to fill nursing positions. When students have the opportunity to experience a clinical area and self select in or out (70 students opted out of the OR for their senior experience) and employers have an opportunity to have an extended interview (240 clinical hours) a good match of student to the open position can be made. IMPLICATIONS FOR PRACTICE: While the hiring of 12 new graduates into the OR filled the critical position it diluted the average experience of the nurses. An extensive training program was need which required both time and expertise.
Repository Posting Date:
27-Oct-2011
Date of Publication:
27-Oct-2011
Conference Date:
2010
Conference Name:
CNS as Interal Consultant: Influencing Local to Global Systems
Conference Host:
NACNS - National Association of Clinical Nurse Specialists
Conference Location:
Portland, Oregon, USA
Description:
Conference theme: CNS as Internal Consultant: Influencing Local to Global Systems, held March 3 - 6, Portland, Oregon, USA
Note:
This is an abstract-only submission. If the author has submitted a full-text item based on this abstract, you may find it by browsing the Virginia Henderson Global Nursing e-Repository by author. If author contact information is available in this abstract, please feel free to contact him or her with your queries regarding this submission. Alternatively, please contact the conference host, journal, or publisher (according to the circumstance) for further details regarding this item. If a citation is listed in this record, the item has been published and is available via open-access avenues or a journal/database subscription. Contact your library for assistance in obtaining the as-published article.

Full metadata record

DC FieldValue Language
dc.type.categoryAbstracten_US
dc.typePresentationen_GB
dc.titlePartnerships between Hospitals and Schools of Nursingen_GB
dc.contributor.authorPatten, Stephenen_US
dc.author.detailsStephen Patten, MSN, RN, CNS, CNOR, Portland VA Medical Center, Portland, Oregon, USA, email: stephen.patten@va.goven_US
dc.identifier.urihttp://hdl.handle.net/10755/164101-
dc.description.abstractPURPOSE/OBJECTIVES: To recruit and retain new graduate RNs in the perioperative division of a large metropolitan hospital. SIGNIFICANCE: This organization was preparing to add four operating suites within the next two years. The organization had not been successful in filling open positions with experienced perioperative RNs. Over the previous three years only fifty percent of newly hired experienced perioperative RNs were retained past one year. BACKGROUND/RATIONALE: Of the current staff 25 percent were eligible to retire. Locally no school of nursing offered a entire clinical rotation in the OR. A study by Sigsby and Yarandia showed that nursing students that participated in a perioperative rotation showed a significant increase in mean med/surgical knowledge versus students who participated only in med/surg clinical rotations. With this evidence a local college was approached and asked to use the perioperative area as a new clinical site. DESCRIPTION: An agreement was made between the hospital and the school of nursing. The hospital would supply the clinical site and a Clinical Nurse Specialist at 0.25 FTE to provide both clinical and didactic instruction. The school would offer eight students during their forth clinical term a perioperative clinical rotation. Five students could also choose to return to the OR as their final senior clinical rotation. OUTCOME: Over the last six years more than 100 students have chosen the perioperative clinical rotation, and 30 have come back for their senior clinical experience. The hospital has hired 12 of the new graduates with 100 percent retention. INTERPRETATION/CONCLUSION: Innovation and partnerships with schools of nursing can result in solving the problem of recruiting, critical to fill nursing positions. When students have the opportunity to experience a clinical area and self select in or out (70 students opted out of the OR for their senior experience) and employers have an opportunity to have an extended interview (240 clinical hours) a good match of student to the open position can be made. IMPLICATIONS FOR PRACTICE: While the hiring of 12 new graduates into the OR filled the critical position it diluted the average experience of the nurses. An extensive training program was need which required both time and expertise.en_GB
dc.date.available2011-10-27T11:42:03Z-
dc.date.issued2011-10-27en_GB
dc.date.accessioned2011-10-27T11:42:03Z-
dc.conference.date2010en_US
dc.conference.nameCNS as Interal Consultant: Influencing Local to Global Systemsen_US
dc.conference.hostNACNS - National Association of Clinical Nurse Specialistsen_US
dc.conference.locationPortland, Oregon, USAen_US
dc.descriptionConference theme: CNS as Internal Consultant: Influencing Local to Global Systems, held March 3 - 6, Portland, Oregon, USAen_US
dc.description.noteThis is an abstract-only submission. If the author has submitted a full-text item based on this abstract, you may find it by browsing the Virginia Henderson Global Nursing e-Repository by author. If author contact information is available in this abstract, please feel free to contact him or her with your queries regarding this submission. Alternatively, please contact the conference host, journal, or publisher (according to the circumstance) for further details regarding this item. If a citation is listed in this record, the item has been published and is available via open-access avenues or a journal/database subscription. Contact your library for assistance in obtaining the as-published article.en_US
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