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Recommended Citation
Mearsheimer M, Coble M. Reinventing the NICU Orientation Process for New Graduate Nurses through a Collaborative Model. Professional Development podium presentation at Elevating Nursing Excellence: Purpose, Profession, Passion; Advocate Health Midwest Region Nursing Research & Professional Development Conference 2024; November 13, 2024; virtual.
Presentation Notes
Professional Development podium presentation at Elevating Nursing Excellence: Purpose, Profession, Passion; Advocate Health Midwest Region Nursing Research & Professional Development Conference 2024; November 13, 2024; virtual.
Abstract
Background: Nurse retention is an issue nationwide and a nursing leadership priority. Neonatal Intensive Care Unit leadership at a Level IV 95 bed academic center identified this concern and created a task force to identify gaps and discuss solutions to increase retention rates for new graduate nurses. Educators, preceptors and leaders analyzed this information to create a structured orientation model. This project analyzes the first year results of this model and implications for future development of orientation programs in nursing units.
Purpose: The purpose was to change the fundamental structure of orientation to a team-based approach. New graduates were hired in cohorts, providing them a learning support structure. They spent the first part of orientation with nurse educators to learn the basic tenants of neonatal care before being placed with a formal preceptor, with a goal of better preparing them for learning opportunities with their preceptor. Formal preceptors, mentors, and resource personnel were assigned to new graduate nurses throughout orientation.
Methods: The model created a consistent, comprehensive, and multi-faceted support structure throughout the nurse’s first year of practice. Surveys were conducted throughout the program for orientees and preceptors. Retention rates were reported for 2021 through 2024.
Findings: 40 nurses have completed the structured orientation program since June 2023. Retention rates of new graduate nurses have increased by 24% from 2022 to 2023. 100% of orientees who responded stated that the formal educational program made them feel prepared to start in the unit with their preceptor. 94% responded that the education improved their knowledge. 99% of preceptor respondents stated that the orientee’s transition to the unit has been smoother than previous precepting experiences.
Conclusions: Creating a multi-faceted onboarding approach may help close gaps for new graduate nurses having difficulties assimilating to the unit. Our goal is to continue increasing retention rates through this comprehensive program.
Document Type
Oral/Podium Presentation
Publication Date
11-13-2024
Reinventing the NICU Orientation Process for New Graduate Nurses through a Collaborative Model
Background: Nurse retention is an issue nationwide and a nursing leadership priority. Neonatal Intensive Care Unit leadership at a Level IV 95 bed academic center identified this concern and created a task force to identify gaps and discuss solutions to increase retention rates for new graduate nurses. Educators, preceptors and leaders analyzed this information to create a structured orientation model. This project analyzes the first year results of this model and implications for future development of orientation programs in nursing units.
Purpose: The purpose was to change the fundamental structure of orientation to a team-based approach. New graduates were hired in cohorts, providing them a learning support structure. They spent the first part of orientation with nurse educators to learn the basic tenants of neonatal care before being placed with a formal preceptor, with a goal of better preparing them for learning opportunities with their preceptor. Formal preceptors, mentors, and resource personnel were assigned to new graduate nurses throughout orientation.
Methods: The model created a consistent, comprehensive, and multi-faceted support structure throughout the nurse’s first year of practice. Surveys were conducted throughout the program for orientees and preceptors. Retention rates were reported for 2021 through 2024.
Findings: 40 nurses have completed the structured orientation program since June 2023. Retention rates of new graduate nurses have increased by 24% from 2022 to 2023. 100% of orientees who responded stated that the formal educational program made them feel prepared to start in the unit with their preceptor. 94% responded that the education improved their knowledge. 99% of preceptor respondents stated that the orientee’s transition to the unit has been smoother than previous precepting experiences.
Conclusions: Creating a multi-faceted onboarding approach may help close gaps for new graduate nurses having difficulties assimilating to the unit. Our goal is to continue increasing retention rates through this comprehensive program.
Affiliations
Atrium Health Levine Children's, Brenner Children's Hospital