2.50
Hdl Handle:
http://hdl.handle.net/10755/602814
Category:
Full-text
Format:
Text-based Document
Type:
Poster
Title:
Innovation in Action: How to Design a New Graduate Float Pool
Author(s):
Brown, Kristen Jean
Lead Author STTI Affiliation:
Epsilon Upsilon
Author Details:
Kristen Jean Brown, RN, CPN, rnkristen@att.net
Abstract:
Session presented on Saturday, November 7, 2015 and Sunday, November 8, 2015: Introduction: Nurse staffing is a challenge. Float pools have been used effectively to staff units with hospital employees. Experienced nurses have almost solely made up the float pool workforce until now. Purpose/Objects: To improve staffing resources through the implementation of a New Graduate Nurse Float Pool (NGNFP) and provide new grads a means of employment in a competitive market predominately hiring experienced nurses. Methods: Implemented in 2013, nurses apply to the NGNFP and interview with nurse managers and the Residency Coordinator. They are oriented to the six adult units they will be working. They spend four weeks on a medical/surgical unit and one week on each of the remaining units for a total of 12 weeks in addition to participating in a yearlong RN Residency program. Results: Of the original six NGNFP nurses, three have taken permanent positions and three remain in the float pool. An additional 19 nurses have been hired into the float pool and an Assistant Clinical Manager has been added to focus on its daily operations. Twenty more nurses will be hired in first quarter, 2015. Discussion: As a result of the NGNFP, on-boarding and orientation to the units has been enhanced by developing unit specific orientation binders, mentoring by NGNFP nurses, streamlined reporting processes and regular NGNFP staff meetings with the off-shift supervisor. Implications for Practice: The NGNFP has the potential to change how nurses are hired and is a win-win for the organization and nurse. To further evaluate the NGNFP nurse’s satisfaction, stress, organization/prioritization, communication and support, the Casey-Fink survey is being implemented.
Keywords:
new graduate; float pool; nurse staffing
Repository Posting Date:
21-Mar-2016
Date of Publication:
21-Mar-2016
Other Identifiers:
CONV15LD1.1
Conference Date:
2015
Conference Name:
43rd Biennial Convention
Conference Host:
Sigma Theta Tau International, the Honor Society of Nursing
Conference Location:
Las Vegas, Nevada, USA
Description:
43rd Biennial Convention 2015 Theme: Serve Locally, Transform Regionally, Lead Globally.`

Full metadata record

DC FieldValue Language
dc.language.isoen_USen
dc.type.categoryFull-texten
dc.formatText-based Documenten
dc.typePosteren
dc.titleInnovation in Action: How to Design a New Graduate Float Poolen
dc.contributor.authorBrown, Kristen Jeanen
dc.contributor.departmentEpsilon Upsilonen
dc.author.detailsKristen Jean Brown, RN, CPN, rnkristen@att.neten
dc.identifier.urihttp://hdl.handle.net/10755/602814en
dc.description.abstractSession presented on Saturday, November 7, 2015 and Sunday, November 8, 2015: Introduction: Nurse staffing is a challenge. Float pools have been used effectively to staff units with hospital employees. Experienced nurses have almost solely made up the float pool workforce until now. Purpose/Objects: To improve staffing resources through the implementation of a New Graduate Nurse Float Pool (NGNFP) and provide new grads a means of employment in a competitive market predominately hiring experienced nurses. Methods: Implemented in 2013, nurses apply to the NGNFP and interview with nurse managers and the Residency Coordinator. They are oriented to the six adult units they will be working. They spend four weeks on a medical/surgical unit and one week on each of the remaining units for a total of 12 weeks in addition to participating in a yearlong RN Residency program. Results: Of the original six NGNFP nurses, three have taken permanent positions and three remain in the float pool. An additional 19 nurses have been hired into the float pool and an Assistant Clinical Manager has been added to focus on its daily operations. Twenty more nurses will be hired in first quarter, 2015. Discussion: As a result of the NGNFP, on-boarding and orientation to the units has been enhanced by developing unit specific orientation binders, mentoring by NGNFP nurses, streamlined reporting processes and regular NGNFP staff meetings with the off-shift supervisor. Implications for Practice: The NGNFP has the potential to change how nurses are hired and is a win-win for the organization and nurse. To further evaluate the NGNFP nurse’s satisfaction, stress, organization/prioritization, communication and support, the Casey-Fink survey is being implemented.en
dc.subjectnew graduateen
dc.subjectfloat poolen
dc.subjectnurse staffingen
dc.date.available2016-03-21T16:37:17Zen
dc.date.issued2016-03-21en
dc.date.accessioned2016-03-21T16:37:17Zen
dc.conference.date2015en
dc.conference.name43rd Biennial Conventionen
dc.conference.hostSigma Theta Tau International, the Honor Society of Nursingen
dc.conference.locationLas Vegas, Nevada, USAen
dc.description43rd Biennial Convention 2015 Theme: Serve Locally, Transform Regionally, Lead Globally.`en
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