Development of a Nurse Residency Program to Improve Work Satisfaction and Retention Rates Among New Grad Nurses
In having the right equipment for implementing the BSN new residency program within the healthcare facility, scrutiny of items that may impact the implementation is crucial. Availability of the training resources within the healthcare facility entails the prerequisite requirement to augment the accessibility by the new nurses (Walsh, 2018). Hence compliance with the training sessions of the new residency program is free of complication.
The administrative department within the healthcare facility is of great significance in implementing the new residency program. Through the administration, the prerequisite requirements encompassing the new residency program should be extensively made available. In this case, trainers entailing the senior nurses should be adequately sorted out to make the program available within the healthcare facility (Ackerson & Stiles, 2018). Therefore, as the educators in the program, senior nurses should then sort out the salient requirement for each newly recruited nurse to fit in the program. The primary purpose of the educators is to pass on the appropriate knowledge and skills vital in improving work satisfaction in hand with heightening the nurse retention rate.
The success of the new program in curtailing nurses’ shortage depends on the effectiveness of the managers. Nurses incorporated in the newly recruited training sessions critically analyze the preliminary information needed to bring about the anticipated change in the nursing fraternity (Ackerson & Stiles, 2018). As the new program managers, nurses restructure the staffing criteria to efficiently attend to patients while teaching the necessary knowledge to the new grad nurses.
Incorporating technological advancement into the new residency program is another stumbling block to the program’s effectiveness in ensuring work satisfaction. The interoperable factor of the flow of information via the electronic recording system essentially requires extensive skills and knowledge to avoid tampering with patients’ records (Walsh, 2018). Therefore, the nurse trainer should incorporate an updated version of the required information about inefficient caregiving technological advancements.
However, evaluation of the effectiveness of the BSN nurse residency program is essentially vital. Internal audits by the administration in hand with external bodies such as the continuing professional education (CPE) body are essential in identifying the program’s effectiveness in augmenting work satisfaction and nurse retention. Therefore, nurse trainers incorporated in the program should change nurse staffing, elevating nurse shortage by reducing the nurse workload (Walsh, 2018). Therefore, the use of standardized audit tools to evaluate the program’s effectiveness is preferentially vital.
Implementation of online training through technological advancement will effectively heighten the success of the training program. Therefore, an online session should entail theoretical knowledge about the nursing environment while the physical classes incorporate practical sessions about providing adequate care.
In addition, education on electronic recording methods within the healthcare facility should be extensively applied in the training sessions to enhance hands-on competency in operating electronic equipment. Dictated by the dynamic nature of technological advancements, a clear transition of the appropriate knowledge through modules will improve patient outcomes.
Healthcare organizations experiencing nurse shortages within the US have internal nurses’ unions crucial in the implementation of the program. Informed consent of the unions about the impending new BSN residency program and its effectiveness in augmenting nurses’ satisfaction is vital. Therefore, the unions should adequately vote for the program’s enactment to enhance the quality of patient caregiving.
Therefore, different departments of the healthcare organization should sort out experts needed to inculcate standard bits of knowledge and skills by the new nurses. After the assortment of the professional trainers, the venues of training the new nurses are then identified. The educators, in this case, preferentially sort out the necessary educational curriculum for both the practicing nurses and new nurses about the prerequisites of sustaining the work satisfaction in hand with enhanced patient outcomes (Ackerson & Stiles, 2018). The educational curriculum highlights the anticipated changes in nursing professionalism.
Based on daily training modules, the educational experts should provide information about the program’s effectiveness and its benefits to the new nurses. Therefore, the information herein is crucial in boosting the nurse staffing criterion, reducing nurse workload, and heightening nurses’ satisfaction with the working environment imperative of better transition of the nurse into the nursing profession.
