Leading Transformational Change: An Innovative Preceptor Education Program

2.50
Hdl Handle:
http://hdl.handle.net/10755/620403
Title:
Leading Transformational Change: An Innovative Preceptor Education Program
Other Titles:
Clinical Leadership for Transformational Change
Author(s):
Seibert, Susan; Hauck, Sheila
Lead Author STTI Affiliation:
Omicron Psi
Author Details:
Susan Seibert, RN, saseibert@usi.edu; Sheila Hauck, RN, OCN, NEA-BC
Abstract:
Session presented on Monday, September 19, 2016: New RN retention was a strategic goal of the Education and Professional Development Governance Council. Anecdotal reports indicated that new graduate RNs were dissatisfied with orientation, preceptors, and the processes. Staff Development Specialists reported low attendance in the preceptor courses. Newly employed RNs were often not assigned to the same preceptor with preceptors reporting inadequate time with their orientee due to patient load. What was apparent was that the retention rate for RNs who as students completed their medical surgical clinical on the Dedicated Education Unit (DEU) was far higher than employed RNs who had not had the same opportunity (100% vs 85% respectively). The council chose to transform the preceptor program modeling the strategies for developing competent clinical teachers in the DEU. Three strategies were implemented to achieve the strategic goal: (1) evaluate/revise the current preceptor program; (2) develop and fortify critical thinking in orientees; and (3) support the preceptor/orientee relationship. The Preceptor Survey revealed only 46% of preceptors had taken a preceptor education program. Barriers to being an effective preceptor were lack of self-confidence, not having enough time to spend with orientee, and nervousness. The preceptor voiced being pulled away to do other things and having too many patients to support the orientee.  To develop critical thinking the curriculum for preceptor program was reformulated using eight evidence based concepts. A one-day experiential workshop used three high fidelity simulation labs and was piloted for two Medical Surgical units  and four Critical Care units. Clinical Supervisors for each unit were engaged in this program to foster preceptor/orientee relationships by arranging appropriate patient load and schedules. The one year orientee retention rate for this pilot program rose from 73%% to 92%. The first cohort of 70 preceptors successfully completed the pilot program where preceptors reported an increase of preceptor knowledge and skills with a score of 3.4 on a 4 point Likert scale. Perceived self-efficacy was also noted. Orientees reported preceptors were competent and available. Coupled with the success was the intentional focus on matching preceptor/orientee schedules and creating a reasonable patient load to meet the need of the newly hired RN. Based on the success of this pilot preceptor program, the Council advocated for and received support to offer the program for all house-wide preceptors. This initial success of this nursing initiative shows considerable impact on the organization goal to retain competent nurses and to support leadership at the bedside.
Keywords:
Preceptor Preparation; RN Retention; Critical Thinking
Repository Posting Date:
16-Sep-2016
Date of Publication:
16-Sep-2016
Other Identifiers:
LEAD16O05
Conference Date:
2016
Conference Name:
Leadership Connection 2016
Conference Host:
Sigma Theta Tau International
Conference Location:
Indianapolis, Indiana, USA
Description:
Leadership Connection 2016 Theme: Personal. Professional. Global. Held at the Marriott Downtown, Indianapolis.

Full metadata record

DC FieldValue Language
dc.language.isoen_USen
dc.titleLeading Transformational Change: An Innovative Preceptor Education Programen
dc.title.alternativeClinical Leadership for Transformational Changeen
dc.contributor.authorSeibert, Susanen
dc.contributor.authorHauck, Sheilaen
dc.contributor.departmentOmicron Psien
dc.author.detailsSusan Seibert, RN, saseibert@usi.edu; Sheila Hauck, RN, OCN, NEA-BCen
dc.identifier.urihttp://hdl.handle.net/10755/620403-
dc.description.abstractSession presented on Monday, September 19, 2016: New RN retention was a strategic goal of the Education and Professional Development Governance Council. Anecdotal reports indicated that new graduate RNs were dissatisfied with orientation, preceptors, and the processes. Staff Development Specialists reported low attendance in the preceptor courses. Newly employed RNs were often not assigned to the same preceptor with preceptors reporting inadequate time with their orientee due to patient load. What was apparent was that the retention rate for RNs who as students completed their medical surgical clinical on the Dedicated Education Unit (DEU) was far higher than employed RNs who had not had the same opportunity (100% vs 85% respectively). The council chose to transform the preceptor program modeling the strategies for developing competent clinical teachers in the DEU. Three strategies were implemented to achieve the strategic goal: (1) evaluate/revise the current preceptor program; (2) develop and fortify critical thinking in orientees; and (3) support the preceptor/orientee relationship. The Preceptor Survey revealed only 46% of preceptors had taken a preceptor education program. Barriers to being an effective preceptor were lack of self-confidence, not having enough time to spend with orientee, and nervousness. The preceptor voiced being pulled away to do other things and having too many patients to support the orientee.  To develop critical thinking the curriculum for preceptor program was reformulated using eight evidence based concepts. A one-day experiential workshop used three high fidelity simulation labs and was piloted for two Medical Surgical units  and four Critical Care units. Clinical Supervisors for each unit were engaged in this program to foster preceptor/orientee relationships by arranging appropriate patient load and schedules. The one year orientee retention rate for this pilot program rose from 73%% to 92%. The first cohort of 70 preceptors successfully completed the pilot program where preceptors reported an increase of preceptor knowledge and skills with a score of 3.4 on a 4 point Likert scale. Perceived self-efficacy was also noted. Orientees reported preceptors were competent and available. Coupled with the success was the intentional focus on matching preceptor/orientee schedules and creating a reasonable patient load to meet the need of the newly hired RN. Based on the success of this pilot preceptor program, the Council advocated for and received support to offer the program for all house-wide preceptors. This initial success of this nursing initiative shows considerable impact on the organization goal to retain competent nurses and to support leadership at the bedside.en
dc.subjectPreceptor Preparationen
dc.subjectRN Retentionen
dc.subjectCritical Thinkingen
dc.date.available2016-09-16T14:25:39Z-
dc.date.issued2016-09-16-
dc.date.accessioned2016-09-16T14:25:39Z-
dc.conference.date2016en
dc.conference.nameLeadership Connection 2016en
dc.conference.hostSigma Theta Tau Internationalen
dc.conference.locationIndianapolis, Indiana, USAen
dc.descriptionLeadership Connection 2016 Theme: Personal. Professional. Global. Held at the Marriott Downtown, Indianapolis.en
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