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Objective: Create comprehensive orientation program to educate and prepare new graduate nurses
Purpose: Meet the clinical and professional needs as well as provide ongoing support shown to be key factors in retaining first year nurses Curriculum, personnel, and policies & procedures for training
A schedule and curriculum for seminar and clinical learning
Designation and training of educators and preceptors
Practice and training protocols, guidelines, and audits
Quarterly report of turnover rate
Framework for ongoing support Organizational goals and objectives
Local and national accreditation standards for practice
Organizational safety & risk management and quality management standards Problem
Definition Nurse Turnover Rate
-27% for first-year nurses
-Can cost up to two times the salary of a nurse Questions? Key Assumptions -Costs of nurse turnover outweigh benefits
-High turnover rates are result of work environment (not personal)
-Key stakeholders accept long-term profitability of program
-Have full access to unit resources (personnel, rooms, equipment, scheduling) Work
Structure Performance Evaluation 1. Satisfaction Survey for participants/ stakeholders
2. Turnover rate, measured quarterly and annually
3. Compare to benchmarking data of similar institutions Director of Nursing
Critical Care Nurse Manager
Clinical Nurse Specialist Project Team What Could Possibly Go Wrong?? Sources Choukroun, Jean-Marc. DYNM 619 powerpoints, 2013.
Jones, Cheryl B., and Michael Gates. "The Costs and Benefits of Nurse Turnover: A Business Case for Nurse Retention." The Online Journal of Nursing Issues. American Nurses Association, Sept. 2007. Web. 17 Apr. 2013.
Kresk, Cathy. "Investing in Nursing Retention Is a Smart Move in Today’s Economy."Practice Matters. American Nurse Today, Apr. 2011. Web. 16 Apr. 2013. 1. Curriculum
lack of staff engagement
3. External educators/preceptors
last minute cancellations Creation of curriculum
Implementation of program
Graduation of cohort
Quarterly turnover rates
One year measurement