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• W176046124 abstract "The purpose of this evidence-based project was to compare one-year outcomes for newly licensed Registered Nurses (NLRNs) in three organizations within the same healthcare system. All three have lower than nationally reported turnover and strategies for NLRN retention. Only one is using a Nurse Residency Program (NRP). NRPs are recognized as an effective strategy to retain newly licensed registered nurses (NLRNs) in their first year of employment (Institute of Medicine [IOM], 2010; The Advisory Board, 2007; Spector, 2007). The Commission on Collegiate Nursing Education (CCNE) (2008) defines an NRP as a series of learning sessions and work experiences that occur continuously over a 12-month period designed to assist NLRNs as they transition into their first professional nursing role. This cross-sectional, descriptive study utilized the Casey-Fink Graduate Nurse Experience Survey and intent to stay questions to collect data on NLRNs at one year post hire. Results indicated no statistically significant differences between the three sites and the subscales of the survey. There was a trend of a more positive score for professional satisfaction with Site A. Turnover was also similar between sites and lower than the reported 10% average, with Site A at 2%, Site B at 5%, and Site C at 4%. There was a statistically significant difference between Site A and C in the intent to stay in their current position, with Site A longer than Site C. The study supports the literature and evidence that a NRP is an effective strategy to decrease first year turnover. Further study is needed related to the effectiveness of the components of the NRP, length of time for mentorship, and the impact of accumulation of cohorts. Chapter One: Introduction Nurse Residency Programs (NRPs) are recognized as an effective strategy to retain newly licensed registered nurses (NLRNs) in their first year of employment (IOM, 2010; The Advisory Board, 2007; Spector, 2007). The Commission on Collegiate Nursing Education (CCNE) defines a NRP as a series of learning sessions and work experiences that occur continuously over a 12-month period designed to assist NLRNs as they transition into their first professional nursing role (CCNE, 2008). The purpose of the program is to transition the entry-level NLRN into a competent professional registered nurse (RN) who provides safe, quality care (Benner, 1984). This would include effective decision-making skills, ability to incorporate evidence and researchbased interventions into practice, developing clinical leadership skills at the point of care, and ensuring a commitment to life-long learning (CCNE, 2008). For CCNE accreditation of NRPs, there must be a partnership between an accredited acute care hospital and one or more accredited academic nursing program(s). There are several factors that have driven the development of NRPs: 1. The pending nurse shortage based on an aging workforce, societal need, and diverse career opportunities (Buerhaus, Staiger, & Auerbach, 2009;" @default.
• W176046124 created "2016-06-24" @default.
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• W176046124 date "2012-01-01" @default.
• W176046124 modified "2023-09-26" @default.
• W176046124 title "Outcome Comparison of an Evidence-Based Nurse Residency Program to Other Orientation Models" @default.
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