Regular auditing by different stakeholders on the effectiveness of the new residency program. Therefore, the audit used in this case should scrutinize the primary and secondary products that need to be integrated with the program by the practicing nurses to reduce nurse shortage. For instance, the use of CPE medical officers to audit the educational curriculum for the new nurse residency program guarantees its priority over other methods of curtailing the high nurse turnover rate.
Other stakeholders in implementing the new program, such as the selected physicians, chief medical officer, and others, should collaboratively work together to ensure proper implementation of the educational curriculum. This team’s assortment is crucial in identifying other items necessary in facilitating the training program (Ackerson & Stiles, 2018). However, evaluation of new nurses offering quality services is therefore enhanced through internal auditing.
Another essential buy-in will of the stakeholders encompasses scrutiny of the quality and risk management of the program under implementation. Consistent review of the nurses’ turnover rate during the training session is crucial in determining the program’s effectiveness. Thus, through this review, other underlying factors and issues to the prevalence of the shortage of nurses are significantly addressed.
Based on the program implementation cost within the healthcare facilities, program maintenance costs are relatively low. Recruitment of the new nurse opportunity costs is greatly heightened to attract more new graduate nurses. Implementation of preceptor opportunity cost is another significant factor to curtailing high nurses’ turnovers among the new nurses. Therefore, the preceptor opportunity cost should be lower to incorporate more new nurses in the residence program while augmenting their turnovers cost saving.
Consistent review of the educational curricula used to impact new knowledge and skills to the new nurses. Therefore, the stakeholders in the implementation process should critically analyze the curriculum about the updated versions of prerequisite requirements of offering quality care (Wolford et al., 2019). This significantly matches the patient population at hand, imperative of better and enhanced outcomes.
However, implementing policy governing retention of the newly registered nurses is significantly essential, boosting their confidence in offering patient services. For the additional procedure, pre and post-data on the program’s implementation are vital in defining the general requirements of each phase of the program.
Continued assessment of the effectiveness of new registered nurses in offering quality services is therefore vital in identifying the strengths and weaknesses of implementing the BSN residency program. Close observation of the significance of the program results before the implementation is essential in validating its effectiveness of reducing nurse turnover, lessening the nurse’s shortage situation.
Through the implementation of the BSN program, the competencies of the newly recruited nurses are greatly enhanced, resulting in reduced nurse workload. The program, therefore, incorporates the all skills needed by the new nurses in transiting into nursing professionalism.
Steps for Evaluating Change
Based on the Duchscher’s theory of transition, a tentative evaluation plan is significantly vital in validating the effectiveness of the new program in curtailing shortage of nurses while heightening the nurse satisfaction. Evaluation of the program entails scrutinizing any envisaged changes envisaged in the care giving process by the new nurses (Walsh, 2018). Through evaluation, any gaps envisaged in the implementation stage are greatly addressed with the instigation of the right courses of action.
Indicator 1: BSN audit for decreasing nurse turnover
This will be identified via the audit forms collected from the administration department responsible for reviewing the turnovers rate of the new nurses attending the implemented nurse program. The reviewing tool in this case addresses the nurse’s turnover rate from the current and the anticipated retention rate of the new nurses.
Indicator 2: Nurse staff trainers identify gaps in training the new nurses
This will be preferentially carried out through random audits requesting seniors’ trainers to account on the effectiveness new nurses’ residency in lessening the high nurse turnover (Walsh, 2018). Though this, the necessity of the new nurse program is emphasized.
Indicator 3: New nurse turnover
This will be identified through daily attendance sheets. In reference to reduced costs of accessing the new residency program, it would be anticipated that turnovers rate for the new nurses to decrease.
Indicator 4: effectiveness of the skills acquired in the training sessions
This will be in reference to the practical session successfully carried out by the new nurses. In this case, evaluation sheets are offered to the new nurses to evaluate their services.
Indicator 5: Work satisfaction
This is significantly based on the acquired knowledge and skills vital in augmenting the quality of healthcare services offered by the new nurses. The work satisfaction of the new nurse is anticipated to be heightened.
