2.50
Hdl Handle:
http://hdl.handle.net/10755/164148
Category:
Abstract
Type:
Presentation
Title:
Let's Go Fishin': Keeping the Big Ones
Author(s):
Moffitt, Brenda; Moore, Stephanie
Author Details:
Brenda Moffitt, MSN, RN, ARNP, Salina Regional Health Center, Salina, Kansas, USA, email: nacnsorg@nacns.org; Stephanie Moore, MS, RN, ARN
Abstract:
Statement/Significance of Problem: The current nursing shortage and nurse retention issues are contributing to poor patient outcomes. Reporting to the Joint Commission on Accreditation of Healthcare Organizations since March 2002, shows staffing levels are a factor in 24 percent of the sentinel events. Predictions are that the nursing shortage will continue. With that knowledge, hospitals will need to retain and develop the nurses they have. Purpose: Clinical nurse specialists facilitated the development of an orientation plan that is "nurse friendly" and increase retention of nurses. This project included enhanced preceptor and new hire training. Description/Methods of the Project: Clinical nurse specialists were hired to develop and retain quality nursing employees. The orientation process was reviewed and deficits identified. The process of developing orientation plans was started. Individualized orientation/development plans were created for each new employee. Orientation classes were presented and facilitated by the clinical nurse specialists. The content of these classes focused on patient assessment, nursing theory, creativity, and critical thinking. A critical component of each content area was the opportunity for practical application of the theory content. Clinical nurse specialists began developing the preceptor training to meet the needs of the staff nurse. Content for the training included adult learning techniques, novice to expert theory, effective teaching strategies. This content was reinforced with practical application. The content was relevant to the current hospital initiatives (i.e. medication safety). Evaluation of Practice Change: Prior to beginning this project, orientation for each employee was dependent upon each unit developing an informal process whereby to orient the new employee. With this project, there has been interdisciplinary input into a formalized orientation program. Each unit is able to adapt the plan to include unit specific criteria but is standardized. Conclusions/Implications for Practice: This project has allowed a standardized orientation plan to be developed. Nursing staff on each unit now have a process to follow to ensure a quality, individualized orientation program. Preceptors and new hires have provided written and verbal feedback to confirm that the revised orientation plan is both beneficial and effective. Salina Regional Health Center had a turnover rate in 2000 (prior to clinical nurse specialists) of 14.13%. As of April 2004, the turnover rate has decreased to 5.60%. (This turnover rate includes retirements, relocations, death, and PRN staff).
Repository Posting Date:
27-Oct-2011
Date of Publication:
27-Oct-2011
Conference Date:
2005
Conference Name:
CNS Leadership: Navigating the Healthcare Environment Toward Excellence
Conference Host:
NACNS - National Association of Clinical Nurse Specialists
Conference Location:
Orlando, Florida, USA
Description:
Conference theme: CNS Leadership: Navigating the Healthcare Environment Toward Excellence, held on March 9�12, 2005 in Orlando, Florida, 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.titleLet's Go Fishin': Keeping the Big Onesen_GB
dc.contributor.authorMoffitt, Brendaen_US
dc.contributor.authorMoore, Stephanieen_US
dc.author.detailsBrenda Moffitt, MSN, RN, ARNP, Salina Regional Health Center, Salina, Kansas, USA, email: nacnsorg@nacns.org; Stephanie Moore, MS, RN, ARNen_US
dc.identifier.urihttp://hdl.handle.net/10755/164148-
dc.description.abstractStatement/Significance of Problem: The current nursing shortage and nurse retention issues are contributing to poor patient outcomes. Reporting to the Joint Commission on Accreditation of Healthcare Organizations since March 2002, shows staffing levels are a factor in 24 percent of the sentinel events. Predictions are that the nursing shortage will continue. With that knowledge, hospitals will need to retain and develop the nurses they have. Purpose: Clinical nurse specialists facilitated the development of an orientation plan that is "nurse friendly" and increase retention of nurses. This project included enhanced preceptor and new hire training. Description/Methods of the Project: Clinical nurse specialists were hired to develop and retain quality nursing employees. The orientation process was reviewed and deficits identified. The process of developing orientation plans was started. Individualized orientation/development plans were created for each new employee. Orientation classes were presented and facilitated by the clinical nurse specialists. The content of these classes focused on patient assessment, nursing theory, creativity, and critical thinking. A critical component of each content area was the opportunity for practical application of the theory content. Clinical nurse specialists began developing the preceptor training to meet the needs of the staff nurse. Content for the training included adult learning techniques, novice to expert theory, effective teaching strategies. This content was reinforced with practical application. The content was relevant to the current hospital initiatives (i.e. medication safety). Evaluation of Practice Change: Prior to beginning this project, orientation for each employee was dependent upon each unit developing an informal process whereby to orient the new employee. With this project, there has been interdisciplinary input into a formalized orientation program. Each unit is able to adapt the plan to include unit specific criteria but is standardized. Conclusions/Implications for Practice: This project has allowed a standardized orientation plan to be developed. Nursing staff on each unit now have a process to follow to ensure a quality, individualized orientation program. Preceptors and new hires have provided written and verbal feedback to confirm that the revised orientation plan is both beneficial and effective. Salina Regional Health Center had a turnover rate in 2000 (prior to clinical nurse specialists) of 14.13%. As of April 2004, the turnover rate has decreased to 5.60%. (This turnover rate includes retirements, relocations, death, and PRN staff).en_GB
dc.date.available2011-10-27T11:42:55Z-
dc.date.issued2011-10-27en_GB
dc.date.accessioned2011-10-27T11:42:55Z-
dc.conference.date2005en_US
dc.conference.nameCNS Leadership: Navigating the Healthcare Environment Toward Excellenceen_US
dc.conference.hostNACNS - National Association of Clinical Nurse Specialistsen_US
dc.conference.locationOrlando, Florida, USAen_US
dc.descriptionConference theme: CNS Leadership: Navigating the Healthcare Environment Toward Excellence, held on March 9�12, 2005 in Orlando, Florida, 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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