Moving From Thought to Reality

Transcription

1 Effective Staffing Network Boosting Retention and Doubling New Hires with Sun Health s Nursing Education Transition Unit Patricia Greene, MSN, RN Patient Care Manager Nancy Zismann, MSOL, RN Assistant Vice President Patient Care Services 1 Moving From Thought to Reality Background 2005 RN turnover in the first year of employment was 31% Difficult to hire new graduate RNs Problem How do we decrease first year turnover and increase hiring? Focus on decreasing turnover strategies Purpose Create an environment that supports the new hire nurses and new graduate nurses 2 1

2 From Concept to Reality Strategy Develop a program that would be feasible within our current limitations of budget and productivity while building a solid foundation of education, support and professional growth. Nursing Education and Transition Unit NET-U Gather supporting evidence Review of literature Turnover rates: National and our own Map the plan to address operational details 3 From Concept to Reality Identify Stakeholders CEO CNO and AVP Patient Care Services Patient Care Managers Financial Stewardship Establish productivity goals Total HPPD Actual and MEIOS Staffing Plan Start up costs (new staff orientation) Stakeholder buy-in and unit support 4 2

3 From Design to Reality Establish the Unit Use existing unit No need to license new beds Equipment in place Determine timeline for opening Consider local school graduation time frames 5 From Design to Reality Unit Staff Core Staff Preceptor selection: requirements and expectations Behavioral interview Structured interview process Team building program for staff (include ancillary staff) Go home free pass New Hire Candidates for the Unit New graduate RN Foreign nurse hires Experienced nurse hires selecting a new area for practice (Maternal-Child to ICU) 6 3

4 Preceptors Preceptors are the key to the success of the NET-U A good nurse does not necessarily make a good preceptor Preceptors need support and education Preceptors are partners in the development of the NET-U Elicit their assistance to adjust the program Allow freedom to modify matrix as needed 7 Preceptors Education Organization Development class Adult learning theory Role playing Workshops for all NET-U preceptors Reiterate standards (by the book) Review goals of unit (research) Examine orientation structure and paperwork Discuss issues and problem solve 8 4

5 Preceptors Support Nursing educator focus on NET-U Grant application for preceptors Incentives Conferences Organizational dues Clinical ladder opportunity 9 Unit Matrix Matrix developed to direct flow of orientee experiences Goal to complete tier one orientation and demonstrate advancement from novice to beginner Matrix flexible to meet new graduate learning needs Three parts to orientee experience Work with preceptor Off unit experiences Didactic-four hours per nine week period 10 5

6 Staffing and Orientation Matrix for Week II (Includes staffing for 6 days of the orientation unit for a total of 16 Graduate Nurse Externs) RN RN RN RN GNE GNE GNE GNE GNE GNE GNE GNE Provides staffing for 16 patients. Each GNE works 3-12 hour shifts, with 4 hours of class per week. Key: RN (Preceptor), GNE (Graduate Nurse Extern), TC () 11 Tiered Orientation Tier 1 Novice to beginner Tier 2 Beginner to beginner/competent Tier 3 Competent to fully competent Tier 4 Full member of the team Movement through h tiers dictated t d by competency, not by time schedule 12 6

7 Off Unit Experience Home unit manager provides list of what experiences the new graduate should have Preceptor arranges experiences Off unit experiences tailored to new graduate 13 Communication with Home Unit NET-U PCM and educator meet with PCMs twice a month New employee hand delivers weekly evaluation to home unit PCM Educator, preceptor and new graduate meet with home unit PCM in the middle of orientation toward the end of orientation and with any issues New employee invited to unit functions New grad may spend a day on home unit shadowing 14 7

8 Transition to Home Unit Formal handoff Home unit PCM, new graduate, preceptor and educator meet and set date for transfer Home unit PCM designates home unit preceptor and gives schedule Preceptor from NET-U gives report to preceptor on floor Educator follow up Meet with new preceptor Ensure knowledge of tiers Follow up as needed with new employee 15 Goals Research Objectives Increase retention Enhance patient safety Safety Satisfaction ROI 16 8

9 Results Retention of New Graduates 69% % 2007 Hiring of New Graduates 29 hires hires Thank You! You can submit questions in the "chat" section of your screen. 18 9

10 Effective Staffing Network For additional information Nancy Zismann Carrie Adams Pat Greene