Indicator 6: Nurse- patient ratio
Benchmark: < 1:4
This will be identified through the nurse staffing and patient care quality department within the healthcare facility. The ratio will therefore incorporate new nurses under training to accurately measure their effectiveness of offering quality care.
Indicator 7: percentage of nurses who completed the new nurse training program sessions.
Feedback from Stakeholders
The stakeholders buy in and the general feedback on the effectiveness of the residency program is crucial in monitoring the efficacy of the program in lessening the shortage of nurses. The feedback herein is essential in determining how well the new residency program is crucial assurance of nurse retention as well quality service provision (Walsh, 2018). Stakeholders feedback is significantly essential invalidating their commitment in effectuating the implementation of the program within the healthcare facility.
Online survey questionnaire is therefore appropriate in collecting feedback from training staff and the trainee. The aim is to a more than 70% satisfaction of implementation of the program (Wolford et al., 2019). The training staff will therefore be asked specific question about the adaptability of the new nurses in reference to the program’s goal and objectives.
New registered nurses remain a significant component of the project. Therefore, work satisfaction of the trainee should be closely monitored to account for the effectiveness of the program in ensuring retention of newly registered nurses. In addition, close examination of the nurses’ effectiveness in maintaining positive nurse-patient relationship aimed at enhancing patient outcomes is vital.
Timeline and Resource Allocation
Based on the theory of transition, 12 months ai the ultimate timeline for effectuating the whole project. The pre and post planning phase in hand with pooling the necessary stakeholders to propel the program will take about 4 months. In the planning phase, the selected team will have gathered benchmark data for the BSN new residency program. However, the implementation stage will amount to 5 months to adequately have the program under uses in heightening nurse retention. In the implementation phase, vital requirements in effectuating the transmission of necessary skills and knowledge are preferentially rolled out (Wolford et al., 2019). The evaluation phase lasts for 3 months. At this phase assessment of the objectives and goals of the program is greatly carried out.
Time is a salient resource in the implementation of the BSN nurses’ program. The training staff comprising of senior nurses in the healthcare facilities should be allocated extra time to have the program under action besides their professional roles in nursing. Different trainers from different departments within the healthcare facility should therefore work together in inculcating the necessary skills to newly RNs. The CPE should however take part in upgrading of the new nurses by providing salient resources to support the effectuation of the program.
Shortage of nurses emanating from low retention rate and inadequate work satisfaction of the nurses remains to be a stumbling block to effective patient’s service delivery. However, incorporation of a multi-disciplinary nurse team to have the new BSN residency program running within the healthcare facility is the key to improving nurse work satisfaction and retention rates among the new nurses. Practicing nurses should thus be made aware of the significance of having and participating in the implementation of the program to effectively restructure the staffing imperative of reduced nurse workload.
Ackerson, K., & Stiles, K. A. (2018). Value of nurse residency programs in retaining new graduate nurses and their potential effect on the nursing shortage. The Journal of Continuing Education in Nursing, 49(6), 282-288. https://journals.healio.com/doi/abs/10.3928/00220124-20180517-09
Walsh, A. L. (2018). Nurse Residency Programs and the Benefits for New Graduate Nurses. Pediatric Nursing, 44(6). http://search.ebscohost.com/login.aspx?direct=true&profile=ehost&scope=site&authtype=crawler&jrnl=00979805&AN=133645941&h=TMxJCTv7loU%2F4ecuprD6gSzroUnNmNj9%2FXysFbnJSleMGBDcP9ZGrQnLSsWRX8zFdZCLUXtRJcOfjggwmDZkqw%3D%3D&crl=c
Wolford, J., Hampton, D., Tharp-Barrie, K., & Goss, C. (2019). Establishing a nurse residency program to boost new graduate nurse retention. Nursing Management, 50(3), 44-49. https://journals.lww.com/nursingmanagement/fulltext/2019/03000/establishing_a_nurse_residency_program_to_boost.7.aspx